Skip to content

Recognizing subtle discrimination in the workplace: insights from recent legal cases

By Sheila Mecking and Michiko Gartshore

Subtle discrimination can have a much stronger and longer effect on employees when not properly addressed. It can also result in costly consequences for an employer who does not promptly act to ensure employees have a safe work environment free of discrimination.

Often referred to as “micro-aggressions”, these actions and behaviours can be difficult to detect, but are more prevalent than overt forms of discrimination. They are hard to detect because the actions or behaviours may be unclear or even have an explanation, but when viewed together, they show a much clearer picture of discrimination based on a protected ground.

Recently in Labourers’ International Union of North America, Local 183 v CTS (ASDE) Inc., 2022 CanLII 14925 (ON LRB), an employee was terminated. The incidents leading to the termination involved a Black employee allegedly becoming angry and screaming when he found his employer assigned tool-box had been cut into to access the contents. The second incident arose when the employee failed to answer his radio during an assignment. The Forman then alleged the employee became agitated, possibly raising his voice and slamming his fist on a desk, when approached about this incident.

At the Labour Board hearing, the Grievor provided social context evidence to support his case, including expert evidence about implicit bias against Black men in particular, including that there are negative stereotypes associated with Black men, painting them as loud, threatening, aggressive, and hostile.

While the Labour Board did not find intentional discrimination, it did note that the employer did not investigate the incidents or look into whether the incidents may have been racially motivated. The Labour Board held no just cause to warrant termination and that his termination was discriminatory.

In a second case, Mema v. City of Nanaimo (No. 2), 2023 BCHRT 91, a Black employee’s dismissal revolved around the use of a corporate credit card. Although the credit card agreement prohibited personal purchases, it was common practice within the City to allow employees to make personal purchases and then reimburse the City. The employee began falling behind on the payments and was ultimately put on a paid suspension, and then dismissed.

The Tribunal found that his dismissal was ‘informed by racial stereotypes’, given that the employee was uniquely singled out. There were findings that the suspicions around the employee arose at least in part due to his race, as supported by rumors and comments at the time of his suspension. The Tribunal confirmed that it was enough that the employee’s dismissal was subconsciously in part due to the fact that he was a Black man.

The employee was awarded $50,000 in damages for injury to dignity and $583,413.40 for lost wages during the three years since his dismissal.

It is important to remain vigilant in identifying subtle discrimination and promptly addressing it in your workplace to ensure all employees have a healthy and safe workplace.

Upcoming webinar:

Stewart McKelvey will be hosting a webinar on March 27, 2024 to highlight the signs of subtle discrimination and steps to take to mitigate liability. Please contact Alicia Gordon, Events Coordinator, at for more information.

This client update is provided for general information only and does not constitute legal advice. If you have any questions about the above, please contact a member of our Labour & Employment Group.

Click here to subscribe to Stewart McKelvey Thought Leadership. 



Search Archive


Reset for renewables: Nova Scotia overhauls energy regulation and governance in advance of influx of renewable energy

April 5, 2024

By Nancy Rubin and James Gamblin The Government of Nova Scotia has embarked on a path to dramatically reshape the regulation and governance of the energy sector with the passage of Bill 404, the Energy…

Read More

An employer’s guide to human rights law in Atlantic Canada

April 2, 2024

By Kathleen Starke and Annie Gray Human rights landscape Human rights legislation prohibits discrimination in specific contexts, including employment and the provision of services. In all Atlantic Provinces, Human Rights Commissions are responsible for enforcing…

Read More

Recognizing subtle discrimination in the workplace: insights from recent legal cases

March 4, 2024

By Sheila Mecking and Michiko Gartshore Subtle discrimination can have a much stronger and longer effect on employees when not properly addressed. It can also result in costly consequences for an employer who does not…

Read More

Immediate changes to travel eligibility for citizens of Mexico

February 29, 2024

By Brittany Trafford and Brendan Sheridan Today Immigration, Refugees and Citizenship Canada (“IRCC”) has announced significant changes to the travel requirements for Mexican citizens. As of February 29, 2024 at 11:30p.m. Eastern Time, all electronic…

Read More

Updated guidance on business reporting obligations under Canada’s supply chain transparency legislation

February 23, 2024

By Christine Pound, ICD.D., Twila Reid, ICD.D., Sarah Dever Letson, CIPP/C, Hilary Newman and Daniel Roth Introduction As we reported on November 30, 2023, the Fighting Against Forced Labour and Child Labour in Supply Chains…

Read More

Trustees beware! New trust reporting and disclosure requirements under the Income Tax Act are here – are you ready for them?

February 21, 2024

By Richard Niedermayer, K.C., TEP  & Rackelle Awad New trust disclosure rules originally announced on February 27, 2018, are now in force, and trusts with taxation years ending on or after December 31, 2023 are…

Read More

Proposed Criminal Interest Rate Regulations: exemptions to the lower criminal interest rate

February 14, 2024

By David Wedlake and Andrew Paul In late December 2023, the Federal Government issued draft Criminal Interest Rate Regulations under the Criminal Code. These proposed regulations follow the Budget Implementation Act, 2023, No. 1 which…

Read More

Outlook for 2024 Proxy Season

February 9, 2024

By Andrew Burke, Colleen Keyes, Gavin Stuttard, David Slipp and Logan Walters With proxy season on the horizon, many public companies are once again preparing their annual disclosure documents and shareholder materials for their annual…

Read More

Significant changes announced for new study permit applications

February 6, 2024

By Brendan Sheridan and Tiegan Scott The Government of Canada recently announced further changes to the international student program that not only limits the number of new study permit applicants per year, but also increases…

Read More

Plans of arrangement come to Newfoundland and Labrador

January 30, 2024

By Tauna Staniland, K.C., ICD.D, Joe Thorne, and Nadine Otten What can you do when your corporation wants to complete a complex transaction requiring significant corporate restructuring that cannot be easily completed under the corporation’s…

Read More

Search Archive

Scroll To Top