Toronto has long been one of the most diverse cities in the world. However, diversity alone doesn’t solve systemic issues or combat racism. Right now, two Black women—both long-time employees of the Ontario Public Service—are taking legal action. They are arguing that years of workplace racism derailed their careers and harmed their health.
The $26 Million Lawsuit That’s Helping To Combat Racism
Hentrose Nelson and Jean-Marie Dixon, both experienced professionals, have launched a $26 million lawsuit against the Ontario government, the Ministry of the Attorney General, and two unions. Their claims? They weren’t just ignored when they raised concerns about racism—they were actively punished for speaking up.
Nelson, who started working for the province in 2004, says the stress of constant workplace discrimination led to severe health issues, including her son being born prematurely at just one pound, six ounces. Despite her medical condition, she says she was denied basic accommodations. Including sick leave, and she faced outright hostility when she returned to work. She describes being assigned “office housework” and being mistaken for a janitor—despite holding a senior administrative role.
Dixon, a lawyer and senior Crown counsel, tells a similar story. She says she was made to feel like she didn’t belong. She was treated as if Black women had no place in her profession. When she turned to her union for help, she alleges they refused to intervene. Instead of addressing the issue, her employer suspended her in 2016—and later attempted to fire her.
Both women say their experiences aren’t unique. They believe other Black employees within Ontario’s public service are facing similar challenges but are too afraid to speak out.
When Unions Fail to Protect Workers and Combat Racism
One of the biggest revelations from this lawsuit is how unions—typically seen as defenders of workers’ rights—allegedly ignored these women’s experiences. Nelson and Dixon claim their unions, the Association of Management, Administrative and Professional Crown Employees (AMAPCEO) and the Association of Law Officers of the Crown (ALOC), either refused to support them or actively sided with their employers.
This is a major issue. Unions are supposed to advocate for workers, especially in cases of discrimination. However, racialized employees have often pointed out that these organizations don’t always fight as hard for them as they do for others. A 2021 report from the Ontario Human Rights Commission highlighted how systemic racism in workplaces often goes unchallenged because the very institutions meant to protect workers don’t take these complaints seriously.
What Needs to Change?
The lawsuit doesn’t just ask for financial compensation—it’s demanding real change. Nelson and Dixon are calling for:
- A “truth and conciliation” commission to investigate systemic racism within the Ontario Public Service
- Mandatory anti-racism training for all employees
- Better legal protections for racialized workers who file complaints
These aren’t radical asks. Research from organizations like the Canadian Centre for Policy Alternatives has repeatedly shown that anti-racism policies make workplaces more equitable, improving employee retention and productivity.
The Bigger Picture: Why This Matters (Working to Combat Racism)
This case is about more than just two women. It exposes a broader issue in how workplaces—especially government institutions—handle racism. If people working inside the legal system are struggling to get justice, what does that say for the average worker who faces discrimination?
Nelson and Dixon’s courage in taking this public is forcing a necessary conversation. If their case succeeds, it could set a precedent that makes it harder for employers and unions to ignore racism in the workplace. At the very least, it’s a stark reminder that diversity means nothing without real accountability.
Author: Maya L. Bennett
Maya L. Bennett is a Toronto-based journalist and workplace equity researcher with a background in employment law and public policy.
