Alberta worker claims discrimination based on age, gender, race and disability
Having worked for Capital Power Corporation since 2019, Maya Knauth, 50, applied for a senior advisor role at the company in September 2021. During the online interview, she kept her camera off.
In the end, she didn't get the job as the position went to a younger candidate. Knauth claimed the decision discriminated against her based on age, gender, race, and disability.
And in a Dec. 8, 2025 decision, the Human Rights Tribunal of Alberta upheld the dismissal of her complaints.
Was it discrimination?
Knauth explained she didn't turn on her camera because it wasn't working, she had a swollen eye due to a disability, and human resources hadn't told her in advance that cameras needed to be on. During the interview, the interviewer commented: "I showed you what I looked like, why did you not show me what you look like?"
Knauth later characterized this comment as sexual harassment, believing it suggested the interview was based on looks. The tribunal disagreed, finding "no information to support that this comment was made in a sexual manner." The employer submitted that Knauth did not make a request to accommodate the eye condition during the interview process.
The tribunal found "there was no information to suggest that the complainant's protected grounds or failure to turn on her camera affected the hiring criteria or decision."
Review of selection process
A review of the selection process was undertaken. Capital Power provided information that all candidates received the same questions and were assessed on identical criteria.
The decision emphasized that the successful candidate was chosen based on several factors: a graduate degree in economics considered an asset, experience in the oil and gas sector, experience in financial accounting, project management experience, and interpersonal and organizational skills to work cross-functionally with internal and external stakeholders.
The decision emphasized that while significant portions of Knauth's submissions centered around the camera issue, "the information shows that not turning on a camera was not a key decision factor for the respondent in the promotion."
Undue hardship for accommodation request
Knauth also alleged ongoing bullying and sexual harassment, and went on short-term disability leave in February 2022. She had recorded multiple workplace conversations without colleagues' knowledge. The tribunal reviewed these recordings and found "significant interpersonal conflicts" but concluded the evidence did not support that harassment was connected to her protected characteristics.
In July 2022, Knauth's physician provided a medical note clearing her to return to work with restrictions. The note stated she "should not be required to work with the people identified in her complaints as it can lead (the complainant) suffering panic attacks."
Her complaint listed 13 employees across the organization. Capital Power determined this restriction meant Knauth couldn't work in five of six available departments.
The tribunal found that eliminating contact with 13 fellow workers could not be accommodated “without undue hardship." The company had granted short-term disability leave and suggested long-term disability benefits as an alternative.
Knauth resigned in September 2022 before completing a medical assessment program.
In dismissing her human rights complaint, the tribunal concluded: "The complainant has not provided sufficient information to support a reasonable prospect of success."
