14.3 Respectful Workplaces

Everyone had the right to work in an environment that is safe and respectful. This means the environment should be free of harassment, violence and discrimination.

Harassment and Violence

Harassment and Violence are any digital, sexual, psychological, physical or verbal actions that cause offense, humiliation, or harm to someone. Each type of harassment is breifly described below:

• Digital harassment includes posting information that is untrue or demeaning about a colleague online. It also involves sending inappropriate information to the victim or encouraging others to post or send inappropriate content to the victim.
• Physical harassment involves any inappropriate touching, threats of physical harm and actual physical harm to the victim or their property.
• Psychological harassment includes but is not limited to, actions or behaviours that exclude an employee at work, not giving an employee all the information and support to do their job and undermining an employee in front of others.
• Sexual harassment includes any unwanted physical or verbal acts which include, but are not limited to, “inappropriate touching, sexual jokes, sharing pornography, sending sexual messages or requiring sexual favors in exchange for a promotion or job security” (Schooley, 2022).
• Verbal harassment includes insults, offensive jokes and language, and unreasonable criticism. (Schooley, 2022)

Harassment does not have to be ongoing; one severe incident with lasting impact is also considered harassment.

Discrimination

Discrimination involves the unfair treatment of a person or a group of people based on “race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered”. (Government of Canada, 2020)

Discriminatory practices include (but are not limited to):

• Making jokes or rude comments
• Making stereotypes about employees who belong to particular groups
• Refusing to mentor employees from a certain race or group
• Blaming someone disproportionately
• Excluding employees from formal or informal events and opportunities

How to Make the Workplace More Respectful

The responsibility of ensuring a harassment-free workplace lies squarely on the employer; however, all employees must do their part to uphold one another’s right to an environment free of harassment, violence, and discrimination. To achieve this:

• all companies must have stand-alone harassment and discrimination policies.
• all employees must familiarize themselves with their company’s harassment and discrimination policies, which should include guidance on how to report instances of harassment or discrimination.
• all companies must conduct training sessions on their harassment and discrimination policies, including instruction on what to do when they are victims or witnesses, and all employees must participate.
• all employees must familiarize themselves with the laws in place to protect against harassment and discrimination

Experiencing harassment or discrimination places the victim in a difficult position with regard to their job security, as does witnessing it and the duty to report. The situation is even more complicated if the perpetrator has the power to promote, demote, or terminate the victim’s or witness’s employment. If you find yourself in such a situation, seeking the confidential advice of an ombudsperson or person in a similar counselling role should be your first recourse. Absent these internal protections, consider seeking legal counsel. If you are a witness, the important thing is to act as an ally to the person being victimized. A workplace culture that permits harassment and discrimination will only end if we all do our part to ensure that offenses no longer go unreported and unpunished.