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Preventing and Resolving Harassment

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This presentation aims to raise awareness about harassment in the workplace, enabling employees to identify and prevent such behaviors. Participants will learn what constitutes harassment, their responsibilities in preventing it, and how to effectively resolve harassment situations. The National Gallery of Canada is committed to fostering a respectful work environment that values diversity and promptly addresses disputes. By understanding the definitions and implications of harassment, employees can contribute to a healthier workplace where everyone feels safe and respected.

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Preventing and Resolving Harassment

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  1. National Gallery of Canada Preventing and Resolving Harassment A Joint Union / Management Awareness Presentation

  2. SESSION OBJECTIVES Everyone will know: • what constitutes harassment, and • their responsibilities to: • prevent harassment and, if necessary, • help resolve a harassment situation. 2

  3. OUR POLICY To promote a respectful work environment where diversity is valued by: • preventing harassment, • resolving disputes promptly and cooperatively, • providing a redress process to fairly and promptly address harassment allegations 3

  4. YOUR AWARENESS + ACTIONS • = • PREVENTION 4

  5. HARASSMENT • Is a serious issue • Has a negative impact on individuals and the work environment • Can lead to disciplinary measures It is everyone’s responsibility to prevent / help resolve a harassment situation. 5

  6. DEFINITION of HARASSMENT Form of misconduct / improper behaviour by an employee: • that is directed at and is offensive to another employee, • which that person knew or ought reasonably to have known would be unwelcome & cause offence or harm. It comprises: • objectionable conduct, comment or display that demeans, belittles, causes personal humiliation or embarrassment, and any act of intimidation or threat, • which detrimentally affects individual well-being or the work environment. 6

  7. SEXUAL HARASSMENT … • Comment, Gesture, Conduct or Contact of a Sexual Nature. • One Time or Continuous Series of Incidents. • Placing a Condition of a Sexual Nature on Employment or on an Opportunity for Training and Promotion. 7

  8. ABUSE OF AUTHORITY Improper use of power or authority inherent in ones position. • Verbal Abuse • Intimidation • Threats • Blackmail or Coercion 9

  9. HARASSMENT DOES NOT INCLUDE… The proper exercise of managerial responsibility, e.g. giving advice, evaluating performance and applying corrective measures in a respectful manner. 8

  10. CRITERIA FOR DETERMINING HARASSMENT • Is the behaviour unwelcome or offensive? • Would a reasonable person view the conduct as unwelcome or offensive? • Did it demean, belittle or cause personal humiliation or embarrassment? • Did it detrimentally affect the work environment or individual well-being? • Is it a single serious incident? • Is it a series of incidents over a period of time? 10

  11. EXAMPLES OF … • What generally constitutes: • discriminatory harassment (sexual harassment and harassment under the CHRA) • personal harassment 11

  12. EXAMPLES OF … What generally constitutes harassment 11

  13. EXAMPLES OF … • What may or may not constitute: • discriminatory harassment (sexual harassment and harassment under the CHRA) • personal harassment 12

  14. EXAMPLES OF … • What does not generally constitute: • discriminatory harassment (sexual harassment and harassment under the CHRA) • personal harassment 13

  15. FACTS ABOUT HARASSMENT • Harassment generally occurs when there is a disparity of power, even among employees at the same group and level • Harassment does not have to be intentional • Harassment can also take place among employees of the same gender • Anyone can be harassed and it can come from any level 14

  16. WHY INDIVIDUALS DO NOT SPEAK UP Fear of: • rejection by others • being labeled a “trouble - maker” • loss of job opportunities • not being considered a “team player” • reprisal 15

  17. OUR POLICY – Prevent Harassment • Every employee must be treated with respect • Every employee is responsible for preventing harassment 16

  18. OUR POLICY – Resolve Harassment • Every employee is responsible, should it occur, for cooperating to resolve a harassment situation which they are aware of or are a party to • Harassment or lack of action = disciplinary measures 17

  19. MOST DISPUTES ARE RESOLVED … • locally between the parties involved, or with the help of a manager or union • sometimes, and increasingly, with the support of a third party, e.g. facilitator, mediator • through the formal harassment complaint or grievance process 18

  20. IF YOU BELIEVE YOU ARE BEING HARASSED … • DO NOT ACCEPT MATTERS, TAKE ACTION! • Is it possible harassment or is it an administrative matter involving the exercise of management authority? • If it is a harassment matter, settle the dispute if possible with the alleged harasser • Consider asking your manager for help or consider third party assistance • If necessary, file a harassment complaint (or grievance) 19

  21. CONFIDENTIALITY All employees who are aware of or involved in a harassment complaint must refrain from discussing the complaint among themselves or with anyone who does not have a “need to know”. 20

  22. REMEMBER • Harassment will not be tolerated • There are people out there who will help • Preventing harassment and helping to resolve a harassment situation should it occur is everyone’s responsibility 21

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