Report finds HR is failing in responding to complaints by employees
Canadian employers must do a better job to address the issue of harassment, sexual harassment and violence in the workplace, according to a recent report.
Overall, 71.4 per cent of Canadians say they have experienced at least one form of harassment and violence or sexual harassment and violence, finds a survey from the Canadian Labour Congress and the Western University Centre for Research and Education on Violence Against Women and Children.
Nearly two-thirds (65 per cent) experienced at least one behaviour or practice of harassment and violence at work in the past two years and 43.9 per cent experienced at least one behaviour or practice of sexual harassment and violence in the past two years while at work.
Just over one-quarter (26.5 per cent) experienced at least one form of work-related online harassment in the past two years, found the survey of 4,878 adult Canadians conducted online from Oct. 21, 2020 until April 21, 2021.
In January, Alberta announced it is expanding anti-harassment training to more public sector workers in the province.
Gender-diverse respondents are the ones most likely to have experienced harassment and violence (82 per cent), sexual harassment and violence (73 per cent) and online harassment (35 per cent), according to the report.
However, many women (76 per cent, 46 per cent and 27 per cent, respectively) and men (67 per cent, 38 per cent and 24 per cent, respectively) also fall prey to violators.
Workers of different job types are more vulnerable to these types of experiences:
|
Workers |
Harassment and violence |
Sexual harassment and violence |
Online harassment |
|---|---|---|---|
|
health care and social assistance workers |
76 per cent |
44 per cent |
27 per cent |
|
workers involved in the exchange of money |
73 per cent |
55 per cent |
32 per cent |
|
those who interact with the public |
68 per cent |
46 per cent |
28 per cent |
|
public administration workers |
62 per cent |
43 per cent |
26 per cent |
|
education services workers |
62 per cent |
33 per cent |
24 per cent |
|
those who serve alcohol |
60 per cent |
63 per cent |
26 per cent |
The most common types of sexual harassment and violence behaviours or practices experienced include:
Meanwhile, the most common harassment and violence behaviours or practices experienced include:
These experiences have had a negative effect on workers’ careers:
|
Impacts on work |
Workplace harassment and violence |
Sexual harassment and violence |
|---|---|---|
|
Workers were reassigned/transferred against their wishes |
89 per cent |
87 per cent |
|
Workers were transferred, suspended, fired or lost a shift |
88 per cent |
88 per cent |
|
Workers transferred or quit to take another job |
84 per cent |
82 per cent |
|
Workers were denied a promotion, pay increase, good performance rating, or good reference |
77 per cent |
70 per cent |
|
Workers missed work/left early/arrived late |
70 per cent |
63 per cent |
|
Workers’ productivity declined |
55 per cent |
43 per cent |
|
Workers lost trust in team/unit/department |
46 per cent |
35 per cent |
|
Workers lost trust in superiors |
41 per cent |
25 per cent |
On top of all of that, reporting such incidents has not been a positive experience for many workers either, as more than half of people who reported to a union (51 per cent), supervisor or manager (52 per cent) or made a formal report or grievance (55 per cent) about harassment and violence said it made no difference.
The same was true for sexual harassment and violence (55 per cent, 50 per cent and 44 per cent, respectively).
And roughly one-quarter said reporting made the situation worse: union (26 per cent for violence and harassment, 21 per cent for sexual harassment and violence); supervisor or manager (30 per cent, 29 per cent) and formal report or grievance (19 per cent, 32 per cent).
And many workers are not happy with the actions taken by those responsible for workers’ safety and wellbeing in the workplace – particularly by HR where 70 per cent of employees are dissatisfied with the response:
|
Who’s responsible? |
Very dissatisfied |
Somewhat dissatisfied |
Neutral |
Somewhat satisfied |
Very satisfied |
|---|---|---|---|---|---|
|
Supervisor or manager |
54 per cent |
11 per cent |
10 per cent |
13 per cent |
11 per cent |
|
HR rep. |
60 per cent |
10 per cent |
13 per cent |
11 per cent |
7 per cent |
|
Union |
34 per cent |
13 per cent |
15 per cent |
17 per cent |
21 per cent |
|
Others |
54 per cent |
6 per cent |
20 per cent |
8 per cent |
11 per cent |
Too often, people are afraid to speak up about harassment or uncomfortable situations at work. One of the top reasons is safety concerns and fear of backlash from the perpetrator (33 per cent), according to the Woman Abuse Council of Toronto (WomanACT).
Things have to change, according to the report from the Canadian Labour Congress and the Western University.
“It is evident that current systems of reporting and response and actions taken thus far are not working and that workers continue to experience major barriers to reporting, including fears and experiences of retaliation,” it notes. “A comprehensive approach to prevention is urgently needed.”
This approach must include specific strategies for sectors with higher prevalence rates where workers face an increased risk of exposure to harassment and violence, including harassment and violence from third parties, and this requires the involvement of all levels of government, unions and employers, according to the report.
“While changes in legislation, collective agreement language, and workplace policy are logical outcomes, it will also be necessary to increase awareness, training, risk assessments, and adjustments to working conditions and environments to reduce hazards.”
