best practices for preventing workplace harassment

Workplace harassment is a serious issue affecting employees across many organizations and industries. It impacts psychological and emotional well-being, undermines organizational culture, and decreases productivity. What do the current facts and statistics say about the state of workplace harassment in Canada?

canadian statistics on workplace harassment 

Recent statistics highlight the prevalence and impact of workplace harassment in Canada:

• 31% of men and 47% of women experienced some form of harassment or sexual assault in the workplace. ¹
• Stats are higher among those 25-35 years old, with 60% of women and 39% of men experiencing harassment in the workplace.²
• 76% of lesbian, gay or bisexual women and 53% of gay or bisexual men reported ever experiencing harassment or sexual assault in the workplace.³
• Women are more likely to experience harassment both inside and outside the workplace.⁴
• Saskatchewan is among the worst provinces for workplace harassment.⁵

These statistics underscore the urgent need for organizations to proactively address workplace harassment and create an environment where employees feel safe and supported in reporting incidents. To effectively address this issue, it’s essential to first understand what workplace harassment entails. So, what exactly does workplace harassment involve?

understanding workplace harassment

Workplace harassment encompasses many behaviours that create a hostile, intimidating, or offensive work environment. It can manifest in several forms, including:

• Verbal abuse includes insults, derogatory comments, and slurs.
• Discrimination is unfair treatment based on race, gender, sexual orientation, disability, or other protected characteristics.
• Bullying is the repeated, intentional actions aimed at intimidating, offending, or degrading a person.
• Sexual harassment is unwelcome sexual advances, requests for sexual favours, and other verbal or physical harassment of a sexual nature.

The consequences of workplace harassment are far-reaching. They affect not only the targeted individuals but also the broader organizational culture. Harassment can lead to decreased employee morale, increased absenteeism, reduced productivity, and higher turnover rates. Creating a respectful and supportive workplace is crucial to mitigating these adverse outcomes.

proactive prevention strategies for workplace harassment

To help prevent workplace harassment, companies must adopt strategies that address policy development and cultural change. Here are some steps that companies can take to implement positive change in their workplace. 

developing clear and comprehensive policies

To help prevent workplace harassment companies should have clear, written policies that define what constitutes harassment, outline unacceptable behaviours, and state the consequences of violations must be established and easily accessible to all employees. 

Additionally, developing and communicating straightforward reporting procedures that ensure confidentiality and protect employees from retaliation is essential. Employees should feel safe and supported when reporting incidents of harassment. Implementing fair and unbiased investigation processes to handle harassment complaints is also vital. Investigations should be conducted promptly and thoroughly, with appropriate actions based on the findings.

educating and empowering employees

Companies must conduct regular training sessions for all employees to raise awareness about workplace harassment. This involves educating employees on recognizing and addressing harassment and reinforcing the importance of maintaining a respectful workplace. 

It is just as important to train leaders and managers to model respectful behaviour, address harassment promptly, and create an environment where employees feel safe speaking up. Leadership commitment to preventing workplace harassment is crucial. Managers and leaders need to set the tone for a respectful workplace culture and ensure that employees understand their role's significance in fostering a positive work environment.

promoting a culture of respect and support

Leaders are essential in fostering a positive workplace culture for all team members. They must demonstrate an unwavering commitment to this goal by leading by example, promptly addressing issues, and consistently reinforcing the importance of respect and inclusivity. This commitment sets the tone for the entire organization and empowers employees to follow suit, creating a more harmonious work environment. In addition to strong leadership, implementing robust support systems is crucial. 

Employee Assistance Programs (EAPs) can provide invaluable resources and support for employees affected by harassment. These programs offer services such as counselling, legal advice, and various forms of assistance. These programs ensure employees have the help they need to navigate challenging situations, further contributing to a safer and more supportive workplace.

leveraging technology

Technology can help prevent and address workplace harassment. Implementing anonymous reporting tools allows employees to report harassment without fear of retaliation, increases reporting rates, and helps identify patterns of harassment. Additionally, utilizing data analytics to track harassment reports and identify trends can aid organizations in addressing systemic issues and measuring the effectiveness of their prevention strategies. E-learning platforms also offer a valuable resource, delivering training programs and ensuring all employees access essential educational materials. 

addressing underreporting

To effectively address underreporting, companies must build trust and create a safe environment for employees to speak up. Assuring employees that their reports will be handled confidentially and that they will be protected from retaliation is essential. 

Open communication, regular check-ins, and visible support from leadership can foster a supportive environment where employees feel comfortable discussing harassment issues. Additionally, communicating the steps in the reporting and investigation process ensures that employees know what to expect and feel confident that their concerns will be taken seriously. 

additional resources and insights

Employers and HR professionals can access specialized resources to prevent workplace harassment and promote respectful behaviours. There are comprehensive provincial and federal guides offering practical frameworks and strategies for preventing and addressing workplace harassment. 

In addition, organizations like the WSPS or CPQ (see links below) provide specialized training programs focused on preventing violence and harassment in the workplace. These programs offer essential knowledge, skills, and tools to effectively respond to harassment incidents, equipping professionals with the expertise needed to create a safer and more respectful work environment.

Here are some more resources: 

• Canadian Human Rights Commission: Preventing and Addressing Workplace Harassment and Violence
• WSPS (Workplace Safety & Prevention Services) Resource Hub on Harassment
• HR Downloads: Blog Article on Workplace Harassment Prevention
• CNESST, CRHA, and CPQ Training Resources (Quebec and Ontario specific)
• Conseil du Patronat du Québec (CPQ) (Quebec specific) 

legal remedies for harassment claims

Interestingly, only Ontario recognizes general harassment as a tort in Canada. However, victims across the country still have recourse. Harassment based on protected grounds is illegal nationwide, and victims can file complaints with human rights commissions or tribunals. Employers need to be aware of their responsibilities and potential liabilities.

Provincial health and safety laws also address workplace harassment. Employers must maintain a harassment-free environment by implementing policies and providing training. In severe cases, criminal charges can be pursued, especially with recent changes to the Criminal Code that address cyberbullying.

preventing workplace harassment

Organizations must use resources and training programs to help prevent and address workplace harassment. Committing to preventing workplace harassment and promoting a positive workplace culture is a legal and ethical obligation and a crucial factor in ensuring the well-being and success of employees and organizations.

Source: 

¹²³⁴ Statistics Canada, Gender Results Framework: A new data table on workplace harassment, 2024 

⁵ CBC, Sask. among worst provinces for workplace harassment in recent StatsCan study, 2024