Harassment in the Workplace

Women, Aboriginal peoples, visible minorities, lesbians and gays face "polite" rejections when job hunting and often confront "subtle discrimination" which prevents them from gaining promotions and senior positions. Pay and employment equity, sexual harassment and discrimination continue to be pervasive problems in the workplace.[1] Sexual harassment always involves an abuse of power. The overwhelming majority of cases that pass through the legal system involve men sexually harassing women.[2] Feelings of fear, guilt, and embarrassment usually plague victims of sexual harassment, sometimes silencing them. [3] These feelings, the economic dependence that ties women and minorities to their jobs, and uncertainties about the legal system and workers' rights can lead to distress and disempowerment.[4] By working with community organizations, corporate and governmental workplaces, universities and unions, we can promote agency and provide options for dealing with harassment.

Suggested Activities

Workplace Workshop - Do the staff in your organization feel free from discrimination and harassment? Make time for a workshop or staff discussion about your organization's harassment policies and practices. The National Clearinghouse on Family Violence has a workshop on workplace harassment. Tel: 1-888-267-1233 (toll-free) or (613) 941-7285.
Workplace Pledge Card - Is your work environment free of violence? Coalition Against Abuse in Relationships has a workplace pledge card (PDF) to facilitate staff discussion and commitment to working violence free.
Harassment Workshop for Youth - Many youths have two workplaces - school and a part-time job. This activity was generously provided by S.W.O.V.A. and is designed as a peer-led activity to help youth identify harassment and deal with it. <See Adrienne's Harassment Workshop in the Appendix>

Facts

Although the average earnings of women are higher than they were in 1990, in 2000 the average earnings of employed women were still substantially lower than those of men. In 1997, women working full-time, full-year had average earnings of just under ,000, or 73% of their male counterparts' earnings.[5]
The second annual Aon Consulting CANADA @ WORK Study has revealed that 15-20% of workers felt that their companies were not meeting their expectations to provide a safe and secure workplace free from fear and harassment.[6]

Resources

The Metropolitan Toronto Action Committee on Violence Against Women and Children (METRAC) has resources for conducting safety audits and assessments of workplace safety. Tel:(416)192-3135.
The Canadian School Boards Association has publications on employment equity for schools. Tel: (613) 235-3724.
The Society of Management Accountants of Canada has a booklet titled Measuring the Impact of Diversity in English and French. Tel: (905) 525-4100.
The National Film Board of Canada has many films that explore women's perspectives and experiences as artists, athletes, pioneers and politicians. Tel: (514) 283-9000 or toll-free 1(800) 267-7710.

1 Welsh, S., Dawson, M. and Griffiths, E. (1995) Sexual Harassment Complaints to the Canadian Human Rights Commission. Status of Women. <source link (PDF)>

2 Tamar Joanis, S. (1999). Human Rights Law in BC: Sexual Harassment. British Columbia Human Rights Commission. <source link>

3 Tamar Joanis, S. (1999).

4 Lippel, K. and Demers, D. (1998). Access to Justice for Sexual Harassment Victims: The Impact of Beliveau St-Jacques on Female Workers' Rights to Damages. Status of Women Canada. <source link>

5 Statistics Canada (2000). Women in Canada. The Daily. Thursday, September 14, 2000

6 Aon Canada (2000). 2000 Canada @ Work: Companies Slow to Make Employees' Work/Life Harmony a Priority. <source link>

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