Workplace discrimination and harassment happens more often than we realize, and some types of discrimination are difficult to detect. Workplace harassment is against the law in Ontario, employees have the right to a workplace free from discrimination, bullying, sexual harassment, and any unwelcome comments or actions. As an employer, it is impertinent that you educate yourselves and your employees on the types of workplace discrimination and workplace harassment and how to prevent these unfortunate instances from happening as well as what to do when it does. You might have experienced examples of these at your organization or perhaps you might have experienced it yourself.‍

What is workplace discrimination and harassment?‍

Workplace discrimination and harassment includes situations where there is inappropriate physical contact, violence directed at an employee, written or verbal threats, intimidation, and unprofessional behaviour. Discrimination in the workplace can occur when it involves unfair treatment or any unwelcome conduct regarding a person’s race, ancestry, place of origin, colour, ethnic origin, disability, citizenship, creed, sex, sexual orientation, gender, age, marital status, family status, receipt of public assistance, political affiliation, record of offences, level of literacy, or any other persona characteristics by or within an organization. ‍

What are my responsibilities as an employer?‍

An employer has the ultimate duty of providing healthy, safe, and harassment-free workplace, placing emphasis on preventing harassment and discrimination from occurring. Employers should provide training and ensure all their employees are aware of the anti-harassment and anti-discrimination policies and implications and promote these policies within the workplace. The policies must be reviewed often and reiterated to employees on a regular basis. Every employer must have policies in place to deal with workplace harassment that outlines the investigative steps that are taken when and if discrimination or harassment is reported by an employee. If this situation does occur, all investigative steps must be taken, recorded, and once the investigation is complete, a report must be constructed for the issue to be fully resolved. 

Do you have a workplace anti-harassment and anti-discrimination policy? Are you handling a claim right now and not sure if you have the right documentation or investigative practices in place? Contact one of our experts today.