#MeTooMoncton Event Addresses Harassment in the Workplace
DIEPPE – Approximately 35 people gathered to discuss workplace harassment in the second part of the #MeTooMoncton public dialogue event hosted by Rotary Resurgo Club Wednesday night.
The first event, which took place in December, focused on the viewpoints of victims. This second part explored tools that workers and employers could use to address harassment in their workplace.
Monique Gallie was one of four panellists that spoke at the event. The psychotherapist and Human Resources (HR) professional said it’s important that organizations train leaders so they can nip conflicts in the bud and create a safe work environment.
“There has to be a willingness, a good will, there has to be openness as well [from the top],” she said. “It starts with the board, it starts with the president and the executive team in setting that role model.”
Unfortunately, today, most organizations still resort to damage control after a critical harassment incident happened instead of being proactive, she said. They tend to wait for months or years before resolving the issue.
“It is not usually that one incident, it’s all the smaller, subtle incidents that have happened that have ingrained the perception of unfairness,” she said.
When harassment does happen in the workplace, Gallie said most victims are hesitant to come forward because of the consequences that usually follow. Their job security, reputation, career aspirations and even home life could be threatened. And typically, if the harasser is a high-performing employee, management tend to overlook their inappropriate behaviours.
“When individuals do speak up, most of the time, they have thought about it for quite a while,” she said.
Creating an environment that’s inclusive and accepting of different opinions is important so workers are not as scared to speak up, she said. For employees, she recommends bringing issues to their manager or HR department, or the Human Rights Commission and WorkSafeNB if the company doesn’t have an HR division.
“You cannot be an engaged employee when you don’t feel safe,” she said. “In order to lessen the fear, you have to start at the top. You have to start working with senior leaders on their behaviour and on what they value.”
Gallie said it can take two years or more to change workplace culture. But addressing harassment and supporting victims goes beyond changing the policies and culture within one organization. Even if the immediate family of the victim is supportive, extended family members and the larger society are less so. Colleagues also tend to avoid being drawn into the conflict.
“So we’re looking at a whole culture shift from the community perspective and from the organization perspective,” she said. “In a perfect world, I would say it’s everybody’s responsibility [to speak up when they see something inappropriate happen].”
Leo Leblanc, an HR consultant who was also one of the panellists, echoed Gallie’s sentiments. He said many cases of harassment still go unreported, including those of a sexual nature. It’s important for workers who want to come forward to have support from organizational policies and management. Governments also need to enforce clear regulations that seriously penalize perpetrators and ensure businesses have policies in place to support workers.
“We need to bring a new normal to the table,” he said.
“[That harassment] is not going to be accepted. That we have values to care for and protect people. That we need to be honourable and have respect for one another. That has to transcend to policy and no one should be sheltered by that policy and then senior management should actually have behaviour that demonstrates the type of behaviour that should go in the organization.”
Other panellists include Senator Nancy Hartling and Geneviève Latour, the new Executive Director of the South-East Sexual Assault Centre.
Senator Hartling spoke about a bill she sponsors, C-65, which focuses on the prevention of harassment and violence, including those of sexual nature, for parliamentary workers and federally-regulated staff and employers. Latour addressed education and prevention of harassment and violence.
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