A workplace is supposed to be an encouraging environment. A place where effective communication is the norm and everyone feels safe and respected. Yet workplace violence and harassment continue to affect workers in every industry, often in ways that remain hidden.
The problem is not always a physical confrontation or an obvious act of aggression. It can be a threat, a pattern of unwanted comments, intimidation, sexual harassment, or behaviour that makes someone feel unsafe.
Sadly, despite experiencing severe discomfort or feeling threatened at work, people continue to remain silent. The reason behind such silence could be fear of retaliation, damage to their career, or even losing their job. Moreover, people often believe that reporting such incidents does not make a difference. As a result, grievous incidents go unreported, patterns continue, and workers suffer in silence.
If you have been in this boat, let us remind you of the power of speaking up. In today’s blog, Act First Safety, one of Ontario’s most trusted safety training providers, will show you how to deal with violence or harassment in the workplace in a fearless manner.
Workplace Violence & Harassment: A Problem We Don’t Talk About Enough
The numbers tell us this is not uncommon. According to Statistics Canada, 47% of women and 31% of men report having experienced harassment or sexual assault in the workplace.
But if it is so common, why doesn’t anyone talk about it?
Part of the reason is stigma. Many people worry their safety or employment will be put in jeopardy if they were to report to their supervisor or employer that they have experienced violence or harassment in the workplace. Others may simply lack the motivation to report it, firmly believing that nothing would or could be done to prevent it.
The good news is that it is not all gloom and doom. Ontario has strict laws in place as far as workplace harassment and violence are concerned. People who speak up have a fighting chance in making a real difference.
What Does the Law Say?
In Ontario, workplace violence and workplace harassment are clearly defined under the Occupational Health and Safety Act (OHSA), and employers have legal responsibilities to protect their workers.
Employers and supervisors must take every precaution reasonable to protect workers from workplace violence and harassment. Employers must also develop, implement and support workplace violence and harassment policies and programs that clearly explain how concerns and incidents will be addressed and reported. For supervisors, incident reporting procedures are covered in competent supervisor training.
What Does Workplace Violence and Harassment Look Like?
Workplace harassment or violence might not always be obvious or very easy to detect. Sometimes it can take the shape of coercion too. Other times it may look like the following. Here is the definition for each:
Workplace violence is defined as
- The exercise of physical force by a person against a worker that causes or could cause physical injury to the worker.
- An attempt to exercise physical force against a worker in a workplace that could cause physical injury to the worker.
- A statement or behaviour that a worker could reasonably interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.
Workplace harassment is defined as
Engaging in a course of vexatious comment or conduct against a worker in a workplace, including virtually through the use of information and communication technology.
Workplace sexual harassment is defined as:
- Engaging in a course of vexatious comment or conduct against a worker, in a workplace, including virtually through the use of information and communication technology, because of sex, sexual orientation, gender identity or gender expression where the course of comment or conduct is known or ought reasonably to be known to be unwelcome.
- Making sexual solicitation or advance where the person making it is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know the solicitation or advance is unwelcome.
The person committing workplace violence or harassment could be another worker, a supervisor, employer, client, or someone unrelated to the workplace (a customer, vendor, member of the public, or a relation of a member of the workforce).
It Can Come From Anyone, Anywhere
Anyone, no matter who they are, can be a victim of workplace violence or workplace harassment; however, certain groups are at higher risk. People most prone to any form of workplace hostility include:
- Workers aged 15 to 24 experience workplace harassment at a higher rate than other age groups.
- Workers with disabilities, women, LGBTQ, people of colour, and Indigenous people experience workplace harassment at higher rates than other groups.
- Workers in public-facing jobs are at higher risk of experiencing workplace violence and harassment, such as healthcare and retail. These risks for workers in public-facing jobs are increased when work takes place at night, involves handling money or other valuables, involves transporting people or goods, and when workers are alone (no other workers or supervisor present).
Prevention Starts with Knowing Your Responsibilities
The first step is to ensure everyone in the workplace understands their roles and responsibilities when it comes to safety. Employers must take the lead in protecting workers from workplace violence and harassment. Here is a simple compliance checklist to determine if employer responsibilities are being met:
- Develop a policy on workplace violence and harassment that meets the requirements of section 32.0.1 of the OHSA.
- Develop a program to implement workplace violence policy that meets the requirements of OHSA section 32.0.2.
- Develop a program to implement a workplace harassment policy that meets the requirements of section 32.0.6 of the OHSA.
- Assess the risks of workplace violence that may arise from its very nature or the type of work done or the conditions of work, as required in section 32.0.3 of the OHSA.
- Train workers and supervisors on the requirements of the policy and programs, how to identify workplace violence and harassment, and on measures and procedures to implement to protect themselves and other workers from the risks of workplace violence and harassment.
Forming a Joint Health & Safety Committee after rigorous JHSC training can help in enforcing rules and programs for the prevention of workplace harassment and violence. Since it encourages transparent communication too and provides employees with a platform to voice their concerns, it may just motivate them to speak up about incidents they face in the workplace instead of silently bearing them alone.
Everyone Has a Role in Prevention
Creating a workplace free from violence and harassment takes more than framing a policy on the wall. Employers must provide leadership, establish effective policies and programs, assess workplace risks, and ensure workers receive the information and training they need.
Supervisors play an important day-to-day role by recognizing concerns, responding appropriately and reinforcing expectations for respectful behaviour. Joint Health and Safety Committee (JHSC) members can help identify hazards, raise concerns and contribute to solutions that strengthen workplace prevention.
When employers, supervisors, JHSC members and workers understand their responsibilities and work together, they can help create a workplace where concerns are taken seriously, people feel safe speaking up, and violence and harassment have no place.
A safe workplace doesn't happen by accident—it happens when people know what to recognize, what to do, and are prepared to act.
Conclusion
Workplace safety is a huge responsibility, and it is not restricted to programs such as fall protection training or respirator fit testing. It is about creating an environment where everyone feels safe, heard, and acknowledged without feeling threatened.
At Act First Safety, we provide certified safety training programs in Ontario that reinforce workplace safety on all levels – emotional, mental, and physical. Contact us to learn about currently available courses, their structure, dates, and other relevant details.
FAQs:
How can I assess if my workplace is at risk of violence and harassment?
Recognizing physical, social and psychosocial risks can be very difficult for the layperson. However, there are professional consulting services available along with webinars, books or tools that can be used for the development of your company’s program. Below is a risk assessment tool that identifies the areas of focus to support the creation of a comprehensive program:
Does Workplace Violence and Harassment stay restricted to the workplace?
Workplace violence and harassment can extend outside of the workplace (i.e., stalking, physical threats, social media trolling). If a person in the workplace is harassing you or threatening you outside the workplace, it is just as unacceptable as it would be if it was happening in the workplace. Report the relevant behavior to local authorities and your workplace supervisor. If in a dangerous situation, call 911 immediately.
What if the person who is harassing me insists it’s just a joke or doesn’t think what they’ve done is that serious?
The important thing is that you did not find it funny and that it made you uncomfortable or scared you. In that case, if the person continues said behaviour despite being told to stop, knowing it was unwelcome, report it. Even if the behavior reported was previously considered funny, traditional or harmless, reporting it is necessary to set the right example.
I don’t feel safe talking to my supervisor about the workplace violence and harassment I am being subjected to. What can I do?
There are several free and confidential services for victims of violence and sexual harassment:
Assaulted Women’s Helpline (Women):
Phone: 1-866-863-0511
Teletype: 1-866-863-7868
Online: www.awhl.org
Amelia Rising Sexual Violence Support Centre (Everyone):
Phone: 1-705-476-3355
Online: www.ameliarising.ca
Toronto Rape Crisis 24H Crisis Line (Everyone):
Phone talk/text: 1-416-597-8808
Online: www.trccmwar.ca
Fem’aide (French Language Women)
Phone talk/text: 1-877-336-2433
Teletype: 1-866-860-7082
Online: www.femaide.ca
Ontario 211 Local Services (Everyone)
Phone talk/text: 211
Online: www.211central.ca
