Share on LinkedInShare on LinkedIn

ARTICLE · 15 FEBRUARY 2018

Creating A Work Culture Free From Sexual Harassment

McLennan Ross LLP
Explore more from McLennan Ross LLP

According to recent surveys conducted by Abacus Data and Insight West, more than half of adult women in Canada have experienced sexual harassment over their careers.

CanadaEmployment and HR
Teresa Haykowsky
Teresa Haykowsky
Vicki Giles
Vicki Giles
Author LinkedIn connections

According to recent surveys  conducted by Abacus Data and Insight West, more than half of adult women in Canada have experienced sexual harassment over their careers.  These surveys contrast with a December 2017 survey of Canadian corporate executives, the majority of whom indicated that sexual harassment is not a problem within their companies. 

In the wake of the RCMP sexual harassment class action settlements; the #MeToo movement; the sexual harassment claims against Charles Dutoit, former artistic director of the Montreal Symphony Orchestra; and the recently filed sexual harassment-related civil lawsuits against Canadian actor Albert Schultz and Soulpepper Theatre Company, now is an appropriate time for all employers to review their sexual harassment policies and investigative practices to ensure they have appropriate tools in place to create harassment-free work cultures.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Tariffs, Terminations And EI: Implications Of Canada’s New Support Package For Employers

Canada's federal government has announced a $3.5 billion rapid response support package in anticipation of retaliatory tariffs against the United States, introducing new temporary employment insurance measures and workforce retention programs. The package extends EI benefits, waives waiting periods, and creates funding opportunities for employers to retain and retrain workers rather than implement large-scale layoffs.
CanadaEmployment and HR
Siskinds LLP
Siskinds LLP
Article

Unsubstantiated Findings In Workplace Investigations: What To Do When You Can’t Decide

When workplace investigators face difficult decisions, many default to marking allegations as "unsubstantiated" to avoid risk. However, this seemingly safe approach carries significant organizational costs, undermines complainant trust, and often stems from insufficient training in credibility assessment and the balance of probabilities standard.
CanadaEmployment and HR
RT Workplace Training & Consulting Inc.
RT Workplace Training & Consulting Inc.
Article

Silva v. Royal Bank Of Canada: A Cautionary Tale About Terminating For Cause

A financial planner's wrongful dismissal case against RBC resulted in over $2.5 million in damages after the bank filed an inaccurate termination notice that destroyed her career prospects. The Ontario Superior Court found the bank's conduct vindictive and its allegations of cause unproven, raising critical questions about employer obligations when reporting terminations in the investment industry.
CanadaEmployment and HR
Affleck Greene McMurtry LLP
Affleck Greene McMurtry LLP