Workplaces like SFU look vastly different from workplaces decades ago. There are policies in place to reduce discrimination and workplace harassment. Yet, sexual harassment is still a problem. A 2024 Statistics Canada survey showed that 47% of women and 31% of men have experienced some type of harassment or sexual assault in the workplace. Many of those employees surveyed said the behaviours occurred more than once. Creating an environment where all employees feel safe, valued, and respected is essential not only for individual well-being but also for the overall success of an organization.
Understanding Equitable Workspaces
As our infographic Equity vs Discrimination explained, an equitable workspace actively works to eliminate barriers and discrimination. It recognizes its employees’ diverse backgrounds, identities, and experiences and seeks to create equal opportunities and outcomes. Promoting equity addresses the power dynamics that often lead to harassment and ensures that all voices are heard.
Equity in the workplace is not merely about complying with legal standards; it requires a cultural shift within organizations. It involves implementing policies that provide clear guidelines against harassment and then making those policies work, which promotes an inclusive environment where everyone feels empowered to speak up.
What can Employers do to create Equitable Workspaces?
Institutions must take a proactive rather than a reactive approach to creating an equitable workplace. The VP People Equity and Inclusion office, which is responsible for developing and implementing policies and programs that promote equity and inclusion, and the Sexual Violence and Prevention Offices (SVSPO), which provides support and resources for victims of sexual harassment and assault, are already examining or implementing many of these initiatives.
- Comprehensive Training
All employees, from entry-level to executives, should undergo regular training on sexual harassment prevention and response. This training should cover what constitutes harassment, how to report it, and bystander intervention strategies.
- Clear Reporting Mechanisms
Just under half (47%) of workers in the provinces either witnessed or experienced some sort of inappropriate sexualized or discriminatory behaviour in a work-related setting in the previous year. Often, an employee who is involved or witnesses harassment or sexual assault doesn’t know what steps to take. Employees must feel safe and supported when reporting harassment. Employers should have specific, confidential reporting mechanisms that all employees learn and understand.
- Support Systems Offices like the SVSPO can support you by connecting you to counselling services, legal aid, and mentorship programs that empower victims.
- Zero Tolerance Policy
Employees should have no doubt that employers will enforce their policies against harassment and take action when harassment is legitimately found. This commitment must come from the institution’s leaders, who must model appropriate behaviour and hold others accountable.
- Regular Assessments
Organizations should regularly assess their workplace culture through surveys, focus groups, and other feedback mechanisms. This will help identify areas for improvement and reinforce the commitment to equity and safety. By actively participating in these assessments, employees can contribute to the continuous improvement of their workplace, making them feel more involved and valued.
What can APSA members do?
The SVSPO is currently holding its annual Sexual Assault Awareness Month, with this year’s theme being Empowering Equitable Workspaces. Please have a look and see if you can engage in any of the SVSPO’s SAAM events happening throughout campus this month.
What steps do I take if I’ve witnessed sexual harassment?
If you have been a victim of an assault or witnessed sexual harassment or assault in your work environment, the SVSPO has confidential procedures and processes in place. They can also help connect you with further resources and support systems if you want additional support. You can choose to file a report or a disclosure. A disclosure normally does not initiate an investigation or other process. Learn more about the process of reporting sexual violence in SFU’s General Policy 44.
As we work toward creating equitable workspaces, it’s crucial to prioritize the prevention of sexual harassment. Such measures protect individuals and cultivate a workplace culture that values respect, dignity, and equality.
Resources
https://canadianequality.ca/harassment-and-sexual…
https://www.canada.ca/en/employment-social-develo…
https://www150.statcan.gc.ca/n1/pub/85-002-x/2021…
https://canadianlabour.ca/violence-and-harassment…