Groups launch Safe STEM Workplaces to address sexual harassment

Several Canadian groups are stepping up to address the issue of workplace sexual harassment in the country.

WomanACT and the Society for Canadian Women in Science & Technology (SCWIST) have launched their Safe STEM Workplaces project to foster safe and harassment-free workplaces, particularly within the Science, Technology, Engineering, and Mathematics (STEM) and trade sectors.

As part of the program, the two groups partnered with the Canadian Construction Association (CCA) to launch a “Micro-Lesson Training Series”.

The training series aims to reshape workplace cultures and eliminate gender-based and sexual harassment within workplaces.

Participants will delve into trauma-informed practices, procedural fairness, equity, as well as the nuances of gender, sexual orientation and harassment, and will receive a certificate upon completion. 

Fostering accountable workplaces

The series empowers participants to foster accountable workplace cultures, implement preventative measures, and respond effectively to incidents, according to WomanACT.

"Our partnership for the Micro-Lesson Training Series with CCA signifies more than collaboration; it signifies our shared commitment to reshape workplaces,” said Harmy Mendoza, executive director of WomanACT. “We're writing a story where harassment has no place, and equality and respect thrive.”

"The construction sector continues to invest in an inclusive and respectful workplace. We are delighted to offer this training to our member firms through our integrated partner associations across Canada," said Mary Van Buren, CCA president.

In 2023, the Workers’ Resource Centre (WRC) launched HereForHelp.ca – Alberta’s Sexual Harassment Resource Hub.

Why is it important to prevent harassment in the workplace?

Sexual harassment is a serious workplace issue, according to the International Labour Organization (ILO).

“It creates psychological anxiety and stress for victims and if ignored, can result in high costs for companies through loss of productivity, low worker morale, absenteeism, and staff turnover,” it said.

And approximately 40% of women worldwide experience workplace sexual harassment, according to WomanACT, citing a report from 2020. Also reports of sexual harassment from women consistently outnumber those from men by ratios ranging from 2.4 to 3.6 times, it added, citing data 2014 and 2018 data from Angus Reid.

And Canadian employers – such as the Canadian Security Intelligence Service (CSIS) in British Columbia, Statistics Canada (StatCan) and the House of Commons – have had to deal with this issue in the past.

However, a previous report found that while 61% of workers have also observed instances of sexual harassment, only 7% of either those who’ve seen sexual harassment happen or have had it happen to them report the issue to HR.

Previously, the federal government required employers working in a federally regulated industry or workplace to come up with a workplace harassment and violence prevention policy that should: 

• include the employer’s commitment to prevent and protect employees against harassment and violence
• describe the roles of workplace parties in relation to harassment and violence in the workplace
• describe the risk factors that contribute to workplace harassment and violence
• list training that you will provide about workplace harassment and violence
• include the resolution process employees should follow if they witness or experience workplace harassment or violence
• include the reason for which a review and update of the workplace assessment must be conducted
• include the emergency procedures that must be implemented when:
  • an occurrence poses an immediate danger to the health and safety of an employee
  • when there is a threat of such an occurrence
• describe how the employer will protect the privacy of the persons involved in:
  • an occurrence
  • the resolution process for an occurrence
• describe any recourse that may be available to persons involved in an occurrence
• describe the support measures that are available to employees, and
• name the person designated to receive complaints related to the employer’s non-compliance with the Code or Regulations