New research sheds light on violence and harassment faced by workers
With health and safety taking the forefront in organizational strategy, a new study has shed light on a worrying disconnect in the delivery industry.
Research released this week from strategy provider Circuit found that discrimination, harassment and unsafe demands filtering through delivery driving culture. After asking almost 1,000 delivery workers, 67% of employees claim that they’ve had at least one HR complaint filed against them – with 45% adding that their boss has actively encouraged them to “speed on the job”.
Speaking to HRD, Maddie Weirman, director at Circuit, says that this is a warning sign that all’s not well in the sector.
“One of the most surprising findings from our study was that nine in 10 delivery drivers have needed to contact HR because of a problem,” says Weirman. “Drivers have been told to drive for extended periods without breaks, encouraged to speed on the job, and asked to drive more than 60 hours a week.
“This raises concerns about workplace safety and highlights the importance of HR departments in establishing clear guidelines for both drivers and managers to ensure that workers are protected and not put in potentially dangerous situations.”
However, despite the fallout, 94% of employees said HR had helped them handle issues at work – with 98% having an ease of access to their HR leader. The data found that the top reasons delivery employees had reached out to HR were:
- Discrimination
- Harassment
- Medical issues
- Assault
- Physical outburst
- Emotional outburst
- Feeling unsafe
- Sexual harassment
- In-office relationships
Violence on the rise in Canadian workplaces
However, workplace health and safety is by no means limited to the delivery sector, with violence and abuse on the rise post-pandemic. A recent survey from global charity Lloyd’s Register Foundation found that one in five people have reported experiencing violence at work – emotional, physical, and sexual.
Under the Occupational Health and Safety Act, employers in Ontario have a legal obligation to prevent violence at work – something that’s often easier said than done. In a previous interview with HRD, employment lawyer Mike MacLellan explains that, while some bullying and aggression can be hard to spot, feigning ignorance and failing to “enquire” is not a viable excuse.
Employers’ role in handling aggression
So, how should employers proceed if they believe harassment is rife in their culture? Well, it begins with updating your policies and fostering a psychologically safe environment – be that in-office or remote.
“[Our research] emphasizes the need for HR to closely monitor workplace practices and address any behaviours that put workers at risk,” adds Weirman. “By promoting a safe and supportive work environment, HR can improve employee satisfaction and reduce the likelihood of accidents and workplace incidents.”