(Each month our feature question explores the content and use of the BuildForce Canada Respectful Workplace Policy Framework and Implementation Guide. This tool is a free template designed to assist organizations in creating and implementing policies that support a respectful and inclusive workplace. This tool is one of three in the BuildForce Canada Respectful and Inclusive Workplace Toolkit.)
Does your organization extend its Respectful Workplace Policy to ALL work interactions?
Organizations are responsible for protecting their employees from discrimination, harassment, and workplace violence in any situation related to work.
Although federal, provincial, and territorial human rights legislation varies, most human rights legislation refers to the concept of the “extended workplace.” Employers could be liable for actions or behaviours that occur away from the physical workplace, such as work-related social events, trade shows, and social media.
The BuildForce Respectful Workplace Policy Framework and Implementation Guide helps organizations to meet this requirement by:
- Establishing respect as a core value that guides employees in all of their work-related interactions
- Including an explicit statement that the Policy Framework applies to all work locations and activities, including but not limited to travel, telephone, and email communication, social media, office parties, and social gatherings after work
- Communicating the Policy Framework widely, ensuring clarity, visibility, and accessibility of the information about the organization’s commitment to respect
- Recognizing that the principles of respect are required in all areas of organizational life, the Policy Framework includes examples of other policies that relate to respect
For more info:
- Alberta Human Rights Act. www.albertahumanrights.ab.ca.
- Ontario Human Rights Act. www.ohrc.on.ca/en/iii-principles-and-concepts/4-legal-responsibility-human-rights-work.
This project has been funded by Status of Women Canada.