» Building a foundation of respect - Part 28
Building a foundation of respect - Part 28
(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 have fair practices in all areas to support a respectful and inclusive workplace?
The BuildForce Canada Respectful Workplace Policy Framework is an overarching document that provides the general principles guiding an organization’s policy development, processes, and programs.
Using the Respectful Workplace Policy Framework as a guide, there are connected policies and procedures that an organization must develop in the areas of health and safety, labour and employment standards, and human rights to ensure that all employees are treated fairly in all areas of work life.
The BuildForce Respectful Workplace Policy Framework identifies some of the policies that are necessary to support a respectful and inclusive workplace. Here are a few examples:
- Harassment and violence: a policy covering legal requirements to prevent and address harassing or violent behaviour, such as repeated aggressive comments. Some jurisdictions also have legal requirements to protect workers who experience domestic violence.
- Discrimination, including discriminatory harassment: a policy covering legal requirements to prevent and address harassment and discrimination based on personal characteristics and circumstances, such as refusing to promote an employee because of his race.
- Disability and accommodations: a policy covering legal requirements to provide an accessible workplace for all and address situations such as workers who need accommodations related to mental health issues.
- Hiring: a policy covering legal requirements to prevent and address unfair hiring practices, such as not hiring candidates because they are older.
- Religious holidays: a policy covering legal requirements related to religious holidays, to prevent and address situations such as an employee being refused a day off to celebrate a religious holiday other than those planned in the official holiday calendar.
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This project has been funded by Status of Women Canada.