(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 an implementation plan for its respectful workplace policy?
Organizations are responsible for not only responding to discrimination and harassment, but preventing them from occurring in the first place. Organizations cannot claim to be unaware or choose to be unaware of discrimination and harassment.
In order for an organization to create a workplace culture that prevents discrimination and harassment, a respectful workplace policy is a necessary first step. It must be effectively implemented, however, to ensure the workplace culture reflects the intentions of the respectful workplace policy.
The BuildForce Respectful Workplace Policy Framework Implementation Guide helps organizations to implement the BuildForce Respectful Workplace Policy Framework by including key factors for successful implementation.
The Implementation Guide...
- places responsibility for ensuring the successful implementation of the Respectful Workplace Policy Framework with management
- Management sets the tone and the example for implementing the Respectful Workplace Policy Framework.
- re-iterates the organization’s commitment to respect and inclusion as a core value
- Researchers have found that employees must know that respect and inclusion is not just another program; it is a core value of the organization.
- emphasizes that the Respectful Workplace Policy Framework must be widely communicated through every communication channel, ensuring clarity, visibility and accessibility
- stresses the commitment to confidentiality in all areas of the implementation such as reporting incidents of harassment, or collecting personal data for the purposes of eliminating discrimination
- addresses other key areas for successful implementation such as widespread training of all employees, reporting disrespectful behaviour, conflict resolution, and measuring the success of the implementation of the Respectful Workplace Policy Framework and identifying areas for improvement
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.