Workplace Harassment and Violence Prevention Program: Microaggressions in the Workplace

January 19, 2024 - Defence Stories

The Oxford English Dictionary describes a microaggression (You are now leaving the Government of Canada website) as a statement, action, or incident regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalized group such as a racial or ethnic minority.

The Canada Labour Code defines harassment and violence as: "any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment.

Not all forms of microaggressions are overt. Many can be veiled in the form of a compliment such as “You are so articulate” or “I wasn’t expecting such a young manager”. Both the content and the context in which the comments are made matter. If the intention is to subtly express a bias or have a negative impact on an individual, it is harassment. If it was an unintentional form of discrimination, then this speaks to a deeper systemic issue, and having a difficult conversation can help the other person understand your lived experience.

The 2022 Public Service Employee Survey confirms that vulnerable populations experienced the highest incidences of harassment: 22% of persons with disabilities reported harassment, 21% of members of the 2SLGBTQI+ communities, and 18% of Indigenous employees.

One of the root causes of microaggressions is the abuse of power imbalance between individuals. For example, an indeterminant employee may feel that a term employee has less status than they do, or perhaps someone with more years in job feels that they are more valued than someone with less time in the job or someone with a higher classification feels they are superior to someone in a lower classification. Abuse of power, even perceived power, is unwanted behaviour and cause for action.

The Designated Recipient (DR) is a neutral unit established within the Chief of Professional Conduct and Culture (CPCC) designated to respond to Notices of Occurrence of harassment and violence and facilitates the Workplace Harassment and Violence Prevention Program as per regulations and DND policy. The DR can provide you with advice on cases of harassment and violence, they can also accompany you through the reporting process, explain the steps involved, the resolution options and most importantly ensure that you feel safe, heard, and involved in your process.

The DRs are here to listen to your lived experience actively and empathetically without any judgments. The process is confidential, and no decision will be made without your consent. You will be informed of every step in the process. You may also be accompanied by a family member, a friend, a trusted colleague, or your union representative.

If you have experienced or witnessed harassment and violence, you are encouraged to report it as soon as possible. Harassment and violence in the workplace can be reported by submitting a Notice of Occurrence (NoO) in one of three ways:

• To the supervisor/Chain of Command verbally, or in writing by submitting the Notice of Occurrence form;
  • If the supervisor/Chain of Command is involved in the occurrence the NoO must be provided to the Designated Recipient.
• To the Designated Recipient verbally by calling 1-833-451-1604 for a secure voicemail box or in writing by submitting the Notice of Occurrence to the following email address: DesignatedRecipientHVP-DestinataireDesignedelaPHV@forces.gc.ca; or
• Anonymously to the Designated Recipient by submitting the Notice of Occurrence and selecting the "anonymous" option on the form and submitting it to the following email address: DesignatedRecipientHVP-DestinataireDesignedelaPHV@forces.gc.ca;

If you are a supervisor/manager that has received a Notice of Occurrence, inform the Workplace Harassment and Violence Prevention (WHVP) Centre of Expertise (via email at WHVPCoE-PHVCE@forces.gc.ca) within seven calendar days for tracking purposes.

Further information on the WHVP Program can be found in DAOD 5014-0, the Workplace Harassment and Prevention Policy Manual, and WHVP Program website or by contacting the WHVP CoE at whvpcoe-phvce@forces.gc.ca.