Projects funded through the Workplace Harassment and Violence Prevention Fund

Collaborating to Prevent and Respond to Violence and Harassment at Work

The Centre for Research & Education on Violence Against Women & Children at Western University was funded in the amount of $1,999,997 to launch the project “Collaborating to Prevent and Respond to Violence and Harassment at Work”. This project aims to develop, in partnership with Federally Regulated Employers – Transportation and Communications, the Canadian Labour Congress as well as with workplace harassment and violence prevention experts and Francophone representatives from Quebec, specialized resources and training (in both official languages) for union leaders and representatives to inform employees in the air transportation, railways, telecommunication and communication sectors of their rights, and support a workplace that is harassment and violence free. The project will include collaboration with sexual assaults and harassment centres to specifically address the impacts of third-party violence and sexual harassment in workplaces.

Workplace Harassment and Violence Supports for Trucking and Logistics Employers

Trucking HR Canada was funded in the amount of $1,952,227 for the project “Workplace Harassment and Violence Supports for Trucking and Logistics Employers”. The project aims to support and foster healthy and safe workplaces in the road transportation sector by raising awareness of workplace harassment and violence regulations and supporting employers with sector-specific and best in class tools and resources. Specific deliverables include a web portal to house a new suite of resource and a range of educational events.

Addressing the Legacy of Lateral Violence in Indigenous Workplaces

Berens River First Nation was funded in the amount of $1,771,797 for the project Addressing the Legacy of Lateral Violence in Indigenous Workplaces. The project aims to increase awareness of lateral violence in First Nations' workplaces, and increase the capacity of First Nations' supervisors, managers, directors and leaders to recognize lateral violence as a form of harassment and violence in the workplace, and thereby develop harassment and violence prevention policies that are inclusive of lateral violence and micro-aggressions while adhering to both the Canada Labour Code and each Nations' cultural norms. Activities will be conducted in Manitoba, Ontario and British Columbia, and the information and training materials will be shared through conferences, website and social media platforms.

Leveraging Harassment and Violence Prevention Resources to Foster Positive Workplace Culture

CommeHome Social Services was funded in the amount of $1,684,880 for the project “Leveraging Harassment and Violence Prevention Resources to Foster Positive Workplace Culture”. The main objective of the project is to increase knowledge and awareness of practices that contribute to the development of positive workplace cultures by developing online training and resources (in both official languages) for workplaces in the banking and uranium mining/processing sectors. This project will help employers and union members maintain compliance with the harassment and violence prevention provisions of the Canada Labour Code and provide employees with sector-specific harassment and violence prevention tools, including an App to report events of harassment and violence, training courses for employees, managers and supervisors,  bystander intervention training, sexual harassment training as well as handbooks, facts sheets/frequently asked questions, a poster and wallet card.

Creating Culturally Sensitive, Trauma Informed, Evidence-Based Tools for Diverse Employees: Supporting Bill C- 65 Mandate for Creating Psychological Safe Workplaces

Saint Mary’s University was funded in the amount of $1,376,842 for the project “Creating Culturally Sensitive, Trauma Informed, Evidence-Based Tools for Diverse Employees: Supporting Bill C- 65 Mandate for Creating Psychological Safe Workplaces”. The project aims to co-develop, in collaboration with Indigenous organizations and employees from employment equity groups, tools and resources related to harassment and violence prevention for diverse employees in federally regulated sectors including First Nation communities, air transportation, banks, and port services. This includes developing an online training program on implementing behavioral changes and the Work Place Harassment and Violence Prevention Regulations which will include self-pace learning and live “Q and A” sessions. The project will be conducted using an evidence-based approach and ensuring that tools are culturally sensitive and incorporate diversity and inclusivity principles and trauma informed practices.

Workplace Harassment and Violence Prevention Training – UPEI

The University of Prince Edward Island (UPEI) was funded in the amount of $1,261,000 to launch the project “Workplace Harassment and Violence Prevention Training – UPEI”. This project aims to develop online training and website (in both official languages) that will support behavior changes in workplaces, including a workplace harassment and violence prevention “Train-the-Trainer” certificate program. UPEI will provide guidance to employees regarding the Work Place Harassment and Violence Prevention Regulations in the following sectors: port services, marine shipping, ferries, tunnels, canals, bridges and pipelines (crossing provincial borders); air transportation, including airports, aerodromes and airlines; railways that involves crossing provincial or international borders and road transportation.

Violence and Harassment Employee Program

Tk'emlups te Secwepemc (TteS) was funded in the amount of $451,408 to launch the project “TteS Violence and Harassment Employee Program”. The project’s main objective is to increase awareness and develop and sustain a positive workplace culture within their First Nations Government. This will be done by developing new health and safety policies and procedures, providing training on psychological safety and harassment and bullying prevention, and educating leadership on steps to prevent and address harassment and violence in the workplace. This project will also aim to better educate staff on the harassment and violence provisions of the Canada Labour Code.

Funding amounts are subject to change. Grants and contributions agreements are disclosed on the proactive disclosure webpage.