Harassment and Discrimination

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Rates of harassment and discrimination

Harassment Discrimination
2017 18% 8%
2018 15% 8%

2018: Over last 12 months

2017: Over last 24 months

Main sources of harassment and discrimination

Internal sources Harassment Discrimination
Individuals with authority over others 62% 77%
Co-workers 51% 36%
Individuals working for me 8% 4%
External sources Harassment Discrimination
The public 10% 9%
Other departments or agencies 6% 7%
Those for whom we have custodial responsibility 5% 4%

Who experienced harassment?

  • 15% of respondents experienced harassment
Results by demographic Percentage
Persons with disabilities 32%
Security community 31%
Gender-diverse persons 30%
Aboriginal peoples 25%
Health care practitioners 23%

Who experienced discrimination?

  • 8% of respondents experienced discrimination
Results by demographic Percentage
Persons with disabilities 25%
Gender-diverse persons 23%
Security community 17%
Aboriginal peoples 15%
LGBTQ2+ 11%

Top three types of harassment

  • Offensive remarks (56%)
  • Unfair treatment (48%)
  • Being excluded or ignored (46%)

Top three types of discrimination

  • Sex (29%)
    • Sex-based discrimination was most prevalent among women.
  • Age (26%)
    • Age discrimination was most prevalent among those under 30 and over 60.
  • Race (25%)
    • Racial discrimination was most prevalent among visible minorities.

Persons with disabilities identified their disability as the primary type of discrimination they experienced.

What doesn’t work?

Common elements of action plans of organizations that are not improving:

Recycling existing tools Insufficient training
Out-of-date tools Not enough training
Confusion about best tools for resolving specific situations Not the right training: focus on general training instead of targeted to address specific concerns

What works?

Common elements of actions plans of organizations that are showing improvement:

Focus on well-being Support career and learning development
Emphasis on wellness Renewed commitment to learning and development
Respectful workplace training Challenging and meaning work for employees
Support for pay and compensation issues Tools for employees to do their job effectively
Recognition Recruitment and development activities that actively increase social and cultural diversity

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