Harassment and Discrimination

Text version below:
Text version

Rates of harassment and discrimination

Harassment Discrimination
2018 15% 8%
2019 14% 8%

Main sources of harassment and discrimination

Internal sources Harassment Discrimination
Individuals with authority over others 60% 76%
Co-workers 51% 38%
Individuals working for me 8% 4%
External sources Harassment Discrimination
The public 9% 9%
Other departments or agencies 6% 8%
Those for whom we have custodial responsibility 5% 3%

Who experienced harassment?

14% of respondents experienced harassment

Results by demographic Percentage
Persons with disabilities 29
Gender-diverse persons 29
Security community 26
Indigenous peoples 22
Health care practitioners 20
LGBTQ2+ 17

Who experienced discrimination?

8% of respondents experienced discrimination

Results by demographic Percentage
Persons with disabilities 23
Gender-diverse persons 20
Security community 16
Indigenous peoples 14
Member of a visible minority 12
LGBTQ2+ 11

Type of harassment

  • Offensive remarks (55%)
  • Unfair treatment (49%)
  • Being excluded or ignored (47%)
  • Humiliation (42%)

Type of discrimination

  • Sex (29%)
    • Discrimination based on sex was felt most by women and gender-diverse respondents.
  • Age (29%)
    • Age discrimination was felt most acutely by those under the age of 30 and over the age of 60.
  • Race (26%)
    • Racial discrimination was most prevalent among visible minorities.

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

Observing harassment and discrimination can have a wider impact

  • 18% of respondents have witnessed harassment on the job in the past 12 months.
  • 10% of respondents have witnessed discrimination on the job in the past 12 months.

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Out-of-date tools Not enough training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 meaningful 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

Page details

Date modified: