Sometimes, our words and actions are perceived by others in a different way than we intended. These misperceptions can be detrimental to the work environment and can lead to disciplinary action. To help keep yourself and others safe, use this assessment to reflect on your own behaviour in the workplace to ensure you are being respectful and making positive contributions to your workplace and co-workers.

Ignoring or avoiding a harasser is often viewed as the easier option. Learning how to respond in the moment to harassment is important as it is the most effective way for holding the person accountable for their actions, explaining how their actions impacted you, and deterring future harassment. Here are some steps for responding to harassers in a way that is clear, concise, respectful, and non-confrontational.

When a harassment claim is made in the workplace, it can result in hurt feelings, gossip, toxic environments, and damage to relationships. Every relationship grows and changes over time, usually by experiencing challenges and conflict. Workplace teams and departments are no different, and conflict is a normal part of the relationship. Team development is not stagnant and establishing trust and communication is an important way to rebuild relationships during and after conflict.

What can you do when you’ve been hurt and don’t know what to do next? You may be angry, hurt, shocked, ashamed, or scared.

Alternative Dispute Resolution (ADR) is a set of tools that helps people move away from the adversarial court system and use alternative methods to resolve disputes.

Welcome to the Chiefs of Ontario’s sample language to help guide leadership teams on Harassment in the Workplace and related Employment and Human Resources Guidelines and Policies.