Canadian organizations and employers: How they've responded and how they should respond to harassment allegations in a post- me-too and post-times up environment. A commentary from a management-side HR perspective, intended to be educational and instructive.

Respect in the Workplace in a Post-Me Too Environment

Primarily a management-side, Labour Relations / Industrial Relations & employment-based educational commentary. 
We discuss workforce delivery and labour market trends. 
At times, we weigh into politics and public policy debate but only so far as it relates to their impact on management/union relations, employment opportunities, and labour market dynamics in Western Canada.

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"We grieve with children, families and communities harmed by residential institutions that Canada imposed upon Indigenous People. We commit to a stance of contrition and lifelong effort towards the eradication of overt and systemic colonialism in society at large, and within the workplaces we serve."

National Day for Truth and Reconciliation - Human Resources Action

With CPI trending between 3.1% and 3.7%, are wages following suit? The answer is no. CPI is inflated due to disruption in energy transition, increased government spending and cash injections from the Bank of Canada, and pandemic shifts, all of which increase the risk for employers and do not translate to job creators being able to afford increased wages for their employees.

Decoupled: Wages and CPI are on a break from one another.

What are people saying about our trauma-informed Witness Credibility App? We received positive and inspiring feedback from legal experts, human resources, engineers, project managers and academics after they walked through the demo. They say things like, “I think you are on to something,” “I would use this App when conducting my witness preparation.” “The way the App reduces investigator bias at the front-end is brilliant.” “I’m encouraged to see that the App applies a trauma-informed approa

What they’re saying about WFD Inc’s Witness Credibility App

Now we have no problem with established journeypeople maintaining their safety certifications as part of what it means to be committed to their profession. We feel less comfortable about this within the context of newcomers and apprentices.

We also recognize that this practice, which came from a place of privilege, can have a disproportionate impact on members of groups of individuals who have not traditionally participated in the industry, such as women and BIPOC candidates...

Job Readiness:

Many industrial safety-sensitive sites operate on a reasonably authoritative chain of command structure to organize and execute work. However, due to the often large geographic footprint of industrial areas, usually in a dynamic, open environment exposed to changing factors, companies must rely heavily on autonomous rule compliance, which means that individuals follow the rules when no one directly supervises them. Thus, safety performance depends on the cultural norms and buy-in of teams working to keep each other safe. Individual compliance and peer enforcement rely on hearts and minds approach or buy-in into the rule. 

Respect in the Workplace in a Post-Me Too Environment

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