1. Building a Respectful Workplace
<insert facilitator’s name>
<insert date>
The title slide presents an opportunity for the facilitator to introduce themselves and welcome participants to the session.

2. Agenda Learning Agreement Session Objectives Respectful Workplaces
Our Shared Responsibility
Bullying & Harassment
What Do I Need to Know?
MyHR Resources
One Thing You Do
Once the facilitator finalizes the session agenda, it may be helpful for them to review it with participants at the start of the meeting. This will also provide participants with an idea of what to expect, and encourage them to think about potential questions they may have about a subject.

3. Learning Agreement Turn off cell phones
To create a safe environment, a facilitator may choose to create a learning agreement to build trust so participants can talk openly about uncomfortable topics. One way to make a learning agreement is by writing down a suggestion, and then asking participants to complete the agreement.

4. Objectives Expected workplace behaviour Shared responsibility
Information & services
It may be helpful for the facilitator to review their key objectives for delivering the session. For example, through the session they may want their participants to:
Have an awareness of the workplace behaviour that is expected of all BC Public Service employees.
Understand the shared responsibility for promoting respectful workplaces in the BC Public Service.
Know where to find information and access services on MyHR.

5. Exercise – Respect Respect What does it look like?
What are the characteristics of a respectful workplace?
Before covering the main content of your presentation, consider engaging your participants through an icebreaker . For example, ask them to turn and talk to their neighbour about what a respectful workplace looks like, discuss for 1-2 minutes, and then debrief.

6. Respectful Workplaces
This visual provides examples of the benefits of a respectful workplace.

7. Cost of a Disrespectful Workplace
This visual provides examples of the costs of a disrespectful workplace.

8. Our Shared Responsibility
Standards of Conduct
Discrimination and Harassment in the Workplace
Occupational Safety and Health
BCGEU Collective Agreement
Article 1.7, Article 1.8, Article 1.9, Article 32.15
Memorandum of Understanding #13
PEA Collective Agreement
Article 1.09, Article 36.13
BC Public Service Corporate Values
The responsibility for building and maintaining a respectful workplace is jointly shared by everyone in the BC Public Service.
There are HR policies regarding workplace behaviour and conduct, which require employees to behave respectfully, collaboratively and in ways consistent with the corporate values.
These include the Standards of Conduct, the HR policy on Discrimination and Harassment, the policy on Occupational Safety and Health, as well as collective agreements.

9. Curiosity, Service, Passion, Teamwork, Accountability & Courage
Corporate Values
Integrity
Curiosity, Service, Passion, Teamwork, Accountability & Courage
There are also the BC Public Service Corporate Values that describe the qualities we value in our colleagues and in our organization.
Integrity is placed above all the other values as a quality that affirms the Standards of Conduct for BC Public Service employees.
Integrity, curiosity, service, passion, teamwork, accountability and courage shape our culture and help foster practices that build a positive work culture and define shared expectations.

10. Oath and Standards of Conduct
Loyalty
Confidentiality
Public Comments
Political Activity
Service to the Public
Workplace Behaviour
Conflicts of Interest
Allegations of Wrongdoing
Legal Proceedings
Working Relationships
Human Resource Decisions
Outside Volunteer and Remunerative Work
Responsibilities
The Standards of Conduct for Public Service Employees apply to persons appointed under sections 8 and 12 of the Public Service Act.
Compliance with the Standards of Conduct is part of our oath of employment and is a term and condition of our employment.
Under the Standards, employees are to treat each other with respect and dignity and must not engage in discriminatory conduct prohibited by the Human Rights Code.
Employees who fail to comply with these standards may be subject to disciplinary action up to and including dismissal.

11. Workplace Behaviour Acceptable social standards
Positive work environment
The conduct of BC Public Service employees in the workplace must meet acceptable social standards and must contribute to a positive work environment.
The Standards of Conduct include a section on Workplace Behaviour, which requires employees to contribute to a positive work environment including a prohibition on bullying.
Specifically, bullying or any other inappropriate conduct compromising the integrity of the BC Public Service will not be tolerated.
An employee’s conduct must not compromise the integrity of the BC Public Service.

12. Exercise – Bullying Bullying What does it look like?
What behaviours constitute bullying?
You may want to consider incorporating another quick activity to keep your participants engaged. For example, ask them to turn and talk to their neighbour about what bullying looks like, discuss for 1-2 minutes, and then debrief.

13. Bullying – WorkSafeBC Inappropriate conduct or comment
Under WorkSafeBC regulations, bullying includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated.

14. BCGEU MOU #13
Establishes a definition of bullying and a resolution process
Under the Memorandum of Understanding in the BCGEU collective agreement, bullying refers to vexatious behaviour taking the form of repeated hostile conduct, comments, actions, or gestures that affects an employee's dignity and that results in a harmful work environment; or a single incident of such behaviour that has a lasting harmful effect on an employee may also constitute bullying.

15. Employee Responsibilities
Maintain appropriate workplace behaviour
Whatever the situation, whether an employee is having a disagreement with a co-worker or supervisor or is affected as a bystander, they have a responsibility to act respectfully and in good faith to resolve the situation.
An employee is advised to report to their supervisor or other appropriate person if they observe or experience bullying and harassment in the workplace.
An employee is also advised to check with their supervisor or contact the BC Public Service Agency when they are uncertain about any aspect of the Standards of Conduct, HR Policies or collective agreements.

16. What Bullying & Harassment is NOT…
If done respectfully:
Differences of opinion
Constructive feedback
Employee performance
Reasonable disciplinary actions
Examples of actions that do not constitute bullying/harassment include decisions about:
Workloads and deadlines
Lay-offs, transfers, promotions, and reorganizations
Work instruction, supervision, or feedback
Work evaluation
Performance management
Discipline, suspensions, or terminations

17. B.C. Human Rights Code Race Colour Ancestry Place of origin
Political belief
Religion
Marital status
Family status
Physical or mental disability
Sex
Sexual orientation
Gender identity or expression
Age
Unrelated criminal conviction
Legal source of income
A claim of discrimination may be brought where an individual or class of persons feels they have been discriminated against based on one or more of the following grounds
These grounds in the Code provide protections to ensure equal access and fair treatment in the workplace

18. Gender Identity or Expression
Gender expression
Transgender
In July 2016, ‘gender identity or expression’ was added as protected grounds in the Human Rights Code.
Here are some key definitions:
Gender identity – refers to how a person publically presents their gender.
Gender expression – refers to a person’s internal and external experience of gender; may be the same or different from their assigned sex at birth.
Transgender – is an umbrella term to describe a wide range of people whose gender identity and/or expression differ from the sex they were assigned at birth and/or the societal and cultural expectations of their assigned sex.
BC Public Service employees may
express gender how they wish as long as they meet appropriate dress codes such as business casual or uniform requirements and, if applicable, safety regulations.
use the restroom that corresponds to the gender they present as in all BC Public Service managed locations. And they do not need permission to do this

19. What Do I Need to Know? Recognize bullying and harassment
Know how to report it
What if it is my supervisor?
Bullying and harassment can come from a co-worker, a supervisor, or the public / client
In any case, it is important for an employee to know how to report it
This means that an employee needs to start with their supervisor and seek advice from the BC Public Service Agency
An employee may want to involve your shop steward / rep if it is a co-worker
In a case where the bullying and harassment is coming from an employee’s supervisor, the first step would be to report a first line excluded manager or another excluded manager that the employee can trust

20. How is Disrespectful Behaviour Resolved?
Take responsible action & engage supervisor
Involve another excluded manager
In addition to resolving a workplace issue through the person directly and involving another excluded manager, disrespectful behaviour is also resolved through
Awareness and change in behaviour
Investigation and corrective action
A commitment to learn and interventions to restore the workplace

21. Difficult Conversations
Be calm & have a professional demeanour
Be sensitive to timing
Ideally, an employee will resolve a conflict with the person directly to bring the issue to their attention and give them a chance to respond.
An employee needs to raise the issue with the person in a way that conveys their message effectively.
Here are some tips for difficult conversations:
Be clear about unwelcome behaviour, provide specific examples, & communicate the impact
Ask for the behaviour to stop
Offer a solution (future focused)
Don’t be thrown off by pushback
Be assertive, but respectful, if needed

22. Being Assertive Assertive behaviour involves…
“Assertiveness is courageous, respectful, and effective - it takes self-awareness and is self-responsible”
Assertive behaviour involves
Expressing your feelings
Asking respectfully for what you want, or
Saying ‘No’ professionally to something you don't want

23. MyHR Resources Working With Others Promote Respect in the Workplace
Address a Respectful Workplace Issue
The MyHR website includes a section on Working With Others which is organized in two streams of content:
Promote Respect in the Workplace
Provides proactive approaches for employees to build their skills, or approach a possible problem in the workplace
Address a Respectful Workplace Issue
Provides reactive approaches for employees to remedy specific workplace issues requiring immediate action, such as bullying and how to launch a formal complaint

24. Closing Exercise – One Thing You Do
What’s the one thing you will do to promote a respectful workplace?
Consider ending your session with this activity:
Go around the room and ask each participant about the one thing they will do to promote a respectful environment.