1. Respect in the Workplace Office
Presentation to the National UMCC
Health Canada
May 16, 2017

2. “Creating a respectful workplace is everyone’s business.”
Mission
The Respect in the Workplace Office (RWO) focusses on the prevention and resolution of harassment in the workplace.
RWO leads the organization in the promotion, prevention and building awareness in creating a respectful workplace.
In addition, RWO coordinates the formal harassment complaint process on behalf of the delegated authority.
“Creating a respectful workplace is everyone’s business.”

3. Education and Awareness Case Management
Kiosks and presentations at various events to promote role and services;
Revamped intranet section;
Continuous engagement through social media.
Case Management
Coordinate Formal Harassment Complaint Process;
Informal consultations to discuss options to resolve situations and refer employees to other internal resources as required.
Training
Deliver mandatory training for employees and managers titled: Building Blocks of Respect in the Workplace Workshops;
Offered in conjunction with Creating a Respectful Workplace online training (Canada School of Public Service).
Respect in the Workplace Annual Campaign
Messaging by Deputy Heads and Champions;
Campaign with a week of activities;
Toolkits distributed at kiosks across Canada to promote RWO’s tools and raise awareness.

4. Education and Awareness
On-going
Intranet
Tools and resources to help navigate the harassment complaint processes to achieve both informal and formal resolution in addition to early prevention.
Online Promotion and Outreach
Regularly post updates and activities on Twitter and GCconnex;
Foster discussions about respect in the workplace by frequently posting in forums;
Share relevant tools and
resources from external
sources with the public
service.
Next Steps
Develop and Release New Tools
Expand “Quick Tips” series to span a variety of topics from steps to take if feeling harassed to being a witness/bystander.
Committee
Explore forming a Respect in the Workplace joint union-management committee.

5. Case Management Support to Management Active Complaints
RWO meets with employees and managers to discuss workplace issues dealing primarily with disrespect, incivility, bullying and harassment.
Increase Engagement with Senior Management
Regular communication with management to discuss workplace culture and proactive measures to help address workplace issues;
Engage in active outreach with branches and foster discussions about respect in the workplace through information sessions.
Active Complaints
Total: 31
Allegations by type:
Excessive control;
Unfair treatment;
Humiliation;
Interference with work/withholding resources.
Sources of harassment:
24 respondents are individuals with authority over complainant;
6 are colleagues and 1 is a direct report.
Refer to Annex A & B
By region:
9 cases in SK are against the same respondent.

6. Training Targeted Strategy
Mandatory Respect in the Workplace Training Participation
BRANCHES
Building Blocks of Respect in the Workplace
Creating a Respectful Workplace
(Online)
A Workshop for Employees
A Workshop for Managers1
CFOB
75.1%
70.1%
87%
CLRS
21.8%
50%
27.6%
CPAB
42.6%
69.1%
59%
CSB
46%
63.8%
72.8%
FNIHB
30.4%
59.7%
81.3%
HECSB
52.4%
64.1%
59.6%
HPFB
44.6%
51.9%
73.1% LS
80.6%
66.7%
64.7%
PMRA
89.6%
92.6%
97.3%
RORB
60.9%
89.4%
SPB
29.9%
30.2%
44.3%
Targeted Strategy
To increase the delivery of the Building Blocks of the Respect in the Workplace training:
RWO used various staffing mechanisms to build an inventory of twenty-nine qualified trainers across Canada to deliver these workshops (i.e. fulltime and part time assignments and micro-mission).
Innovative approaches in all regions are being used to deliver in-class sessions (i.e. classroom, branch specific and training to in-tact teams).
In order to increase our reach regionally, Web-Ex and teleconference sessions are being used.
Going forward:
Collaboratively work with senior management to ensure that all staff are undertaking the mandatory training (both online and in-class workshops)
Streamline current three-hour in-class training to shorter sessions for Executives
Between April 1, 2016 and March 3, 2017
150 employee sessions delivered in the NCR
51 sessions delivered in the regions
51 manager sessions delivered in the NCR
24 sessions delivered in the other regions
Beyond April 1, 2017, an increase of dedicated sessions is anticipated as Branches are focusing on the online courses completion until March 31, 2017
Previously there were 3 trainers.
Twenty-nine individuals, from within and outside the organization have been trained to deliver workshops across Canada:
Nine from CSB
Four outside HC/PHAC
Others from outside various organizations across HC/PHAC

7. Respect in the Workplace Annual Campaign
“Meet and greet” at major sites with Senior Management and Union representatives present
WebEx interviews and videos with managers, employees and union members about respect in the workplace
Invite employees and managers to celebrate Canada’s 150th by celebrating respect with RWO material
Promote events and information via GCconnex, Twitter and BNews
Encourage presence and collaborative efforts between management and union representatives
Raise awareness and increase communication with employees and managers

8. Annex A: Active Harassment Complaints
The total number of the type of allegations is greater than the total number of complaints reported as complainants can file more than one allegation in their complaint.
Nine cases against the same respondent included “excessive control” as a behaviour.
NOTE: Categories used originate from the PSES.

9. Annex B: Workplace Climate
BRANCH
FORMAL RWO
INFORMAL RWO
13-14
14-15
15-16
16-17
CFOB - 4 2 1 3
CPAB  -
CSB 5 6
FNIHB 12 17
HECSB 7
HPFB 10
PMRA
RAPB
RORB
SPB
TOTAL 23 13 31 28 29 26
Duplications may have occurred between data due to an individual possibly contacting both offices and deciding to eventually file a formal complaint.
Informal RWO case becoming Formal in the same or following year
Informal RWO case becoming Informal OIRO
Informal OIRO becoming Formal RWO
Formal RWO: Complainant(s) have filed a formal harassment complaint via a Harassment Complaint Form + supporting documents.
Informal RWO: Complainant(s) were either considering making a formal complaint or seeking informal options to resolve issues related to harassment. Data does not include one time communications with individuals, who may or may not be a complainant, to discuss concerns or issues related to respect in the workplace or harassment.
Data excludes workplace issues related to harassment dealt with by Labour Relations.