Much work still needs to be done on respectful workplaces
Nonprofits are among those leading the way, and David Mitchell write
The numbers are startling.
According to a recent survey by the Angus Reid Institute, a majority of Canadian women have been sexually harassed at work.
Almost nine out of 10 women say they’ve had to take steps to avoid sexual advances. Roughly a quarter of women across all age groups (from 18 to over 55) say they resent having to use these strategies and think it shouldn’t be up to them to avoid being harassed. And a higher proportion say they don’t like it, but it’s just a “reality of life for a woman.”
Apparently, it’s an increasing reality for some men, too. Research from a variety of sources shows that, while to a much lesser extent, men are also being harassed and bullied in the workplace.
Why does it seem that our workplaces are becoming less respectful? Is it owing to the perceived growing intolerance of our times?
And what about the international #MeToo movement, which is having an impact in boardrooms and workplaces everywhere it seems — not just in the fields of entertainment and politics. It has already been felt in organizations right here in our city.
Objectionable behaviour is typically the result of a power imbalance in the workforce. However, the gender imbalance can’t be ignored.
And the consequence is a straining of work relationships between men and women.
What’s a male ally to do? New research suggests the #MeToo movement is making many men in management positions wary of interacting with female employees.
According to a recent survey conducted by LeanIn.Org and Survey Monkey, almost half of male managers are now uncomfortable participating in a common work activity with a woman; almost 30 per cent of male managers are uncomfortable working alone with a woman; and the number of male managers who are uncomfortable mentoring women has more than tripled from five per cent to 16 per cent.
About half of women and men surveyed say their organizations have responded to the #MeToo movement by taking action against harassers, updating their policies, or offering employee guidance and training. Shockingly, however, half have not.
In an effort to support greater change, we recently conducted two roundtable discussions in Calgary for non-profit sector leaders and human resource professionals, asking how to ensure more respectful workplaces. The engagement in these discussions was constructive and very encouraging.
We asked if a code of conduct, updated where necessary, was a solution. We concluded that it was a good start, but not enough. As organizations continue to update their human resource policies, they need to go further and be proactive.
Communication and training need to accompany good policies, helping to ensure that board members, employees, volunteers and contractors understand the essential elements of a respectful workplace.
Such workplaces value employees; communication is open and honest; people are treated as they wish to be treated; conflict is addressed in a positive and respectful manner; disrespectful behaviour is addressed; diversity is valued; relationships are collaborative; and people act with courtesy and kindness.
In addition, a strong economic imperative demands that organizations can’t afford to ignore these issues. According to Statistics Canada, employee absences due to bullying and harassment are estimated to cost $12 billion per year in Canada.
Canadian governments at all levels are now taking action to address issues related to harassment. Some large corporations are also moving forward with progressive strategies.
And we’re very encouraged to see the emerging leadership of non-profit organizations in this important area.
Wouldn’t it be both fitting and inspiring to see a sector with a predominantly female workforce take the lead on ensuring respectful workplaces in our community?