Province satisfied with drop-in centre following investigation

Facility working hard on improvements after workplace harassment allegations

The province says it’s satisfied with the steps the Calgary Drop-In and Rehab Centre has taken in recent months, following a review into allegations of workplace harassment.

Samantha Power, press secretary for Community and Social Services, said: “We found that the CDIC has recently implemented new policies and procedures to support the health, safety and security of staff and improve workplace culture.”

“Additionally, we recognize that there has been a change in leadership at the CDIC, at both the staff and board level, and we find this to be an encouraging development,” she said in an emailed statement.

Power highlights several positive changes the centre has implemented, including hiring a new workplace fairness ombudsman as a resource for staff who have concerns and an updated policy that more clearly defines the scope of harassment, sexual harassment and bullying.

The province — which contributed $13.3 million to the homeless shelter last year — launched a review that lasted three months after former employee Stephanie Raynor-Hohol alleged that former director Steve Baldwin inappropriately touched her twice.

In response to the government’s review, Raynor-Hohol said it made coming forward about a very traumatic time in her life worthwhile.

“I think this is a good step, and when we talk about the #MeToo movement, you hear a lot of stories around it, but never the real outcomes of what has happened,” she said. “It’s a good day and I’m going to be continuing to try and make sure that those accountabilities are there in the non-profit world.”

Raynor-Hohol said that while she’s encouraged by the review, the real test will be how things progress in the future.

“This is a baby step and the lens is there,” she said. “But the real piece will be seeing what it’s like in a year or so.”

Ken Uzeloc, chair of the board of directors for the Calgary Drop-In and Rehab Centre, said the facility has been working hard to continually make improvements.

“I’m pleased with both the province and the city ’s review that says they ’re confident that our policies and procedures and how we implement those policies and procedures are satisfactory to their review and will make for a safe environment for our staff,” he said.

Uzeloc said the centre had launched an independent workplace culture review prior to the allegations, which was subsequently suspended while the allegations were investigated. However, the review is once again underway and Uzeloc said results are expected in early July.

“Any recommendations coming from that review will be looked at and we will look to make things even better if there’s a need to,” he said.

Shortly after Raynor-Hohol’s allegations, executive director Debbie Newman resigned, saying “recent allegations about problems in the workplace have become a major distraction from our mission.”

Uzeloc said as many as four new board members will be brought in next week during the centre’s annual general meeting.

The City of Calgary funds several of the programs run by the centre and also completed its own review in the wake of the allegations, which concluded in April.

The city believes that the organization now has the appropriate revised organizational policies in place.

“The city believes that the organization now has the appropriate revised organizational policies in place, to ensure that funded programs are being run in an ethical manner,” said Melanie Hulsker, director of Calgary neighbourhoods, in an emailed statement.

“In addition, the organization has an action plan that the city believes will enable it to sufficiently address concerns around organizational effectiveness and employee safety.”

Hulsker also noted that the city will continue to work with and monitor the centre.

Power said as of June 1, the province implemented new occupational health and safety laws that “require any employer in Alberta to investigate complaints of violence or harassment and take appropriate action to keep employees safe and to stop harassment at the workplace.”