Performance bonuses often miss the mark—undermining performance while quietly increasing legal risk. Drawing on recent MIT research and Canadian case law, this article explains why clear bonus criteria matter, how vague discretion fuels disputes and bias, and what employers can do to design bonus plans that actually work.

Return-to-office (RTO) mandates that leave accommodation to individual managers risks human rights violations and loss of valuable members of the workforce. This post examines how discretion, bias, and common myths undermine human rights compliance—and why flexibility is the most effective solution.

A recent arbitration decision explores whether employers can deny or delay merit increases for employees returning from maternity leave. This post breaks down the ruling and explains how unionized and non-union employers should approach performance reviews and pay increases without triggering human rights risk.

Effective, tailored harassment and human-rights training grounded in adult learning, complex scenarios, and microintervention strategies that actually change behaviour.

On December 9, I’ll be presenting a webinar with the Learning Network, Knowledge Hub, and Respect at Work on how trauma- and violence-informed (TVI) approaches can transform workplace responses to intimate partner violence. This is a topic deeply personal to me, and I’ll also be sharing daily LinkedIn videos for the 16 Days of Activism Against Gender-Based Violence with practical tips for employers and HR professionals.

Many employers assume domestic violence doesn’t touch their workplace — but the truth is, one in ten employees are affected right now. Here’s why leaders must stop looking away and start addressing intimate partner violence as a workplace issue.

Persons Day is often celebrated as a milestone for women’s rights — but not all women were recognized as “persons” in 1929. This reflection explores how to honour the women who were left behind and celebrate the day with honesty, empathy, and inclusion.

Most if not all older women in the workplace face discrimination tied to menopause. A recent UK study shows how workplace myths and token “wellness” fixes, like yoga breaks, miss the mark. Here’s what real inclusion looks like.

In Marks v PepsiCo Canada, a single mother’s human rights claim turned into a retraumatizing ordeal when her employer called her abusive ex as a surprise witness. This case highlights the urgent need for a trauma- and violence-informed approach to human rights litigation.

In OPSEU v LCBO, a rural worker facing intimate partner violence and suspected alcohol use was terminated despite the employer “doing everything right.” This case reveals why trauma- and violence-informed accommodation matters — and how communities can step up to remove barriers to safety and support.

Teenage girls earn $3 less per hour than boys in their summer jobs — and the gap is even wider in caregiving roles. What does that tell us about the roots of workplace inequity, and what can organizations do to make change?

Participatory Gender Audits (PGAs) go beyond traditional culture reviews — providing a more intersectional, rigorous, and evidence-based way to understand how identity, bias, and systems interact in the workplace. Here’s how PGAs help organizations build more inclusive and resilient cultures.

Many workplaces take comfort in having little to no harassment complaints. But “no complaints” doesn’t always mean “no problems.” Here are three overlooked gaps that might be hiding behind seemingly clean stats — and what HR leaders can do to close them.

A recent legal decision, Bombardier v Unifor, highlights how employers can overreach when assessing family status accommodation requests. Learn how to respect employee privacy while meeting legal obligations.

The National Day for Truth and Reconciliation is both a time of mourning and a call to action. This reflection explores how employers can respond to Call to Action #92 — starting with education, meaningful land acknowledgments, and creating safer, more equitable workplaces for Indigenous colleagues.

Many workplace pregnancy loss policies reference miscarriage and stillbirth but leave out abortion. This omission creates stigma, confusion, and harm. Here’s why inclusive policies matter—and how employers can take action.

A recent HRTO decision found certain acts weren’t sexual harassment when viewed in isolation. But context reveals otherwise. Here’s why workplace harassment programs must focus on patterns, power, and control—not just individual incidents.

Equal Pay Day reminds us that closing the wage gap requires more than compliance with the law. From “greedy jobs” to systemic inequities, true progress comes from embedding fairness and flexibility into workplace design.

Workplace harassment isn’t always top-down. A recent BC Human Rights Tribunal case shows how leaders can face harassment from subordinates—and how employers fail when they don’t take these complaints seriously. Here’s why upwards harassment matters, and what organizations must do to address it.

Return-to-office (RTO) mandates aren’t gender neutral. Claudia Goldin’s research shows that inflexibility widens the gender wage gap—and the impacts extend to gender-diverse employees, caregivers, and workers with disabilities. Here’s how Participatory Gender Audits (PGAs) can help employers catch issues early and protect equity, retention, and compliance.