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.

False sexual harassment complaints are rare—but warnings about them are common. This post explores an Alberta Tribunal case, the role of IPV, and why policy design must do better.

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.

Two new BC Human Rights Tribunal decisions highlight costly risks for employers mishandling disability and mental health-related workplace issues. While the facts vary, both cases reinforce the need for a clear, consistent, and documented accommodation process — particularly when medical information is incomplete or evolving. For CFOs and CHROs focused on cost control, risk mitigation, and retention, these rulings offer timely insight and practical direction.

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.

Ontario’s new 211 support line for men who cause harm is a promising early intervention. But for real progress, we must include survivors in design, embed accountability, and move prevention further upstream—with education that redefines what healthy relationships look like.

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.

The Ontario Superior Court has opened the door to a potential new legal claim for “injury to dignity” caused by systemic anti-Black racism in the workplace. The self-represented plaintiff, Crown lawyer Jean-Marie Dixon, challenges the boundaries of human rights and labour law — and her courage may help reshape both.

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.

A new Harvard and University of Exeter study found that a simple 7-minute video before hiring decisions dramatically improved outcomes for equity-deserving candidates. Here’s what it means for Ontario employers as new job posting laws take effect.

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.

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.