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.

Boilerplate sexual harassment training focuses on what not to do. This post explains why that approach fails—and how bystander-focused, context-specific training better addresses power, culture, and everyday workplace behaviour.

A unionized employee was terminated for masturbating in an Uber on the way to work. The arbitration also highlights how trauma-informed assessments are essential in harassment investigations and underscores the dangers of relying on gender-based stereotypes.

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

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?

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 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.

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.

The theme for this week's videos was sexual harassment at work, from real life challenges, to legally required topics, to training solutions