Workplace harm, power, and the law

Ask for Angela helps survivors discreetly access support in public spaces. But when the survivor is an employee, employers need their own workplace domestic violence policy, risk assessment process, safety planning, and trauma-informed training.

Equal Pay Day is a reminder that pay equity, pay equality, and human rights protections matter, but they only address a narrow slice of the gender wage gap. Employers should also look at work design, flexibility, promotion, and opportunity.

What Moe Harukawa’s murder at work shows about coercive control, stalking, disclosure, and employers’ duty to respond to workplace intimate partner violence.

A recent BCHRT decision shows how quickly a return from maternity leave can become a discrimination issue when childcare realities are treated as an inconvenience rather than a protected reality. For employers, the case is a reminder that return-to-work problems are both legal and design problems.

Quoted in Canadian HR Reporter on sexual harassment in male-dominated workplaces, workplace culture, accountability, and responding to poisoned work environments.

Does the existence of male survivors mean intimate partner violence is no longer gender-based? No. This article explains why that argument misunderstands both feminist analysis and human rights law, and why the distinction matters for workplace IPV responses.

What a recent HRTO dismissal reveals about anti-Black racism, evidentiary barriers, cultural safety, and the need for trauma- and violence-informed management in workplaces.

A reflection on upward harassment in male-dominated workplaces, exploring how gender stereotypes and power dynamics can shape workplace complaints and investigations.

A recent HRTO decision raises concerns about how sexual harassment and power dynamics are assessed under human rights law. Why narrow interpretations of power and the “ideal victim” myth create risk for workplaces.

What does trauma- and violence-informed leadership actually require? Learn how organizations can design workplace systems that build trust, improve reporting confidence, and detect risk early.