Workplace harm, power, and the law

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.

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.

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.

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.