Workplace Law & Systems Insights

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.

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.

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.

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.

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.

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.

Employers often assume pay transparency laws aren’t needed—but common myths reveal why gaps persist. Here are the top 5 misconceptions about pay transparency and the gender wage gap, and how data can help fix them.

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.