Workplace harm, power, and the law

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.

Misgendering and deadnaming aren’t just harmful—they’re recognized as workplace harassment under Canadian human rights law. Recent tribunal decisions confirm that this behaviour can amount to discrimination on the grounds of sex, gender identity, and/or gender expression. Here’s what that means for employers, HR professionals, and colleagues—and how to respond if mistakes happen.

Supporting employees who breastfeed or chestfeed isn’t just a legal requirement—it’s a key part of building inclusive, equitable workplaces. This post breaks down the legal landscape in Canada, best practices for HR, and practical steps employers can take to create truly breast/chestfeeding-friendly environments.

The BC Human Rights Tribunal has confirmed a connection between domestic violence and the protected grounds of sex, gender, and marital status under the Human Rights Code. In The Worker v Translink Security Management Ltd, the Tribunal denied an employer’s bid to dismiss a complaint, underscoring employers’ duty to consider domestic violence in accommodation and disciplinary decisions.

Return-to-office mandates are widening the gender gap by disproportionately impacting working mothers who face childcare challenges and wage penalties. Without thoughtful flexibility and ongoing monitoring, these policies risk deepening workplace inequities. Learn why flexibility is essential and how employers can assess and mitigate the impact of RTO mandates on gender equity.