In the workplace sexual harassment can undermine a victim's sense of dignity and their ability to do their job effectively. It can create an unhealthy environment even for employees who are not directly involved, and can lead to violent behaviour if it is left unaddressed.
s 2016 draws to a close, we take this opportunity to reflect on some of the key cases and legislative changes that impacted employers in 2016 and the lessons employers can draw from them.
Organizations are increasingly being called upon to assess and respond to threats of workplace violence, homicidal ideations, stalking, and other situations where targeted violence is a possibility. How we respond can have a profound impact on the outcome. Unfortunately, ill conceived interventions can sometimes escalate a situation and actually reinforce the very behaviour we are attempting to stop. It is therefore imperative that Occupational Health and Human Resource professionals respond deliberately and with a desired outcome in mind.
Most people are cis gender - comfortable with the gender they've been assigned at birth. They never experience, or certainly even consider, what it's like to not be comfortable as male or female. There is, however, a growing percentage of people who do not consider themselves as cis gender and identify more comfortably with the spectrum of gender identity. Those who experience this deep discomfort are faced with choices: live their lives in a secret way or publicly step into their authentic identity.