Promoting Respectful Workplace Environment: UMCC Health Canada Presentation
The Respect in the Workplace Office (RWO) at UMCC Health Canada is dedicated to preventing and resolving harassment in the workplace. Through education, awareness campaigns, case management, and training initiatives, RWO aims to create a culture of respect and address workplace issues effectively. The ongoing efforts include providing resources for handling harassment complaints, promoting respectful behaviors, engaging with senior management, and supporting active complaints. The focus is on fostering a positive work environment free from disrespect, incivility, bullying, and harassment.
- Respectful Workplace
- UMCC Health Canada
- Harassment Prevention
- Workplace Culture
- Training Initiatives
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Respect in the Workplace Office Presentation to the National UMCC Health Canada May 16, 2017
Mission The Respect in the Workplace Office (RWO) focusses on the prevention and resolution of harassment in the workplace. RWO leads the organization in the promotion, prevention and building awareness in creating a respectful workplace. In addition, RWO coordinates the formal harassment complaint process on behalf of the delegated authority. Creating a respectful workplace is everyone s business. 2
Education and Awareness Case Management Kiosks and presentations at various events to promote role and services; Revamped intranet section; Continuous engagement through social media. Coordinate Formal Harassment Complaint Process; Informal consultations to discuss options to resolve situations and refer employees to other internal resources as required. Respect in the Workplace Annual Campaign Training Messaging by Deputy Heads and Champions; Campaign with a week of activities; Toolkits distributed at kiosks across Canada to promote RWO s tools and raise awareness. Deliver mandatory training for employees and managers titled: Building Blocks of Respect in the Workplace Workshops; Offered in conjunction with Creating a Respectful Workplace online training (Canada School of Public Service). 3
Education and Awareness On-going Next Steps Intranet Tools and resources to help navigate the harassment complaint processes to achieve both informal and formal resolution in addition to early prevention. Develop and Release New Tools Expand Quick Tips series to span a variety of topics from steps to take if feeling harassed to being a witness/bystander. Online Promotion and Outreach Regularly post updates and activities on Twitter and GCconnex; Foster discussions about respect in the workplace by frequently posting in forums; Share relevant tools and resources from external sources with the public service. Committee Explore forming a Respect in the Workplace joint union-management committee. 4
Case Management Support to Management Active Complaints RWO meets with employees and managers to discuss workplace issues dealing primarily with disrespect, incivility, bullying and harassment. MB 2 ATL 1 NCR 14 Total: 31 SK 12 Increase Engagement with Senior Management Regular communication with management to discuss workplace culture and proactive measures to help address workplace issues; Engage in active outreach with branches and foster discussions about respect in the workplace through information sessions. ON 2 Allegations by type: Excessive control; Unfair treatment; Humiliation; Interference with work/withholding resources. Sources of harassment: 24 respondents are individuals with authority over complainant; 6 are colleagues and 1 is a direct report. Refer to Annex A & B By region: 9 cases in SK are against the same respondent. 5
Training Mandatory Respect in the Workplace Training Participation 2016-2017 Building Blocks of Respect in the Workplace Building Blocks of Respect in the Workplace Creating a Respectful Workplace Targeted Strategy To increase the delivery of the Building Blocks of the Respect in the Workplace training: RWO used various staffing mechanisms to build an inventory of twenty-nine qualified trainers across Canada to deliver these workshops (i.e. fulltime and part time assignments and micro- mission). Innovative approaches in all regions are being used to deliver in-class sessions (i.e. classroom, branch specific and training to in-tact teams). In order to increase our reach regionally, Web- Ex and teleconference sessions are being used. BRANCHES A Workshop for Employees 75.1% 21.8% 42.6% 46% 30.4% 52.4% 44.6% 80.6% 89.6% 60.9% 29.9% A Workshop for Managers1 70.1% 50% 69.1% 63.8% 59.7% 64.1% 51.9% 66.7% 92.6% 73.1% 30.2% (Online) CFOB CLRS CPAB CSB FNIHB HECSB HPFB LS PMRA RORB SPB 87% 27.6% 59% 72.8% 81.3% 59.6% 73.1% 64.7% 97.3% 89.4% 44.3% Between April 1, 2016 and March 3, 2017 150 employee sessions delivered in the NCR 51 sessions delivered in the regions 51 manager sessions delivered in the NCR 24 sessions delivered in the other regions Beyond April 1, 2017, an increase of dedicated sessions is anticipated as Branches are focusing on the online courses completion until March 31, 2017 Going forward: Collaboratively work with senior management to ensure that all staff are undertaking the mandatory training (both online and in-class workshops) Streamline current three-hour in-class training to shorter sessions for Executives 6
Respect in the Workplace Annual Campaign Meet and greet at major sites with Senior Management and Union representatives present Encourage presence and collaborative efforts between management and union representatives WebEx interviews and videos with managers, employees and union members about respect in the workplace Invite employees and managers to celebrate Canada s 150th by celebrating respect with RWO material Raise awareness and increase communication with employees and managers Promote events and information via GCconnex, Twitter and BNews 7
Annex A: Active Harassment Complaints The total number of the type of allegations is greater than the total number of complaints reportedas complainants can file more than one allegation in their complaint. Nine cases against the same respondent included excessive control as a behaviour. NOTE: Categories used originate from the PSES. 8
Annex B: Workplace Climate FORMAL RWO INFORMAL RWO BRANCH 13-14 - 14-15 - 15-16 - 13-14 2 14-15 1 15-16 3 16-17 4 16-17 - CFOB 1 - - - 1 1 - - CPAB 5 - 2 6 6 2 1 6 CSB 12 4 3 6 6 1 17 1 FNIHB 1 - 1 7 5 6 2 2 HECSB 1 - 5 7 6 10 5 1 HPFB 1 - 2 - 1 1 1 - PMRA 2 3 - - 1 2 - - RAPB - - - - - - 1 - - - 2 - - - RORB SPB TOTAL - - 23 7 13 28 29 26 10 31 Formal RWO: Complainant(s) have filed a formal harassment complaint via a Harassment Complaint Form + supporting documents. Informal RWO: Complainant(s) were either considering making a formal complaint or seeking informal options to resolve issues related to harassment. Data does not include one time communications with individuals, who may or may not be a complainant, to discuss concerns or issues related to respect in the workplace or harassment. Data excludes workplace issues related to harassment dealt with by Labour Relations. 9
