Skip to main content
;

FEWO Committee Report

If you have any questions or comments regarding the accessibility of this publication, please contact us at accessible@parl.gc.ca.

PDF

KEY FACTORS IN REDUCING SEXUAL HARASSMENT

The Committee heard that while processes to deal with sexual harassment are important, an employer should also focus on prevention and reduction strategies.[456] There is significant value in preventing and reducing sexual harassment because its negative effects often begin immediately after the first incident and can last long after the harassment stops.[457]

The following section outlines three key themes, highlighted by witnesses, related to the prevention and reduction of sexual harassment: leadership, training and workplace culture. As highlighted in witness testimony, these three themes are interconnected and often overlap with one another. As well, when approaches to prevent and reduce sexual harassment are not implemented or not successful, they can lead to under-reporting, a subject examined earlier in the report.

A. Leadership

The Committee was told that leadership underpins and influences workplace culture,[458] and as such, it is critical that the employer and management lead by example and actively foster a respectful workplace.[459] Leaders need to demonstrate a quick and appropriate response to complaints and a willingness to take action when needed.[460]

The Committee heard that the leadership of an organization must understand that harassment and discrimination are often organizational issues, not isolated cases of conflict between individuals.[461] In addition, leaders must recognize that there are inequalities among groups within workplaces, including between men and women,[462] and must make it clear that they support diversity and inclusiveness.[463] Some witnesses also suggested that leaders should recognize that harassment affects the organization as a whole since it can lead to poor performance, lack of focus, a decrease in productivity and low morale among individuals.[464]

With respect to the federal public service, the Committee heard that the duty to prevent harassment rests with deputy ministers or deputy heads of departments.[465] According to staff from the Treasury Board Secretariat, departmental performance in this area is monitored, in part, through the management accountability framework, which uses information from the PSES and other sources to rate departmental performance in areas such as harassment; this rating partly determines deputy ministers’ performance pay at the end of the year.[466]

The Committee was told by Marielle Doyon, Acting Assistant Deputy Minister of the Human Resources Branch at PWGSC, that the department encourages “… managers to remain vigilant and to identify risks in their work units that may give rise to harassment. To do so, we provide managers with tools designed to help with diagnostics and dialogue.”[467]

As well, the Committee was informed that employers and management should be aware that victims can signal harassment in ways other than by reporting it, and that leadership still has a responsibility to intervene.[468]

Ms. Smallman of the Canadian Labour Congress, elaborated on the role of leadership in responding to possible situations of harassment or discrimination:

A lot comes down to leadership. There needs to be a swift response to complaints and a willingness to take action when necessary. When leaders make a clear effort to prevent harassment and deal with it when it occurs, women may be more likely to come forward when they feel they have been harassed. This means employers need to be sensitive to discrimination in all forms. Leaders need to see harassment and discrimination as organizational issues, not as isolated cases that have to do with conflicts between individuals. Conversely, if a leader is perceived to want to avoid conflict or is dismissive when problems of any kind arise, women are likely to remain silent.[469]

1. Leading by Example

Witnesses noted that leaders who ignore, fail to address, or condone harassing behaviour, or engage in harassment themselves, contribute to a workplace environment prone to sexual harassment and under-reporting of harassment.[470] The employer and management must lead by example[471] and the prevention of sexual harassment starts with an organization’s leadership.[472] One witness explained that policies are only as effective as the management that enforces them.[473]

According to witnesses, the leadership of any organization must:

  • explicitly state that sexual harassment will not be tolerated;[474]
  • promote a workplace culture of respect;[475]
  • actively combat the problem by creating practices to adequately deal with such cases;[476] and
  • swiftly and appropriately react to reports.[477]

2. Management

Witnesses also highlighted the need to train managers and supervisors about sexual harassment as they are responsible for overseeing the daily interactions of employees.[478] The Committee heard that management must understand its role in preventing inappropriate behaviours from escalating.[479] Management must be held responsible by the employer for enforcement of harassment prevention and resolution policies, particularly the handling of complaints in an appropriate and responsible manner.[480]

For example, the Chief of Military Personnel from DND stated that “all new commanding officers are required to certify that they have read and understood the Chief of the Defence Staff’s guidance to commanding officers,” which highlights their duties for harassment prevention and resolution. As well, the Vice-President of Human Resources at Canada Post said that there are consequences for any team leader who fails to take the right action in response to a complaint of sexual harassment.[481]

Management must be provided with the knowledge and tools to prevent and handle conflict in the workplace by identifying risks, diagnosing problems and fostering dialogue.[482] Of particular importance, as identified by witnesses, is mandatory ethics and accountability training for management.[483]

3. Women in Leadership

Several witnesses suggested that a contributing factor to workplace sexual harassment is an environment where men have more power than women.[484] One witness explained that “equitable distribution of power within the workplace, with an equitable representation of women in positions of responsibility, fosters respect for human rights, inclusion, and diversity.”[485]

Another witness highlighted the Conference Board of Canada’s 2011 report[486] which indicated that the proportion of women employed in senior management in Canada has remained relatively unchanged over the past two decades.[487] He also noted that men are more likely than women to hold senior management positions, as demonstrated by the latest employment equity figures:[488]

  • federally regulated private sector: women hold 42% of the jobs and 22% of senior management positions; and
  • federal public service: women hold 55% of the jobs and 45% of senior management positions.

With respect to promotions, the RCMP’s Director General of Workforce Programs and Services explained that each promotion often requires a certain level of experience, and that is why it is critical to build a “feeder pool” of potential female candidates to be promoted to leadership positions.[489] The Committee heard that organizations with cultures that tolerate or condone sexual harassment have difficulty increasing the pool of qualified female candidates, as a women’s career “life expectancy” is short in these organizations.[490]

B. Training

The Committee heard that training, education and awareness-raising are essential for a workplace free from sexual harassment and other forms of discrimination.[491] In particular, training is an important part of primary prevention[492] and should accompany an employer’s anti-harassment policy.[493]

As one witness explained, training should not focus merely on teaching people not to sexually harass colleagues, because a small number of people will nevertheless engage in such behaviour.[494] Witnesses provided a range of topics that should be included in training:

  • developing a respectful workplace[495] and a collegial environment;[496]
  • using different harassment prevention strategies;[497]
  • understanding the workplace policy on harassment and the code of conduct;[498]
  • recognizing sexual harassment and knowing what behaviours are not acceptable;[499]
  • knowing how to raise complaints of sexual harassment and the subsequent reporting process, including what resources are available, the steps of the process, and the responsibilities of management and the employer;[500] and
  • recognizing inequalities in the workplace, particularly related to gender.[501]

In addition, the Committee heard that training should promote a bystander intervention approach, whereby employees are taught to recognize harassment and violence in the workplace and to safely intervene.[502] Training in the workplace should promote collective and collegial responsibility for the wellbeing of co-workers.[503]

The Committee was told by Caroline Cyr, Director General of the Workplace Directorate in the Labour Program at Human Resources and Skills Development Canada, that “[t]raining and education are essential when we strive to have a workplace that is free from violence and sexual harassment.”[504]

Mr. Gaon of Alternative Dispute Resolution Ottawa said:

[T]here needs to be better education and training in federal workplaces on the issue of harassment in general and sexual harassment in particular. In general, people need to better understand that unsolicited and unwanted sexual advances are not acceptable. People also need to know that they can safely bring forward their complaints without fear of retaliation or adverse impact on their careers.[505]

Recommendation 12

The Committee recommends that training of employees in federally regulated workplaces be expanded to include various components, including: developing a respectful workplace and a collegial environment; using different harassment prevention strategies, including bystander intervention; understanding the workplace policy on harassment and knowing what behaviours are not acceptable; knowing how to raise complaints of sexual harassment and the subsequent reporting process, including what resources are available, what are the steps of the process, and the responsibilities of management and the employer; and recognizing inequalities in the workplace, particularly related to gender.

The Committee was told that the training should be conducted in a respectful way; minimizing the experience of harassment through behaviours such as joking.[506] As well, evaluative research should be conducted after training to objectively analyse the effectiveness of particular training programs.[507]

The Committee heard that training and education regarding unacceptable behaviour contributes to the early identification of harassment behaviour. [508] As an example, the CF indicated that training is essential in their operating environment so that leaders know the differences between “disciplining, motivating, and training a team versus harassment.”[509]

In the federal realm, one witness recommended ongoing improvement of harassment training in federal workplaces, with a focus on sexual harassment in particular.[510] A representative from the CSPS highlighted for the Committee two courses related to sexual harassment that it offers to Public Service employees:[511]

  • Creating a Respectful Workplace explores potential harassment situations, how to create a respectful workplace and how to promote attitudes and behaviours that will discourage conflict in the workplace.[512]
  • Introduction to Employment Equity and Diversity explores the issues, organizational requirements and legal obligations related to the implementation of the Employment Equity Act.[513]

1. Types of Training

The Committee heard that workplaces deliver harassment training in a variety of forms, for example, online or in person, private study or group discussions, harassment-specific or incorporated within other training courses. The use of scenarios, case studies and concrete examples in training was highlighted as a valuable approach by witnesses. This approach includes innovative techniques such as videos or small theatre productions.[514]

Other examples of different approaches include:

  • Canada Post’s training programs, which are delivered in classrooms with break-out discussion groups, through e-learning and via self-study guides;[515]
  • RCMP “E” Division’s three-day voluntary training workshop, which included a Ph.D. specialist in gender communications;[516] and
  • CBC’s online training on the prevention of violence in the workplace offered to employees, the Respect in the Workplace training, and training on the CBC’s official investigation process for harassment complaints.[517]

Several witnesses spoke of the important value of in-person training, compared to online training, particularly as it fosters discussion, allows for an examination of scenarios and enables interactions between employees and management.[518] One witness recommended having in-person training with people who have experienced harassment with the goal of showing the real impact on individuals.[519] Other witnesses, however, described the benefits of online training; it is immediately available for delivery to staff;[520] it can be used in remote workplaces;[521] it can be used by employers if their staff are spread across a wide region;[522] and it allows for a variety of approaches, including webinars, online surveys and questions.[523] The Committee was also provided with examples of approaches that combine online and in-person training;[524] witnesses mentioned that online training could serve as a supplement or follow-up to direct training[525] and that a combination of both approaches benefits people who learn differently.[526]

The Committee heard from Ms. MacQuarrie of Western University, who spoke about in-person training:

You have to start with the face-to-face training. That's definitely the most effective. You can have follow-up modules that are online, but if you don't get that face-to-face interaction, I don't think you can explore these relational issues…. You can't deal with relational issues in an electronic, online context effectively.[527]

As well, a number of witnesses said that training should be mandatory, particularly in organizations experiencing challenges with sexual harassment.[528] One witness stated that if training is not mandatory, it should be strongly encouraged.[529]

The Committee heard that the frequency of training varies among employers; training could be offered on a cyclical basis[530] and/or on a career development basis.[531] For example, at the Toronto Police Service, every time an employee is promoted, he or she is given training on compliance with human rights, the Ontario Occupational Health and Safety Act and the Police Services Act,[532] and every 12 months, every police officer must retake mandatory training on topics such as workplace safety, which includes issues on harassment and workplace violence.[533] According to a witness from the RCMP, the organization is currently expanding training on respectful workplaces and harassment so that a continuum of training is offered throughout each employee’s career, from entry level to management positions.[534]

Witnesses also described the different processes of developing new training programs and rolling them out to staff. A manager at the Human Resources Division of the Treasury Board Secretariat spoke of a new action plan which requires all TBS managers and supervisors to take a half-day workshop on preventing harassment in the workplace before the end of February 2013, and all TBS employees to take it by the end of June 2015.[535]

2. Customized Training

The Committee heard that federal government workplaces often require customized training, as they have different operational environments. For example, a small policy department has important differences from a large one.[536] The Committee was told that the CSPS offers tailored learning options to departments; an organization can identify various themes or priorities and the CSPS alters its courses to cater to the department’s needs.[537] Another example provided to the Committee was the training offered by the Quebec Help and Information Centre on Harassment in the Workplace to workplaces throughout Quebec. It adapts its training based on the realities of each workplace, such as whether the training is being offered to respond to a specific situation; whether it is to provide a general review of the topic; or whether the training is meant to remind management of its obligations.[538]

3. Training for Management

Witnesses spoke of the importance of providing education and training to management, as well as other leaders, particularly Human Resources directors and thosein charge of the harassment reporting process.[539] The Committee heard that since management is responsible for implementing policies and guidelines, it should receive customized training[540] on the following subjects:

  • managing workplace relations/conflict and building respectful workplaces;[541]
  • building a workplace free of discrimination and harassment;[542]
  • establishing strategies for harassment prevention;[543]
  • recognizing sexual harassment and other uncivil behaviour;[544]
  • managing early intervention and informal resolution options;[545] and
  • providing effective and appropriate responses to complaints.[546]

Recommendation 13

The Committee recommends that mandatory management and supervisor training include a segment on maintaining a respectful workplace, including how to address sexual harassment in the workplace.

The Committee was told that training for management could also take a variety of forms and approaches. For example, at DND, supervisors and managers have regular training, regular group meetings, open-door discussions, and an annual discussion on ethics, harassment and discrimination.[547]

A representative from the CSPS highlighted for the Committee three courses related to sexual harassment that it offers to federal public service supervisors and managers:[548]

  • Leading a Diverse Workforce provides supervisors and managers with an opportunity to explore the emotional intelligence and leadership competencies required to lead diverse teams and focuses on strategies that promote inclusive environments, respect for differences, interpersonal relations and organizational excellence through group discussions and exercises.[549]
  • Principles and Practices of Labour Relations for Supervisors and Managers examines the dynamics of modern labour relations from dispute resolution to joint problem-solving.[550] It covers the federal policy on harassment prevention and the code of values and ethics, as well as the Canadian Human Rights Act, the Canada Labour Code, and the Employment Equity Act.[551]
  • Mediating Conflict examines how to deal with conflicts rationally and fairly by using feedback and observational techniques.[552]

In addition, witnesses mentioned that advisors and investigators in anti-harassment processes should receive specialized training courses.[553] For example, the CSPS offers two courses aimed specifically at people dealing with harassment complaints inside departments, including managers, values and ethics specialists, and Human Resources specialists.[554]

  • Investigating Harassment Complaints, which examines relevant Treasury Board policies and demonstrates how to recognize potential harassment situations, prepare an investigation, conduct interviews, analyze data and present the findings of a harassment investigation.[555]
  • Managing Harassment Complaints, which provides the knowledge and skills required to manage harassment complaints in accordance with the appropriate policies.[556]

4. Role of Unions

The Committee heard of the role that unions can play in developing and delivering training on harassment and respectful workplaces.[557] A representative from the Canadian Labour Congress told the Committee how unions have developed training on sexual harassment, and a variety of related topics: human rights, women’s equality, health and safety and collective bargaining.[558]

A witness from Canada Post spoke of the collaboration between the employer and unions on their anti-harassment policy, human rights training, and education programs on workplace violence prevention and protection.[559] The Committee was also told that at the Library of Parliament, a union presence in employee training sessions on its anti-harassment policy is encouraged.[560]

Hubert T. Lacroix, President and Chief Executive Officer of the Canadian Broadcasting Corporation, spoke of collaboration with CBC’s workplace unions:

In 2007, all employees, as well as their managers across the organization, were required to complete “Respect in the Workplace” training. That included the President and Chief Executive Officer. This training was a joint program developed and offered by the unions and management.[561]

The Committee also heard that union representatives should be given training that includes components on creating a harassment-free workplace.[562]

A particular example of employer-union collaboration was presented by Amanda Maltby, General Manager of Compliance at Canada Post:

We've worked closely with our unions on our no harassment policy, our human rights training, and to educate employees about workplace violence prevention and protection. Our ongoing training programs are delivered in classrooms, in self-study guides, and through e-learning…. For several years, new hires represented by the Canadian Union of Postal Workers and the Public Service Alliance of Canada have received training on human rights and conflict in the workplace. This is taught in a classroom. It's co-facilitated with trainers from our unions, and it takes three and a half hours. These training sessions are well received.[563]

Recommendation 14

The Committee recommends that management in federally regulated workplaces be urged to work with unionized and non-unionized employees in dealing with incidents of sexual harassment and preventing sexual harassment from taking place.

C. Workplace Culture

The Committee heard from many witnesses that addressing a workplace’s culture is key in preventing and reducing sexual harassment,[564] as an unhealthy workplace culture can create tolerance of such behaviour.[565] Witnesses emphasized that at the most basic level, workplace culture has to uphold the value of mutual respect because a lack of respect underlies harassment.[566]

Some central elements of a healthy and respectful workplace culture include:

  • a supportive and cooperative atmosphere;[567]
  • ethical and widespread respect of justice;[568]
  • recognition of, and attempts to reduce, inequalities;[569] and
  • support for diversity and inclusiveness.[570]

The Committee heard that to change a workplace’s culture, management and employees must be able to identify harassing behaviour as quickly as possible;[571] as noted above, this requires awareness training and education regarding inappropriate behaviour.[572] As previously mentioned, a number of witnesses emphasized that workplace culture is reinforced and influenced by leadership.[573] In particular, leaders must “clearly define what is considered to be unacceptable conduct and to know when to intervene.”[574]

Witnesses also identified the role that employees play in altering the culture of a workplace, which includes correcting or reporting any observed harassment, as appropriate, and supporting complainants of harassment, including encouraging them to report incidents.[575] One witness spoke of the development of workforce charters, whereby employees decide together the kind of work environment they want to create and how to go about developing it.[576]

The Committee heard that the federal public service generally has a healthy culture of respect, and zero tolerance for harassment of any kind, but that change is needed with regard to the culture of how complaints are managed within the public service.[577] Other witnesses suggested further changes to the culture of the federal public service by reinforcing each department’s commitment to human rights and recognition of inequalities in the workplace.[578]

As mentioned in the earlier section on under-reporting, the Committee heard that workplaces should promote a culture change so that complaining about wrongdoings, particularly sexual harassment, is viewed positively.[579] While employers should strive to eliminate sexual harassment, they must be “practical and realistic,”[580] and understand that in workplaces with diverse individuals, harassment will occur occasionally.[581]

Some witnesses spoke of changing culture through national awareness campaigns or action plans with the goal of identifying workplace harassment as a form of violence and eliminating violence in general.[582] Ms. Smallman of the Canadian Labour Congress elaborated on this idea:

Canada's federal government should initiate a process to develop a plan involving territorial, provincial, and aboriginal governments, as well as civil society, service providers, and survivors of gender based violence. Canada's national action plan needs to include legislation, as well as specific resources and strategies for those most vulnerable to violence. Those are aboriginal women, immigrant women, lesbian, bisexual, and transgendered women, women with disabilities, and young women. Canada's plan must also provide sufficient resources for these strategies to be implemented, including support for research to measure progress.[583]

1. Minimizing Workplace Conflict

Some witnesses stated that approaches to reduce sexual harassment in the workplace should not focus on “crime and punishment,” but rather should proactively aim to build healthy workplaces.[584] The Committee was told that steps towards prevention can include workplace relationship workshops or workplace assessments to determine the health and state of the community of employees.[585] As one witnesses indicated, on-going steps should be taken to minimize workplace conflict, including the use of mediation, facilitation, group intervention and coaching.[586]

In addition, the Committee heard that approaches to dealing with harassment should have a restorative justice angle, with the aim to “restore some element of harmony to the workplace and preserve the sense of teamwork and cohesion that are essential”, with the exception being the most severe cases of sexual harassment.[587]

2. Culture Shift

The Committee was told that in some workplaces, sexual harassment is normalized or trivialized within the workplace culture.[588] According to one witness, part of the process in shifting culture away from condoning such behaviour is the recognition of cases of sexual harassment and the subsequent application of appropriate disciplinary measures.[589] Witnesses explained that employers, managers and co-workers must be prepared to challenge social norms that govern workplace behaviours, and that can discount the seriousness or reinforce sexually harassing conduct.[590]

One witness suggested that addressing sexual harassment in federally regulated workplaces will require a cultural shift, requiring “a far-reaching commitment to respect for human rights, one that extends to all corners of an organization.”[591] For example, the Committee heard of a culture shift within the Canadian military, whereby leadership highlighted the importance of upholding the “principles of conducting yourself in a way that will not bring discredit to the organization or to you as an individual.”[592] According to a witness from the Canadian Forces Leadership Institute, the military’s organizational culture shifted towards a value-based model, with emphasis on Canadian values.[593]

According to a former member of the RCMP, there is a culture of silence and harassment in the RCMP that poses particular challenges for dealing with sexual harassment in that organization.[594] She explained that there was a need for an important cultural shift: “[a]fter 140 years, if they’re still doing the same thing, they’re still going to get the same results.”[595]

3. Power Inequality and Male-Dominated Workplaces

The Committee was told that in some workplaces, sexual harassment is not motivated by sexual attraction, but rather by a desire to uphold power differences, particularly those between men and women.[596] One witness indicated that harassment is similar to bullying, because they are both about exercising power over someone else.[597]

The Committee heard that women in traditionally male-dominated occupations, such as construction, military and policing, are at greater risk of harassment.[598] In some workplaces, sexual harassment is fuelled by the perception that women are a competitive threat as they encroach upon male territory, either occupationally or in their behaviour.[599] This form of social control has the goal of keeping the status quo in place, and is triggered in workplaces that are highly defined by gender, for example in:

  • male-dominated environments in which men outnumber women;
  • environments where men have more power than women;
  • environments that reinforce distinctions between the sexes and the association between being male and having status; and
  • environments that encourage group or club behaviour to keep others out.[600]

The Committee heard that in some workplaces, when women engage in stereotypically “masculine” behaviours, other employees can use sexual harassment to reinforce traditional gender roles and behaviour.[601] It was noted that men can also be targeted if they break from gender norms, for example by taking parental leave.[602]

The Committee heard that power inequality between women and men in the workplace is a contributing factor to sexual harassment.[603] Such inequality manifests itself through, for example, lack of female leadership or gender pay inequity.[604] Witnesses spoke of the need for equitable representation of women in leadership positions[605] and, as noted above, the need for a “feeder pool” of potential female candidates to be promoted to leadership positions.[606] As well, the Committee was told that it is particularly challenging for women to report sexual harassment in male-dominated workplaces[607] and when the majority of managers and investigators are male.[608]

LCol Karen Davis, Defence Scientist of the Director General Military Personnel Research and Analysis at the Canadian Forces Leadership Institute, who appeared as an individual, spoke of challenges facing women in the military, particularly in fields with the lowest numbers of women, such as in the combat arms and on board ships:

[T]hey are very likely to be in situations where they're the only woman or one of very few women in a deployed operational environment. It is possible that the vulnerability of these small numbers of women is heightened by the socially gendered and geographic isolation of their employment, as well as the scarcity, if not complete absence, of female leaders in that environment.[609]

C/Supt Sharon Woodburn, Director General of Workforce Programs and Services at the Royal Canadian Mounted Police, told the Committee that:

The commissioner has announced an increase in the recruiting benchmark for women from 30% to 35% to have a more equitable level of representation of female police officers in all ranks throughout the RCMP. We are committed to achieving a more equitable gender balance to help create a better, more respectful workplace.[610]

4. Bystander Intervention

The Committee heard that an important strategy to address sexual harassment in the workplace is bystander intervention.[611] As the Committee learned, “efforts to end sexual harassment that rely primarily on target reporting are unlikely to be successful because most targets do not report their experiences.”[612] Bystander intervention provides an alternative approach.[613] According to one witness, bystander intervention, in practice, can range from on-the-spot interventions, such as pointing out inappropriate practices or behaviours, to confidential complaint hotlines.[614]

Witnesses told the Committee that while a passive bystander can reinforce a sense that nothing is wrong with a situation, an active bystander can draw attention to a problem by intervening and can mobilize people to take action.[615] The Committee was told that bystander intervention can take different forms, such as immediate intervention as the incident is unfolding or after the incident has occurred, and anonymous reporting or public involvement.[616] Bystander intervention has been successful in other areas of violence prevention, including bullying in schools, dating violence and intimate partner violence.[617]

The Committee heard that a “collective responsibility model” empowers bystanders by providing them with strategies to intervene effectively and safely.[618] To establish this model in the workplace, the Committee heard that employers would need more information on the bystander approach for resolving harassment in the workplace,[619] and would need to implement training programs for employees to encourage bystander interventions in cases of harassment.[620] Such training should communicate the collective responsibility for a healthy workplace, strategies to address harassment when it happens, and ways to support complainants of harassment.[621]

The Committee heard that a central challenge to the bystander approach is employees’ fear in some workplaces of stepping in to help co-workers.[622] For example, a former employee of the RCMP told the Committee: “it’s like sharks in the feeding frenzy […] nobody wants to dip their toe to try and rescue you because it will get bitten off, so they just sort of back off.”[623]

According to one witness, becoming an active bystander requires preparing employers, management and co-workers to challenge certain workplace behaviours and attitudes, such as “it’s just a joke”, “she must have deserved it”, and “it’s none of my business”.[624] Another witness indicated that there’s very little empirical evidence on the way bystanders behave in the workplace, but existing research makes clear that bystanders often do not intervene immediately and instead offer support only after an incident.[625] As the Committee heard, research also indicates that bystanders will evaluate a situation to determine how and if they should intervene; that evaluation includes recognizing that the situation requires action, determining that it is their responsibility to intervene, deciding whether to take action now or later and determining the level of involvement.[626]

As noted above, only an employee within the federal public service who is the subject of the harassment can lodge a complaint; the Treasury Board policy does not permit a witness of the harassment to lodge a complaint.[627]

On the other hand, a witness from DND told the Committee that new members of the CF are taught, as part of basic training, that they “have a responsibility to correct or report, as appropriate, any observed harassment, and that they have a duty to take action if they have the authority to do so, as well as encourage others to take action if they feel that they require that form of support.”[628]

The Committee heard that the Australian Human Rights Commission has promoted the bystander approach for addressing sexual harassment in the workplace.[629] As described, in Australia this approach focuses on “ways in which individuals who are not the targets of the conduct can intervene in violence, harassment or other anti-social behaviour in order to prevent and reduce harm to others.”[630] The bystander approach is promoted because:

[T]argets of sexual harassment, despite significant negative consequence, often respond passively to the conduct [and]… therefore, organisational approaches which rely exclusively on individual complaints made by targets of harassment are unlikely to be successful.[631]

In a recent report, the Australian Human Rights Commissioner, Elizabeth Broderick, points out that:

Bystanders can be highly effective in raising awareness of sexual harassment. They can also intervene to prevent harm and contribute to improving workplace practices and cultures that reduce the occurrence of sexual harassment.[632]

[456]         See for example: FEWO, Evidence, 16 October 2012, 0955 (Mr. David Langtry, Acting Chief Commissioner, Chief Commissioner’s Office, Canadian Human Rights Commission); FEWO, Evidence, 20 November 2012, 0945 (Ms. Catherine Ebbs, Chair, Royal Canadian Mounted Police External Review Committee); FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services); FEWO, Evidence, 22 April 2013, 1820 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[457]         FEWO, Evidence, 23 May 2013, 1210 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual).

[458]         FEWO, Evidence, 29 November 2012, 1015 (Mr. Yves Vaillancourt, Inspector General and Chief Audit Executive, Department of Foreign Affairs and International Trade); FEWO, Evidence, 29 November 2012, 1000 (Ms. Pat Langan-Torell, Director, Values and Ethics, Department of Foreign Affairs and International Trade); FEWO, Evidence, 25 October 2012, 0905 (Mr. Ross MacLeod, Assistant Deputy Minister, Governance Planning and Policy Sector, Treasury Board Secretariat); FEWO, Evidence, 28 May 2013, 1135 (Dr. Kim Stanton, Legal Director, Women’s Legal Education and Action Fund).

[459]         See for example: FEWO, Evidence, 20 November 2012, 0855 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 29 November 2012, 1015 (Mr. Yves Vaillancourt, Inspector General and Chief Audit Executive, Department of Foreign Affairs and International Trade); FEWO, Evidence, 18 April 2013, 1235 (Commissioner Chris D. Lewis, Commissioner, Field Operations, Ontario Provincial Police); FEWO, Evidence, 22 April 2013, 1820 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[460]         FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 26 March 2013, 1230 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service); FEWO, Evidence, 28 May 2013, 1125 (Ms. Josée Bouchard, Equity Advisor, Equity Initiatives Department, Law Society of Upper Canada).

[461]         FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress).

[462]         FEWO, Evidence, 16 April 2013, 1200 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual); FEWO, Evidence, 22 April 2013, 1825 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual); FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice-Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual).

[463]         FEWO, Evidence, 26 March 2013, 1230 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service).

[464]         See for example: FEWO, Evidence, 29 November 2012, 1005 (Ms. Pat Langan-Torell, Director, Values and Ethics, Department of Foreign Affairs and International Trade); FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress) FEWO, Evidence, 26 March 2013, 1115 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace); FEWO, Evidence, 26 March 2013, 1215 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service).

[465]         FEWO, Evidence, 16 October 2012, 0915 (Mr. Ross MacLeod, Assistant Deputy Minister, Governance Planning and Policy Sector, Treasury Board Secretariat).

[466]         Ibid., 0850.

[467]         FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services).

[468]         FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice-Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual).

[469]         FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress).

[470]         See for example: FEWO, Evidence, 29 January 2013, 1130 (Mr. Bob Kingston, National President, Agriculture Union, Co-Chair, Public Service Wide Policy Committee on Health and Safety, Public Service Alliance of Canada); FEWO, Evidence, 16 April 2013, 1200 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual); FEWO, Evidence, 26 March 2013, 1120 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace); FEWO, Evidence, 23 May 2013, 1235 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual).

[471]         See for example: FEWO, Evidence, 29 November 2012, 1000 (Ms. Pat Langan-Torell, Director, Values and Ethics, Department of Foreign Affairs and International Trade); FEWO, Evidence, 20 November 2012, 0855 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 18 April 2013, 1235 (Commissioner Chris D. Lewis, Commissioner, Field Operations, Ontario Provincial Police); FEWO, Evidence, 22 April 2013, 1820 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[472]         FEWO, Evidence, 16 April 2013, 1200 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual).

[473]         FEWO, Evidence, 23 May 2013, 1115 (Ms. Sherry Lee Benson-Podolchuk, appearing as an individual).

[474]         FEWO, Evidence, 23 May 2013, 1225 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual).

[475]         See for example: FEWO, Evidence, 16 October 2012, 0925 (Mr. Ross MacLeod, Assistant Deputy Minister, Governance Planning and Policy Sector, Treasury Board Secretariat); FEWO, Evidence, 27 November 2012, 0850 (Ms. Audrey O’Brien, Clerk of the House of Commons, House of Commons); FEWO, Evidence, 27 November 2012, 0855 (Ms. Sonia L’Heureux, Parliamentary Librarian, Library of Parliament); FEWO, Evidence, 26 February 2013, 1125 (Mr. Ian McPhail, Interim Chair, Chair’s Office, Royal Canadian Mounted Police Public Complaints Commission).

[476]         See for example: FEWO, Evidence, 22 April 2013, 1820 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual); FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice-Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual); FEWO, Evidence, 23 May 2013, 1220 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual).

[477]         FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 26 March 2013, 1230 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service).

[478]         FEWO, Evidence, 20 November 2012, 0850 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services); FEWO, Evidence, 28 February 2013, 1120 (Deputy Commissioner Craig J. Callens, Commanding Officer, “E” Division, Royal Canadian Mounted Police); FEWO, Evidence, 6 December 2012, 0915 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress).

[479]         FEWO, Evidence, 18 April 2013, 1210 (Commissioner Chris D. Lewis, Commissioner, Field Operations, Ontario Provincial Police); FEWO, Evidence, 16 April 2013, 1250 (Dr. Sandy Welsh, Professor of Sociology, Vice-Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual); FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress).

[480]         See for example: FEWO, Evidence, 22 November 2012, 0850 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence); FEWO, Evidence, 31 January 2013, 1100 (Ms. Ann Therese MacEachern, Vice-President, Human Resources, Canada Post); FEWO, Evidence, 18 April 2013, 1210 (Commissioner Chris D. Lewis, Commissioner, Field Operations, Ontario Provincial Police); FEWO, Evidence, 28 May 2013, 1125 (Ms. Josée Bouchard, Equity Advisor, Equity Initiatives Department, Law Society of Upper Canada).

[481]         FEWO, Evidence, 31 January 2013, 1100 (Ms. Ann Therese MacEachern, Vice‑President, Human Resources, Canada Post).

[482]         FEWO, Evidence, 20 November 2012, 0850 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services); FEWO, Evidence, 28 February 2013, 1120 (Deputy Commissioner Craig J. Callens, Commanding Officer, “E” Division, Royal Canadian Mounted Police).

[483]         FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services); FEWO, Evidence, 26 February 2013, 1210 (Commissioner Bob Paulson, Commissioner, Royal Canadian Mounted Police); FEWO, Evidence, 28 February 2013, 1115 (Deputy Commissioner Craig J. Callens, Commanding Officer, “E” Division, Royal Canadian Mounted Police).

[484]         See for example: FEWO, Evidence, 16 April 2013, 1155 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual); FEWO, Evidence, 16 October 2012, 0955 (Mr. David Langtry, Acting Chief Commissioner, Chief Commissioner’s Office, Canadian Human Rights Commission); FEWO, Evidence, 14 February 2013, 1205 (Mr. Robin Kers, Labour Relations Officer, National Office, Union of Solicitor General Employees); FEWO, Evidence, 23 May 2013, 1245 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual).

[485]         FEWO, Evidence, 16 October 2012, 0955 (Mr. David Langtry, Acting Chief Commissioner, Chief Commissioner’s Office, Canadian Human Rights Commission).

[486]         Elise Wohbold and Louise Chenier, Women in Senior Management: Where Are They? Conference Board of Canada, August 2011.

[487]         FEWO, Evidence, 16 October 2012, 0955 (Mr. David Langtry, Acting Chief Commissioner, Chief Commissioner’s Office, Canadian Human Rights Commission).

[488]         Ibid.

[489]         FEWO, Evidence, 20 November 2012, 0910 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police).

[490]         FEWO, Evidence, 23 May 2013, 1155 (Ms. Sherry Lee Benson-Podolchuk, appearing as an individual).

[491]         See for example: FEWO, Evidence, 23 October 2012, 0905 (Mrs. Caroline Cyr, Director General, Workplace Directorate, Labour Program, Department of Human Resources and Skills Development); FEWO, Evidence, 23 October 2012, 1030 (Mr. Steven Gaon, appearing as an individual); FEWO, Evidence, 28 May 2013, 1125 (Ms. Josée Bouchard, Equity Advisor, Equity Initiatives Department, Law Society of Upper Canada); FEWO, Evidence, 28 May 2013, 1210 (Dr. Lynn Bowes-Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[492]         FEWO, Evidence, 22 April 2013, 1810 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[493]         FEWO, Evidence, 26 March 2013, 1125 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace); FEWO, Evidence, 22 April 2013, 1810 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[494]         FEWO, Evidence, 23 October 2012, 1040 (Mr. Christopher Rootham, Partner and Director of Research, Labour Law and Employment Law Groups, Nelligan O’Brien Payne).

[495]         FEWO, Evidence, 20 November 2012, 0910 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 4 December 2012, 0950 (Mr. Jean-François Fleury, Acting Vice-President, Learning Programs, Canada School of Public Service); FEWO, Evidence, 7 February 2013, 1210 (Mr. Vinay Sharma, Director of Human Rights, Canadian Auto Workers); FEWO, Evidence, 5 March 2013, 1120 (Mrs. Monique Marcotte, Interim Executive Director, English Services Human Resources; Executive Director, Strategic Planning and Human Resources Corporate Groups, People and Culture, Canadian Broadcasting Corporation).

[496]         FEWO, Evidence, 22 April 2013, 1800 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[497]         FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services); FEWO, Evidence, 7 February 2013, 1155 (Ms. Paula Turtle, Canadian Counsel, United Steelworkers).

[498]         FEWO, Evidence, 7 February 2013, 1100 (Ms. Mary Dawson, Conflict of Interest and Ethics Commissioner, Office of the Conflict of Interest and Ethics Commissioner); FEWO, Evidence, 26 March 2013, 1125 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace).

[499]         See for example: FEWO, Evidence, 23 October 2012, 1010 (Mr. Steven Gaon, appearing as an individual); FEWO, Evidence, 27 November 2012, 0925 (Ms. Audrey O’Brien, Clerk of the House of Commons, House of Commons); FEWO, Evidence, 29 November 2012, 0845–0850 (Mr. Serge Jetté, Manager, Conflict, Management Services, Human Resources Division, Treasury Board Secretariat); FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services); FEWO, Evidence, 26 March 2013, 1230 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service).

[500]         See for example: FEWO, Evidence, 29 November 2012, 0845 (Mr. Serge Jetté, Manager, Conflict, Management Services, Human Resources Division, Treasury Board Secretariat); FEWO, Evidence, 5 March 2013, 1120 (Mrs. Monique Marcotte, Interim Executive Director, English Services Human Resources; Executive Director, Strategic Planning and Human Resources Corporate Groups, People and Culture, Canadian Broadcasting Corporation); FEWO, Evidence, 26 March 2013, 1125 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace); FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services).

[501]         FEWO, Evidence, 22 April 2013, 1800 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual); FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice-Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual).

[502]         FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice‑Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual) FEWO, Evidence, 28 May 2013, 1220 (Dr. Lynn Bowes‑Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[503]         FEWO, Evidence, 22 April 2013, 1800 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[504]         FEWO, Evidence, 23 October 2012, 0905 (Mrs. Caroline Cyr, Director General, Workplace Directorate, Labour Program, Department of Human Resources and Skills Development).

[505]         FEWO, Evidence, 23 October 2012, 1010 (Mr. Steven Gaon, appearing as an individual).

[506]         FEWO, Evidence, 23 May 2013, 1250 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual).

[507]         FEWO, Evidence, 22 April 2013, 1810 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[508]         FEWO, Evidence, 20 November 2012, 0850 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 18 April 2013, 1210 (Commissioner Chris D. Lewis, Commissioner, Field Operations, Ontario Provincial Police).

[509]         FEWO, Evidence, 12 February 2013, 1145 (LCol Karen Davis, Defence Scientist, Director General Military Personnel Research and Analysis, Canadian Forces Leadership Institute, appearing as an individual).

[510]         FEWO, Evidence, 23 October 2012, 1010 (Mr. Steven Gaon, appearing as an individual).

[511]         FEWO, Evidence, 4 December 2012, 0950 (Mr. Jean-François Fleury, Acting Vice‑President, Learning Programs, Canada School of Public Service).

[512]         Canada School of Public Service, Courses and Programs– Creating a Respectful Workplace (T916).

[514]         See for example: FEWO, Evidence, 27 November 2012, 0900 (Ms. Sonia L’Heureux, Parliamentary Librarian, Library of Parliament); FEWO, Evidence, 29 November 2012, 1010 (Ms. Pat Langan-Torell, Director, Values and Ethics, Department of Foreign Affairs and International Trade); FEWO, Evidence, 20 November 2012, 0910 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 7 February 2013, 1100 (Ms. Mary Dawson, Conflict of Interest and Ethics Commissioner, Office of the Conflict of Interest and Ethics Commissioner).

[515]         FEWO, Evidence, 31 January 2013, 1105 (Ms. Amanda Maltby, General Manager, Compliance, Canada Post).

[516]         FEWO, Evidence, 28 February 2013, 1125 (Inspector Carol Bradley, Team Leader, “E” Division, Respectful Workplace Program, Royal Canadian Mounted Police).

[517]         FEWO, Evidence, 5 March 2013, 1120 (Mrs. Monique Marcotte, Interim Executive Director, English Services Human Resources; Executive Director, Strategic Planning and Human Resources Corporate Groups, People and Culture, Canadian Broadcasting Corporation).

[518]         FEWO, Evidence, 26 February 2013, 1250 (Commissioner Bob Paulson, Commissioner, Royal Canadian Mounted Police); FEWO, Evidence, 16 April 2013, 1235 (Ms. Barbara MacQuarrie, Community Director, Faculty of Education, Western University, Centre for Research & Education on Violence Against Women & Children); FEWO, Evidence, 26 February 2013, 1125 (Mr. Ian McPhail, Interim Chair, Chair’s Office, Royal Canadian Mounted Police Public Complaints Commission).

[519]         FEWO, Evidence, 23 May 2013, 1150 (Ms. Sherry Lee Benson-Podolchuk, appearing as an individual).

[520]         FEWO, Evidence, 5 March 2013, 1145 (Mr. Hubert T. Lacroix, President and Chief Executive Officer, Canadian Broadcasting Corporation).

[521]         FEWO, Evidence, 28 February 2013, 1240 (Inspector Carol Bradley, Team Leader, “E” Division, Respectful Workplace Program, Royal Canadian Mounted Police).

[522]         FEWO, Evidence, 5 March 2013, 1145 (Mr. Hubert T. Lacroix, President and Chief Executive Officer, Canadian Broadcasting Corporation).

[523]         Ibid.

[524]         FEWO, Evidence, 27 November 2012, 0900 (Ms. Sonia L’Heureux, Parliamentary Librarian, Library of Parliament); FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services).

[525]         FEWO, Evidence, 26 March 2013, 1255 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service); FEWO, Evidence, 16 April 2013, 1235 (Ms. Barbara MacQuarrie, Community Director, Faculty of Education, Western University, Centre for Research & Education on Violence Against Women & Children).

[526]         FEWO, Evidence, 28 February 2013, 1240 (Inspector Carol Bradley, Team Leader, “E” Division, Respectful Workplace Program, Royal Canadian Mounted Police).

[527]         FEWO, Evidence, 16 April 2013, 1235 (Ms. Barbara MacQuarrie, Community Director, Faculty of Education, Western University, Centre for Research & Education on Violence Against Women & Children).

[528]         FEWO, Evidence, 26 March 2013, 1135 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace); FEWO, Evidence, 28 May 2013, 1235 (Dr. Lynn Bowes-Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[529]         FEWO, Evidence, 23 October 2012, 1030 (Mr. Steven Gaon, appearing as an individual).

[530]         FEWO, Evidence, 26 March 2013, 1255 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service).

[531]         FEWO, Evidence, 20 November 2012, 0910 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 26 February 2013, 1240 (Commissioner Bob Paulson, Commissioner, Royal Canadian Mounted Police); FEWO, Evidence, 22 November 2012, 0850 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence); FEWO, Evidence, 26 March 2013, 1255 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service).

[532]         FEWO, Evidence, 26 March 2013, 1250 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service).

[533]         Ibid., 1255.

[534]         FEWO, Evidence, 20 November 2012, 0910 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 26 February 2013, 1240 (Commissioner Bob Paulson, Commissioner, Royal Canadian Mounted Police).

[535]         FEWO, Evidence, 29 November 2012, 0845 (Mr. Serge Jetté, Manager, Conflict, Management Services, Human Resources Division, Treasury Board Secretariat).

[536]         FEWO, Evidence, 16 October 2012, 0925 (Mr. Ross MacLeod, Assistant Deputy Minister, Governance Planning and Policy Sector, Treasury Board Secretariat).

[537]         FEWO, Evidence, 6 December 2012, 1010 (Mr. Jean-François Fleury, Acting Vice‑President, Learning Programs, Canada School of Public Service).

[538]         FEWO, Evidence, 26 March 2013, 1105 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace).

[539]         FEWO, Evidence, 23 October 2012, 1030 (Mr. Steven Gaon, appearing as an individual); FEWO, Evidence, 23 October 2012, 1040 (Mr. Christopher Rootham, Partner and Director of Research, Labour Law and Employment Law Groups, Nelligan O’Brien Payne); FEWO, Evidence, 6 December 2012, 0915 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 23 May 2013, 1250 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual).

[540]         FEWO, Evidence, 27 November 2012, 0900 (Ms. Sonia L’Heureux, Parliamentary Librarian, Library of Parliament); FEWO, Evidence, 26 March 2013, 1105 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace).

[541]         See for example: FEWO, Evidence, 20 November 2012, 0850 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 27 November 2012, 0930 (Mrs. Kathryn Butler Malette, Chief, Human Resources Officer, Human Resources, Corporate Planning and Communications, House of Commons); FEWO, Evidence, 29 November 2012, 0855 (Ms. Linda Savoie, Director General, Women’s Program and Regional Operations Directorate, Status of Women Canada); FEWO, Evidence, 18 April 2013, 1120 (LCol J.A. Legere, Chief of Staff, Canadian Forces Military Police Group, Canadian Forces Provost Marshal).

[542]         FEWO, Evidence, 4 December 2012, 0855 (Colonel Alain Gauthier, Acting Director General, Operations, National Defence and Canadian Forces Ombudsman); FEWO, Evidence, 31 January 2013, 1105 (Ms. Amanda Maltby, General Manager, Compliance, Canada Post); FEWO, Evidence, 7 February 2013, 1210 (Mr. Vinay Sharma, Director of Human Rights, Canadian Auto Workers); Union of Steelworkers, “Response to Questions,” submitted to FEWO, 28 March 2013.

[543]         FEWO, Evidence, 22 November 2012, 0855 (Ms. Jacqueline Rigg, Director General, Civilian Human Resources Management Operations, Assistant Deputy Minister (Human Resources – Civilian), Department of National Defence); FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services); FEWO, Evidence, 7 February 2013, 1155 (Ms. Paula Turtle, Canadian Counsel, United Steelworkers).

[544]         See for example: FEWO, Evidence, 20 November 2012, 0850 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 27 November 2012, 0900 (Ms. Sonia L’Heureux, Parliamentary Librarian, Library of Parliament); FEWO, Evidence, 7 February 2013, 1155 (Ms. Paula Turtle, Canadian Counsel, United Steelworkers); FEWO, Evidence, 26 February 2013, 1130 (Mr. Ian McPhail, Interim Chair, Chair’s Office, Royal Canadian Mounted Police Public Complaints Commission).

[545]         FEWO, Evidence, 23 October 2012, 1030 (Mr. Steven Gaon, appearing as an individual); FEWO, Evidence, 27 November 2012, 0925 (Ms. Audrey O’Brien, Clerk of the House of Commons, House of Commons); FEWO, Evidence, 26 February 2013, 1130 (Mr. Ian McPhail, Interim Chair, Chair’s Office, Royal Canadian Mounted Police Public Complaints Commission).

[546]         FEWO, Evidence, 23 October 2012, 1040 (Mr. Christopher Rootham, Partner and Director of Research, Labour Law and Employment Law Groups, Nelligan O’Brien Payne); FEWO, Evidence, 20 November 2012, 0945 (Ms. Catherine Ebbs, Chair, Royal Canadian Mounted Police External Review Committee); FEWO, Evidence, 26 March 2013, 1105 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace); FEWO, Evidence, 26 March 2013, 1210 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service).

[547]         FEWO, Evidence, 4 December 2012, 0855 (Colonel Alain Gauthier, Acting Director General, Operations, National Defence and Canadian Forces Ombudsman).

[548]         FEWO, Evidence, 4 December 2012, 0950 (Mr. Jean-François Fleury, Acting Vice‑President, Learning Programs, Canada School of Public Service).

[549]         Canada School of Public Service, Courses and Programs– Leading a Diverse Workforce (D103).

[551]         FEWO, Evidence, 4 December 2012, 0950 (Mr. Jean-François Fleury, Acting Vice‑President, Learning Programs, Canada School of Public Service).

[552]         Canada School of Public Service, Courses and Programs– Mediating Conflict (T905).

[553]         FEWO, Evidence, 22 November 2012, 0925 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence); FEWO, Evidence, 4 December 2012, 0950 (Mr. Jean-François Fleury, Acting Vice-President, Learning Programs, Canada School of Public Service).

[554]         FEWO, Evidence, 4 December 2012, 0950 (Mr. Jean-François Fleury, Acting Vice-President, Learning Programs, Canada School of Public Service).

[555]         Canada School of Public Service, Courses – Investigating Harassment Complaints (T703).

[556]          Canada School of Public Service, Courses – Managing Harassment Complaints (T704).

[557]         FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 31 January 2013, 1105 (Ms. Amanda Maltby, General Manager, Compliance, Canada Post); FEWO, Evidence, 27 November 2012, 0900 (Ms. Sonia L’Heureux, Parliamentary Librarian, Library of Parliament).

[558]         FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress).

[559]         FEWO, Evidence, 31 January 2013, 1105 (Ms. Amanda Maltby, General Manager, Compliance, Canada Post).

[560]         FEWO, Evidence, 27 November 2012, 0900 (Ms. Sonia L’Heureux, Parliamentary Librarian, Library of Parliament).

[561]         FEWO, Evidence, 5 March 2013, 1100 (Mr. Hubert T. Lacroix, President and Chief Executive Officer, Canadian Broadcasting Corporation).

[562]         FEWO, Evidence, 6 December 2012, 0910 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 26 March 2013, 1105 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace).

[563]         FEWO, Evidence, 31 January 2013, 1105 (Ms. Amanda Maltby, General Manager, Compliance, Canada Post).

[564]         See for example: FEWO, Evidence, 16 October 2012, 0925 (Mr. Ross MacLeod, Assistant Deputy Minister, Governance Planning and Policy Sector, Treasury Board Secretariat); FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 7 February 2013, 1130 (Ms. Denise Benoit, Director, Corporate Management, Office of the Conflict of Interest and Ethics Commissioner); FEWO, Evidence, 28 May 2013, 1210 (Dr. Lynn Bowes-Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[565]         FEWO, Evidence, 23 May 2013, 1215 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual); FEWO, Evidence, 28 May 2013, 1205 (Dr. Lynn Bowes-Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[566]         See for example: FEWO, Evidence, 27 November 2012, 0855 (Ms. Sonia L’Heureux, Parliamentary Librarian, Library of Parliament); FEWO, Evidence, 26 February 2013, 1125 (Mr. Ian McPhail, Interim Chair, Chair’s Office, Royal Canadian Mounted Police Public Complaints Commission); FEWO, Evidence, 23 May 2013, 1150 (Ms. Sherry Lee Benson‑Podolchuk, appearing as an individual) FEWO, Evidence, 28 May 2013, 1210 (Dr. Lynn Bowes-Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[567]         FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice‑Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual).

[568]         FEWO, Evidence, 6 December 2012, 0910 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 7 February 2013, 1240 (Mr. Vinay Sharma, Director of Human Rights, Canadian Auto Workers); FEWO, Evidence, 28 May 2013, 1230 (Dr. Lynn Bowes-Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[569]         FEWO, Evidence, 6 December 2012, 0910 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 7 February 2013, 1240 (Mr. Vinay Sharma, Director of Human Rights, Canadian Auto Workers); FEWO, Evidence, 23 October 2012, 1020 (Mr. Steven Gaon, appearing as an individual); FEWO, Evidence, 31 January 2013, 1105 (Ms. Amanda Maltby, General Manager, Compliance, Canada Post).

[570]         FEWO, Evidence, 26 March 2013, 1230 (Deputy Chief Michael Federico, Deputy Chief, Toronto Police Service); FEWO, Evidence, 29 November 2012, 1000 (Ms. Pat Langan‑Torell, Director, Values and Ethics, Department of Foreign Affairs and International Trade); FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress).

[571]         FEWO, Evidence, 20 November 2012, 0850 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police).

[572]         FEWO, Evidence, 20 November 2012, 0850 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police); FEWO, Evidence, 18 April 2013, 1210 (Commissioner Chris D. Lewis, Commissioner, Field Operations, Ontario Provincial Police).

[573]         FEWO, Evidence, 29 November 2012, 1015 (Mr. Yves Vaillancourt, Inspector General and Chief Audit Executive, Department of Foreign Affairs and International Trade); FEWO, Evidence, 29 November 2012, 1000 (Ms. Pat Langan-Torell, Director, Values and Ethics, Department of Foreign Affairs and International Trade); FEWO, Evidence, 25 October 2012, 0905 (Mr. Ross MacLeod, Assistant Deputy Minister, Governance Planning and Policy Sector, Treasury Board Secretariat); FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice‑Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual).

[574]         FEWO, Evidence, 20 November 2012, 0850 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police).

[575]         FEWO, Evidence, 27 November 2012, 0955 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence); FEWO, Evidence, 31 January 2013, 1140 (Ms. Ann Therese MacEachern, Vice-President, Human Resources, Canada Post); FEWO, Evidence, 23 May 2013, 1110 (Ms. Sherry Lee Benson-Podolchuk, appearing as an individual).

[576]         FEWO, Evidence, 31 January 2013, 1140 (Ms. Ann Therese MacEachern, Vice‑President, Human Resources, Canada Post).

[577]         FEWO, Evidence, 23 October 2012, 1030–1035 (Mr. Christopher Rootham, Partner and Director of Research, Labour Law and Employment Law Groups, Nelligan O’Brien Payne).

[578]         FEWO, Evidence, 16 October 2012, 0955 (Mr. David Langtry, Acting Chief Commissioner, Chief Commissioner’s Office, Canadian Human Rights Commission); FEWO, Evidence, 23 October 2012, 1020 (Mr. Steven Gaon, appearing as an individual).

[579]         FEWO, Evidence, 23 October 2012, 1035 (Mr. Christopher Rootham, Partner and Director of Research, Labour Law and Employment Law Groups, Nelligan O’Brien Payne).

[580]         FEWO, Evidence, 18 April 2013, 1210 (Commissioner Chris D. Lewis, Commissioner, Field Operations, Ontario Provincial Police).

[581]         FEWO, Evidence, 18 April 2013, 1210 (Commissioner Chris D. Lewis, Commissioner, Field Operations, Ontario Provincial Police); FEWO, Evidence, 29 November 2012, 0855 (Ms. Linda Savoie, Director General, Women’s Program and Regional Operations Directorate, Status of Women Canada); FEWO, Evidence, 31 January 2013, 1100 (Ms. Ann Therese MacEachern, Vice-President, Human Resources, Canada Post).

[582]         FEWO, Evidence, 29 January 2013, 1105 (Ms. Robyn Benson, National President, Public Service Alliance of Canada); FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress).

[583]         FEWO, Evidence, 6 December 2012, 0850 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress).

[584]         FEWO, Evidence, 6 December 2012, 0910 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 7 February 2013, 1240 (Mr. Vinay Sharma, Director of Human Rights, Canadian Auto Workers).

[585]         FEWO, Evidence, 29 November 2012, 0955 (Ms. Marielle Doyon, Acting Assistant Deputy Minister, Human Resources Branch, Department of Public Works and Government Services).

[586]         Ibid.

[587]         FEWO, Evidence, 22 November 2012, 0945 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence).

[588]         FEWO, Evidence, 14 February 2013, 1105 (Ms. Francine Boudreau, Correctional Officer, Union of Canadian Correctional Officers); FEWO, Evidence, 6 December 2012, 0930 (Mr. Timothy Edwards, President, Professional Association of Foreign Service Officers); FEWO, Evidence, 16 April 2013, 1150 (Ms. Barbara MacQuarrie, Community Director, Faculty of Education, Western University, Centre for Research & Education on Violence Against Women & Children).

[589]         FEWO, Evidence, 27 November 2012, 0955 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence).

[590]         FEWO, Evidence, 16 April 2013, 1150 (Ms. Barbara MacQuarrie, Community Director, Faculty of Education, Western University, Centre for Research & Education on Violence Against Women & Children).

[591]         FEWO, Evidence, 16 October 2012, 0955 (Mr. David Langtry, Acting Chief Commissioner, Chief Commissioner’s Office, Canadian Human Rights Commission).

[592]         FEWO, Evidence, 22 November 2012, 0930 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence).

[593]         FEWO, Evidence, 12 February 2013, 1140 (LCol Karen Davis, Defence Scientist, Director General Military Personnel Research and Analysis, Canadian Forces Leadership Institute, appearing as an individual).

[594]         FEWO, Evidence, 23 May 2013, 1120 (Ms. Sherry Lee Benson-Podolchuk, appearing as an individual).

[595]         Ibid., 1145.

[596]         FEWO, Evidence, 16 April 2013, 1150 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual).

[597]         FEWO, Evidence, 23 May 2013, 1115 (Ms. Sherry Lee Benson-Podolchuk, appearing as an individual).

[598]         FEWO, Evidence, 23 May 2013, 1245 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual).

[599]         FEWO, Evidence, 16 April 2013, 1205 (Dr. Sandy Welsh, Professor of Sociology, Vice‑Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual); FEWO, Evidence, 16 April 2013, 1150 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual); FEWO, Evidence, 23 May 2013, 1235 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual).

[600]         FEWO, Evidence, 16 April 2013, 1155 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual).

[601]         Ibid., 1150.

[602]         Ibid.

[603]         See for example: FEWO, Evidence, 6 December 2012, 0915 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress) FEWO, Evidence, 16 April 2013, 1155 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual); FEWO, Evidence, 16 October 2012, 0955 (Mr. David Langtry, Acting Chief Commissioner, Chief Commissioner’s Office, Canadian Human Rights Commission); FEWO, Evidence, 22 April 2013, 1825 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[604]         FEWO, Evidence, 6 December 2012, 0915 (Ms. Vicky Smallman, National Director, Women’s and Human Rights Department, Canadian Labour Congress); FEWO, Evidence, 16 October 2012, 0955 (Mr. David Langtry, Acting Chief Commissioner, Chief Commissioner’s Office, Canadian Human Rights Commission).

[605]         See for example: FEWO, Evidence, 16 April 2013, 1155 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual); FEWO, Evidence, 16 October 2012, 0955 (Mr. David Langtry, Acting Chief Commissioner, Chief Commissioner’s Office, Canadian Human Rights Commission); FEWO, Evidence, 23 May 2013, 1245 (Professor Linda Collinsworth, Associate Professor of Psychology, Millikin University, appearing as an individual); FEWO, Evidence, 28 May 2013, 1145 (Dr. Kim Stanton, Legal Director, Women’s Legal Education and Action Fund).

[606]         FEWO, Evidence, 20 November 2012, 0910 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police).

[607]         FEWO, Evidence, 29 January 2013, 1135 (Mr. Robin Kers, National Representative, Union of Solicitor General Employees, Public Service Alliance of Canada); FEWO, Evidence, 26 March 2013, 1145 (Ms. Cindy Viau, Director’s Advisor, The Quebec Help and Information Centre on Harassment in the Workplace).

[608]         FEWO, Evidence, 12 February 2013, 1120(LCol Karen Davis, Defence Scientist, Director General Military Personnel Research and Analysis, Canadian Forces Leadership Institute, appearing as an individual); FEWO, Evidence, 14 February 2013, 1205 (Mr. Robin Kers, Labour Relations Officer, National Office, Union of Solicitor General Employees).

[609]         FEWO, Evidence, 12 February 2013, 1120 (LCol Karen Davis, Defence Scientist, Director General Military Personnel Research and Analysis, Canadian Forces Leadership Institute, appearing as an individual).

[610]         FEWO, Evidence, 20 November 2012, 0850 (C/Supt Sharon Woodburn, Director General, Workforce Programs and Services, Royal Canadian Mounted Police).

[611]         FEWO, Evidence, 16 April 2013, 1225 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual); FEWO, Evidence, 22 April 2013, 1800 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual); FEWO, Evidence, 27 November 2012, 0955 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence); FEWO, Evidence, 28 May 2013, 1205 (Dr. Lynn Bowes-Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[612]         Lynn Bowes-Sperry and Anne M. O’Leary-Kelly, “To Act or Not to Act: The Dilemma Faced by Sexual Harassment Observers,” The Academy of Management Review, Vol. 30, No. 2, April 2005, p. 288.

[613]         Ibid.

[614]         FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice‑Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual).

[615]         FEWO, Evidence, 16 April 2013, 1150 (Ms. Barbara MacQuarrie, Community Director, Faculty of Education, Western University, Centre for Research & Education on Violence Against Women & Children); FEWO, Evidence, 28 May 2013, 1200 (Ms. Ainslie Benedict, Partner, Nelligan O’Brien Payne LLP, Women’s Legal Education and Action Fund).

[616]         FEWO, Evidence, 28 May 2013, 1205 (Dr. Lynn Bowes-Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[617]         FEWO, Evidence, 16 April 2013, 1225 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual); FEWO, Evidence, 22 April 2013, 1800 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[618]         FEWO, Evidence, 16 April 2013, 1150 (Ms. Barbara MacQuarrie, Community Director, Faculty of Education, Western University, Centre for Research & Education on Violence Against Women & Children).

[619]         FEWO, Evidence, 16 April 2013, 1250 (Dr. Sandy Welsh, Professor of Sociology, Vice‑Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual); FEWO, Evidence, 16 April 2013, 1225 (Dr. Jennifer Berdahl, Professor, University of Toronto, appearing as an individual).

[620]         FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice‑Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual); FEWO, Evidence, 27 November 2012, 0950 (Ms. Jacqueline Rigg, Director General, Civilian Human Resources Management Operations, Assistant Deputy Minister (Human Resources – Civilian), Department of National Defence); FEWO, Evidence, 28 May 2013, 1220 (Dr. Lynn Bowes‑Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[621]         See for example: FEWO, Evidence, 16 April 2013, 1210 (Dr. Sandy Welsh, Professor of Sociology, Vice‑Dean, Graduate Education and Program Reviews, Faculty of Arts and Science, University of Toronto, appearing as an individual); FEWO, Evidence, 27 November 2012, 0950 (Ms. Jacqueline Rigg, Director General, Civilian Human Resources Management Operations, Assistant Deputy Minister (Human Resources – Civilian), Department of National Defence); FEWO, Evidence, 16 April 2013, 1150 (Ms. Barbara MacQuarrie, Community Director, Faculty of Education, Western University, Centre for Research & Education on Violence Against Women & Children); FEWO, Evidence, 27 November 2012, 0955 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence).

[622]         “Partial transcription of testimony given at a public meeting on 22 April 2013,” transcript distributed to FEWO (Ms. Sherry Lee Benson-Podolchuk), p. 5; (Ms. Jamie Hanlon), p. 12.

[623]         “Partial transcription of testimony given at a public meeting on 22 April 2013,” transcript distributed to FEWO (Ms. Sherry Lee Benson-Podolchuk), p. 5.

[624]         FEWO, Evidence, 16 April 2013, 1150 (Ms. Barbara MacQuarrie, Community Director, Faculty of Education, Western University, Centre for Research & Education on Violence Against Women & Children).

[625]         FEWO, Evidence, 22 April 2013, 1810 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[626]         FEWO, Evidence, 28 May 2013, 1205 (Dr. Lynn Bowes-Sperry, Association Professor of Management, College of Business, Western New England University, appearing as an individual).

[627]         FEWO, Evidence, 29 November 2012, 0920 (Mr. Serge Jetté, Manager, Conflict, Management Services, Human Resources Division, Treasury Board Secretariat).

[628]         FEWO, Evidence, 27 November 2012, 0955 (Mr. Karol Wenek, Director General Military Personnel, Chief Military Personnel, Department of National Defence).

[629]         FEWO, Evidence, 22 April 2013, 1800 (Professor Paula McDonald, Business School, Queensland University of Technology, appearing as an individual).

[630]         Paula McDonald and Michael G. Flood, Encourage. Support. Act! Bystander Approaches to Sexual Harassment in the Workplace, Australian Human Rights Commission, June 2012, p. 8.

[631]         Ibid.

[632]         Elizabeth Broderick, “Foreword,” MacDonald and Flood, (2012), p. 1.
Previous Page Table of Contents Next Page