FEWO Committee Report

Recommendation 1

The Committee recommends the development of a policy at the federal level to clearly define sexual harassment, and that it be included in any policies by Treasury Board on sexual harassment for the federal workplace.

Recommendation 2

The Committee recommends that specific questions on sexual harassment be included in the next Public Service Employee Survey to determine the following: identify and understand the extent of the problem of sexual harassment in the workplace; determine if and why there is an under-reporting of sexual harassment; assess the effectiveness of the processes in place; and find out the outcomes of harassment cases and settlements.

Recommendation 3

The Committee recommends that departments and deputy ministers highlight the presence of a designated harassment advisor or investigator through internal education campaigns and consider flexible options for contacting the designated harassment advisor or investigator, such as a confidential 1-800 number.

Recommendation 4

The Committee recommends that options be examined by all federally regulated employers to extend the length of time from the current two years for which disciplinary notes related to sexual harassment in the federal workplace may be retained on an employee's file.

Recommendation 5

The Committee recommends that Status of Women Canada work with Treasury Board to establish a common set timeline for processing complaints of sexual harassment, based on best practices, so complainants can have timely and efficient resolution of claims.

Recommendation 6

The Committee recommends that any grievances by federal employees alleging a breach of the Canadian Human Rights Act should be addressed by adjudication, bypassing the steps where a manager would make the first ruling with respect to the complaint.

Recommendation 7

The Committee recommends that wherever possible, federally regulated employers pursue alternate dispute resolution methods such as dialogue, facilitation and mediation and that these be considered as a first choice for the resolution of disputes relating to sexual harassment in the federal workplace.

Recommendation 8

The Committee recommends that Status of Women Canada along with Treasury Board take the lead in promoting the use of alternative dispute resolution mechanisms to deal with sexual harassment complaints.

Recommendation 9

The Committee recommends that meaningful sanctions be applied in order to demonstrate to offenders that sexual harassment will not be tolerated in the federal workplace.

Recommendation 10

The Committee recommends that Status of Women Canada consider working with the Parliament of Canada to heighten awareness of the issue of sexual harassment in the workplace.

Recommendation 11

The Committee recommends that Status of Women Canada work with Foreign Affairs and International Trade Canada to address the gaps that exist for Foreign Service officers who face sexual harassment in the workplace.

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.

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.

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.