End harassment. Build respect. Work better.

The blueprint to a healthy and productive worksite is one with a strong foundation of respect and zero tolerance for harassment. Respect is the keystone to a workplace where everyone can feel psychologically and physically safe.

Strong crews are built on respect

There are wide-spread benefits when we hammer out harassment:

  • Higher productivity

  • Fewer worksite accidents

  • Lower absenteeism

  • Better staff retention

  • Happier clients

Creating a positive workplace is everyone’s responsibility.

We can all influence workplace culture by what we say and do and how we show up as teammates and leaders.

It was just a joke!
Why no one’s laughing.

Ever been on a worksite where…

you heard a joke about the incompetence of a a coworker based on their gender

In 2024, 6 in 10 women and 3 in 10 men reported harassment on a worksite.

a sexual comment was made to or about a coworker

sexualized images or photos were shared

You witnessed sexual harassment.

Maybe the person who behaved this way claimed it was just a joke. In the eyes of the law and of your coworkers who were subjected to the behaviours, it doesn’t matter. With workplace sexual harassment, what matters is the impact on the individual being harassed.

Whether intentionally or not, these acts reinforce traditionally gendered work environments and may undermine the authority and self-esteem of those who are their targets.

These actions can create a toxic workplace, damage a company’s reputation, and even lead to lawsuits.

Being an ally in the trades is not just about gender equality; it's about fostering a collaborative environment that benefits EVERYONE.

It’s everyone’s job to create a safe space for all of their crew.

What you do and say makes a difference.

    • Create a culture where everyone feels comfortable sharing constructive feedback and suggestions

    • Model respectful conduct in the workplace

    • Take immediate action when someone comes to you with a concern

    • Invest in inclusivity training for your team or team leaders that is offered by equity organizations

  • As a man in a male-dominated industry, you are in a unique position to make huge change. It only takes one man to model inclusive behaviour, and the others will be encouraged to follow suit.

    • Lead through action

    • Credit co-workers equally for their ideas, regardless of their gender

    • Speak up by discouraging sexist behaviour or jokes and when you witness harassment. If a comment makes you uncomfortable, state that. Tell someone if a comment they make isn't funny.

  • As a bystander who witnesses workplace sexual harassment, you are in a unique position of power. What you do and say can make all the difference - not just for changing your workplace culture for the better, but also in helping a victim or target of harassment feel safe and supported.

    The 5D’s of bystander intervention offer a helpful guide for what you can do in and after the moment. Anyone can use the 5Ds! They are designed to be safe and not to escalate situations.

    Distract

    Take the attention off your teammate who is being harassed. Approach the perpetrator or the affected person with an innocent question or a disruptive comment that interrupts the current situation and changes the tone.

    Be Direct

    Call the behaviour out directly. Intervention may be direct and obvious, such as stating directly to the perpetrator that the behaviour is unacceptable, or it may be less obvious, such as saying that what you are seeing is causing you concern and that you are worried about the negative impacts of such behaviour. It can be uncomfortable, but it is sometimes the most effective method to stop an unacceptable behaviour.

    Delegate

    Get help. Make sure that something is done, while acknowledging that you might not have the skill or capacity to handle it. Whether it’s brainstorming with other bystanders what to do next, or calling security or police. You can also talk with any leader, may it be your immediate supervisor, or your union representative.

    Delay

    Wait until the situation winds down and then approach the affected person to offer support and see if they are OK. If you are able to, talk privately with the person who perpetrated the unacceptable behaviour after the incident. Express your opinion calmly and give clear feedback on the potential impacts of such behaviour.

    Non-verbal Disapproval

    Refuse to join in when derogatory, degrading, abusive, and violent attitudes or behaviours are being displayed. Through non-verbal behaviours, make it known that this behaviour is being noticed and that you disapprove.

You have many options and it is your choice which one is best for you.

This is by no means a comprehensive guide or legal advice.

How to report sexual harassment

When you experience sexual harassment in the workplace, it is normal to feel confused and unsure of what to do next.

The law is on your side and you have legal options you may wish to pursue.

  • Protect yourself by taking detailed notes about the incident(s) and keep records of your complaint and response from your employer. The Yukon Human Rights Commission has a handy automated chatbot, Spot, to help you keep your records.

  • The Yukon Workplace Sexual Harassment Legal Clinic is a place to start whether you are unsure if something is sexual harassment or want to know your options. It provides free and confidential legal information, advice and support in respect of your specific situation as well as each of these potential legal options.

  • Employers have a legal responsibility to investigate any complaints. They are legally required to have a policy outlining how they prevent, address, and investigate workplace sexual harassment. Follow your employer's internal complaint policy and be clear that you are making a formal report of sexual harassment.

    If an employer does not try to prevent workplace harassment or fails to deal with a complaint appropriately, they are liable.

  • If your employer does not adequately address your report, you can report it to the Safety Branch of the Yukon Workers Safety and Compensation Board. They will investigate your employer’s actions. However, they will not investigate a specific complaint of WSH itself nor decide whether harassment actually took place.

    You can also apply for compensation to the Workers’ Safety and Compensation Board if you experience psychological harm due to workplace sexual harassment.

  • As workplace sexual harassment is a form of discrimination, you can file a human rights complaint. If the matter cannot be resolved with the support of the commission, it will then investigate the complaint, which can result in an order to your employer to pay damages or stop the discrimination. This process can be very slow and the majority of complaints never get to a final ruling.

  • If you are a member of a union, you have the option to file a union grievance. Speak to your union for more information specific to your situation to better understand your options.

    If you’re a member of YEU, fill out the member intake form and they will support and advocate for you throughout the process.

  • You may be able to bring a civil lawsuit against your employer, depending on your situation, your employer’s actions, and the investigation findings.

  • Book a one-on-one with a YWITT team member for advocacy and workplace support.

Campaign Materials

No need to re-invent the wheel! Feel free to use the campaign posters and social media graphics to spread awareness in your community or workplace. You are welcome to add your logo to them as well.

Posters

Social Media

Research cited: Reported harassment and mental ill-health in a Canadian prospective cohort of women and men in welding and electrical trades. Jean-Michel Galarneau , Quentin Durand-Moreau , Nicola Cherry. Annals of Work Exposures and Health, Volume 68, Issue 3, April 2024, Pages 231–242