Preventing Harassment

Ensuring that new workers receive information about harassment as part of their orientation.

Including harassment information in workers’ handbooks or reference brochures.

Displaying posters or other materials in highly visible locations stating the workplace is committed to being respectful and harassment-free.

Expressing the importance of a harassment-free workplace during meetings.

Providing workers and supervisors with harassment prevention training.

Setting a good example by never acting in a way that could be seen as disrespectful or harassing and never approving (implicitly or explicitly) of others acting in these ways.

Watching for signs of harassment such as rumours, increased absenteeism, decreased motivation, reduced job performance and increased staff turnover.

Acting promptly and appropriately when harassment is suspected even if it has not been reported by:

• Speaking privately to the worker who is potentially being harassed to find out if they have experienced unwelcome behaviour.
• Speaking privately to the person whose conduct may be harassing to indicate that the conduct is potentially offensive.
• Directing workers to remove offensive material or displays that are offensive or violate the Harassment Prevention Policy of the workplace.
• Holding an awareness session on harassment.
• Determining if the situation is serious enough that action needs to be taken even if harassment has not been reported.

~ adapted from Harassment Prevention: An employer’s guide for developing a harassment prevention policy, 2022 - Ministry of Labour Relations and Workplace Safety Occupational Health and Safety Branch, Saskatchewan