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Harassment of LGBTQ+ people in the workplace
Fondation Émergence, in partnership with the CPQ, and with funding from the CNESST, has launched a project to combat harassment of LGBTQ+ people in the workplace. This new Fondation Émergence project will allow companies to better understand what sexual harassment and psychological harassment are, and how they particularly affect the LGBTQ+ communities.
Our goal: to better prepare workers to identify and respond to harassment of LGBTQ+ people in the workplace.
Formations
This variation of the ProAllié training lasts 2 hours and addresses the basics of sexual and gender diversity, the issues at stake and the good practices to create an inclusive workplace. It focuses particularly on psychological and sexual harassment of LGBTQ+ people (definitions, examples, statistics, consequences, testimonies and good practices).
Until May 31, a preferential rate is available for CPQ members.
Accompaniment
The coaching service aims to:
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Answer your questions
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Accompany you in the implementation of good practices in your workplace
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Accompany managers during the transition of an employee
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Review documents to ensure they are inclusive.
1 hour of free coaching is offered for each training ordered!
Vidéos
Definition capsule: Psychological harassment
In this capsule, we discuss the definition of psychological harassment in order to fully understand its roots. We answer, among other things, the questions: What is psychological harassment? How can it manifest towards LGBTQ+ people in the workplace?
Definition capsule: Sexual harassment
In this capsule, we discuss the definition of sexual harassment in order to fully understand its roots, an issue that disproportionately affects LGBTQ+ people.
Capsule 1: Harassment in the workplace
Harassment is not always intentional, but whatever our intention, it is important to consider the impact of our actions. Open communication is important to create an inclusive environment.
Capsule 2: Harassment in the workplace
Bisexual women are often victims of prejudices about their sexuality and are more likely to experience sexual harassment. In addition, it is important to take into account the intersectional dimension of identities. According to Dawn Canada, women with disabilities are four times more likely to have experienced sexual assault than women without disabilities.
Capsule 3: Harassment in the workplace
As a witness of harassment you can make all the difference. Talking about harassment is difficult but it is important!
Capsule 4: Recognize psychological or sexual harassment
It can be difficult to recognize psychological or sexual harassment in the workplace. It is even possible that the person who is harassing is not aware of what they are doing. This capsule gives examples of behaviors that could be associated with harassment.
Capsule 5: Use chosen nouns and pronouns
Addressing a trans or gender variant person by deliberately using the wrong first and last names is a form of harassment. It is essential to always use the names and pronouns chosen by the person, in the places where they have requested that these names and pronouns be used, and this, in accordance with legal requirements.
Capsule 6: Cyberbullying
With the use of social media at work, we are witnessing a new issue of workplace harassment known as “cyberbullying”. Harassing words and gestures are also prohibited if committed online.
Capsule 7: What to do if you experience harassment?
You have the right to a work environment free from psychological or sexual harassment. Harassment can take many forms and each situation is unique. If you don't know where to turn, consult your workplace's anti-harassment policy.
Capsule 8: What to do if you witness harassment?
You have the power to break the isolation, silence and fear that allows bullying to continue. Do not forget that inaction contributes to the maintenance of harassment and it is the collective duty to act in order to put an end to it. As a witness, you can help the person realize that action needs to be taken.
This initiative was made possible by funding from the CNESST and was done in partnership with the Conseil du patronat du Québec (CPQ).
