Good morning to distinguished members of the standing committee. Thank you for the opportunity to speak with you today.

My name is Madeline Nwokeji. I'm the program director at Heritage Skills Development Centre, a non-profit organization in Scarborough, Ontario.

HSDC was established in 1993 with a mission to promote the social, cultural, health and economic integration of women, low-income marginalized individuals and newcomers. Through skills development, social programs and capacity-building programs, we work to support high-risk youth, low-income disadvantaged individuals, families and more. We do take pride in being a trusted service provider and have served the community for over 30 years.

Today I would like to address a critical issue that impacts all workplaces across Canada: workplace harassment and violence.

As an organization deeply committed to providing safe, equitable and respectful environments, we recognize the profound impacts that workplace harassment and violence can have on individuals, organizations and society as a whole. Workplace harassment in all its forms, whether it be verbal, physical, sexual, emotional, microaggressions or even cyber-bullying, can have severe consequences for victims. This includes affecting one's psychological well-being, leading to anxiety, depression and diminishing self-esteem. As we know, victims may also struggle with chronic stress that can affect their overall productivity and well-being.

At HSDC we see the ripple effects of such trauma among the marginalized groups we serve, including women who already face multiple barriers and challenges in the workplace. Harassment can compound feelings of alienation and isolation, which delays their path to self-sufficiency. Beyond the personal toll, workplace harassment can also impact team dynamics and morale and undermine organizational culture. We also know that it can invite serious legal and financial repercussions.

Employers and leaders are obligated by law not only to provide a safe working environment but also to foster a culture that values inclusivity, respect and dignity. To address this, policies and proactive measures are essential.

For example, at HSDC we have implemented a comprehensive workplace violence and harassment program that not only meets the legal requirements but goes beyond them to foster an inclusive culture of respect. This includes training for staff and volunteers, clear reporting mechanisms and safety procedures, such as an emergency response plan. We believe that creating an environment where employees feel safe to speak up and are supported is the key to preventing and addressing harassment.

In addition to this, we also have an upcoming project that will train our employer partners in Scarborough, Ontario, on workplace harassment prevention strategies, with a focus on microaggressions that women face in the workplace.

Furthermore, a solution to the issue of workplace harassment lies not only in creating a policy but also in regular training. An effective training program should educate House members and employees on recognizing all forms of harassment and understanding how it impacts us in and outside the workplace.

It's also important that all members and employees have an active role in maintaining a safe workplace. We recommend an open door policy to the reporting of workplace harassment, as well as putting specific measures in place for taking immediate action, including conflict resolution strategies.

An additional recommendation is cultural competency training for House members, staff and leadership. We do believe this is important, given the diverse members of the House of Commons who come from all walks of life. Cultural competency will help to improve understanding and sensitivity towards the diverse cultures, as well as toward behaviours or language that could constitute workplace harassment.

I also want to add that it is vital to note age gaps and generational differences within the House. Thus, as everyone brings their own unique lived experiences, everyone should be treated with the same dignity and respect, regardless of age or gender.

It is not enough to simply react to incidents. We must create an environment where harassment and violence are not tolerated and where employees and members feel empowered to raise concerns without fear of retaliation. By fostering open communication, diversity and inclusivity, we create workplaces that respect the dignity of all individuals. Failure to do this can have detrimental mental health impacts, as well as affect our ability to thrive in our role as public servants.

Members of Parliament are representatives of the people and also serve as our role models. Community members and youth look up to their MPs, including what they will do to address workplace harassment. Especially in this Internet age and social media age, members do have an obligation to portray a strong image as leaders and what it truly means to be Canadian, which is a respect for differences.

In conclusion, workplace harassment and violence have far-reaching effects on individuals, organizations and our communities. By investing in prevention, education and accountability, we can create workplaces where everyone feels safe, respected and valued. I urge the committee to consider the importance of strong policies, robust training programs and a comprehensive support system to ensure every Canadian workplace remains a space of dignity and respect.

Thank you for your time.