Thank you.

Good afternoon, everyone. My name is Harmy Mendoza. I am the executive director of WomanACT.

I want to thank the committee for the opportunity to speak today.

WomanACT is a charitable organization advancing gender equity by mobilizing research, policy and education.

Why is it essential to have a strong workplace harassment and violence prevention policy? Well, the pervasive nature of gender-based violence and harassment across all sectors is glaringly evident.

Let me share my first statistic with you. One in eight women reported that they have been sexually assaulted in a work-related context at one point in their working lives. This rate is four times higher than what men experience.

We cannot discuss this without acknowledging intersectionality. For example, women with disabilities face inappropriate sexualized behaviour at a rate of 35%, compared to 20% for those without disabilities. This is why, at WomanACT, we advocate an intersectional and anti-oppressive approach.

Moreover, let's talk about workplaces and productivity. What is the impact of harassment on productivity? Well, 55% of those who experienced harassment reported decreased productivity, 70% missed workdays and 46% lost trust in their teams.

To address such a concerning problem, it is crucial to implement trauma-informed and organization-wide practices.

Now, on your current policy, we were thrilled to see that the current policy includes harassment and violence prevention training for all members and employees to maintain a culture of respect. Thank you for that.

This training curriculum should encompass bystander intervention training, including interactive exercises, role-playing scenarios and industry-specific examples emphasizing empathy, allyship and shared responsibility. Our newly launched WomanACT in the Workplace initiative is a great example of how partnering with community organizations can help assess your workplace's needs and develop tailored training and resources to foster a survivor-centred and inclusive workplace culture.

There is also a need for the current policy to explicitly mention the need to respect the privacy and confidentiality of all persons involved and a statement forbidding any reprisal against a complainant following a disclosure. Research shows that disclosures can be accompanied by feelings of shame, stigma and fear of repercussions. In fact, studies tell us that survivors report that the outcome they most desire is confidentiality and to be shown concern.

The current policy briefly mentions voluntary and confidential support services through the employee and family assistance program. Complementary to these services, our research revealed the merits of counselling and peer support groups in healing and in maintaining employment.

What are our recommendations?

Well, it would be good that the provision of domestic violence leave, its eligibility criteria and the request process be readily available to all employees in a way that ensures the confidentiality and safety of the disclosure. Domestic violence leave should be explicitly mentioned in the policy and must be included as part of any related mandatory training and onboarding of employees to encourage survivors to feel safe and comfortable enough to disclose any instances of harassment and violence.

Additionally, we recommend adding trauma-informed gender-based analysis and anti-racist, anti-oppressive training to the required qualifications for investigators. This ensures that investigation procedures comply with the code and the Canadian Human Rights Act, reducing the risk of trauma and revictimization that may discourage disclosure and erode trust.

Finally, implementing a zero tolerance policy for sexual and gender-based workplace harassment is crucial for fostering a safe and inclusive work environment. Such policies protect employees from harmful behaviours and reinforce the organization's commitment to respect and dignity for everyone.

Thank you very much.