The Ontario Government passed Occupational Health and Safety legislation in 2010 to explicitly include domestic violence as a form of workplace violence. Legislating employers to protect workers from domestic violence at work is a progressive act of leadership on a complex social issue. As such, Ontario is the first jurisdiction in the world to take this step. It is a good news story for those working to protect jobs and increase safety for victims. That said; challenges inevitably follow complexity. Unintended and unanticipated consequences emerge with any system change that requires ongoing willingness on the part of leadership to learn and adapt – and to remain committed to the learning process when things go wrong. This past month a story unfolded in the U.S. sports world to underscore the complexity in addressing domestic violence in the workplace and the need for clear and unwavering leadership.
Join us in celebrating International Women's Day on March 8th! We've prepared a fun and informative video all about the amazing and inspirational Canadian women who have helped fight for women's rights and against injustice. We hope you take the time to watch it and share with others.
On January 1st this year, the Fair and Family Workplaces Act took effect in Alberta. Labour Minister Christina Gray spoke about the importance of the legislation as the first step in updating labour laws after nearly 30 years of inaction. She went on to say “Albertans deserve fair and family-friendly workplaces that support a strong economy and ensure they can take care of their loved ones.” Key changes include domestic violence leave. Providing leave allows workers who are experiencing violence to deal with related issues such as attending court, counselling or in finding housing without fear of losing their employment. Remaining employed is a key pathway out of domestic violence.
Science and gender equality are both vital for the achievement of the internationally agreed development goals, including the 2030 Agenda for Sustainable Development. Over the past 15 years, the global community has made a lot of effort in inspiring and engaging women and girls in science. In order to achieve full and equal access to and participation in science for women and girls, and further achieve gender equality and the empowerment of women and girls, the United Nations General Assembly adopted resolution A/RES/70/212 declared February 11th as the International Day of Women and Girls in Science.
Through Make It Our Business (MIOB), we have been teaching bystanders – who are often co-workers – how to recognize and respond to warning signs of domestic violence in the workplace for almost ten years. While sexual harassment is a different but related issue, the idea to engage and mobilize the majority of workers who do not engage in abusive or harassing behaviour creates a common focus. What do bystanders need to move from passive observation to pro-social activity?
In the U.S we see that nineteen is not enough to make it stick to a president, even when he boasts about it on camera. Nine is not enough to make it stick to an Alabama judge running for senator, even though a number of the women were young teens at the time. Eight is enough to topple a Minnesota senator holding office, with offenses described as groping and unwanted kissing. In a win-lose world, 19 + 9 testimonies does not equal 2 men down in sexual harassment accounting. Given the math, why would any woman come forward? And yet they do. They come because they want justice, human rights, accountability, healing and possibly peace of mind.
In 2014, Ray Rice punched his girlfriend unconscious in an elevator and became the face of domestic violence in the NFL. The level of media attention from the elevator video of the assault was what finally shamed the NFL into taking action to suspend Rice from play. Later in the same year, Jian Ghomeshi was fired from the CBC for assault allegations from women he had dated. 2014 was also the year that Bill Cosby’s criminal behaviour surfaced after years of rumours and allusions. These events marked the beginning of a public reckoning with violence against women in the workplace that picked up new speed in 2017.
Domestic violence often enters the workplace. We’ve seen this time and time again. So what can we do about it? How can we prevent more workplace tragedies and better protect victims of domestic abuse at their work? There are many simple but highly effective measures that any workplace can take to create a safe and supportive environment. If domestic violence is a concern, having the proper safety measures in place can help save a life. This is also why it is so important that if we think we hear something, see something, or know something, that we speak up.
For many of us, that was the mantra we grew up hearing. It didn’t necessarily mean that abuse was happening in our homes, but it did reflect the belief that family privacy was to be valued and protected. Over the years, communities have come to appreciate the need to balance children's fundamental right to be safe with parents' right to raise their children as they see fit. Mandatory child protection reporting laws have played a significant role in detecting and preventing the abuse of children by caregivers.
Domestic violence is an issue that affects us all. You might have even experienced it firsthand yourself. Or maybe you have a friend, a family member, or a co-worker who has been in an abusive relationship. Domestic violence is far-reaching and the emotional, physical and financial implications can be long-lasting. From November 25th to December 10th, we’re joining in the 16 Days of Action to help end domestic violence. Each day, we’ll outline a different action that we can all take in the workplace to help reduce this worldwide issue.