Violence and harassment are defined as workplace hazards under Alberta’s Occupational Health and Safety (OHS) Act. All employers, supervisors, and workers share responsibility for preventing them.
Harassment is any unwelcome conduct, comment, bullying, or action that a person knows (or should reasonably know) will cause offence or harm to another worker. Harassment can affect a person’s mental and physical health. It creates stress, tension, and a toxic environment that makes it harder for everyone to work safely.
Even if you didn’t mean to offend someone, intent doesn’t erase the impact. What matters is how your words make others feel. It can be a single serious event or a series of smaller incidents that build up over time.
Everyone at work has a role to play:
· Employers must make sure workers are protected from harassment
· Supervisors must make sure no one they oversee is harassed or involved in harassment
· Workers must avoid any behaviour that could be harassment and must speak up if it happens
Derogatory Language
Harassment is not limited to physical actions. Using derogatory, rude, degrading, or offensive language even jokingly can create a hostile work environment when it causes offence or humiliation.
Derogatory language is a form of harassment when it makes someone feel small, embarrassed, or unsafe; this includes, but is not limited to:
· Insults, name-calling, or mocking someone’s accent, appearance, or abilities
· Sexually suggestive remarks or jokes
· Comments based on race, gender, age, religion, disability, or any other protected ground
· Using slurs or “humour” that targets specific groups or individuals
· Swearing, yelling, or speaking to others in a degrading tone
· Repeated teasing, sarcastic comments, or gossip intended to humiliate
If You Experience or Witness Harassment
If you believe you have been harassed:
- If you feel safe, clearly tell the person that their behaviour is unwelcome and must stop.
- If the behaviour continues, or if you are uncomfortable addressing it directly, report the incident to your supervisor, manager, or designated HR contact.
- You can also reach out to your Employee Assistance Program (EAP) for confidential support.
- Employers are required to offer support to workers who experience harassment, including advising them to consult a health professional.
Witnesses to harassment are also encouraged to report incidents. Remaining silent can allow the behaviour to continue and harm others.
What is Not Considered Harassment?
In every workplace, there is the potential for conflict. Situations can arise between you, your co-workers, employer or customers that may feel unpleasant but does not escalate to the point bullying or harassment. Differences of opinion or disagreements are not generally considered to be workplace harassment.
Seasonal Reminder: Holiday Events and Harassment Prevention
As the holiday season approaches and more workplace events take place, incidents of harassment and inappropriate behaviour are known to increase. Social gatherings, celebrations, and interactions outside of traditional work settings can sometimes blur professional boundaries and lead to misconduct. The presence of alcohol can also further heighten risks and impair judgment.
All workers should be reminded to:
· Conduct themselves respectfully at all company functions on or off-site.
· Be mindful of alcohol consumption and how it affects their words and actions.
· Treat all colleagues with respect, regardless of the setting.
A moment of poor judgment can have lasting impacts on individuals, teams, and the company’s culture. Safe, respectful behaviour is always expected, during and outside of regular work hours.
Remember
Workplace harassment is a serious issue that can affect everyone. It’s important to recognize the signs, know your rights, and understand the steps that both employees and employers can take to ensure a safe and respectful work environment. Your Kasa Consulting advisor can help by reviewing your current company Workplace Harassment program, assisting in incident investigation, and developing system updates and improvements through record-keeping and statistical analysis. By staying informed, reporting any concerns, and working together, we can create a workplace where workers feel safe and valued.
A respectful workplace starts with respectful communication.