Putting our people first-MAY23

What does inappropriate behavior look like?

What happens next?

In the case where an issue is raised, WE acts promptly to investigate. Our process to investigate is as follows:

WE upholds all 17 of the prohibited grounds for discrimination, as defined by the Occupational Health and Safety Act and the Ontario Human Rights Commission, including those listed below.

• Employee expresses their concern to either their manager, member of the HR team or an Executive, or anonymously through our secure WE Connect online portal. • A member of the HR team is appointed as the investigator. • A full investigation is completed—this means that we meet with the person who is making the complaint, any other employees who may have been witness to the incidents and the person whom the complaint is about. • All accounts of the incidents are documented. • Once completed, the investigation notes and assessment are provided to the Chief People Officer, who works with relevant groups to determine if any disciplinary action is required. • The process is completed to the highest standards of confidentiality and all parties are protected in the process.

Discrimination is the act of treating individuals differently, negatively or adversely based on any one or combination of these and other grounds:

age

creed (religion)

sex

sexual orientation

gender identity and expression

family status

marital status

ethnic origin

Harassment consists of comments or conduct that is known, or ought reasonably to be known, to be unwelcome. It can involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, intimidating, demeaning or unwelcome. Harassment can occur on any of the grounds of discrimination identified by this policy. Harassment can consist of a single incident or several incidents over a period of time.

Examples of harassment, sexual harassmet and psychological harrassment include, but are not limited to, the following:

Unwelcome labels, nicknames, remarks, jokes or innuendos

Display or circulation of offensive pictures, graffiti or materials, whether in print form or via e-mail or other electronic means

Singling out an individual for humiliating or demeaning “teasing” or jokes because they are a member of a protected group

Unwelcome remarks or jokes about a person’s body, attire, sex or sexual orientation

Unwelcome sexual flirtations, advances, propositions and comments about a person’s sex life

Excluding or isolating someone socially

Undermining or deliberately impeding a person’s work

Stalking, intimidation or bullying

Putting our people first | 10

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