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attribute: Workplace Wellbeing and Safety

SA8000 Standard

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ATTRIBUTES
  • Supply Chain
  • Workplace Wellbeing and Safety

SOURCE
  • Social Accountability International (SAI)

TYPE OF RESOURCE
  • SStandard

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Procurement

LINK TO RESOURCE

SA8000 Standard

Social Accountability International (SAI)
Businesses can use the SA8000® Standard to ensure that human rights are upheld, and employees are treated fairly and with respect throughout the entire supply chain. Social Accountability International is a global non-governmental organization that offers a wide number of resources to help businesses enhance their social performance and advance human rights at work. The SA8000® Standard helps certified businesses uphold social performance expectations throughout their supply chains, demonstrate their dedication to the fair treatment of workers across industries, and improve their management systems to address and prevent social and labour risks. The scope of the Standard includes all personnel in the business’s control who provide goods or services for the business, including suppliers, sub-contractors, sub-suppliers, and home workers.

The nine social accountability requirements of the SA8000® Standard are:

  1. Child labour
  2. Forced or compulsory labour
  3. Health and safety
  4. Freedom of association and right to collective bargaining
  5. Discrimination
  6. Disciplinary practices
  7. Working hours
  8. Remuneration
  9. Management systems

To access supporting documents about the certification, click here.

Federal, Provincial, and Territorial Domestic or Sexual Violence Leave Information

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ATTRIBUTES
  • Workplace Wellbeing and Safety

SOURCE
  • Various provincial, territorial and federal legislation

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Canadian Legislation, Development

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Federal, Provincial, and Territorial Domestic or Sexual Violence Leave Information

Various provincial, territorial and federal legislation
Global Compact Network Canada created a table that contains information related to domestic or sexual violence leave at the federal level, and for each province and territory in Canada, where applicable. Domestic or sexual violence leave allows employees to take time off if they, or their child, are experiencing or being threatened with domestic or sexual violence. The information has been collected from the Canada Labour Code and provincial and territorial Employment Standards Acts (as of May 2020).

To download this table, click here.

Federal, Provincial, and Territorial Critical Illness and Injury Leave Information

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ATTRIBUTES
  • Workplace Wellbeing and Safety

SOURCE
  • Various provincial, territorial and federal legislation

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Canadian Legislation, Development

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Federal, Provincial, and Territorial Critical Illness and Injury Leave Information

Various provincial, territorial and federal legislation
Global Compact Network Canada created a table that contains information related to critical illness leave at the federal level, and for each province and territory in Canada, where applicable. Critical illness leave allows employees to support a child or adult family member whose life is at risk due to illness or injury. The information has been collected from the Canada Labour Code and provincial and territorial Employment Standards Acts (as of May 2020).

To download this table, click here.

Federal, Provincial, and Territorial Compassionate Care Leave Information

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ATTRIBUTES
  • Workplace Wellbeing and Safety

SOURCE
  • Various provincial, territorial and federal legislation

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Canadian Legislation, Development

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Federal, Provincial, and Territorial Compassionate Care Leave Information

Various provincial, territorial and federal legislation
Global Compact Network Canada created a table that contains information related to compassionate care leave at the federal level, and for each province and territory in Canada. Compassionate care leave allows employees to support family members who have potentially life-threatening or terminal medical conditions. The information has been collected from the Canada Labour Code and provincial and territorial Employment Standards Acts (as of May 2020).

To download this table, click here.

People Want Their Employers to Talk About Mental Health

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ATTRIBUTES
  • Organizational Culture
  • Workplace Wellbeing and Safety

SOURCE
  • Harvard Business Review

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Implementation

TARGET UNIT
  • CEO, Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

People Want Their Employers to Talk About Mental Health

Harvard Business Review
This article discusses how organizations can use an intersectional lens to approach and normalize conversations about mental health in the workplace.

In addition, this article includes a list of private sector good practices:

  • Start at the top: Encourage executive teams and senior management to share their experiences about mental health with their teams and employees.
  • Invest in education: Use training programs to equip managers and employees with the knowledge and resource to identify, normalize, and navigate mental health in the workplace.
  • Provide support: Ensure that employees have access to a variety of mental health benefits and related programs, and ensure that policies are communicated throughout the organization.

To learn more, click here.

Assembling the Pieces: An Implementation Guide to the National Standard of Canada for Phycological Health and Safety in the Workplace

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ATTRIBUTES
  • Workplace Wellbeing and Safety

SOURCE
  • CSA Group

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Implementation, Institutional Policies

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Legal

LINK TO RESOURCE

Assembling the Pieces: An Implementation Guide to the National Standard of Canada for Phycological Health and Safety in the Workplace

CSA Group
This guide provides direction on the National Standard of Canada for Psychological Health and Safety in the Workplace. The Mental Health Commission of Canada has developed thisstandard to help organizations protect the mental health oftheir employees and encourage their wellness. There are several resources available, including an implementation guide, posters, case study research, and testimonials. Another of these resources is a handbook, which includes a step-by-step guide for organizations to implement the standard in four key phases: build the foundation, identify opportunities, set objectives, and implement.

To access the handbook, click here.

To learn more about the Standard, click here.

What Will it Take? Promoting Cultural Change to End Sexual Harassment

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ATTRIBUTES
  • Organizational Culture
  • Workplace Wellbeing and Safety

SOURCE
  • UN Women

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Strategy

TARGET UNIT
  • CEO, Human Resources, Legal, Senior Leadership

LINK TO RESOURCE

What Will it Take? Promoting Cultural Change to End Sexual Harassment

UN Women
This discussion paper provides guidance and insights to help employers prioritize the needs of the victim–survivors in sexual violence, harassment, and discrimination incidents. UN Women describe practical measures for cultural change, international normative standards, as well as several case studies of how organizations are approaching sexual harassment in the workplace. For instance, this paper states that establishing zerotolerance for sexual harassment in the workplace is critical and must be woven into the culture of an organization. Essential elements of zero-tolerance practice in an organization include always supporting individuals who report harassment, refusing to sanction perpetrators, and ensuring that equality and non-discrimination are integrated into its policies and practices.

UN Women identify five areas of work for lasting cultural change:

  1. Victim-focused work
  2. Training
  3. Collective ownership
  4. Zero tolerance
  5. Make reporting rational

To learn more, click here.

A policy primer: Guide to developing human rights policies and procedures

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ATTRIBUTES
  • Intersectionality
  • Workplace Wellbeing and Safety

SOURCE
  • Ontario Human Rights Commission

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development, Institutional Policies

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

A policy primer: Guide to developing human rights policies and procedures

Ontario Human Rights Commission
This primer provides organizations with practical guidance for developing effective and fair ways to prevent and respond to human rights issues, including harassment, discrimination, and accommodation needs. This resource also lists several components of an effective set of organizational policies, procedures, and practices, such as the importance of establishing commitment from senior leadership, consulting stakeholder and expert groups, as well as understanding the complexity and size of the organization. It also states that all policies, plans, and procedures should reflect the current state of law and policy, consider organizational structural changes and barriers, and identify new human rights issues that may emerge.

The OHRC suggests that a complete strategy to prevent and address human rights issues should include:

  • A plan for preventing, reviewing and removing barriers
  • Anti-harassment and anti-discrimination policies
  • An internal complaints procedure
  • An accommodation policy and procedure
  • An education and training program
  • Stakeholder consultation and communication strategies

To learn more, click here.

Dealing with Sexual Harassment When Your Company Is Too Small to Have HR

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ATTRIBUTES
  • Workplace Wellbeing and Safety

SOURCE
  • Harvard Business Review

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Implementation

TARGET UNIT
  • CEO, Senior Leadership

LINK TO RESOURCE

Dealing with Sexual Harassment When Your Company Is Too Small to Have HR

Harvard Business Review
This Harvard Business Review article discusses what small companies can do to prevent and address sexual harassment.

Some of the recommendations discussed are:

  • Leaders should be conscious of the factors promoting a toxic work culture (e.g. predominately male executive staff, layers of hierarchy in power, indifference).
  • Leaders should establish clear policies outlining what constitutes sexual harassments, which behaviours will not be tolerated, and what employees should do if they see or experience misconduct.
  • Leaders should enforce these rules by designating clear roles for people within the organization.

To read the full article, click here.

A 15-Point Plan for Boards and CEOs to Eradicate Sexual Harassment in Their Organizations

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ATTRIBUTES
  • Leadership
  • Workplace Wellbeing and Safety

SOURCE
  • Forbes

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Implementation

TARGET UNIT
  • Board of Directors, CEO

LINK TO RESOURCE

A 15-Point Plan for Boards and CEOs to Eradicate Sexual Harassment in Their Organizations

Forbes
This resource provides a list of actions that leaders of organizations should take to eliminate sexual harassment in their workplaces.

  1. Establish accountability.
  2. Immediately request an audit of every open case of sexual harassment and a 5-10-year look-back of every closed, settled, sealed or discarded case ever brought to the organization’s attention.
  3. Introduce a sexual harassment hotline that bypasses HR, is administered by an outside provider, and is reported directly to the board.
  4. When a credible accusation is made, the accused should be put on a paid leave of absence while an investigation ensues.
  5. Do not dismiss, deny, defend, or blame the victim.
  6. Maintain and defend a pristine due process.
  7. Make it explicit in every way you can that harassment, abuse, or misbehaviour will not be tolerated.
  8. Be proactive.
  9. Put incentives in place.
  10. Clarify the role of HR in sexual harassment cases.
  11. Promote a “see something, say something” environment.
  12. Conduct bystander training throughout the organization.
  13. Leaders should actively protect someone that might be in danger.
  14. Get more women on boards and in C-suites.
  15. Beware of backlash.

To read more about this article, click here.