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Target Area: Employee Support

Pursuing Gender Equality in the Workplace During COVID-19

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ATTRIBUTES
  • Leadership
  • Organizational Culture

SOURCE
  • Global Compact Network Canada

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Employee Support, Implementation

TARGET UNIT
  • All Management, All Units, CEO, Senior Leadership

LINK TO RESOURCE

Pursuing Gender Equality in the Workplace During COVID-19

Global Compact Network Canada
This resource provides recommendations and resources specific to the Canadian Private sector on forwarding the pursuit of gender equality in the workplace during COVID-19. Diversity and inclusion and gender equality from the organizational perspective can be leveraged as a strength during the pandemic, allowing companies to recover faster while increasing their representation and inclusion. Some of the recommendations expanded on in the resource include:

  • Assess your organization’s response to COVID-19 using the Target Gender Equality Quiz.
  • Show empathy and compassion towards your employees during this time.
  • Ensure all genders are represented and included in all planning and decision making.
  • Adapt new measures to improve organizational culture.
  • Build capacity and raise awareness.
  • Be aware of unintentional harmful gender stereotypes in internal and external communications.
  • Maintain a diversity lens in talent management to ensure that diversity isn’t lost.
  • Support working parents, bearing in mind that the majority of unpaid care work falls on women.
  • Help address the unintended consequences and challenges of stay-at-home measures, especially for vulnerable groups such as victims of domestic violence.
  • Support women-owned businesses.
  • Partner with government and other organizations to tackle COVID-19.

To learn more, click here.

Is it Harassment? A Tool to Guide Employees

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ATTRIBUTES
  • Organizational Culture
  • Workplace Wellbeing and Safety

SOURCE
  • Government of Canada

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Employee Support

TARGET UNIT
  • All Employees, Human Resources

LINK TO RESOURCE

Is it Harassment? A Tool to Guide Employees

Government of Canada
This toolis directed to employees as a starting point to analyze what constitutes harassment and determine if a situation might be workplace harassment. The tool provides a definition of harassment under the Policy on Harassment Prevention and Resolution, identifies where workplace harassment can occur, what criteria constitutes harassment, examples of what does or doesn’t constitute workplace harassment, context questions to frame different situations, and what to do in case of harassment.

Where can workplace harassment occur?

  • On business trips
  • At a conference where the attendance is sponsored by the employer
  • At employer-sponsored training activities
  • At employer-sponsored events, including social events

Some examples of what constitutes harassment:

  • Making rude, degrading or offensive remarks
  • Unwanted sexual advances which may or may not be accompanied by threats
  • Destabilizing the person by making fun of his or her beliefs, values, political and/or religious choices, and mocking his or her weak points

Some examples of what does not constitute harassment:

  • Normal exercise of management’s right to manage such as the day-to-day management operations, performance at work or absenteeism, etc.
  • Workplace conflict in itself does not constitute harassment but could turn into it
  • Difficult conditions of employment, professional constraints, and organizational changes

To access this tool, click here.

Want to Improve Gender Equality at Work? Help Men Take Parental Leave

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ATTRIBUTES
  • Organizational Culture
  • Workplace Flexibility

SOURCE
  • MERCER

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Employee Support, Family-friendly

TARGET UNIT
  • All Management, Human Resources

LINK TO RESOURCE

Want to Improve Gender Equality at Work? Help Men Take Parental Leave

MERCER
This article is based on MERCER’s 2018 “Global Parental Leave Report” and provides an overview of some of its most relevant findings. Additionally, it provides five key areas for employers to consider with regards to men, parental leave, and gender equality.

  1. Review parental leave policies to either match paternity and maternity leave policy or implement a “non-gender-biased” parental leave policy.
  2. Gain leadership support by increasing awareness of paternal leave and its benefits through data.
  3. Build a corporate culture that supports paternal leave in all levels of the organization. This may require education, establishing resource groups, reviewing other HR and departmental policies.
  4. Educate and support managers on how to manage leave as their direct relationship with employees is essential.
  5. Improve social support for leave to reduce stigma that may impact men by communicating the organization’s efforts and actively confronting gender and social stigma.

To learn more, click here.

List of Women’s Associations

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ATTRIBUTES
  • Career Development
  • Outreach Initiatives and Partnerships

SOURCE
  • Women of Influence

TYPE OF RESOURCE
  • LList

TARGET AREA
  • Employee Support, Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

List of Women's Associations

Women of Influence
This website provides a comprehensive list of industry-specific women’s associations in Canada that your organization could partner with to support gender equality efforts.

To see associations, click here.

My Career Toolkit: Professional Associations and Networking Groups

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ATTRIBUTES
  • Career Development
  • Outreach Initiatives and Partnerships

SOURCE
  • Catalyst

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Employee Support, Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

My Career Toolkit: Professional Associations and Networking Groups

Catalyst
Catalyst has created a list of several professional associations and networking groups for women, LGBTQI, visible minorities, and people with disabilities around the world and in Canada. Some of the Canadian groups are:

  • The Canadian Federation of Business and Professional Women (BPW)
  • Canadian Association of Women Executives & Entrepreneurs
  • Women’s Executive Network (WXN)
  • Aboriginal Professional Association of Canada (APAC)
  • Black Business and Professional Association (BBPA)
  • exeQutive
  • Canadian Association of Professionals with Disabilities

To learn about more groups, click here.

Support for Trans Employees: A Guide for Employees and Managers

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Organizational Culture

SOURCE
  • Public Services and Procurement Canada

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Employee Support, Strategy

TARGET UNIT
  • All Employees, Human Resources, Legal

LINK TO RESOURCE

Support for Trans Employees: A Guide for Employees and Managers

Public Services and Procurement Canada
This resource provides guidance for employees and managers on how to provide a safe, respectful, and inclusive work environment for transgender and gender variant employees. These guidelines describe the roles and responsibilities of everyone included in the entire transition process, including deputy heads, managers, employees, unions, and human resources.

The guidelines list several considerations that should be deliberated in the process, which include privacy, dress codes, work assignments and duties, informing management and colleagues, and medical assistance. This resource also provides a comprehensive list of terms and definitions, a gender transition template for employees, as well as a sample letter to colleagues from a manger to the employees, and federal legislation related to transgender issues, and other resources.