Presented By: Reya Dhandhari,
PCAWA Coordinator
o
Peel Committee Against Woman Abuse (PCAWA) is a community
collaboration of over 40 member organizations in the Peel region that
have a commitment to end violence against women
o
PCAWA works from an Integrated Feminist, Anti-Racist, AntiOppression framework
o
The vision of PCAWA is to eliminate violence against women in Peel
region
o
The mission is to facilitate and advocate for a coordinated and
effective community response to violence against women in Peel
region
o
Systems Integration Workgroup:
 Updating 2006 Regional Woman Abuse Protocol
 FLS-VAW Referral Agreement 1 Day Training
(February 2016)
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Community and Membership Engagement :
 PCAWA’s Annual December 6th Vigil and Shoe Memorial
 March 8th International Women’s Day event
o
The cost of violence against women in Canada for
health care, criminal justice, social services, and lost
wages and productivity has been calculated at $7.4
billion per year
o
This amount covers immediate and future costs as well
as tangible and intangible costs
 Emergency room visits
 Loss of income
 Pain, etc.
Zhang, T., Hoddenbagh, J., McDonald, S. & Scrim, K. (2013). An estimation of the economic impact of spousal
violence in Canada,2009. Department of Justice Canada. Retrieved from http://justice.gc.ca/eng/rp-pr/cjjp/fv-vf/rr12_7/index.html
How many Canadians have experienced
sexual harassment at work?
A.
B.
C.
D.
28%
53%
4%
10%
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment
A.
B.
C.
D.
Of people who experienced sexual
harassment at work, how many people
did not report it?
56%
22%
80%
92%
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment
o
o
o
33% Experience Intimate Partner Violence
35% Have at least one co-worker who’s experiencing, or
has experience IPV
12% Have at least one co-worker whom they believe is
being abusive, or has been to a partner
o
Of Those Who’ve Experienced IPV:
o
o
o
54% Said it continued at work
82% Said it negatively affected their work performance
38% Said it affected their ability to get to work
Wathen ,C.N., MacGregor, J.C.D., MacQuarrie, B.J. (2014)
“Can Work be Safe, When Home Isn’t?” Initial Findings of a
Pan-Canadian Survey on Domestic Violence and the
Workplace.
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Is “engaging in a course of vexatious
comment or conduct that is known or should
be know to be unwelcome” (OHRC, 2013)
o
“In the broader context it may refer to
instances where the behavior is not overtly
sexual in nature, but is related to the
person’s gender, and demeans or causes
personal humiliation or embarrassment to
the recipient” (Interim Place, 2014)
o
More likely to occur in:
 Male-dominated work environments
 Jobs that are seen as subservient
 Isolated work environments
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment
What are some forms of sexual harassment?
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Subjecting a woman to negative treatment because of a
stereotypical perception of femininity
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Exist in a range from seemingly mild to sever behaviors
o Examples:
 Sexual jokes, innuendo
 Unwanted or repeated gestures of emotion (i.e. Hugging)
 Stalking
 Physical assault
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment
o
Behaviour that polices and reinforces
traditional heterosexual gender norms
o
Often motivated by hostility and a desire
to humiliate or bully
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment
o
Online technology used:
o At work for sexual harassment
o Outside of the workplace but with connections to
employment
o Examples:
 Emails
 Blogs
 Social networking sites,
 Chat rooms
 Dating websites
 Cell phone texting
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment
Events occurring outside of business hours or
off business premises, but linked to work
o Business trips
o Company-related functions
o Company parties
o
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment





Internal policies
Collective agreements
Occupational Health and Safety Act
Criminal charges
Application to the Ontario Human Rights
Tribunal
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment
o
Action Plan was introduced into legislation in March 2015
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Focuses on Sexual Violence and Harassment in the Workplace
and on Campuses
o
Does not focus on sexual violence and harassment as it
happens within the private spaces between intimate partners
or strangers and/or in public spaces
o
Does not focus on street harassment
o
PSA campaigns:
o #WhoWillYouHelp
o #ItsNeverOkay
Employers & Supervisors
 Update your sexual harassment policy
 Include the policy in the orientation of all new employees,
staff, volunteers, students, etc.
 Take proactive steps
 Maintain a poison-free environment
 Respond immediately
1. Recognize
i.
Warning signs
(e.g. Obvious injuries, bruises, Isolation, etc.)
ii. Abusive Behaviour
(e.g. Calls partners repeatedly during work, is absent or
late related to conflict at home)
iii. Risk Factors
(e.g. Actual or Pending separation, Stalking behaviour,
A history of IPV, etc.)
2. Respond
i.
Understand
ii.
Interrupt Isolation
iii.
Have a “See It-Name It-Check It” Conversation
See It! Paying attention when your gut tells you something is
NOT right- Recognize warning signs
Name It!“I am concerned about you”-name warning signs
Check It! Ask Questions “Are you Okay?” “Do you want to talk?”
3. Refer
Consult your workplace policy to gather names
and contact information
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The Assaulted Women’s Helpline:
1-866-863-0511
o
o
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Mobile #SAFE (#7233)
Contact PCAWA
Immediate danger call 911
4. Report
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Focus on Safety
Formal and Informal Reporting
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What do you think your agency’s sexual
harassment policy should include?
o
How can you or will you improve your
workplace environment(s) to be a safer
working place?
An employee makes remarks about a female
coworker. He refers to her as a ”fat cow“ and
often says ”waddle waddle “ when she walks
past, or ”swish swish “ when she wears
nylons. He is known for teasing a lot of
people in the office, many of whom says it is
all in good fun. After many comments, the
female employee tells him to ”get off her
case“ and throws a highlighter at him.
Is this Sexual or Gender-based
Harassment?
When a co-worker ended a romantic
relationship with him, an employee showed
intimate cell-phone photos of her to several
people in their workplace. His supervisor
heard that other people had seen the
pictures, but he did not see them himself. The
supervisor did not intervene because it was a
personal matter.
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment
Is this Sexual or Gender-based
Harassment?
Adopted from Ontario Human Rights Commission Seminar
about Policy on Preventing Sexual and Gender-based Harassment
Thank You!!!
Find our community resources and contact us @
www.pcawa.org
T:(905)823-3441
E: pcawa@pcawa.org