BDC Offers Guidance on Creating Anti-Harassment Policies

The Business Development Bank of Canada (BDC) has provided guidance for businesses seeking to establish or enhance their anti-harassment policies. The publication stresses the importance of researching legal requirements, including federal, provincial, and territorial laws, which often mandate comprehensive policies on discrimination and harassment.

A robust policy, according to BDC, should clearly outline the employer's zero-tolerance stance on harassment, define behaviors that constitute harassment, specify procedures for filing, investigating, and reporting complaints, and detail potential corrective measures. Clear wording and consistent, fair application are crucial for maintaining trust and minimizing legal risks.

The publication advises offering multiple channels for addressing concerns, such as the human resources department, a supervisor, or an anonymous hotline. It also emphasizes proactive investigation, even if a complaint is not formal. Educating employees on the policy, including during onboarding and periodically thereafter, is essential, as is specialized training for personnel responsible for handling complaints.

BDC recommends considering voluntary mediation before a formal investigation, provided both parties feel safe. Additionally, seeking legal advice on remedies is advised if a complaint is substantiated. The policy should also be reviewed regularly to ensure its adequacy and currency.