Sexual Harassment in the Workplace

What is sexual harassment in the workplace?

The Manitoba Human Rights Council defines sexual harassment as: 

“offensive or humiliating behaviour that is related to a person’s sex, or behaviour that could reasonably be seen as putting conditions on a person’s job or employment, housing or service opportunities”.

As an employer, you must ensure that your employees are not subject to or participate in violence or harassment in the workplace. Policies regarding sexual harassment and all forms of harassment are subject to the Human Rights Code and the Manitoba Safety and Workplace Health Regulation. 

Respectful Workplace Policy: Addressing and Preventing Sexual Harassment, Harassment and Bullying

Manitoba’s efforts to stop sexual harassment in the workplace are part of its broader Respectful Workplace Policy—which operates under a more comprehensive set of Public Service Commission Policies. 

The goals of the policy are: 

  • To treat others with respect, dignity and fairness. 
  • Develop a clear understanding of responsibilities, the options and the process for reporting and addressing violations of this policy. 
  • To accomplish these objectives, the government of Manitoba has laid out three steps that you and your business must follow: 

Step One: Assess the available options

Step Two: Address inappropriate behaviour 

Step Three: Ensure workplace restoration 

Employer Responsibilities

Employers have many responsibilities regarding addressing sexual harassment in the workplace. These responsibilities are separated between upper management and supervisors. 

Senior management responsibilities: 

  • Provide leadership in cultivating a respectful workplace.
  • Stay compliant with this policy and ensure that your supervisors do as well.  
  • Comply with any other applicable policy or legislation.
  • Prevent no reprisal against anyone who has come forward and made a complaint in good faith.  

Supervisor responsibilities: 

  • Follow the roles and responsibilities as outlined for all employees.
  • Promote and take responsibility for fostering a workplace culture of respect. 
  • Complete the mandatory respectful workplaces and harassment prevention training.
  • Act promptly once aware of sexual harassment, harassment/bullying and workplace violence.
  • Contact human resources for guidance. 
  • Ensure complaints are handled fairly, confidentially, effectively, and timely. 
  • Take action in response to complaints. 
  • Document complaints and actions taken.  
  • Make sure no employees face reprisal or retaliation for coming forward with a complaint. 
  • Establish restoration measures following inappropriate behaviour. 

Don’t wait for sexual harassment in the workplace to happen. Call for advice.

Employer Line is dedicated to supporting small business owners with advice on all employment-related and HR matters. Our free employer helpline is available to help address your concerns right away. Don’t wait for a situation involving sexual harassment between employees to get worse. Call us today: 1 (888) 219-8767.