Insidetrack - Spring/Summer 2018 - 63

❱ A workplace culture that turns a blind eye ❱ Un milieu de travail qui ferme les yeux
to sexual harassment is detrimental to
the health and safety of employees.

sur le harcèlement sexuel est nocif pour
la santé et la sécurité du personnel.

that appropriate investigations are conducted where there is an
incident or complaint of harassment, including sexual harassment,
and require that employers inform the parties, in writing, of the
investigation's outcome and any corrective action taken. Other
provinces, and the federal government, are following suit.
If a culture-change is needed at your workplace, it needs to
come from the top down. The most senior executives need to
be involved in fostering a change in attitude and a heightened
awareness around these issues.
The changes ought to be communicated in a way that
encourages people to come forward or to speak out when they
witness harassment of, or demeaning conduct toward, others.
Removing any stigma or fear of reprisal from reporting is essential.

les plaintes et les incidents de harcèlement (sexuel ou autre)
et qu'ils informent les parties, par écrit, de leurs conclusions et
des correctifs à adopter. D'autres provinces et le fédéral lui ont
emboîté le pas.
Si votre lieu de travail a besoin d'un changement de culture,
celui-ci doit venir d'en haut. Les plus hauts dirigeants doivent
participer au changement d'attitude et à la sensibilisation. Et il
faut communiquer les changements d'une manière qui encourage
les gens à dénoncer le harcèlement et le dénigrement dont ils
sont témoins. Il faut absolument éliminer toute stigmatisation ou
crainte de représailles.

Le réexamen des politiques et la formation

Pour prévenir les comportements inadéquats ou préparer son
personnel à traiter les incidents et les plaintes, on ne peut pas se
contenter de cacher une politique générique sur la violence et le
harcèlement au travail dans un sous-sous-sous-menu de l'intranet
de l'entreprise.
Plusieurs milieux de travail s'affairent à réexaminer leurs
politiques. S'il y a des problèmes dans un ou l'autre des
services de l'organisation, le moment est venu de tirer une
ligne, de faire comprendre à tous qu'on ne tolérera plus les
comportements harcelants.
Selon les lois sur les droits de la personne et la santé-sécurité
au travail, l'employeur doit sensibiliser son personnel et faire
enquête sur les plaintes pour harcèlement. Par conséquent, la
politique et les communications aux employés devraient mettre
l'accent sur la prévention et l'initiative.
Évidemment, l'employeur doit s'assurer de l'exhaustivité de
ses politiques, de leur conformité à la loi, de leur communication
aux employés et de la mise en place d'un dispositif d'application
adéquat. Pour faire de cette politique un document évolutif, il
est important de distribuer les responsabilités concernant son
réexamen et sa gestion.

Policy Review and Training are Key

Simply having a generic workplace violence and harassment
policy hidden behind several menus on the company intranet is
not sufficient to prevent inappropriate workplace behaviour or to
clearly prepare your employees to manage any workplace incident
or complaint.
Many workplaces are now reviewing and updating their policies.
If there are any concerns about conduct in certain departments
or other areas in the organization, it is time to draw a line in the
sand so that everyone is aware that sexual and other forms of
workplace harassment will not be tolerated.
Human rights and occupational health and safety legislation
requires that employers proactively educate employees
and investigate harassment complaints in the workplace. A
preventative and proactive sentiment should be reflected in the
policy and in communications to employees.
Of course, employers should ensure that their policies are
comprehensive, comply with applicable laws, are communicated to
employees, and that there is proper monitoring and control in place
to ensure compliance with policies. Assigning accountability for
the review and management of workplace harassment policies is a
step in ensuring that the policy is a living document.

Les essentiels

Policy Checklist

While policies should be tailored to the particular workplace,
there are a number of best practices when it comes to
policy content:
1 All policies dealing with sexual harassment should include
a clear statement on company values and messaging from
management that confirms this commitment.
2 Ensure that the scope of the policy adequately covers all
work settings, even outside of the office. Further, harassing
conduct may come from clients or other individuals who are
not your employees. The policy and training should provide
64
guidelines on how to deal with these situations.

❱

À chaque milieu de travail sa politique, mais son contenu
devrait être dicté par quelques pratiques exemplaires :
1 Une politique traitant de harcèlement sexuel devrait énoncer
clairement les valeurs de l'entreprise et l'engagement de la
direction à lutter contre ce fléau.
2 Elle doit couvrir tous les cadres de travail, même à l'extérieur
du bureau. De plus, le harcèlement peut venir de clients
ou d'autres personnes qui ne sont pas à votre emploi. La
politique et la formation doivent inclure des lignes directrices
pour traiter ces cas.
3 Soyez conscient des stéréotypes sexuels en rédigeant la
politique. Le harcèlement peut aussi bien se produire entre
employés de même sexe, de sexe différent ou transgenres. 65

❱

The Canadian Association of Railway Suppliers / Association Canadienne des Fournisseurs de Chemins de Fer 63



Insidetrack - Spring/Summer 2018

Table of Contents for the Digital Edition of Insidetrack - Spring/Summer 2018

President’s Message
Bigger Hopper Cars, Faster Grain Shipments
Canada’s New Locomotive Emissions Regulations
Liquid Assets
Hydrail: A Profound Innovation Opportunity for Canadian Railway Suppliers
Locomotive and Passenger Car Freeze-Up Downtime Can Be Prevented
From Last Spike to First in Class: Creativity, Collaboration, and Determination in the Pursuit of Leadership
How to Achieve a Respectful, Harassment-Free Workplace
CARS News
New Members
CapEx: An Industry-Wide Look at Who’s Spending What
Railway Supplier Buyers’ Guide
Advertiser.com
Insidetrack - Spring/Summer 2018 - Intro
Insidetrack - Spring/Summer 2018 - cover1
Insidetrack - Spring/Summer 2018 - cover2
Insidetrack - Spring/Summer 2018 - 3
Insidetrack - Spring/Summer 2018 - 4
Insidetrack - Spring/Summer 2018 - 5
Insidetrack - Spring/Summer 2018 - 6
Insidetrack - Spring/Summer 2018 - 7
Insidetrack - Spring/Summer 2018 - 8
Insidetrack - Spring/Summer 2018 - insert3
Insidetrack - Spring/Summer 2018 - insert4
Insidetrack - Spring/Summer 2018 - President’s Message
Insidetrack - Spring/Summer 2018 - 10
Insidetrack - Spring/Summer 2018 - 11
Insidetrack - Spring/Summer 2018 - Bigger Hopper Cars, Faster Grain Shipments
Insidetrack - Spring/Summer 2018 - 13
Insidetrack - Spring/Summer 2018 - 14
Insidetrack - Spring/Summer 2018 - insert1
Insidetrack - Spring/Summer 2018 - insert2
Insidetrack - Spring/Summer 2018 - 15
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Insidetrack - Spring/Summer 2018 - 17
Insidetrack - Spring/Summer 2018 - 18
Insidetrack - Spring/Summer 2018 - 19
Insidetrack - Spring/Summer 2018 - Canada’s New Locomotive Emissions Regulations
Insidetrack - Spring/Summer 2018 - 21
Insidetrack - Spring/Summer 2018 - 22
Insidetrack - Spring/Summer 2018 - 23
Insidetrack - Spring/Summer 2018 - 24
Insidetrack - Spring/Summer 2018 - 25
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Insidetrack - Spring/Summer 2018 - 28
Insidetrack - Spring/Summer 2018 - 29
Insidetrack - Spring/Summer 2018 - 30
Insidetrack - Spring/Summer 2018 - 31
Insidetrack - Spring/Summer 2018 - Liquid Assets
Insidetrack - Spring/Summer 2018 - 33
Insidetrack - Spring/Summer 2018 - 34
Insidetrack - Spring/Summer 2018 - 35
Insidetrack - Spring/Summer 2018 - 36
Insidetrack - Spring/Summer 2018 - 37
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Insidetrack - Spring/Summer 2018 - 40
Insidetrack - Spring/Summer 2018 - 41
Insidetrack - Spring/Summer 2018 - 42
Insidetrack - Spring/Summer 2018 - 43
Insidetrack - Spring/Summer 2018 - Hydrail: A Profound Innovation Opportunity for Canadian Railway Suppliers
Insidetrack - Spring/Summer 2018 - 45
Insidetrack - Spring/Summer 2018 - 46
Insidetrack - Spring/Summer 2018 - 47
Insidetrack - Spring/Summer 2018 - 48
Insidetrack - Spring/Summer 2018 - 49
Insidetrack - Spring/Summer 2018 - Locomotive and Passenger Car Freeze-Up Downtime Can Be Prevented
Insidetrack - Spring/Summer 2018 - 51
Insidetrack - Spring/Summer 2018 - From Last Spike to First in Class: Creativity, Collaboration, and Determination in the Pursuit of Leadership
Insidetrack - Spring/Summer 2018 - 53
Insidetrack - Spring/Summer 2018 - 54
Insidetrack - Spring/Summer 2018 - 55
Insidetrack - Spring/Summer 2018 - 56
Insidetrack - Spring/Summer 2018 - 57
Insidetrack - Spring/Summer 2018 - 58
Insidetrack - Spring/Summer 2018 - 59
Insidetrack - Spring/Summer 2018 - How to Achieve a Respectful, Harassment-Free Workplace
Insidetrack - Spring/Summer 2018 - 61
Insidetrack - Spring/Summer 2018 - 62
Insidetrack - Spring/Summer 2018 - 63
Insidetrack - Spring/Summer 2018 - 64
Insidetrack - Spring/Summer 2018 - 65
Insidetrack - Spring/Summer 2018 - 66
Insidetrack - Spring/Summer 2018 - 67
Insidetrack - Spring/Summer 2018 - CARS News
Insidetrack - Spring/Summer 2018 - 69
Insidetrack - Spring/Summer 2018 - 70
Insidetrack - Spring/Summer 2018 - New Members
Insidetrack - Spring/Summer 2018 - 72
Insidetrack - Spring/Summer 2018 - CapEx: An Industry-Wide Look at Who’s Spending What
Insidetrack - Spring/Summer 2018 - Railway Supplier Buyers’ Guide
Insidetrack - Spring/Summer 2018 - 75
Insidetrack - Spring/Summer 2018 - 76
Insidetrack - Spring/Summer 2018 - 77
Insidetrack - Spring/Summer 2018 - 78
Insidetrack - Spring/Summer 2018 - 79
Insidetrack - Spring/Summer 2018 - Advertiser.com
Insidetrack - Spring/Summer 2018 - 81
Insidetrack - Spring/Summer 2018 - 82
Insidetrack - Spring/Summer 2018 - cover3
Insidetrack - Spring/Summer 2018 - cover4
https://www.nxtbook.com/naylor/CRSB/CRSB0118
https://www.nxtbook.com/naylor/CRSB/CRSB0217
https://www.nxtbook.com/naylor/CRSB/CRSB0117
https://www.nxtbook.com/naylor/CRSB/CRSB0216
https://www.nxtbook.com/naylor/CRSB/CRSB0116
https://www.nxtbook.com/naylor/CRSB/CRSB0215
https://www.nxtbook.com/naylor/CRSB/CRSB0115
https://www.nxtbookmedia.com