Who is this toolkit for?
This series was designed to help employees and managers deal with workplace relational tension.
Description
Created with the Regroupement de réseaux en santé des personnes au travail (RRSPT), the purpose of this toolkit is to define psychological and sexual harassment, inform managers of their obligations and responsibilities, and provide them with the tools they need to fully exercise their role in order to maintain a healthy work environment. The toolkit is also aimed to empower employees as to how they can help maintain a healthy work environment and defuse or report an unpleasant incident. It also describes the process for handling a complaint and identifies both the informal and formal measures for dealing with a given situation.
This toolkit contains four videos, checklists to help employees and managers deal with workplace relational tensions, and a handbook that proposes a step-by-step way to sequentially implement the various tools described in the kit.
The episodes
- Harassment, incivility and conflict: What’s the difference?
The first video allows for a better understanding of psychological or sexual harassment, be able to distinguish this concept from similar ones (like incivility or conflict) and learn who is responsible for maintaining a healthy work environment.
- The obligation to prevent and stop harassment
The second video is aimed at helping managers understand the scope of their obligations to prevent and manage workplace harassment. Vigilance, warning signs, risk factors and management practices to maintain or re-establish a healthy work environment for everyone will be addressed.
- Appropriate workplace behaviour and key attitudes to adopt
The third video addresses the key behaviours to adopt to maintain a healthy work environment. This video describes the responsibility of each party to or witness of uncivil or “vexatious” conduct at work. It also covers the concepts of appropriate behaviour and attitude and self-evaluation, as well as the importance of being aware of workplace tensions and learning how to defuse them quickly before they develop into a human relations incident.
- Handling difficult interpersonal relationships – Possible ways to intervene
This final video covers the steps to take to resolve difficult interpersonal situations and presents, in detail, both informal and formal ways to intervene. The following topics are covered: direct dialogue, assisted dialogue, third-party facilitation, analysis of complaint admissibility, third-party mediation, tripartite mediation, investigation, feedback and post-investigation resolution. The video uses practical scenarios to present the content.
Content
For those in the workplace
For managers
- The principles and steps for managers to follow
- Factors that could create a hostile work environment and ways to intervene
- The attitude and behaviour expected of a manager who receives a complaint
How to get this toolkit
Contact Louise Landry, RRSPT General Manager, at louise.landry@rrspt.ca or at 418-646-3402, ext. 101.
