I was waiting in a security line at the airport last week when someone brushed past the woman and child behind me to jump the line. I was struck by the rudeness (and boldness) of this act of incivility and so I discretely pointed it out to the offender. They responded by raising their voice, denying the act, and telling me to mind my own business in a fit of profanity. Whew! That took the initial incivility to a whole other level!
A workplace investigation will often start with an internal dispute between co-workers. The issue for an investigator will usually be to hear the evidence and to determine what was said or done, and to then determine whether the conduct in question was contrary to the standard of behaviour expected under an organization’s policies.
This is the first in a series of blog posts that I will be writing on data and investigations.
The ultimate goal of organizations is to get into what we at Rubin Thomlinson call “the zone” – the optimal workplace that is characterized by respect, civility, tolerance, inclusivity, and no, or few, employment-related legal problems.
I recently investigated a case where I needed to assess whether the discriminatory conduct that I found contributed to a poisoned work environment (PWE). This topic was explored in a previous blog post by RT, but I felt it was time for a more recent and in-depth look.
Social media can be a great way to connect with friends and family, especially those people we don’t often get to visit in person. Unfortunately, social media can also be a venue in which workers make demeaning, threatening, and insulting comments about colleagues and supervisors.
When organizations retain a workplace assessor to help reveal employee experiences of workplace harassment and sexual harassment, they usually ask the assessor to make recommendations as to what the organization should do next.
This is the second of a series of three posts in which I summarize what independent workplace assessments have revealed about the Canadian Armed Forces’ struggle to address sexual misconduct in the profession of arms.
Canada’s Defence Minister Anita Anand recently advised Parliament that she has ordered the Canadian Armed Forces to plan significant operational changes, meant to ground the cultural transformation required to reduce the CAF’s high rate of sexual misconduct amongst service members.