Sharpen the lines of harassment

This article is the second in a series of four weekly articles that explore important Concordia policies.

Invaluable or in violation?

Working together in any environment, especially one as professionally and ideologically rich as Concordia’s, conflicting viewpoints and differing interpretations are inevitable.

At Concordia, we pride ourselves on our diversity and our right to academic freedom. Engaging in frank discussion on potentially controversial topics is even addressed in our Code of Rights and Responsibilities, which outlines the rights that we all share as members of this community.

How, then, do you recognize when something that you are doing, saying or experiencing is counter to our shared values, unhealthy or in violation of your rights as a member of the Concordia community?

Harassment won’t do

Harassment, as defined by the Code of Rights and Responsibilities, constitutes repeated, ongoing and unwelcome, troublesome conduct that could be in the form of sexual or psychological harassment. Harassment is in conflict with our right, as members of the university, to reasonably expect to pursue our work and other activities related to university life in a safe and civil environment.

We’re all working together to promote respect and a healthy working environment on campus for students, faculty and staff. Harassment simply will not do.

Cut and dry

We’re all human and things are rarely cut and dried. That’s why there’s the Policy on Harassment, Sexual Harassment and Psychological Harassment (HR-38). It is designed to help the Concordia community take all reasonable steps to do three things:

• maintain a climate of work that is devoid of harassment;
• contribute to the sensitization, education and training to prevent harassing behaviour; and,
• provide the support and redress to those who believe they have been subjected to harassing behaviour by outlining clear steps for resolution and the recourses available.

Awareness is the best tool for prevention

Preventing harassment requires awareness of the impact our actions have on others. You can help by familiarizing yourself with the Policy on Harassment. It outlines your rights as well as the recourse for when your rights have been compromised.

Managers can help by attending the workshop Harassment in the Workplace. The three-hour workshop for managers is offered by the Office of Rights and Responsibilities and the Department of Human Resources at no cost to participants.

Key topics explored in the workshop include:

• Definition and types of harassment
• Sources and impact of harassment
• Managers and their obligations
• Concordia’s policies, procedures and resources

The next workshop takes place on November 20 from 1:30 to 4:30 p.m. in the Henry F. Hall Building, room H-760, 1455 De Maisonneuve Blvd. W., Sir George Williams Campus.

Please register by November 6.

The registration process for the training is managed through my empath within the MyConcordia portal. Please visit the Learning and Development Calendar on the Human Resources web page to sign-up.

Where to get help

If you have questions or concerns about the Policy on Harassment, or if you are experiencing a problem related to someone’s behaviour on campus and aren’t sure what to do, get in touch with the Office of Rights and Responsibilities.

It is independent and impartial. Anyone who is a member of the university can consult the Office of Rights and Responsibilities confidentially, without having to file a complaint.

Up to us

It is our responsibility to understand the Concordia policies. Awareness and comprehension of Concordia policies, such as the Code of Rights and Responsibilities and the Policy on Harassment, benefit all the members of the community.

Understanding the policies advances our collective goal by making sure that the rights enjoyed by each and every student, faculty and staff at the university are protected.