OHS Bullying/Harassment/Discrimination/Lateral Violence

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As with every other profession and the clients and communities we serve, some of our fellow colleagues are also suffering from the abuse of Workplace Bullying (WPB). The perpetrators of this abuse may be supervisors, managers, peers (lateral violence or mobbing), or members of multi-disciplinary teams (physicians, doctors, nurses, pastors, police officers, teachers and administrators). Workplace Bullying does not discriminate among professions or ranks within each profession. Social Workers who have high caseloads, frequent crisis interventions, high staff turnover, work with a variety of educational and training backgrounds, frequently changing guidelines and leadership, and lack consistent (mentoring/supportive) supervision, may have heightened risk factors to workplace bullying. In addition to WPB, the added risk factors for social workers can also include high stress, ill-health and burnout, compassion fatigue, vicarious trauma, and secondary stress trauma. The aim of this Took Kit is to offer support by providing information and resources for our fellow social work practitioners.

Alberta Human Rights Commission Alberta Human Rights Commission

Mental or physical disabilities and discrimination
A printable PDF version of this information sheet is available. The Alberta Human Rights Act prohibits discrimination based on physical and mental disabilities.

Duty to accommodate
This interpretive bulletin provides information for people who: are required to accommodate individuals in accordance with human rights legislation; need accommodation; and are involved in the application of human rights law. The information is intended to: increase understanding of what accommodation means; increase awareness about the duty to accommodate; and assist in the development of effective policies and procedures. The situations described in this bulletin are examples only. If you require more detailed or individualized information on the topic of accommodation, please contact the Alberta Human Rights Commission.

Alberta Safety Council Alberta Safety Council

Preventing Workplace Violence One Day Course
Being aware of and understanding the causes and occurrences of workplace violence is the first step towards eliminating, or at least preventing, violent incidents on the job. This course will build your understanding of the types and causes of workplace violence and prepare you to recognize the signs of possible violence. You will learn to deal with actual situations and take steps towards creating a violence-free workplace.

am Training am Training

Diversity Exercise
This activity can be used with any group of people as a way of raising diversity issues in an amusing way

Amazon.ca Amazon.ca

Book – Client Violence and Social Worker Safety Prevention, Intervention, and Research by Christina E. Newhill PhD (Author)
Effective methods are described together with specific recommendations for approaching, engaging, and intervening with violent clients in both office and field settings. Skills development exercises and guidelines for developing and implementing an agency safety plan enhance the book’s utility as a training tool and professional resource.

Birth International Birth International

Horizontal Violence in the Workplace Horizontal violence is hostile and aggressive behaviour by individual or group members towards another member or groups of members of the larger group. This has been described as inter-group conflict. ( Duffy 1995).Horizontal violence is endemic in the workplace culture and it is an unacceptable and destructive phenomenon. All members of every workplace are urged to work together to address the issues of oppression and eliminate this unhealthy behaviour from the workplace

Canada Red Cross Canada Red Cross

Downloadable Course - Ten Steps to Creating Safe Environments for Organizations and Communities
Thee purpose of the Ten Steps course is to equip businesses, organizations and communities to manage risk by preventing and responding to violence, abuse and bullying proactively through a customized action plan.

Canadian Centre for Occupational Health and Safety Canadian Centre for Occupational Health and Safety

Psychosocial Risk Hazards in the Workplace Thirteen psychosocial risk (PSR) factors have been identified by researchers at Simon Fraser University based on extensive research and review of empirical data from national and international best practices.

Bullying and Harassment in the Workplace

Online Courses:
Bullying in the Workplace
Domestic Violence in the Workplace
Violence in the Workplace: Awareness FREE!
Violence in the Workplace: Establish a Prevention Program
Violence in the Workplace: Recognize the Risk and Take Action
Workplace Violence in the Canadian Federal Jurisdiction:
Health and Safety for Managers and Supervisors (E-course) Managers and supervisors have the front-line responsibility to protect workers and keep the workplace safe. In this online course, learn how to recognize hazards and take effective preventive actions to prevent injuries and foster a safety culture at your workplace

Canadian HR Solutions  Canadian HR Solutions

Employers are required to protect the mental and physical health of their employees. This includes protection from harassment, violence, and bullying. Some employers have been held liable for exposing employees to unsafe work environments that have resulted in psychological harm. Investing in workplace health and wellness makes good business sense. Attendees leave our workshops with the tools to deliver immediate impact where they work. Canadian HR Solutions offer resources and expertise to build respectful workplaces with high-performing employees

Canadian Initiative on Workplace Violence Canadian Initiative on Workplace Violence

Workplace Harassment Investigations
Employers are often criticized for their failure to conduct proper workplace investigations. The problem isn’t that the employer hasn’t investigated; but that the investigation was flawed, inadequate or biased. Workplace investigations are a mandatory in cases of alleged workplace violence and harassment. Done well, a workplace investigation can save the organization money and resources, as well as, ensuring the health and safety of employees.

Canadian Red Cross Canadian Red Cross

Respect in the Workplace Learn to spot and understand workplace bullying, harassing and discriminating behaviours in yourself and in your colleagues. Respect in the Workplace equips you to eliminate these harmful behaviours in a mutually-respectful, self-empowering way that helps to build a more positive team and a safer, healthier workplace.

Ten Steps to Creating Safe Environments for Organizations and Communities Ten Steps is a straightforward risk management course to help businesses, organizations and communities to prevent violence, abuse and bullying. Learn to customize a concrete action plan to prevent and respond proactively to these threats.

Canadian Women’s Health Network Canadian Women’s Health Network

Aboriginal lateral violence
A factsheet about lateral violence and how it impacts Aboriginal people. Explains how, unlike workplace bullying, lateral violence differs in that Aboriginal people are now abusing their own people in similar ways that they have been abused. Describes a cycle of abuse with roots in factors such as: colonisation, oppression, intergenerational trauma and the ongoing experiences of racism and discrimination.

Child Welfare Information Gateway Child Welfare Information Gateway

Cultural Competence
Resources to help workers, agencies, and systems better understand and enhance their cultural competence. Includes information on working with children, youth, and families; disproportional representation of minority groups in the child welfare system; culturally competent services; training for child welfare staff; and the specific role of cultural competence in child maltreatment, out-of-home care, and adoption.


CPI's Top 10 De-Escalation Tips
Download this free guide for tips on defusing difficult situations. What really works when it comes to de-escalating anxious, hostile, or challenging behavior? How you respond to the behavior is often the key to defusing it. CPI’s Top 10 De-Escalation Tips is filled with simple and effective strategies to help you:

Creative Spirits Creative Spirits

Bullying & Lateral Violence
Almost every youth has experienced violence from their peers—called lateral violence. Read how a life-time of oppression affects Aboriginal people.

Denver Foundation Denver Foundation

Inclusive Project
The Denver Foundation's the Inclusiveness Project:A publication for nonprofits and funders.
Free tool to define inclusiveness and its benefits. The publication is also designed to assist organizations in preparing to do inclusiveness work; specifically, in understanding how to "Make the Case" for doing inclusiveness work within their own organization. It also includes highlights of research from the various reports the foundation has issued, as well as sector-wide data about inclusiveness. 

First Reference First Reference

Workplace violence and harassment prevention: A practical guide for employers
How to develop and implement a prevention program and policies that comply with legal Requirements,Author: Adam Gorley (updated 2011) First Reference Compliance & Best Practices Guides Employers have legal obligations to prevent incidents of violence in the workplace. This guide offers the methodology for building a violence prevention plan and highlights the legal/HR issues, policies and steps that must be taken


Lateral Violence: Overview
Signs and Symptoms. * Types and Impacts of
Lateral Violence

Healthy Workplaces for Helping Professions Project Project Healthy Workplaces for Helping Professions Project Project

The Healthy Workplaces for Helping Professions Project This project is focused on workplace health and wellness for leaders, supervisors, and front-line staff who work in the human-services industry (over 400 agencies) in Alberta. Their are research partnerships, wellness workshops, resources and more. Membership in the HWHP project is open to professionals in the human-services industry in Alberta. Their mission is to serve the over 17,000 persons who work in the following areas: child and youth care child and family services home visitation disabilities services women’s shelters

Health Risk Daily Assessment This tool provides a way for front-line staff to assess risks on a daily basis. 

The Helping Cycle this tool provides a way for front-line staff and supervisors to assess risks in specific situations and to find ways to grow challenges into strengths rather than hazards into stress.


Law Now (Canada) Law Now (Canada)

Harassment as a New Workplace Safety Issue January 5, 2018 By Peter Bowal and Thomas D. Brierton
Introduction Since harassment is the biggest trending topic related to the workplace, it seems opportune to highlight the harassment provisions in the new Alberta occupational health and safety (“OHS”) legislation, which is known as Bill 30: An Act To Protect The Health And Well-Being Of Working Albertans...

Miller Thomson Miller Thomson

Workplace Harassment Investigations: What Employers Need to Know
Conflict between employees and misconduct by employees is a fact of employment life in most workplaces. An employer may be required to conduct an investigation into incidents and complaints of workplace harassment or violence. Applicable governing legislation in Ontario, for...

National Child Traumatic Stress Network (NCTSN ) National Child Traumatic Stress Network (NCTSN )

Psychological First Aid Online
PFA online includes a 6-hour interactive course that puts the participant in the role of a provider in a post-disaster scene. This professionally-narrated course is for individuals new to disaster response who want to learn the core goals of PFA, as well as for seasoned practitioners who want a review. It features innovative activities, video demonstrations, and mentor tips from the nation’s trauma experts and survivors.

Not Your Baby App Not Your Baby App

Not Your Baby is a mobile app to help people deal with sexual harassment at work, school, transit, home or in public spaces. It’s a “sexual harassment response generator”. Once installed, the app allows users to input where they are and who’s harassing them – such as a boss, coworker, family member or fellow student. A possible response is generated “in the moment”, based on the input of people who’ve shared what they’ve done to deal with similar instances of harassment iphone and itunes or android

Online Learning Enterprises Inc. Online Learning Enterprises Inc.

Online Learning Enterprises Inc Workplace Violence and Harassment Training
Your employees should be free to work in a safe environment, protected from workplace violence or workplace harassment. Unfortunately, issues like workplace sexual harassment are becoming more and more common. Our Workplace Violence and Harassment training online will decrease harassment incidents and protect your employees.

Public Learning Safety Health Public Learning Safety Health

Workplace Bullying and Domestic Violence Webinar “Catch it early” is the theme of this webinar on workplace bullying and harassment

Respect In The Workplace Respect In The Workplace

Respect in the Workplace Program Respect in the Workplace (RIW) was developed to provide organizations with a bilingual and cost-effective harassment, bullying and discrimination solution for adult relationships.

Sage Journals Sage Journals

The Road to Psychological Safety, Legal, scientific and social foundations for a national standard for psychological safety in the workplace. Shain, M., Ian Arnold, and GermAnn, K. Mental Health Commission of Canada.
“Over the last 20 years there have been significant developments in both law and various scientific disciplines with regard to defining the need for, and characteristics of, what has been termed the psychologically safe workplace. A psychologically safe workplace, for these purposes, is defined as one that is the result of every reasonable effort being made to protect the mental health of employees. A psychologically safe workplace is one that allows no significant harm to employee mental health in negligent, reckless or intentional ways. This term is used to summarize trends in several branches of Canadian and English law including torts, contract, collective bargaining, human rights and occupational health and safety.

Syntrio Syntrio

Discrimination Online Training Related to Discrimination and Harassment Prevention
Intended to promote lawful employment practices and foster a more respectful work environment

The Social Work Podcast The Social Work Podcast

Client Violence: Interview with Dr. Christina Newhill
In this podcast, Dr. Newhill defines client violence, talks about why social workers should be concerned with client violence and identifies which social workers are at greater risk for violence. She discusses some ways to assess a client’s potential for violence, how to intervene with a violent or potentially violent client, and identifies some strategies for increasing worker safety. We end our interview with information about existing research and resources for social work educators.

Newhill, C. E. (n.d.) Client violence workshop handout. Author.

University of Calgary Faculty of Education University of Calgary Faculty of Education

Diversity Toolkit
Dr. Darren Lund and the Faculty of Education at the University of Calgary presents a “Diversity Toolkit”. This site offers a variety of on-line resources, funding sources, glossaries, examples of projects, and selected readings to help you with you diversity related event or issue.

uOttaw Human Rights uOttaw Human Rights

Sexual harassment: Online training

This site was created to raise awareness in the University community on matters relating to sexual harassment. It provides a dynamic interactive online experience where you will learn:

  • How to recognize, respond to and prevent sexual harassment
  • What the law says
  • What your responsibility is as a member of the University community