Eliminating harassment and discrimination: CAMH Annual Report 2004

CAMH Annual Report

Rhoda Beecher, Danielle Larmand, Rhonda Mauricette and Michele Choma discuss policy changes

In a workplace of 2,700, differences of opinion are expected.

It was a sobering moment when the senior management team at CAMH heard from the employee survey done in 2000 that some employees at CAMH had experienced racism, sexism, ageism and homophobia as part of their life on the job at CAMH. It was even more disconcerting to hear that they did not feel safe about reporting these incidents when they did occur.

"This validated our belief that there was a problem, and with this information we knew we had to act sooner rather than later," says Rhoda Beecher, Vice President of Human Resources and Organizational Development. "A policy on harassment and discrimination is essential in any large organization, but in one with a strong commitment to diversity it becomes even more important. We also knew we couldn't do this alone."

That is when Human Resources approached the two unions representing staff at CAMH (ONA and OPSEU) and asked them to be a part of the discussion. These groups collaborated with the Diversity Programs Office to create a policy that is respectful of staff while clearly stating what's unacceptable behaviour and how staff should deal with complaints.

"I am thrilled that we had a relationship with the two unions representing CAMH that allowed us to work together. The unions took an active role in designing the policy and the training. All three parties have just reviewed the policy after its first year. The changes we made make the policy more comprehensive than ever, with language about bullying (that didn't exist before) and terminology to include transgendered and transsexual people," says Beecher.

Danielle Larmand is especially pleased about the inclusion of bullying. The bargaining unit president of the Ontario Nurses Association and a registered nurse at CAMH says, "We may be flooded with complaints and concerns, but it will capture everything not included under harassment and discrimination." She agrees about the need for the policy and applauds the joint venture. "I think we're the only local that has a joint policy with its employer."

To date, over half the staff at CAMH have been trained on the policy under the watchful eye of Rhonda Mauricette, the Organizational Development and French Language Services Consultant responsible for the training. She says our staff has welcomed the policy: after every session, at least one person comes forward to talk with her about specific issues relating to diversity, discrimination or harassment. Sometimes she can give them suggestions on how to approach the issues on their own; other times she refers them to Human Resources.

Since the inception of the policy, the number of complaints received about harassment and discrimination in Human Resources has decreased. "We are proud of this fact," says Beecher. "To me, that means our policy and training about the policy is working and that people now feel they have permission to step forward."

Sometimes the issues end up at hearings. "It's very gratifying to get notes after a harassment or discrimination hearing," said Beecher. "People do not always agree with the end result but they do say that they appreciate being heard and that they felt they were treated respectfully through the process."

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