Policing Standards Manual: Workplace Harassment 2000

Policing Standards Manual (2000) - Equal Opportunity, Discrimination, and Workplace Harassment

• Equal Opportunity is consistent with the Police Services Act (PSA), needing sensitivity to multiculturalism and ensuring services represent communities.

• Ontario Human Rights Code requires accommodation by employers, unless undue hardship for the employer, considering costs, funding, and health/safety.

• Section 47 of the PSA addresses accommodation for disabled police service members, following the Ontario Human Rights Code.

• Harassment is defined as vexatious comments/conduct known to be unwelcome.

• Employers, representatives, and coworkers are prohibited from harassment based on race, ancestry, place of origin, color, ethnic background, citizenship, creed, sex, age, record of offences, marital status, same-sex partnerships, family status, or handicap.

• Sexual remarks/physical contact are prohibited harassment. Sexual advances or solicitations by those with power are prohibited if known to be unwelcome.

• Police Services Board policy prioritizes equal opportunity and workplace harassment prevention.

• Procedures should be established consistent with the Ontario Human Rights Code, including recruitment, selection, career development and promotion.

• Merit-based hiring, promotion, and job practices are essential criteria.

• Job qualifications will be identified.

• Job qualifications must be essential, legitimate, directly related to the job responsibilities, and impossible to meet without undue hardship in order to accommodate individual employees.

• Recruitment procedures should indicate knowledge, skills, and abilities required, define when recruitment happens internally or externally, and specify a strategy for advertising positions, offering reasonable response time, and accessible process to apply.

• Selection process needs a strategy consistent with the Ontario Human Rights Code, assessing qualifications fairly, considering qualifications earned outside Canada, and ensuring processes are easily understood by applicants.

• Promotion procedures follow similar standards: indicating requirements, establishing training for those responsible, and ensuring processes are consistent with the Ontario Human Rights Code, and ensure qualifications developed are reasonable, genuine, and directly related to the job.

• Policies should address workplace communication, conflict resolution, and prevention.

• Communication should not reinforce stereotypes.

• Display of sexist, racist, or offensive materials should be prevented.

• Policies must be consistent with Ontario Human Rights Code and section 47 of the Police Services Act.

• Accommodation for disabled individuals should be ensured equitably.

• Accommodation for family responsibilities, religious practices, and pregnant women should be addressed.

• Specific needs of applicants and employees should be assessed and addressed.

• Supervisors should understand their responsibilities to maintain a fair, positive environment.

• Performance appraisal systems should be implemented for officers.

• Training is needed on race relations, diversity, human rights, and review services' policies on equal opportunity, discrimination and harassment.

This quiz focuses on the standards outlined in the Policing Standards Manual regarding equal opportunity, discrimination, and workplace harassment. It covers key legislation such as the Police Services Act and the Ontario Human Rights Code, addressing harassment laws and employer responsibilities in the workplace. Test your knowledge on how these principles apply in policing settings!