Self-Assessment Questionnaire : Is it harassment?

Read all the questions and answers (includes links to resources)
1. In my opinion, is this an unresolved conflict between my colleague and me?
  - Yes: Consider contacting the Office of Informal Conflict Management (OICM), which offers consultations with practitioners who will refer you to the appropriate service for your situation.
  - No: Please answer the following questions to help you determine whether this is harassment.
2. Have I asked the person to stop the behaviour?
  - Yes: You have done the right thing by asking the person to stop their behaviour. Be sure to discuss your situation with a manager you trust. If this is not possible, contact an HCE advisor for a consultation. They will be able to guide and advise you on the right process for you.
  - No: If possible, talk to the person in question and tell them that you are uncomfortable. If someone does or says something that you don't like, the best option would be to have a respectful conversation with that person. This person may not realize the impact of their actions or words on you. Misunderstandings and clashes in the workplace are common. If you're uncomfortable with approaching the person on your own, the Office of Informal Conflict Management offers facilitated conversation services.
3. Have I tried to discuss the matter with my manager or my manager's immediate supervisor?
  - Yes: You did the right thing by discussing the situation with a supervisor you trust. If this has not had any effect, contact an HCE advisor for a consultation. They will be able to guide and advise you on the right process for you. If you wish to make a formal complaint, the advisor will provide you with a form and assist you throughout the formal process.
  - No: We suggest that you speak with your manager or your manager's immediate supervisor. Management has a responsibility to take action. The Office of Informal Conflict Management will also be able to give you advice to help you find the words to start a difficult conversation.
4. Have I ever considered using the informal resolution services of the Office of Informal Conflict Management?
  - Yes: You did the right thing by using informal resolution processes. Contact an HCE advisor for a consultation if your efforts to resolve informally did not have the desired effect. They will be able to guide and advise you on the right process for you. If you wish to make a formal complaint, the advisor will provide you with a form and assist you throughout the process.
  - No: Consider using the services of the OICM. The OICM offers consultations with practitioners who will refer you to the appropriate service for your situation. See a list of the OICM available services.
5. Was it a series of events, or one isolated but serious incident?
  - Yes: For your situation to be considered harassment, it must be, among other things, a series of events or an isolated but serious incident. Please answer the following questions to help you determine whether this is harassment.
  - No: For your situation to be considered harassment, it must be, among other things, a series of events or an isolated but serious incident. If, for example, it was an isolated minor incident or a conflict between co-workers, there are several other resources available to you. By using the right resource for your situation, you will be more likely to achieve the desired outcome. Contact or visit the Office of Value and Ethics or the Office of Informal Conflict Management for more information, no matter your situation.
6. Am I being targeted specifically and treated differently than my other colleagues?
  - Yes: For your situation to be considered harassment, you must have been, among other things, personally targeted by the behaviour or the behaviour directed one of the group describe in the 13 grounds of discrimination* in the Canadian Human Rights Act. Please answer the following questions to help you determine whether this is harassment.
    *The 13 prohibited grounds of discrimination are: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, genetic characteristics or a conviction for which a pardon has been granted or a record suspended (pardoned conviction).
  - No: For your situation to be considered harassment, you must have been, among other things, personally targeted by the behaviour. However, it may still be harassment if the behaviour or words were discriminatory based on one of the 13 grounds described in the Canadian Human Rights Act, even if the words were not directed at you. There are several resources that can help even if the behaviour does not meet the criteria that defines harassment. We encourage you to contact or visit the Office of Value and Ethics or the Office of Informal Conflict Management.
7. Does the behaviour exceed the usual and reasonable limits of workplace interactions?
  - Yes: Behaviours such as rude and degrading comments and abuse of authority are examples of what could be considered harassment. If in doubt, request a consultation with one of our harassment advisors. Visit our iService pages for more examples of what constitutes harassment. Please answer the following questions to help you determine whether this is harassment.
  - No: Behaviours or situations such as the normal exercise of the right to manage and take corrective or disciplinary action when justified do not constitute harassment. Behaviours must exceed the reasonable limits of workplace interactions. See other examples of what does not constitute harassment. If someone does or says something that you don't like, the best option would be to have a respectful conversation with that person because they may not realize the impact of their actions or words on you. You can also talk to a trusted supervisor about it. The Office of Value and Ethics, and Office of Informal Conflict Management are also available resources.
8. Would my colleagues consider the behaviour inappropriate or offensive?
  - Yes: In order to determine whether a situation constitutes harassment, you must consider if a reasonable person, well informed of the circumstances and in the same situation as you, would have perceived the behaviour as offensive or unwanted. The behaviour in question is assessed not only in terms of its impacts on the individual, but also according to a reasonably objective standard. Please answer the following questions to help you determine whether this is harassment.
  - No: In order to determine whether a situation constitutes harassment, you must consider if a reasonable person, well informed of the circumstances and in the same situation as you, would have perceived the behaviour as offensive or unwanted. The behaviour in question is assessed not only in terms of its impacts on the individual, but also according to a reasonably objective standard. There are several resources that can help even if the behaviour does not meet the criteria that defines harassment. Contact or visit the Office of Value and Ethics or the Office of Informal Conflict Management for more information on the services available to you.
9. Did I feel humiliated, demeaned, embarrassed, threatened or intimidated?
  - Yes: For behaviour to be considered harassment, you must have been, among other things, offended or harmed. Please answer the following questions to help you determine whether this is harassment.
  - No: The behaviour may not have been directed at you, so you did not personally feel humiliated, demeaned, embarrassed, threatened or intimidated. However, it may still be harassment if the behaviour or words were discriminatory based on one of the 13 grounds described in the Canadian Human Rights Act. Sometimes a person or group of people can have a negative impact on the workplace. Although their behaviour might not target you directly, they can still have a strong impact on you and your colleagues. Don't be afraid to speak up!
  - For behaviour to be considered harassment, you must have been, among other things, offended or harmed. Please note that other resources are available such as the Office of Value and Ethics and the Office of Informal Conflict Management, even if your situation does not meet the definition of harassment.
10. Is this retaliation for having raised my concerns about a potential harassment situation?
  - Yes: Reprisals following a harassment complaint or after you have spoken to your manager about your situation, for example, are considered harassment. Please contact one of our advisors. They are here to help. Reprisals following a formal complaint will not be tolerated under any circumstances.
  - No: Answer the following questions to help you determine whether this is harassment.
11. In my opinion, do the behaviours I was subjected to fall into one or more of the following categories?
  1. Sexual Harassment
  2. Cyberbullying
  3. Discrimination
  4. Objectionable act: any behaviour or comment that demeans, humiliates, embarrasses, intimidates or threatens.
  5. Inaction: when a manager fails to act in response to harassment or inappropriate behaviour by one or more individuals in the workplace.
  6. Duty to accommodate: refusing to accommodate an employee, ignoring requests for accommodation, demeaning a person who has made such a request or giving the employee the impression that they must work harder than others and giving the impression that accommodation is a privilege.
  - Yes: There are several categories of harassment. For more information, contact one of our advisors.
  - No: Several resources are available to you even if the behaviour or situation does not meet the criteria of harassment. Contact or visit the iService pages of the Office of Value and Ethics and the Office of Informal Conflict Management for a description of their services.
12. After reading the “Am I being harassed at work?” section and answering questions 5 to 12, do I believe that I am victim of harassment in the workplace?
  - Yes: The HCE is here to help. Contact an advisor for a consultation. They will be able to guide and advise you on the right process for you. If you wish to make a formal complaint, the advisor will provide you with a form and assist you throughout the formal process.
  - I'm not sure: You can always contact an HCE advisor to talk about your situation. They will be able to guide and advise you on the right process for you. If you wish to make a formal complaint, the advisor will provide you with a form and assist you throughout the formal process. In addition, several resources such as the Office of Values and Ethics and the Office of Informal Conflict Management are available to you.
  - No: We suggest that you talk to the person in question to stop the behaviour you did not like or talk about your discomfort with a trusted supervisor. In addition, several resources such as the Office of Values and Ethics and the Office of Informal Conflict Management are available to you.