Spotlight on gender discrimination in the police force: FAQs about your rights, regardless of industry
Discrimination and harassment are, unfortunately, persistent conditions or features in some workplaces and organizations. However, egregious rights abuses have increasingly been under the spotlight. With more awareness comes opportunities to educate on one’s right to a healthy, equitable, just, and welcoming work environment regardless of an employee’s race, gender, sexual orientation, religion, ethnicity, and other protected characteristics or traits. The struggles of female police officers in Mississauga, Ontario, and Canada as a whole are also shining a light on legal recourse for those who have suffered in silence for too long.
Let Gary A. Bennett, Sharon A. Yeboah, and GAB Law Firm be your trusted voice as we navigate the legal landscape to help you start the process of healing and putting the challenges presented by a hostile and discriminatory work environment behind you. As employees come forward, it sends an important message – that such abuses will not be tolerated. There is an opportunity for society-wide change when consequences and positive corrective actions are taken, one organization at a time.
What struggles prompted the police officers to come forward?
A little context: Back in 2016, a landmark settlement was reached in a class-action lawsuit brought forth by more than 3,000 female RCMP officers. The $100 million settlement followed instances of sexual harassment, bullying, gender discrimination, and more going back decades in some cases. Three years later, a second $100 million settlement would be reached for female RCMP employees who worked in non-policing roles. Since that time, more women have come forth alleging systemic abuses that were not properly acknowledged and addressed by respective forces and departments across Canada – from Vancouver to right here in the Toronto area. So, the struggle and fight continues. And it, of course, transcends a single industry or line of work. Law enforcement is just the tip of the iceberg, and we have supported clients with claims representing the full range of industries and sectors.
What constitutes harassment?
The fact that you are going so far as to research labour law and employment firms already says a great deal about your situation. If you were prompted to begin the process of seeking legal representation related to your workplace, chances are there is a very good reason. If you are scared, dread, or fear going to work each day due to the likes of unwanted gestures, suggestive language, and other inappropriate actions and words, we want to hear from you. Remember: The right to a safe and non-hostile work environment is written into the Canadian Labour Code. Sexual harassment alone is defined by the code as conduct, language, gesture, and physical contact that is sexual in nature and causes “offence or humiliation” to employees. Discriminatory practices, too, based on gender or other protected classes/characteristics, may be holding you back professionally. So, it is important to also bring forth any concerns you may have about inequities in compensation, advancement/promotions, and other practices.
How can you help me feel more confident about coming forward?
We appreciate and empathize with how scary it can be to come forward, especially when it may feel like you are alone against a big, powerful company or organization. But you are most definitely not alone when partnering with highly experienced and compassionate employment and labour lawyers. It all starts by listening to you. From there, we can recommend appropriate next steps that balance the recourse and resolution you deserve with your comfort and safety amid potentially ongoing abuse.
To speak with a member of the GAB Law Firm in Mississauga, ON, please phone (365) 800-2090. Any communication is kept in the strictest confidence.
