The exclusive event, People Working Together in the Post #MeToo, Gender Complex Workplace, was an interactive panel discussion facilitated by Jeff Aplin, CEO at David Aplin Group. The seminar delivered industry-inspired insights from three thought leaders, including Trudy Pelletier, an expert communicator for critical conversations, a Senior HR Executive from a local business, and an Employment Lawyer from a local law firm. The panel provided a well-rounded discussion from all perspectives, bringing to light the tough topics most relevant in today’s workplace and the legal risks of ignoring important changes to employment laws.
The panel discussions featured an overview of two case studies with interactive table talks. These sessions provided best practices for workplace conversations that would expand trust, communication, and accountability, while improving team dynamics for higher performance. The impact of the #MeToo movement combined with today’s gender diversity is an important management topic that all organizations need to learn how to respond to.
From left: Jeff Aplin, with Trudy Pelletier, Erika Fox, Director of HR at Canpotex Ltd., and Robert Frost-Hinz, Partner at MLT Aikins LLP, paneling the seminar in Saskatoon on March 11.
The Me Too Movement
The #MeToo Movement can serve as a platform to increase collaboration between those of diverse cultures, backgrounds, and genders, regardless of how someone chooses to identify or express themselves. The workplace in general needs to see a shift in language that supports a post #MeToo environment, such as “man” hours, “man” power, or how people are accepted or treated for taking maternity leave vs. paternity leave.
Laws are being introduced to protect workers from any type of harassment and discrimination, making it easier for them to come forward with claims. Companies need to stay ahead of the curve by taking a proactive approach to protecting employees. Every employer must have a policy on sexual harassment and company core values must always be upheld by all employees, to establish clear expectations for what is expected in the workplace.
Diversity and inclusion need to be prioritized. The workplace is increasingly becoming more diverse with laws being made to protect people from being discriminated against on account of their sexual orientation and/or gender identity. Organizations and their employees must be aware of these laws and adapt to these changes. Company policies should be aimed at helping employees adapt to these changes with proper training and communication.
The key takeaway is that the message must come from the top. Leadership and HR departments must focus on effective communications and take a stronger stance against sexual harassment and discrimination of any type with zero-tolerance policies. But it is also important for employees to feel safe and comfortable speaking up when they are faced with discrimination or experiencing harassment in the workplace.
“Loved the content that was presented, and the case study format! Kudos to the David Aplin Group for tackling this sensitive but important topic! There needs to be more talks about this; we must keep the conversation flowing. Diversity and inclusion in the workplace, dealing with unconscious and cultural biases in the workplace is paramount. The presenters were knowledgeable, real and honest!” – Attendee
About David Aplin Group
David Aplin Group is a full-service recruitment solution provider for temporary, contract, and permanent roles and is one of the most trusted recruiting firms in Canada. With 45 years of experience, offices coast to coast, a senior team of deeply specialized recruiters and extensive local, national and global networks - we help organizations find the absolute best talent. Please visit www.aplin.com for more info.
David Aplin Group is a private family and employee-owned Canadian staffing agency founded in Alberta in 1975, recognized as one of Canada's most trusted recruiting firms.