I work as a conflict resolution practitioner and “workplace conflict capacity-builder”. I am a strong advocate of workplace community building and I consider myself and to be a multi-partial (rather than impartial) support to all members of my institution. I am also a leader in a department of gifted and diverse human beings. I know that when tough issues arise, a foundation of community will support sustainable resolutions and lasting collaborations. In our current political and pandemic culture, I have been thinking about how our workplace communities can be compromised because of distance and differences.
A workplace investigation will not repair dysfunctional workplace relationships. A workplace investigation neither builds bridges, nor resolves interpersonal conflict. In fact, an investigation may make a difficult work environment even more difficult. So how do we put Humpty Dumpty back together again, if all the King’s horses and all the King’s people could not?
Queen’s IRC sat down with Anne Grant, the facilitator for our new Workplace Restoration program, to find out more about the topic and the program. In the interview, Anne shares her experience in workplace restorations, including the surprises she’s had along the way. She gives some insight into what makes workplaces toxic and how this program will help organizations that are experiencing disruptions like prolonged conflicts, increased harassment or grievance claims, leadership issues, strikes, investigations or significant organizational changes.
The #metoo movement has empowered many women who were the victims of unjust behaviour to come forward, although the movement has its own inequities by persecuting and often impacting the livelihood of the accused without due process, or any process whatsoever. This article will explore the complex considerations regarding sexual harassment in Canadian workplaces, consider the roles and obligations of all parties involved, and review the importance of investigations and due process in relation to workplace sexual harassment complaints.
How do you fix a hostile workplace after a strike, merger or other polarizing event? How do you create a healthy workplace after a harassment or grievance investigation? It can be difficult to rebuild the trust that has been lost between members of a team or in leadership, or both. But, according to Anne Grant, you have to bring people back to a joint vision of what the workplace should be.