Blogs

If you work in Ontario, you may have heard the words “Bill 132” mentioned or heard that some sort of legislature takes effect on Sept 8.  These terms might sound ambiguous or confusing, but they will soon make a big impact in how you work: your employer will now be required to create clear policies and procedures to protect you from sexual harassment, domestic violence, and sexual assault.  This means that if someone reaches out for help at work, there should be an immediate action plan in place to guide how they can be accommodated through paid/unpaid absences, revised responsibilities, an

More than one in three people in a 2016 Canadian survey believe that at least one of their colleagues was experiencing or had experienced domestic violence.

One in three!

Would you know what signs to look out for?  Do you know someone whom you think is facing abuse?  Would you know how to act appropriately?

There are so many questions that you might have and it can seem overwhelming, so we’re going to do our best to answer all of them so you can be confident in how you can help!

Intimate partner sexual violence (IPSV) refers to all forms of sexual violence which occur in the context of an intimate relationship between current or former partners.

As the separate high-profile trials involving former CBC radio host Jian Ghomeshi and musical artist Kesha concluded a few weeks ago, the lack of support and resources for victims of sexual violence has been brought into the spotlight.  What’s more, the events following the outbreak of the scandal has also thrust an unlikely subject into the limelight: the workplace.

This year’s theme for International Women’s Day is #PledgeForParity. The theme highlights the gender parity that women still struggle to achieve economically, socially, culturally, and politically.  The theme is timely.  Financial abuse is a common tactic that is often used to control the woman in domestic violence situations.  If she wants to leave an abusive relationship, her choices are limited by her ability to leave the relationship, earn a living and make a new life for herself and children. We also know that abuse impacts work performance and income as well as potential job loss.

On Family Day February 15, 2016 Make It Our Business (MIOB) is recognizing the 100 Organizations who have recently completed workplace trainings. Since we launched our Make It Our Business workplace training program five years ago, over 400 companies have participated in our trainings to learn how to recognize and respond to domestic violence in the workplace!

The 16 Days of Activism is an international campaign originating from the first Women's Global Leadership Institute coordinated by the Center for Women's Global Leadership in 1991. The year 2015 marks the 20-year anniversary of the Beijing Declaration and Platform for Action, the most progressive road map to gender equality we have.

There are a lot of factors that go into answering this question. Some factors are specific and immediate: wages/salary; comprehensive benefits; flexibility of work hours and/or ability to work from home when needed. Other qualities are more long term, such as job security, professional development opportunities, and the potential to move up over time. The physical environment also matters (Is the workplace accessible? Is it a pleasant space to spend time in?), as do co-worker relationships and workplace atmosphere.

Every Mother’s Day, we recognize the hard work, emotional labour, and unconditional love that goes into mothering, and celebrate mothers for their integral role in our own lives and in society. After all, being a mother is a job that never ends and sometimes goes underappreciated.

Improve our health. Spend time with loved ones. Develop work life balance. We often make personal New Year’s resolutions that focus on what we need to be healthy, happy, productive individuals. But what about New Year’s resolutions for the workplace?