Health and Safety ReportVolume 23, Issue 02

Gender-based violence, which affects workplaces across all industries and sectors, happens when a person faces abuse because of their gender identity, gender expression, or their perceived gender. The abuse can be physical, psychological, sexual, or economic in nature. While gender-based violence can impact anyone, women, people who are gender-diverse, and marginalized groups are disproportionately affected.

When gender-based violence intersects with other forms of discrimination, such as racism, ableism, and homophobia, it intensifies the challenges people may face. Workers with disabilities, Indigenous people, newcomers to Canada, and those in the 2SLGBTQIA+ community are at an even higher risk of experiencing workplace harassment and violence compared to their peers. The impact extends beyond affected workers, leading to lower morale, increased absenteeism, and reduced workplace performance. Gender-based violence costs the Canadian economy billions of dollars annually due to lost productivity, healthcare costs, and legal expenses.

How prevalent is gender-based violence at work?

A significant number of workers experience some form of gender-based harassment during their careers. Statistics Canada reports that 47 per cent of women have experienced some form of harassment or sexual assault in the workplace, while 2SLGBTQ+ workers are two to four times more likely to be targets of harassment or sexual assault at work than their cisgender and heterosexual counterparts.

Gender-based violence doesn’t just create hostile work environments, it also contributes to job insecurity, psychological distress, and financial instability. Economic dependence often prevents victims from leaving abusive work situations. They frequently face job loss, reduced earning potential, and lack of career advancement.

What gender-based violence looks like

A person’s unique identity and experiences often affect the way gender-based violence is carried out. For example: taking away a disabled person’s assistive device, telling a racist joke around a racialized person, or threatening to “out” someone who is 2SLGBTQIA+ (disclose their sexuality) to their loved ones or peers. In addition to physical violence, manipulation, bullying and harassment, digital harassment, rape and sexual assault are also forms of gender-based violence. Many of these types of harassment are illegal and may require involving the police or other authorities.

Gender-based violence doesn’t always happen out in the open – it can happen between people in romantic relationships, in families, at home, at work, and between friends, acquaintances, or strangers. It often occurs in private places between people who know each other, and it is often a pattern of behaviour.  

What employers and workers can do

Everyone has the right to a workplace where they feel safe. A thorough violence and harassment prevention program with an easy-to-reference written policy can reassure workers that their safety and acceptance are a priority. The policy should include the organization’s commitment to transparent reporting processes, access to survivor-centered support systems, and accountability for those responsible.

There are many reasons a worker might be reluctant to speak up. Survivors can face barriers to reporting incidents such as stigma, institutional inaction and fear of retaliation. Workers need to know that they can come forward safely and that their workplace harassment policy will be applied swiftly and consistently. Encouraging an ongoing dialogue about gender-based violence can help – workplaces with clear anti-violence policies and training programs report lower incidences of harassment and higher employee engagement.

Effective harassment and violence awareness training helps everyone understand what gender-based violence is, the steps to follow when it occurs, and how the employer will respond and hold everyone accountable. Training should also cover when and how to reach out to a coworker who may be experiencing gender-based violence. Allow the affected person to lead the conversation, listen without judgement, ask how to best support them, and respect their decisions and right to confidentiality.

A workplace where everyone feels safe and welcome

Everyone has a role to play in addressing gender-based violence in the workplace. A clear violence and harassment policy, supported by ongoing education and dialogue, can help everyone understand how systemic barriers and unconscious biases can affect the well-being of gender diverse colleagues, creating a culture of support and accountability.

Resources

• Gender-Based Violence, CCOHS
• About gender-based violence, Government of Canada
• The Facts About Gender-Based Violence, Canadian Women’s Foundation

In Canada, tobacco use is the greatest preventable cause of illness, disability and premature death. Smoking and exposure to second-hand smoke can cause cancer, respiratory and heart diseases, and other serious health effects. Vaping also exposes workers to chemicals that are harmful to their health.

Workplaces may wish to help workers who want to quit by offering access to a smoking and vaping cessation program. Workplaces benefit because workers who don’t smoke take fewer sick days, go on disability less often, and are less likely to retire early due to poor health. To facilitate a cessation program, follow these steps.

• Decide which program is right for your workplace. There are several approaches to help workers break the habit, and each one has its pros and cons. Decide which is best for your workplace based on the needs of your workers, human resources capacity, and budget.
• Commit with a policy. Introduce a smoke- and vapour-free policy to protect workers from second-hand exposure. Having a formal policy may encourage workers to avoid taking up the habit, and others to quit.
• Make the program part of your wellness culture. Include the cessation program in your overall wellness strategy to normalize the quitting process, make the program more accessible, and encourage workers to stay smoke- and vapour-free.
• Update the workplace’s health benefits. Consider updating health benefits to cover smoking and vaping cessation supports, like nicotine replacement therapy, prescription aids, and counselling services.
• Communicate and educate. Communicate the supports available to help workers quit smoking and vaping widely, on memo boards, during meetings, and on your intranet. Be sure to promote the benefits of quitting, including better health, quality of life, and personal finances.
• Engage workers to participate. Introduce technology, like a smoking cessation application, to help workers track their progress. Frequent check-ins with participants can keep them active and engaged.
• Use the power of peer support. Set up co-worker support groups and recruit wellness champions to help program participants through challenges, like dealing with cravings.
• Recognize and celebrate wins. Find meaningful ways to acknowledge successes, whether it’s one week, one month, or one year smoke- or vapour-free. Treat workers to something they enjoy, plan a team social event, or recognize achievements in a staff meeting or email.
• Evaluate and update your program. Review your program regularly to ensure it’s working. Look at participation and cessation rates, and survey workers for their feedback about what is working well and what can be improved.

Having a smoking and vaping cessation program can give workers the support they need to break the habit, while also fostering a healthier workplace.

Resources

• Smoking Cessation in the Workplace: A Guide to Helping Your Employees Quit Smoking, Government of Canada
• Second-hand Smoke (ETS): Workplace Policy, CCOHS
• Second-hand Smoke (ETS): General Information and Health Effects, CCOHS
• Smoking Cessation, Centre for Addiction and Mental Health
• Get help to quit smoking, Canadian Cancer Society
• It’s never too late to quit smoking, Canadian Lung Association

Our podcast episodes help you stay current and informed about workplace health, safety, and well-being in Canada.

Featured podcast: Health Impacts of Physically Demanding Work   

Do physically active occupations make for healthier workers? Not necessarily. In this episode, Dr. Avi Biswas, scientist at the Institute for Work and Health, shares recommendations for safe, practical physical activity designed to meet the diverse needs of workers.  

Listen to the podcast now.

Encore podcast: Focusing on Repetitive Strain Injuries

CCOHS shines the spotlight on repetitive strain injuries: what they are, their symptoms and causes, and how they can be prevented.

Listen to the podcast now.

See the complete list of podcast topics or, better yet, subscribe to the series on iTunes or Spotify and don't miss a single episode.

With help from some hard-working animals, CCOHS has created Spell It Out –a toolkit to encourage workplaces to use plain language to improve health and safety.

In today's diverse work environments, using acronyms, jargon, and complex words can create barriers and make it hard for everyone to understand important health and safety guidance, including people who are new to the workforce or who speak a different first language. These misunderstandings may lead to confusion, errors, injuries and feelings of exclusion among employees.

The toolkit highlights the need for clear and simple communication. It features animated videos showing animals using vibrations, clicks and whistles to protect themselves against hazards. While these animals use these complex ways to communicate, we can use plain language.

Although the toolkit takes a playful approach to health and safety, the overall message is serious. Everyone can benefit from plain language to understand and act on important health and safety guidance.

Spell it Out provides practical tips and many free resources on how to use plain language. Sharing the videos, posters, infographic, and social media posts can help others to adopt plain language, too. For details, visit ccohs.ca/spell-it-out.

Get ready to be inspired. CCOHS Forum: The Changing World of Work will kick off with a dynamic keynote on leadership, teamwork and the future of work. Plus, get insights on artificial intelligence, mental health, and other emerging health and safety issues when you join other health and safety professionals, leaders, and changemakers from May 27-28, 2025, in Calgary.

Meet our keynote speakers

Tyler Waye, Leadership, Teamwork and Future of Work Strategist provides insight into factors reshaping the world of work and offers strategies that will drive worker and organizational success. With expertise gained through entrepreneurial experience and research from around the world, Tyler shares learnings on leadership, teamwork, and organizational excellence. You’ll learn actionable strategies designed to empower individuals and teams to navigate the changing nature of work and achieve meaningful success.

Dr. Marie-Hélène Pelletier, Workplace Mental Health Expert discusses the impact of artificial intelligence (AI) on work, resilience, and mental health. Exploring the intersection of AI and workplace mental health, Dr. Pelletier provides strategies to address the potential psychological challenges posed by AI advancements to position you and your team to thrive. Through practical advice that is research-based and experience-informed, you’ll learn about the impacts of AI on work life and psychological health, how to optimize them to your team’s advantage, and how to create a framework for psychological resilience and agility as it relates to AI.

See the full speaker lineup at www.ccohs.ca/forum.

Don’t miss out! The event is 80% full. Register online at www.ccohs.ca/products/events/forum25. Special rates for CCOHS Members and students are also available. 

Repetitive strain injuries are one of the leading causes of workplace injuries in Canada. To mark Repetitive Strain Injury (RSI) Awareness Day on February 28, take action to prevent the common workplace injury that affects muscles, tendons, and nerves of the neck, upper and lower back, shoulders, arms, and hands.

Repetitive strain injuries happen when workers perform the same motion over and over, like lifting, twisting, and gripping, putting stress on their bodies. Over time, the strain may cause pain, stiffness, numbness, and weakness in the affected areas. Not only do these injuries impact people’s ability to work, but they can also affect their quality of life.

Prioritizing prevention can help you protect workers from injuries. Our Repetitive Strain Injury Awareness Day webpage has free resources, including posters, infographics, and social media posts to help you get started.