Beyond #MeToo: Preventing Sexual Harassment in Canadian Workplaces
Sexual harassment continues to be a challenge across Canadian workplaces, but the landscape has shifted dramatically in the years since the #MeToo movement. What was once dismissed, excused, or swept under the rug is now recognized as unacceptable. Today, blurred boundaries and abuses of power are no longer tolerated—and organizations are expected to take proactive steps to protect their employees.
The Canadian Context: Progress and Expectations
Canadian employers face strong legal and cultural expectations to create safe, respectful workplaces. Legislative frameworks such as Ontario’s Bill 132, Quebec’s psychological harassment protections, and federal harassment regulations under the Canada Labour Code have raised the bar for accountability. These laws reflect a broader societal shift: employees expect more than policies on paper—they want to see genuine leadership commitment and safe channels for reporting misconduct.
The #MeToo movement shattered the silence and stigma that once surrounded workplace harassment. Canadian employees now feel more empowered to come forward, and organizations must ensure that systems of support and accountability are in place.
The New Face of Harassment: Digital and Hybrid Work
While progress has been made, the rise of remote and hybrid work has introduced new risks. Harassment can occur not only in physical spaces but also in virtual ones:
- Inappropriate messages or comments on collaboration platforms.
- Overstepping boundaries in video meetings or private chats.
- Excessive monitoring or pressure from managers that can create power imbalances.
Canadian organizations must modernize their prevention strategies to reflect these realities, ensuring that respect extends across digital platforms as much as in person.
Leadership and Power Dynamics
At the heart of harassment lies abuse of power. Leaders play a critical role in setting the tone. In Canada, employees look to management not just for rules, but for role modelling. Clear communication, consistent enforcement of standards, and accountability at the top are essential.
When leaders demonstrate integrity and act quickly on reports, employees see that the organization takes harassment seriously. Silence or inaction, on the other hand, erodes trust and reinforces harmful dynamics.
Building a Culture of Respect
Preventing sexual harassment in Canadian workplaces requires more than compliance training. It demands an intentional culture built on:
- Transparent policies and reporting structures that employees trust.
- Bystander intervention training so staff know how to respond when they see misconduct.
- Regular discussions about boundaries, respect, and inclusion—not just during onboarding.
- Support systems for those who experience harassment, including confidential reporting and access to resources.
This cultural shift means moving away from a “don’t do this” checklist and toward a workplace where respect is non-negotiable, and everyone feels responsible for protecting one another.
Moving Forward
Canadian workplaces have come a long way since #MeToo, but progress must continue. The days of tolerating blurred boundaries and abuses of power are behind us. Employers who invest in prevention, leadership accountability, and cultural change are not only meeting legal obligations—they are building safer, more productive workplaces where employees can thrive.
