Fostering Dignity in the Workplace
21
Sep 2023
CPHR Alberta
56
Author : Sheri Dolomont
In the intricate tapestry of the modern workplace, one thread stands out as both timeless and indispensable - human dignity. The way employees are treated, respected, and valued is not only a moral obligation but also a cornerstone of organizational success. Human Resources professionals play a vital role in championing and preserving dignity within the workplace.
The Essence of Dignity
Dignity in the workplace encompasses the fundamental belief that every individual, regardless of their role, background, or beliefs, deserves to be treated with respect and fairness. It transcends regulations and legal statutes, echoing the very essence of our shared humanity. HR professionals are at the forefront of translating this concept into actionable policies and practices that foster a culture of respect and inclusivity.
Navigating the Legal Landscape
While established statutory acts, regulations, and statutes related to human resources may not explicitly mention "dignity," they are firmly rooted in the principles of fairness, equal treatment, and respect. HR practitioners must not only adhere to these legal frameworks but also proactively work to ensure that they are translated into everyday workplace practices that uphold human dignity.
The following scenarios demonstrate HR’s imperative of fostering dignity in the workplace, where the principles of fairness, respect, and inclusion are not just buzzwords but the very foundation upon which successful organizations are built.
Scenario 1: Dignity Respected - A Respectful Promotion Process
In this scenario, a company is promoting an employee to a higher position within the organization. HR professionals have ensured that the promotion process is conducted with utmost respect for dignity:
- Transparency with HR's Guidance: The HR department plays a pivotal role in maintaining transparency throughout the promotion process. HR professionals work closely with department managers to ensure that all eligible employees are informed about the vacant position, and the criteria for selection are openly shared. This includes qualifications, experience, and specific performance indicators, with HR acting as a guiding hand to ensure fairness and clarity.
- Equal Opportunity with HR's Oversight: HR actively oversees the promotion process to ensure equal opportunity. They monitor that every employee is given a fair chance to apply for the promotion, irrespective of their background or personal characteristics. HR is vigilant in discouraging favoritism and nepotism, ensuring that the playing field remains level.
- Fair Evaluation with HR's Expertise: HR professionals and managers collaborate to conduct a fair and thorough evaluation of all applicants based on the established criteria. This evaluation process is closely monitored by HR, which ensures that personal biases do not influence decision-making. Comprehensive feedback is provided to unsuccessful candidates under HR's guidance.
- Respectful Communication with HR's Support: HR takes the lead in communicating the promotion decisions respectfully to all applicants. Even those who were not selected receive constructive feedback on areas for improvement, fostering a culture of growth and development. HR ensures that confidentiality is maintained, and sensitive information is handled discreetly, maintaining the dignity of all involved.
- Supportive Transition with HR's Involvement: The employee who is promoted receives extensive support from HR. HR professionals provide the necessary training and resources to facilitate a smooth transition into their new role. This support demonstrates HR's commitment to the individual's success and acknowledges their potential contribution to the organization's growth.
In this workplace, HR professionals actively champion dignity throughout the promotion process, ensuring that every employee feels valued, respected, and that they have an equal opportunity for career advancement.
Scenario 2: Dignity Not Respected - Discrimination Complaint
In this scenario, an employee has filed a formal complaint with HR, alleging workplace discrimination:
- Employee's Complaint and HR's Response: An employee approaches HR with a formal complaint of workplace discrimination. They allege that they have been consistently passed over for opportunities and subjected to derogatory comments based on their sexual orientation. HR's initial response is to ensure their safety and provide them with Employee and Family Assistance Program support information.
- Investigation by HR: HR professionals launch a thorough investigation into their complaint. They interview the employee, gather evidence, and speak with witnesses to determine the validity of the allegations. HR ensures that the employee’s dignity is upheld throughout the investigation by maintaining confidentiality and sensitivity.
- Compliance with Legal Frameworks: HR closely examines Alberta's Human Rights Act to ensure that they adhere to all statutory requirements related to discrimination complaints. They ensure that all necessary steps are taken to protect the rights and dignity of both the complainant and any involved parties.
- Mediation and Resolution: If the investigation reveals evidence of discrimination, HR takes steps to mediate the situation. They facilitate a constructive dialogue between the employee and the individuals involved, aiming for a resolution that upholds dignity and promotes a respectful workplace environment.
- Preventive Measures: HR does not stop at resolving the immediate issue. They work on preventive measures, such as diversity and inclusion training, to educate all employees about respecting diversity and maintaining a respectful workplace culture. HR monitors the situation to ensure that discrimination does not recur.
- Transparency and Communication: Throughout the process, HR communicates transparently with the employee, keeping them informed about the progress of the complaint and any actions taken. They also ensure that they are aware of their rights and avenues for external recourse, if necessary.
In this scenario, HR professionals play a pivotal role in addressing workplace discrimination, protecting the dignity of the complainant, and taking proactive measures to prevent future incidents. Their expertise in navigating the legal framework ensures that all actions are compliant with Alberta's laws, highlighting the crucial role HR plays in upholding dignity in the workplace.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
As we close out 2025, I’m feeling genuinely proud of what CPHR Alberta has accomplished this year, and grateful for the members, volunteers, partners, and staff who made it possible. Together, we’ve continued to strengthen the value of the CPHR designation, expanded professional development opportunities, and deepened relationships with government, post-secondary institutions, and business leaders. This year also brought some milestones worth celebrating. We’re ending 2025 in a financially stable position, and our membership grew by 7% , which is a nice reminder that the HR community is thriving, and that we are still the kind of people others willingly choose to join. One of the most important pieces of work this year was launching our 2026–2028 Strategic Plan. This roadmap was shaped by member input, market research, and alignment with CPHR Canada’s national priorities. It’s the product of a truly collaborative process led by our Board and operations team, forward-looking, grounded in data, and practical in how it positions us for what’s next. At its core, the plan strengthens the HR profession and supports the people who drive it, reinforcing our commitment to a resilient and inclusive HR community. I encourage you to read it and see where we’re headed. View the Strategic Plan here. Our pursuit of self-regulation remains a priority, and our advocacy efforts this year continued to deepen relationships with government and position HR as a trusted profession. We’re making progress, ensuring HR’s voice is present in key policy conversations and recognized where it matters most. If nothing else, we are getting very good at showing up, staying thoughtful, and keeping the conversation moving forward. To build on this momentum, we’re currently recruiting two Chartered Members and up to one Public Members to join our Board. We’re looking for candidates with prior governance experience and strengths in areas such as strategic business leadership, financial management, legal expertise, or IDEA. It’s also important to us to have meaningful geographic representation from outside Calgary and Edmonton, because Alberta is bigger than two postal codes, and our Board should reflect that. You can learn more about the process and requirements through our blog , and I’d encourage you to apply or share the opportunity with someone who’d be a great fit. Applications close January 9, 2026. Chartered and Retired Members: Apply through your member portal Public Members: Contact Heather McMaster at hmcmaster@cphrab.ca for application details As the holiday season approaches, I hope you find time to rest, recharge, and take a moment to acknowledge what you’ve contributed this year, professionally and personally. Thank you for everything you do to advance the HR profession. I’m confident that, together, we’ll continue building something even stronger in 2026. And if your out-of-office message is already drafted, I respect the efficiency. Geordie MacPherson, CEC, CPHR, SHRM-SCP Chair, Board of Directors, CPHR Alberta
As we close out 2025, I am proud to reflect on the incredible work our association has accomplished this year. With the support of CPHR Canada, we continue to strengthen a national network of over 33,000 HR practitioners and professionals, including more than 7,300 in Alberta. Our collaboration with provincial counterparts, post-secondary institutions, local chambers, and government partners remains central to promoting the value of hiring a designated professional and advancing consistent standards across Canada. This year, CPHR Alberta grew by 7%, with the majority of new members coming from students and emerging HR professionals—the future of our profession. Thank you to all our members for the work you do every day to elevate the profession. Operationally, 2025 was a year of engagement and impact. We hosted 76 events across Alberta, the Northwest Territories, and Nunavut, welcoming over 6,300 attendees to workshops, roundtables, webinars, and community sessions. Complimentary events played a key role in sustaining access to learning and connection for our members. Our Annual Conference was a highlight, bringing together a sold-out audience, a fully booked exhibitor space, and earning strong satisfaction ratings with 77% of attendees rating their experience positively. Thoughtful planning is already underway for our 2026 Conference on June 2 and 3 at the BMO Centre in Calgary, where expanded attendee capacity, increased exhibitor space, and enhanced programming will elevate the experience for HR professionals across our jurisdiction. Through our marketing campaign, we focused on raising awareness of the strategic value a CPHR brings to organizations. The results speak for themselves with 10% of new members joined after seeing our campaign, and website traffic increased by 17%, averaging over 55,000 views per month. In 2025, CPHR Alberta navigated Ministry changes, new mandate letters, and changes to professional governance. The Professional Governance Act (PGA) was introduced in the Spring of 2025 and received royal assent in May. This was a long-awaited and important step forward. CPHR Alberta operations and the Board are at work reviewing the legislation and anticipating the incoming regulations. We have continued our focus in broader advocacy and engagement to promote the profession as a leading voice, valued partner and knowledge expert. Throughout the year, we deepened our existing relationships, built new ones, and partnered on impactful projects at various levels of government and with community partners. We look forward to continuing to highlight the significance and impact of the profession within our organizations and communities throughout 2026. Looking ahead, we are excited to implement our 2026–2028 Strategic Plan , continue rolling out our new member recognition program, and shine a spotlight on our incredible HR community at our Member Recognition Gala in April. We will also advance our work toward self-regulation, ensuring the HR profession is recognized and trusted for its impact on organizations and communities. I want to thank our incredible team at CPHR Alberta and the many volunteers who make our work possible. Your dedication ensures we deliver value to our members and advance the HR profession every day. Thank you also to our Board of Directors for their guidance and leadership throughout the year. As the holiday season approaches, I wish you joy, rest, and time to celebrate your accomplishments. Together, we are shaping the future of HR—and I look forward to all we will achieve in 2026. Ioana Giurca, CEO, CPHR Alberta
As the governing voice of CPHR Alberta, the Board of Directors meets quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on November 27, 2025, and is proud to share the strong momentum we are experiencing across our community. The Board’s key messages are as follows: Membership Growth As of September 30, 2025, we reached 7,213 active members, a 7% year-over-year increase, with the majority coming from student and emerging HR professionals. This growth affirms the momentum of our HR profession and the impact of our student engagement initiatives. Professional Development Member participation remains strong with 53 events held year-to-date, with 5,013 attendees across workshops, roundtables, webinars, and community sessions. Our complimentary events have played a key role in sustaining engagement and access to learning. Annual Conference The Annual Conference was a heavy focus for the association in Q3. The sold-out event continues to bring together our community for valuable professional development and networking opportunities, creating a strong foundation for 2026. Attendees reported high satisfaction, with over 370 in attendance, and a sold-out exhibitor hall. “The CPHR conference was incredibly educational and inspiring. The speakers motivated me, and it was an experience I’ll never forget. I really enjoyed it, grew closer to my team, and I definitely want to attend again.” – 2025 Conference Attendee The 2026 event will be held at the BMO Centre, in Calgary on June 2 and 3 – with increased capacity, expanded exhibitor space, and enhanced programming will elevate the experience for all HR professionals across Alberta, NWT and Nunavut. Self-Regulation The Board continues to assess the implications of Alberta’s Professional Governance Act (PGA), including: Advocacy, legal, and governance impact assessments are being commissioned. Preliminary recommendations from management will be brought to the Board in March and June 2026, leading to a formal decision. Further information will be shared, when ready. Future Vision Approved: 2026-2028 Strategic Plan Our new 2026–2028 Strategic Plan will be rolled out in December to all members. The 3-year Strategic Plan, crafted from member feedback, market research, and collaboration with CPHR Canada – aims to strengthen our profession’s influence, amplifies leadership, and creates pathways for all members to thrive. Fiscal Responsibility Our Q3 financial review remains on track for a balanced year-end forecast. The 2026 draft budget has been approved – aligning resources with our strategic priorities while maintaining a disciplined and responsible financial approach. Board Governance Our board continues to focus on good governance practice, ensure stability, clarity, and accountability across our organization. FCPHR Nominations A reminder that the prestigious Fellowship Award is open for nominations! This national program recognizes Chartered Professionals in Human Resources (CPHRs) who have made exemplary contributions to the HR profession. Recipients are granted recognition as a Fellow of the Chartered Professionals in Human Resources (FCPHR). Click here to learn more about the Fellowship Award, including the guidelines and completing your nomination. You can also download a copy of the nomination form here. The next Board meeting takes place in March 2026, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
