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.
Plan your 2026 professional development in advance and discover what CPHR Alberta has planned for you! Below is a brief overview of the programming coming your way in the months ahead. For full details, visit our new PD Calendar , and check your Member Portal regularly for updates. Signature Events Member Recognition Gala – April 30, 2026 | The Westin Airport Hotel, Calgary We invite you to an evening of celebration, connection, and inspiration. The Member Recognition Gala is a formal event honouring the individuals, teams, and projects shaping the future of HR across Alberta, the Northwest Territories, and Nunavut. Inspired by the Aurora Borealis, this redesigned experience replaces traditional awards with Spotlights—a meaningful way to recognize excellence in action. Tickets will go on sale soon. CPHR Alberta 2026 Conference: Future-Ready HR – June 2–3, 2026 | BMO Centre, Calgary Our 2026 Conference prepares human resources (HR) professionals to master the fundamentals, embrace innovation, and build executive-level influence—creating agile organizations ready for economic and workforce change. A future-ready HR community. Registration will be opening soon. Chapter Community Events | Throughout 2026 We’ll be visiting all chapters across the year with popular community events in your region. Stay tuned for event announcements and details. Stampede Breakfast | July | Calgary, AB A member favourite breakfast event is returning! Join us to mingle, connect, and enjoy the energy of Stampede. More information will be shared soon. Certificates Workplace Investigations Training | February 17–19 and March 17–19 Presented in partnership with Veritas Solutions. The Workplace Investigations Certificate is a three‑day program focusing on three core training topics. Participants may register for the full program or select stand‑alone courses. A certificate is awarded upon completion, and no prerequisites are required. Webinars Networking at Noon Join us for one hour each month to explore current and emerging HR topics. With a new focus every session, you'll leave with thought‑provoking questions and earn 1 CPD hour. On February 12, join us for HR Trends & Priorities for 2026. International Women’s Day National Event Join us on March 4 from 10:00–11:30 a.m. for a special fireside chat with Layne the Auctionista and Sheena Russell, founder of Made with Local . This national celebration of International Women’s Day explores the theme “Give to Gain,” highlighting how generosity and purpose‑driven leadership can shape meaningful careers. You’ll hear real stories, bold insights, and practical inspiration you can take back to your HR practice. Details ®gistration: https://cphrns.ca/events/EventDetails.aspx?id=2018615&group= Virtual Sessions for Students Students can expect two sessions each month: one dedicated to building skills one offering practical advice from HR professionals in the field These sessions are complimentary for Student Members. Are you interested in becoming a member? Students receive complimentary membership. Learn more: www.cphrab.ca/student-programs Other Events DisruptHR YYC 13.0 will take place in October. More details will be shared in late summer. Plan Your Year With Us Explore the full list of programs and events on our 2026 PD Calendar.
In 2025, CPHR Alberta became a partner to the Collaborative Funders Table and the Calgary Youth Employment Initiative to address under-employment for opportunity youth. Over seven months, more than 60 partners came together to research, design, and test what would become OY Works . That story of co-creation is what makes this toolkit different. Employers shared what they need to know and what tools would make a difference. CPHR Alberta members contributed HR expertise through representation on the steering committee, and participation in surveys, interviews, and protype testing throughout 2025. Attracting, engaging, and retaining young talent isn’t just a workforce strategy — it’s an investment in our collective future. When we empower youth with meaningful opportunities, modern skills, and a sense of belonging, we build workplaces that are more innovative today and more resilient tomorrow. The organizations that thrive will be the ones that recognize youth not as the workforce of the future, but as essential contributors shaping the world right now. A dedicated toolkit to hire opportunity youth gives HR professionals and employers the practical resources, insights, and frameworks they need to connect with young people authentically — turning intention into action and helping break down barriers and supporting organizations to build strong, sustainable talent pipelines. Co‑designed with HR professionals and industry leaders, the toolkit reflects real challenges and real solutions, ensuring it is both practical and deeply aligned with the needs of today’s evolving workforce. - Lisa Watson, CPHR Alberta Board Director, OY Works Steering Committee Member Today marks an exciting milestone: the launch of OY Works , an online toolkit designed to make inclusive youth hiring easier for Alberta employers and HR professionals. This free resource was co-created by a diverse group of stakeholders—employers, HR experts, and non-profit agencies—who share a common goal: opening doors for young people who are ready to work but face barriers. Why OY Works? Too many youth are eager to contribute, learn, and grow, yet struggle to access meaningful employment. OY Works is here to change that. Built with practicality and purpose in mind, the toolkit offers actionable strategies to help businesses recruit, onboard, and retain Opportunity Youth—young people aged 18–29 who are not currently in school, training, or work. What’s Inside the Toolkit? It makes business sense: Read the Business Case for hiring Opportunity Youth and be empowered to influence leaders. Explore the ideas and tools in the Quick Start Hiring Guide . Learn how to onboard effectively and build retention from day one in the Optimal Onboarding & Mentoring Guide and the Retain & Grow Guide . Discover how non-profit agencies are preparing OY for the workplace. They often support employers and employees through all stages of employment. This isn’t just about doing good—it’s about making smart business decisions. Inclusive hiring strengthens workplace culture, reduces turnover, and taps into a motivated talent pool ready to make a difference. We invite you to explore OY Works and join the movement to create opportunities for youth who deserve a chance to shine. Explore the OY Works toolkit: https://bit.ly/3L6SQuF When young people get a chance to contribute, it’s a win for youth, employers and the community. Join us in spreading the word by sharing the toolkit with your networks.
Author: Robin O’Grady Wellbeing can feel impossible when life is already overflowing. The thought of adding “one more thing” to your plate? That’s enough to send anyone over the edge. However, in the end, taking care of your own health is not a “nice to have”, it is essential, in more ways than one. As an HR Professional you are often the go-to for tough conversations and as a support system. Protecting your own energy isn’t only about your personal wellbeing, it is what allows you to show up fully for your people, when it matters most. To get it out of the way, here are the things this is NOT about: Going to the gym Hopping on a trend (wellness/fitness/nutrition) Adding more things to your calendar What it will be about is… Refuel, Recharge, Repeat . Leading yourself with intention and energy. Perspective Shift Keep it simple. Thriving over surviving. When in the tornado of your day-to-day adding things to you r calendar can feel overwhelming and unattainable. The first step is to take stock of your capacity, really step back and assess what you might have available timewise. Then, assess how full your fuel tank is, how are your energy levels at different times of the day? Only then can the strategy be built on how to implement what is right for you. To begin, choose only one thing, many struggle because they try to do too much at once. Tips If choosing nutrition as a needed change, consider adding or removing only one thing as a beginning VS changing your entire diet or diving into a trend-based program that you know isn’t sustainable. Movement comes in a large variety of ways. Think about things you actually enjoy doing and find ways to add them instead of forcing yourself to do things you don’t enjoy just for the sake of adding more movement. Fulfillment is an important part of taking care of your holistic health, prioritize time for things you love – hobbies/family/travel etc. Energy Management The oxygen mask principle is a familiar one. When flying on an airplane, the flight attendant tells us that in the case of emergency, you must put on your own oxygen mask before helping others. This is where the protection and management of your energy begins. Awareness of what energizes you VS what drains you and an intentional placement of those things through your day as one step. Another, in protecting your calendar and being diligent about the spaces you had set aside for your energy management (eg. specific closed door office hours or break times). Tips Take your breaks away from your desk, even away from the building when possible. Implement grounding practices through your day, for example, before entering the workspace and at the end of your day before going home. Protect your transition time - 15 minutes between meetings to process and reset. Intentional Adaptation Making a decision that something might need to change is really the first step, without that awareness, there is little that can or will be done. As a leader, your responsibility is to yourself, but it is also in role modelling for the team. HR Professionals set the tone for the workplace culture around them. The way you prioritize your own boundaries and wellbeing quietly gives others permission to do the same. When you show up with intention, it ripples through the entire organization. The research and stats are clearer now than ever before, workplace wellbeing as a strategy, is one that increases the bottom line and enhances the overall culture of your workplace. In order to see the high end of those stats, intentional adaptation is key. This is a strategy and a process, one that will make you and your business better, you could be the catalyst for that. Tips Create a community within the workplace to prioritize these habits and strategies with. Make it a fun practice you can all do together and hold each other accountable to, especially when the day takes over and the “tornado” is most fierce. Build out the process and SOP in the same way you would for other business strategy and involve your team in the process, so you know what you are planning is good for the whole. Make sure you are first. Leaders first. Remember the oxygen mask principle, you deserve whole health, and you will thank yourself later for checking in and adjusting when needed. Start with some space to breathe. That space? It comes from letting go of what you think you "should" be doing and tuning into what actually serves you and your team. Wellbeing isn't a one-size-fits-all prescription. It's a personal practice of alignment, which can (and should) be translated into how you all work as a whole. Today is as good as any, tomorrow will come regardless.
