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Standing Up to Bullying

Every workplace should be a place where employees feel safe, respected, and valued.

Unfortunately, bullying- whether subtle or more distinguishable- can still be an issue for organizations to manage. Pink Shirt Day, which is acknowledged on the last Wednesday of February every year, is a strong reminder that we all play a role in creating inclusive and supportive workplaces. 

 

What is Pink Shirt Day? 

Pink Shirt Day began in 2007 when a group of high-school friends in Nova Scotia, Canada organized a protest to wear pink in solidarity with a Grade 9 boy who was bullied for wearing a pink shirt. These students took a stand against bullying by distributing pink T-shirts to all the boys in their school. Awareness of this movement quickly spread, gaining national and international attention. Today, Pink Shirt Day represents the importance of kindness, respect, and standing up against bullying in schools, workplaces, and in the community. 

 

The Impact of Workplace Bullying 

Bullying comes in various forms-verbal abuse, exclusion, intimidation, or even microaggression. If left unaddressed, can increase stress, reduce workplace productivity, and higher employee turnover. In a study done by the Workplace Bullying Institute, 37% of employees have experienced bullying, with 57% of the targets being women. This greatly emphasizes the need for HR professionals to be proactive in preventing and addressing workplace harassment. 

 

HR’s Role in Preventing Workplace Bullying 

As HR professionals, we are responsible for creating policies and, nurturing positive workplace culture, and immediately addressing concerns of bullying and harassment to avoid it from getting out of hand. Here are some key methods HR can help create a respectful, and inclusive workplace. 


  1. Establish Clear Anti-Bullying Policies 
    Every organization should have clear, well-defined policies on what is considered bullying, how to report it, and the consequences for inappropriate behaviour. Employees should feel assured that their concerns will be taken seriously and that there are methods for confidential reporting. 
  2. Lead by Example 
    HR professionals and management teams must demonstrate respectful and inclusive behaviour in the workplace. When employees see leaders promoting values of kindness and inclusivity, there’s a greater likelihood that they adopt the same values in their daily interactions. 
  3. Training and Education 
    Workshops and training sessions on workplace bullying, recognizing the signs, conflict resolution, and bystander intervention can also be greatly effective. Educating employees on what bullying looks like, how to report it, and methods to support colleagues that may be affected is important. 
  4. How to Get Involved in Pink Shirt Day 
    HR teams can use this day as an opportunity to promote workplace kindness and reinforce current anti-bullying policies. Below, are some ways any organization can participate: 
  • Encourage Employees to wear Pink: As the name of Pink Shirt Day implies, wearing pink is an easy yet powerful way to take a stand in solidarity, and initiate conversations about workplace bullying 
  • Kindness Initiatives: Encourage employees to do small acts of kindness throughout the day, like writing positive notes to colleagues 
  • Share Educational Resources: Share articles, videos, or statements about the impact of workplace bullying, as well as how to prevent it 

 

Final Thoughts 

Pink Shirt Day is not just a symbolic event-it’s a message. To take a stand against bullying and promote kindness. HR professionals play a significant role in this, by shaping a positive workplace culture, and by nurturing inclusivity organizations can foster a workplace environment where employees feel safe, empowered, and respected. We can use this as an opportunity to take a stand against bullying, and create a culture based on kindness beyond Pink Shirt Day. 


“About Pink Shirt Day.” Pink Shirt Day, www.pinkshirtday.ca/about. Accessed 7 Feb. 2025. 

“What Are the Financial Impacts of Workplace Bullying.” Canada Safety Training Center, www.canadasafetytraining.com/Safety_Blog/financial-impacts-of-workplace-bullying.aspx. Accessed 7 Feb. 2025. 

This blog was written by Rheya Patel, a member of the Social Media Committee at CPHR Alberta. 

LinkedIn URL: www.linkedin.com/in/rheya-patel 

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.



Western Canada HR Students Compete at HRC West Case Competition 2025

By Marina Perkovic • March 24, 2025
On March 14 and 15, 2025, CPHR Alberta, along with our partners at CPHR BC & Yukon, brought together a record high of 20 teams of students from post-secondary business programs across Western Canada.

An Update from your Board of Directors – March 2025

March 21, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet 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 March 15, 2025, and the Board’s key messages are as follows:  CPHR Alberta continues to advance the strategic priority to become a self-regulated association, supported by proposed amendments to Alberta's Professional Governance Act. This continues to be a priority for operations over the next year. We encourage you to join us at the 2025 Annual General Meeting (AGM) on Friday, May 9, 2025, to hear more about self-regulation. The Board approved the audited financial statements for the fiscal year ending December 31, 2024. Based on observations from the independent auditor, the association has effective reporting and control processes in place in addition to appropriate reserves for financial sustainability. Audit financial statements will be available in the 2024 Annual Report, distributed to members alongside our AGM Notice of Meeting in April. CPHR Alberta has launched an innovative new program for senior HR leaders working in executive-level roles, speaking to how the association is elevating the reputation of CPHR's and provided targeted professional development for HR professionals working at all levels in organizations. CPHRs can apply for the Executive Program by completing our application here. CPHR Alberta has aligned with CPHR Canada to approve mutual recognition with the Chartered Institute of Professional Management (CIPM) Nigeria and CIPM Sri Lanka. Learn more about the MRA here. The next Board meeting takes place in June 2025, 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!

Fostering Neurodiversity in the Workplace

By Marina Perkovic • March 20, 2025
Why is Embracing Neurodiversity in the Workplace Essential? Innovation and creativity start when we bring together different perspectives. Diversity, however, is not just about race, gender, or background - it encompasses the diversity of our minds. As we celebrate Neurodiversity Week, it is an excellent time to reflect on how embracing neurodiversity in the workplace is not just a positive concept but a transformative approach. What is Neurodiversity? Neurodiversity acknowledges that neurological differences, such as autism, ADHD, dyslexia, dyspraxia, Tourette syndrome, and others, are natural variations in how our brains function. These variations bring unique strengths and abilities. How to Build a Neurodiverse-Friendly Workplace? Creating a welcoming workplace for neurodivergent employees isn't just about recruiting them—it's about making them feel appreciated, supported, and feel comfortable to be themselves. How can we create an inclusive workplace? 1. Cultivate Awareness and Understanding One of the biggest barriers that neurodivergent individuals have is misunderstanding. Ongoing education for employees and managers about neurodiversity is crucial to reduce bias and foster a culture of empathy and acceptance. Awareness goes a long way toward making someone understand and support them. 2. Provide Opportunities for Career Development Provide training and development programs, as well as providing mentorship and coaching to empower neurodiverse employees reach their full potential for promotion and advancement. 3. Offer Flexibility and Support Implement flexible work arrangements, including remote work and adjusted hours, to accommodate varying energy and concentration levels. Ensure clear and consistent communication. Provide options for how information is consumed and processed. The Benefits of Neurodiversity: Individuals with autism may have strengths in pattern recognition and detail orientation. Individuals with ADHD may thrive in dynamic environments and excel at creative problem-solving. When organizations value these diverse abilities, they unlock innovation, fresh perspectives, and a competitive advantage. Embracing neurodiversity is not only ethically sound but also strategically advantageous: Enhanced Innovation: Diverse cognitive styles lead to groundbreaking ideas. Improved Problem-Solving: Varied perspectives yield robust solutions. Increased Productivity: When employees feel supported and included, they perform optimally. HR Leaders, It's Time to Take the Lead HR professionals have a critical role in influencing workplace culture. By making neurodiversity a priority, HR departments can create spaces where all employees can thrive. During Neurodiversity Week, let's move beyond awareness and take action. Let's build workplaces where every individual is valued, where diversity is a strength, and where innovation is paramount. Let's create a more inclusive and equitable future.
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