Why Robust, Safe and Respectful Workplace Policies are an Essential Prerequisite to a Successful DEI Program
22
Feb 2022
147
Author:
Jillian Kruschell (she/her/hers)
, Chief Executive Officer, Libra Consulting Ltd.
Every great team strives to create a safe, inclusive and diverse workplace culture – a culture that will help the organization recruit and retain employees, a culture that will make a great impression on not only employees, but clients, prospective clients and all other stakeholders too.
There are many ways to arrive at that pinnacle and every road map looks different, but the starting point is often the same – tried, tested and true policies for a safe and respectful workplace. Without those policies in place and effectively in use from the beginning, it’s easy to get off course.
The Alberta Human Rights Act
(Government of Alberta) states that “Employers have obligations to keep their employees safe and create an environment free of discrimination, harassment and violence.” These issues are often considered and addressed in policy and procedures completely separate from Diversity, Equity and Inclusion (DEI). But at my organization, we recognize that those policies are essential building blocks to DEI success.
Essential to understanding human behavioural motivation is Maslow’s Hierarchy of Needs, which uses a hierarchical pyramid to illustrate the importance of each individual having their basic needs met as a precursor to achieving meaningful self actualization.
Only when an organization is firmly rooted in its commitment to keeping its employees safe from any type of workplace harassment, discrimination or abuse, can a truly diverse, equitable and inclusive culture grow. It’s easy for organizations to implement policy that meets the legal obligations, but properly implementing those policies and firmly standing by the guidelines set out within them is what really counts.
Any organization can distribute policies to employees, most do it as a box to check during the onboarding process. But after a brief scan during those early days on the job, are your policies filed away, never to be seen again? Are they written in such a way that employees will be able to digest their content as meaningful and get a sense of how those policies will translate into action in the day-to-day? It is essential to be able to show employees that inevitable conflicts can be resolved fairly, that they are empowered to advocate for their personal safety and well being and that nobody, be it colleagues, customers or suppliers, will be permitted to treat them poorly.
At my organization, we believe that inclusion has to come before diversity, because intentionally recruiting diverse talent into a workforce shouldn’t be done if the groundwork of creating an environment in which they will be able to meaningfully contribute and thrive has not come first. Without a strong base of inclusivity, diverse talent, which could bring in new ideas and perspectives will likely fail and leave. Aside from the obviously expensive repercussions of turnover, this could damage your reputation as an employer and your ability to recruit diverse talent in future.
Employers who succeed at DEI are employers who are ready to do right by their employees and can see and value the complex humanity of their individual team members. If you can achieve this, you’ll be positioned to recognize the significant improvements in productivity, engagement and collaboration available if they are able to create an environment of psychological safety.
Safe and respectful workplace policies that demonstrate an employer’s commitment to prioritizing employee wellbeing and responding in a fair and timely manner to any complaints that come in speak volumes to their employees about how valued they truly are within that organization. If you really want to make a statement, consider implementing third party handling of sensitive workplace complaints. Employees all over the world have been asking for this. Not only does it drastically reduce employees’ barriers to coming forward, and eliminates the risk to the organization of complaints being mishandled because of internal ingrained bias and conflicts of interest.
In the 4 stages of Psychological Safety
, Timothy R Clark says the following about Inclusion Safety:
“As the basic glue of human society, inclusion safety offers the comforting assurance that you matter. If you’re a leader and you want your people to perform, you must internalize the universal truth that people want, need and deserve validation. Inclusion safety requires that we condemn negative bias, arbitrary distinction, or destructive prejudice that refuses to acknowledge our equal worth and the obligation of equal treatment.”
One of the most foundational ways we can create this for our teams is making a sincere commitment to the creation of safe and respectful workplaces for all people.
It’s also important to note that there are varying degrees of psychological safety. It’s not just about feeling safe from workplace harassment, bullying and discrimination. Achieving complete psychological safety means employees feel included, safe to learn, safe to contribute and safe to speak up and challenge the status quo.
With established inclusion and psychological safety, diverse hires become empowered to offer valuable new perspectives. Diverse employees bring in varying educational and cultural backgrounds and unique life experiences that simply can’t be found in homogeneous environments. Whether employers are trying to create solutions, increase efficiencies, enter a new market, develop a new product or disrupt an established industry, diversity is the key to creativity.
So if you’re thinking about DEI, start by taking a step back and focus on the foundation. We know business leaders love quick wins, but any structure built on a shoddy foundation will eventually crumble and performative band aids will always fall away. Look at turnover, employee engagement and productivity. Then get your house in order before inviting new people into it.
Citations
Government of Alberta. Alberta Human Rights Act. 2000. Queen's Printer, https://www.qp.alberta.ca/1266.cfm?page=A25P5.cfm&leg_type=Acts&isbncln=9780779744060
Maslow, Abraham. “A Theory of Human Motivation.” Psychological Review, vol. 50 (4), 1943, pp. 370–396.
Clark, Timothy R. The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. Berrett-Koehler Publishers, Incorporated, 2020.
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 the year draws to a close, now is the perfect time to invest in your professional growth. Whether you're looking to maximize your remaining professional development (PD) budget, complete your CPD requirements, or build skills in emerging areas, CPHR Alberta's fall lineup offers practical learning opportunities designed for today's HR professionals. A Timely Conversation: Workplace Suicide Awareness and Prevention October's Suicide Prevention Month serves as an important reminder that mental health and wellbeing continue to be critical workplace priorities. HR professionals are often called upon to support employees, leaders, and teams through difficult situations. Our Workplace Suicide Awareness for HR Practitioners: Masterclass (October 28) , led by Tara Adams, Founder of Abridge Consulting, provides practical guidance on understanding suicide in the workplace, implementing prevention strategies, and creating a more supportive workplace culture. * Earn 3 CPD hours. Lead Through the AI Shift with Confidence Artificial intelligence is rapidly transforming the workplace, making AI literacy an increasingly important skill for HR professionals. Our 3-day AI Certificate (AI Adoption that improves productivity without overwhelming the organization December 9-11) and Leading Through the AI Shift – Master Class (November 4) provide practical insights into AI adoption, workforce transformation, and the evolving role of HR. Build the knowledge and confidence needed to support AI initiatives and help your organization navigate change. Learn on Your Schedule with Conference On-Demand Access more than 20 recorded conference sessions, including keynotes, concurrent sessions, micro-sessions, and expert panels, anytime and anywhere. Gain practical HR insights, access speaker resources and presentations, and learn at your own pace. * Earn up to 5 CPD hours. Build Expertise in High-Demand HR Areas In addition to our featured offerings, this fall's PD calendar includes opportunities to strengthen core HR competencies through: Law Symposiums across Alberta chapters (September, October and November) Investigation Report Writing Workshop (November 5) Investigation Interviewing Techniques Workshop (November 18) Conducting Credibility Assessments Workshop (December 2) Workplace Investigation Training Certificate (November 24-26 and December 8-10) These programs provide practical, immediately applicable knowledge that can help strengthen decision-making, reduce organizational risk, and enhance your effectiveness as an HR professional. Don't Forget Your Complimentary Learning Opportunities As part of your membership, you also have access to a variety of complimentary professional development opportunities throughout the fall, including: Monthly member roundtables Noon-hour webinars: Expert-led discussions on topics such as managing intergenerational teams, workplace agility, and common recognition and rewards mistakes. Finish the Year Strong Don't let unused professional development dollars or outstanding CPD requirements carry into year-end. Explore our fall learning opportunities and invest in skills that will support your success today and into the future—then round out the year by reconnecting with your professional community. Join your HR community at one of our Holiday Mingles , taking place across the province this November and December. These gatherings offer a chance to celebrate the year, expand your network, and reconnect with colleagues before the holiday season. View the Professional Development Calendar
Author: Volunteers from the Wood Buffalo Chapter Observed annually on October 10th, World Mental Health Day highlights the importance of promoting mental health awareness and improving access to mental health support worldwide. The day was established by the World Federation for Mental Health and is supported internationally by the World Health Organization. In Canada, mental health challenges increasingly affect workplace productivity, employee engagement, and organizational sustainability. For HR professionals in Alberta, World Mental Health Day provides an opportunity not only to raise awareness but also to evaluate policies, workplace culture, and leadership practices that support psychological safety. HR professionals have a significant role in ensuring compliance with provincial legislation while building supportive work environments that address emerging mental health risks. Recent Canadian research indicates that workplace mental health challenges are widespread and growing. 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These statistics demonstrate that workplace mental health is no longer solely an individual concern; it is a strategic organizational issue requiring active engagement from HR and Business leaders. Alberta Legislative Context: HR Responsibilities HR professionals in Alberta must navigate both occupational health and safety requirements and workers’ compensation frameworks related to psychological injuries. The Alberta Occupational Health and Safety Act requires employers to ensure the health and safety of workers, which increasingly includes psychological health and safety. While the legislation traditionally focused on physical hazards, workplace harassment, violence, and psychosocial risks are now recognized as hazards that must be addressed through prevention and policy. Under Alberta OHS requirements, employers must: Identify workplace hazards, including psychological hazards such as harassment or excessive workload Implement prevention measures and policies addressing workplace violence and harassment Provide training and reporting mechanisms for workers In practice, this means HR departments must develop policies addressing psychological safety, respectful workplaces, and harassment prevention. Failure to address these risks may expose organizations to legal liability and regulatory scrutiny. Another legislative body of work comes through the Workers' Compensation Board (WCB) Alberta which recognizes that psychological injuries can occur as workplace injuries similar to physical injuries. It provides income replacement to workers with a diagnosed injury or illness that is shown to arise out of and in the course of employment. 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HR professionals can reduce stigma by: encouraging senior leaders to discuss mental health openly integrating mental health awareness campaigns into workplace culture ensuring confidentiality when employees seek support Strengthen Workplace Supports Effective mental health support systems may include: Employee Assistance Programs (EAPs) flexible work arrangements mental health leave policies access to counselling services Research suggests that time off, flexible schedules, and supportive management are among the most effective workplace mental health supports. For HR professionals in Alberta, World Mental Health Day serves as an important reminder that mental health is both a legal responsibility and a strategic workforce issue. Organizations that prioritize psychological safety and employee wellbeing are better positioned to reduce disability claims, improve employee engagement, and retain skilled workers in a shrinking talent pool. With rising burnout levels, increasing psychological injury claims, and evolving legislative expectations, HR professionals in Alberta must take a leadership role in promoting mental health and wellbeing in the workplace. By aligning organizational practices with occupational health and safety requirements, supporting employees experiencing psychological challenges, and fostering open workplace cultures, HR professionals can help create healthier and more sustainable workplaces for the future.
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