Definition
Hate crimes are recognized as crimes fueled by bias against a person’s protected characteristics such as race, religion, gender identity, disability, age, and more. These crimes cause great harm, as they target fundamental aspects of a person’s identity. In the workplace, co-workers, customers, clients, patients, and the general public can be the perpetrators of these violent acts that have an immensely damaging impact on the employee’s sense of safety, security and well-being.
Let’s take a look at a few case studies of hate crimes occurring within Canadian workplaces in the past few years.
2024 Racially Charged Attack
In Toronto, a security guard became the target of a racially charged attack while on duty. The guard, who was attempting to enforce building rules by asking a man to leave, faced aggression when the man refused and assaulted him with a weapon, accompanied by racial slurs. Timothy Eaton was arrested and charged with assault with a weapon among other offenses, highlighting the serious risks security personnel face, particularly from hate-motivated violence. For more details, you can read the full article on Global News.
2023 Jewish School Targeted
On November 12, 2023, the Yeshiva Gedola school, a Jewish school in Montreal’s Côte-des-Neiges neighborhood, experienced its second gunfire attack in a week, both fueled by hate against the Jewish community. These incidents highlighted the importance of workplace safety, particularly in educational environments, emphasizing the need for institutions to adopt comprehensive security measures to protect staff and students from hate-driven violence. For further details, you can read the full article on CityNews Montreal.
2020 Racially Motivated Harassment
In June 2020, two Black workers at a Toronto construction site were met with a distressing sight when they discovered nooses on their equipment as they started their shifts. This alarming incident, which resulted in a subcontractor being charged with mischief and criminal harassment, brought to light the pervasive issue of racism in the construction industry and underscored the need for systemic reforms to protect workers from hate-motivated harassment? (Global News)?.
2017 Quebec Mosque Attack
In 2017, a tragic event unfolded at the Quebec Islamic Cultural Centre, where a gunman attacked worshippers during evening prayers, killing six men and wounding others. Driven by anti-Muslim hate, this violent act shocked the community and brought to light the serious issue of hate crimes and Islamophobia in Canada. Such devastating violence highlights the need for strong security measures and proactive anti-discrimination efforts everywhere, from workplaces to places of worship. This incident serves as a crucial reminder that places of worship, just like workplaces, need to be alert and well-trained in identifying and preventing hate crimes (Al Jazeera).
To learn more about hate crimes in Canada visit Open Access Government.
Legal Framework in Canada
Verbal Hostility, Threats, and Assaults | Canadian workplaces define this as physical force, threatening statements, or behaviours from co-workers, clients, customers or members of the public that cause injury to a worker or gives a worker reasonable cause to believe that they are at risk of injury.
Canada has a comprehensive legal framework, including the Canadian Human Rights Act and the Criminal Code, which protect individuals from hate-motivated violence and discrimination. Each province and territory also has its own set of laws that complement federal legislation, ensuring broad protections across different contexts, including the workplace. In today’s increasingly diverse Canadian workforce, it is essential that workplaces are not only compliant with federal, provincial, and territorial laws and regulations, but also actively promote a culture of safety, respect, and inclusivity.
To learn more about legislation on hate crimes in Canada visit Department of Justice.
Impact on Victims and Workplaces
Hate crimes, harassment and assaults in the workplace significantly impact victims, causing psychological stress, professional setbacks, and social isolation. Workers exposed to violence often experience increased anxiety, depression, and stress, which can lead to physical health issues and emotional burnout. Incidents of workplace violence can reduce employee productivity, lower job satisfaction, damage morale, and diminish employee retention.
Security Measures
Workplaces looking to enhance security and employee safety may implement a number of security measures and systems to mitigate risk to their workers, members, patrons, worshippers, visitors etc. This often includes the installation of CCTV cameras, panic buttons, protective glass, and door access control systems, among other things. In addition to these security measures, organizations may decide to implement visitor sign in procedures, while mandating that their employees wear staff Identification while moving about the facility.
It’s important to recognize that these security measures alone do not guarantee a safe or secure workplace. CCTV cameras record activity but most organizations haven’t the ability to continually monitor cameras, rather they can review recorded events after the fact. Installing panic buttons without the implementation of well thought out procedures, including when to deploy and how to safely respond, can lead to confusion and increased risk. Protective glass reduces the risk of physical harm; however, someone threatening an employee while banging their fist against this barrier can have a serious psychological impact on workers.
A great deal of money is spent on contract security guards; however, many of these security personnel lack the skills to de-escalate and are limited in how they might respond to more escalated scenarios beyond presence, observation, and at times, reporting events. All too often access control is left to security systems and security personnel, and the vital role of employees in a facility is overlooked. Staff may lack the motivation and assertiveness to prevent others from tailgating into the facility or approaching people who aren’t wearing ID.
Prevention and Effective Response – The Human Element
To truly enhance workplace safety and corporate security, it is essential for employees to be motivated to consider corporate security plans and be provided with the knowledge and skills to proactively play a role in maintaining a safe and secure environment.
Comprehensive Training:
Providing employees with an opportunity to participate in training that gives them the skills and confidence to enhance their personal safety serves to reduce anxiety and augment corporate security. Comprehensive training should include:
- De-escalation skills training- interactive and job/task specific
- How to safely approach people without ID
- When to deploy and how to respond to panic button alerts
- Understanding when and how to disengage from threatening people or events
- When to contact 911 and how to respond to escalated events
- Personal safety strategies for inside and outside of the work environment, including the commute to and from
Well thought out training not only improves safety and security, but also gives employees a sense of responsibility & control. Providing training that highlights each employee’s ability to make a significant contribution to their own safety is a key factor in reducing staff anxiety around security. Training should encourage a shift in how employees view potential threats at work. Employees will then realize that by recognizing the possibilities and having realistic plans, they can enhance their personal safety and reduce feelings of worriment.
For qualified organizations based in Alberta, there is funding available for security assessments as well as training.
- Here is the link to learn more about the Alberta Security Infrastructure Program Grant.
Policies and Regular Reviews:
It is recommended and in some cases required, that organizations perform violence risk assessments and regularly review workplace policies, procedures, incidents, and training to ensure they address the specific risks identified in the assessment.
Crisis Management Plans:
Prepare detailed response plans for potential incidents of hate crimes or serious discrimination, outlining the steps to be taken by management to address and mitigate these issues swiftly and effectively. This should include communication strategies, support for victims, and liaising with law enforcement if necessary.
Conclusion
As we’ve explored through various case studies, from the shocking attack at the Quebec Islamic Cultural Centre to the racially motivated incidents at Toronto construction sites, the impact of such crimes extends far beyond the immediate harm to individuals. These events undermine workplace safety and community trust, emphasizing the importance of a proactive and informed response to hate-motivated violence.
Canada’s comprehensive legal framework, including the Canadian Human Rights Act and the Criminal Code, provides a foundation for protecting individuals from hate-motivated violence and discrimination. However, legal measures alone are not enough. Workplaces should work towards fostering a culture of safety, respect, and inclusivity. This involves regular training, clear policies, and active engagement from all levels of the organization to ensure that employees not only understand their rights but also feel empowered to act against discrimination and safely respond to threats and acts of violence.
Moreover, enhancing workplace safety requires a multifaceted approach. While security measures such as CCTV and access controls are essential, they must be integrated with effective human-focused strategies. Training that equips employees to handle and de-escalate potentially violent situations, alongside comprehensive crisis management plans, are vital in creating a safe and inclusive environment.
Ultimately, the goal is to cultivate workplaces where diversity is not just tolerated but embraced, and where every employee can feel secure and valued. By taking decisive steps to prevent hate crimes and effectively respond when they occur, workplaces can help lead the way in building a more just and respectful society.
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