Implementing meaningful sexual harassment training will not only reduce harm in the workplace, it may also limit liability and protect against reputational damage should misconduct occur, Toronto human rights and employment lawyer Bay Ryley tells AdvocateDaily.com.
“If there’s a demonstrated failure to take appropriate action against sexual harassment in the workplace, it can affect the bottom line,” says Ryley, founder and president of Ryley Learning. “Whether it’s Ministry of Labour fines, litigation or brand damage, sexual harassment allegations are a threat to the viability of a business.”
While it’s mandatory for Ontario employers to have workplace sexual harassment policies and provide training for all workers under the Occupational Health and Safety Act, companies also have a responsibility under the Ontario Human Rights Code to maintain an environment free from sexual harassment.
As originally published on Advocate PR Ltd.