This self-assessment tool has been designed to help you evaluate your current situation, manage any feelings of self-doubt you may be experiencing, and to provide you with guidance as you reach out for help.
The Canadian Institute of Workplace Bullying Resources defines workplace psychological harassment as:
- A variety of tactics directed at a person or group of people,
- repeatedly used over a period of 3 months or more,
- with or without conscious intent,
- to cause some form of harm (e.g., embarrass, humiliate, degrade, diminish, shame, or silence),
- by use of verbal or non-verbal tactics (e.g., in person, by letter, or electronically) towards a person or group of people.
Helpful information as you evaluate and determine your next steps
- Take time to review the definitions in the attached appendix. These will be useful terms to apply when you are describing your experience.
- Review your organization’s definitions, policies, and procedures. Your company’s policies must align with the OHS Act, including assurance that you are protected against retaliation. Canadian Federal employees are protected against harassment, bullying, and any acts of retaliation for reporting this abuse.
- Review all provincial legislation found in most provinces and territories.
- Understand that false complaints are considered malicious and/or acts of harassment. Clarity can be found on our website, or you can call OHS, Human Rights, Labour Standards, your Union, or WCB for information.
You do not need to go through this alone. Experiencing workplace bullying or harassment is painful and can cause physical and psychological harm. Fortunately, times have changed and there are solutions for you no matter how complicated it may seem.
We know that shame will often keep people silent. Silencing and isolating the target only fuels the people who harm others. Staying silent does not hold anyone accountable.
It is helpful and wise to talk to someone about your options. Someone who can help you navigate workplace systems and their unique or complicated processes and develop a strategy for your situation, including next steps. Be sure to see someone who is trained, qualified, and experienced in workplaces systems, and the injuries targeted workers sustain. Start by calling us for a brief assessment/consultation.
The combined services of an experienced and knowledgeable coach and qualified counsellor will be most effective! If you wish to process this further with an objective and experienced professional, contact us for a confidential supportive consultation.
It is important to choose your recovery with or without, justice.
~Linda Crockett