Safety Pin Campaign Ontario

You may have recently seen pictures on the news of people wearing safety pins or even heard brief statements about the “safety pin campaign.” But what is the safety pin campaign exactly? The campaign began in the U.K. after the country voted to leave the European Union (often referred to as “Brexit“).

Following the vote, the country saw an increase in hate crimes. The pin acted as a symbol. Wearing a pin meant that you were a safe person to turn to. Now, the Safety Pin Campaign has grown in popularity, spreading beyond the United Kingdom.

The Safety Pin Campaign gained popularity in the United States during and after the recent presidential election. Amidst fears that worsening discrimination against racialized people, immigrants, members of the LGBTQ+ community and women would follow the election, the safety pin movement saw a revival in the U.S. Though the movement seems to be happening primarily in the States, Canadians also began sporting safety pins. Discrimination is not just a problem in the United States and the United Kingdom.

Workplace Violence and Harassment

Racialized Groups

A 2016 report conducted in Ottawa titled Racialized People: Equity and Inclusion Lens Snapshot, found that many racialized groups in Canada face both discrimination and harassment in the workplace.

The 2016 report outlines multiple barriers that racialized people face while in the workforce.

“These

[barriers] include the dominant cultural contexts of hiring and promotion, lack of access to networks, the importance of French-English bilingualism, the presence of racism, and the spread of Islamophobia since 9/11.”

Employees are not the only ones guilty of discrimination. A study done at the University of Toronto found that employers across Canada discriminated against applicants with common Chinese and Indian names.

Though many consider Canada and Ontario a loving, accepting place, according to the Ontario Human Rights Commission (OHRC), this is not always the case. The OHRC write:

“In Canada, there are strong human rights laws and systems to address discrimination. At the same time, we also have a legacy of racism – particularly towards Aboriginal persons, but to other groups as well, including African, Chinese, Japanese, South Asian, Jewish and Muslim Canadians. This legacy affects our systems and structures even today.”

Racial discrimination is not always obvious. The OHRC discuss some ways discrimination happens in both the workplace and everyday life:

• Racial jokes, slurs, and offensive words
• Any action that singles out someone due to their race or ethnicity
• Imposing burdens on one group due to their race or ethnicity
• Racial harassment: making jokes, displaying insulting pictures or behaviour, putting down others due to race
• Being denied mentorship or training
• Facing different job standards in comparison to other employees

Unfortunately, Ontario is not free from workplace discrimination and harassment.

Dealing With Workplace Harassment

Unfortunately, harassment and discrimination can occur anywhere, even your own workplace. It’s important to know how to deal with these issues if they occur. Here are some methods to use if you find yourself dealing with a case of workplace harassment:

• Discipline the employee(s) who have been harassing others
• Provide training for all employees, including those who struggle with workplace harassment and the perpetrators of workplace harassment – make the consequences of workplace harassment known
• Issue company-wide communication on any issues that has been addressed, and make the company’s stance on workplace harassment clear
• Organize a retreat for leaders or host lunch and learns on past challenges and how to handle them

Workplace harassment can quickly make a safe workplace feel toxic and uncomfortable. The best way to deal with workplace harassment is to prevent it before it even begins.

Preventing Workplace Violence and Harassment

What can be done about such a prevalent and dangerous issue? The number one way to fight harassment and discrimination is through education. One easy way to become a solution to this problem is to do some quick research on updated terms and language. For example, the OHRC states:

“Recognizing that race is a social construct, the Commission describes people as “racialized person” or “racialized group” instead of the more outdated and inaccurate terms “racial minority”. “visible minority”, “person of colour” or “non-White.”

• Using correct terms is one way to avoid accidental offensive language. It will help all people within your company feel accepted, and set a precedent for others in the workplace.
• Standing up for others and speaking out when you see something wrong. Don’t be a bystander. Be part of a culture that’s different; a culture that’s not afraid to take a stand for what’s right.
• Providing both employers and employees with proper, up to date training is the best way to educate everyone on workplace violence and harassment. Training both leadership and team members how to accurately spot even the must subtle forms and how to respond to discrimination can help stop and prevent discrimination from happening at all.
• Encouraging HR departments to initiate their own safety pin campaign in the workplace by asking workers to wear a safety pin on a meaningful day (for example, when the emancipation act was passed).

At ACUTE, we want to stop all forms of discrimination, violence, and workplace harassment. ACUTE’s Workplace Violence and Harassment course teaches participants the legislative requirements and importance of having a Workplace Violence and Harassment policy.

With ACUTE’s experienced team of industry professionals, you can expect professionalism and thorough training. This course is appropriate for workers from all Ontario’s workplace sectors. Workplace violence and harassment can happen in any workplace. It’s important to be well educated and prepared.