Table of contentsIntroductionHistoryTypes of workplace scandalsSexualityRacist harassmentSexual discriminationAlcoholismLaws and actsRecommendationsRecommendation #1Recommendation #2Recommendation #3Conclusion “Workplace scandals in Canada” is a report that explains the harassment employees face in their work environment. workplace in the Canadian economy. This report not only explains harassment, but also offers solutions to overcome it. Some laws that provide protection against this type of harassment are also explained. The report also explains the different types of harassment faced by men and women. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an Original Essay The information on the topic is collected from various online sites and library sources. After analyzing all the information, the report was prepared.Research Result/Significance of Findings: Understanding harassment based on past experiences and concrete examples in the Canadian economy.IntroductionWorkplace scandals such as Sexual harassment and racial discrimination have become very common in the United States. which led to the “Me Too Movement” last year. These floods have now reached the coasts of Canada. According to a survey “10,349 valid respondents understood the types of harassment and violent behavior perpetrated in the Canadian workplace” (March 9, 2017). The survey recommends preventive measures to address the present risk and the supports that can be provided to resolve this problem. The Me-Too movement has given women “a special place,” which has also given them the freedom to speak out about what they face in the workplace. But there is a power imbalance in the workplace, which leads to this type of harassment. History A Canadian survey of workplace scandals reveals that one in ten Canadians, both men and women, say harassment of women in the workplace is very common. . Bruce Anderson, president of the company "Abacus Data" which conducted the survey, said that "the numbers represented are quite striking." A question was raised in the Hollywood media regarding unwanted sexual pressure faced by women in Hollywood, for which 5% said it was "very often", 7% said "often", 41% said “occasionally” and 46% said they “never” experienced unwanted sexual pressure. In recent years, some big names in Canadian politics have also been implicated in scandals like sexual harassment, including the OPC (Ontario Progressive Conservative Party Leader Patrick Brow and federal Minister of People with Disabilities, Kent Hehr and Soule Pepper Not only women, but also men, are also victims of workplace scandals, because many of them do not have d. other possibility of working. Some examples of harassment experienced without any gender bias are racial discrimination and alcoholism Types of scandals in the workplace Sexuality Sexuality in the workplace occurs when an employee is the subject. adverse employment action, harassment, or denial of certain benefits based on sexual orientation It is important that employees have appropriate information about what constitutes discrimination based on sexual orientation. Racist harassmentRacial or ethnic discrimination in the workplace can be abhorrent in various forms. One of the most difficult aspects of racial discrimination in the workplace is that it can often take place undetected. There are often strict deadlines for reporting and filing complaints of racial discrimination. Therefore, if we believe we have been discriminated against, we should contact an employment lawyer in your area to discuss your situation. Gender DiscriminationIn the workplace, women are frequently subject to subtle discrimination from both sexes. qualified women may miss out on promotions because they become pregnant. Women are also more likely to be judged on their appearance and the way they dress than their female counterparts. Face more problems than men in the workplace. Alcoholism In the workplace, the costs of Alcoholism and alcohol abuse manifest themselves in many ways. To the extent that government as employer is cocentral, an employee's decision to drink is that individual's personal matter. However, when alcohol consumption or abuse interferes with an employee's ability to perform their duties, the employer has legitimate concerns, including proper performance of duties, health and safety issues. and conduct of employees in the workplace. The statutes and statutes and their uses are explained below. Human Rights ActThe Canadian Human Rights Act is a law passed by Canadian legislation in 1977 with the aim of expanding the law to eliminate any type of discrimination based on age, gender, race, marital status and ensuring equality for every citizen. of Canada.Duty to AccommodateAccording to the duty to accommodate, employers must make all reasonable efforts, short of undue hardship, to accommodate employees who face discrimination under human rights legislation. The Supreme Court (“Meiorin”) decision describes what the duty to accommodate is. , women, persons with disabilities, indigenous people and visible minoritiesThe Federal Contractors ProgramThe PCF guarantees that any contractor doing business with the Canadian government must represent a workforce and that the workforce must include four types of designated groupsWomenIndigenous peoplePersons with disabilitiesVisible minority groupsThe employment equity program provided for by lawThis program should promote, value and support women, Aboriginal people, people with disabilities and visible minority groups. The Workplace Equity Information System It is a law of the Canadian government, the main objective of the code is to protect the status of union representatives and to continue production avoiding any type of strikes and lockouts -out.Foreign Worker RightsThis law protects foreign workers who work temporarily in Canada. These are different types of laws that protect employees from different types of harassment and allow them to feel safe in their workplace. Preventive measuresPrecautions should be implemented at workplaces and awareness should be made to all employees and employers through frequent conferences for effective understanding. Unethical behavior damages the reputation and goodwill of the organization and leads to closure with loss of credibility. Employers and employees must come forward to oppose unethical activities in their organization. There are ways to control these activities. Label code One.