Office Bullying and Harassment Policy Volume Nov 2013 | Page 43

importance of having everyone agree to appropriate standards of behaviour. A code of conduct is
usually developed by the employer for the whole organization, while a charter or respectful workplace
pact is developed and agreed upon by members of a unit or working group. Both of these set
expectations for respectful workplace conduct and answer the following questions:
•

What are the values of this workplace or work unit?

•

What specific behaviours do we expect from each other?

•

What are our commitments/accountabilities to each other?

Employers can ask that everyone in the workplace or unit sign off on a charter or respectful workplace
pact. The formal agreement can then be posted and/or distributed. This might include creating, printing,
and distributing a postcard-sized summary of key points that can be posted at a desk or in a locker.
This type of understanding places accountability on workers, as well as supervisors. To be effective,
the charter or pact needs an enforcer
— a role typically filled by the manager or supervisor responsible for the unit.
Ideally, these documents are created as a preventative measure before conflict occurs. But they can
also be developed if a workplace or unit is experiencing bullying and harassment.

Peer advisory group
A peer advisory group provides another forum for workers to talk about issues they are experiencing
and to seek advice for how to resolve an unpleasant situation. This empowers workers to help each
other resolve conflicts or challenging work situations.
Peer advisors are usually pre-screened by Human Resources personnel or managers to ensure they
have the necessary skills and qualities to handle matters that are typically sensitive, such as good
communication skills, a common-sense approach, and the respect and trust of others in the workplace.

Toward a respectful workplace

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