Workplace Bullying, Discrimination, Harassment and Violence Prevention: For Managers and Supervisors

Managers and Supervisors play a critical role in maintaining a safe, respectful, and inclusive workplace. However, addressing workplace bullying, discrimination, harassment, and violence comes with significant challenges. These issues can be complex, sensitive, and legally risky if not handled correctly. These challenges can range from identifying the behavior to ensuring appropriate action is taken to maintain a safe and respectful workplace for everyone.

This online course will provide information to help you recognize workplace bullying, discrimination, harassment and violence in the workplace, how to stop it and how to protect your employees.

The Workplace Bullying, Discrimination, Harassment and Violence Prevention: For Managers and Supervisors course is presented in 6 chapters with each chapter assisting you in recognizing, preventing and resolving these workplace issues.

Chapter 1: Legal Framework and Compliance
Chapter 2: Workplace Bullying Prevention
Chapter 3: Workplace Harassment Prevention
Chapter 4: Workplace Sexual Harassment Prevention
Chapter 5: Workplace Discrimination Prevention
Chapter 6: Workplace Violence Prevention

Here’s why Workplace Bullying, Discrimination, Harassment, and Violence Prevention Training for Managers and Supervisors is so important in Canada:

1. Legal Requirement Under Canadian Law

• Federal and provincial legislation (like the Canada Labour Code, Ontario’s OHSA, BC’s Workers Compensation Act, etc.) requires employers to prevent and address workplace harassment, violence, and discrimination.

• Bill C-65 (for federally regulated employers) expanded the responsibilities for preventing workplace violence and harassment.

• Managers need training to understand their legal duties, properly handle complaints, and avoid liability for themselves and the organization.

2. Duty to Provide a Safe and Healthy Workplace

• Under Canadian occupational health and safety laws, employers have a "duty of care" to ensure that work environments are physically and psychologically safe.

• That includes protection from bullying, harassment (including sexual harassment), discrimination, and violence.

• Managers must be trained to recognize risks and take preventive action, not just respond after the fact.

3. Human Rights Considerations

• Under the Canadian Human Rights Act and provincial human rights codes, discrimination and harassment based on race, gender, disability, sexual orientation, etc., are prohibited.

• Managers must know how to respect protected grounds and ensure no one experiences differential treatment or a toxic work environment.

4. Canadian Workplace Culture Emphasizes Inclusion

• Canada prides itself on being diverse and inclusive, and that’s reflected in many organizations' values and hiring practices.

• Training helps supervisors understand unconscious bias, microaggressions, and how to build equitable teams.

• A respectful workplace improves morale, engagement, and retention—especially for underrepresented or marginalized employees.

5. Prevention is More Effective (and Cheaper) Than Reaction

• Early intervention prevents formal complaints, lawsuits, workers’ comp claims, or bad press.

• Training helps managers confidently and correctly handle issues, document them, and follow proper internal processes.

6. Empowers Managers to Lead Responsibly

• Managers are role models. Their actions set the tone for the team.

• With proper training, they can:

  • Build trust and psychological safety

  • Handle sensitive conversations professionally

  • Apply policies consistently and fairly