SAFETY DRIVEN IN ALL THAT WE DO SCAFOM OWNED MANUFACTURING FACILITIES HIGHEST QUALITY SCAFFOLDING PRODUCTS SMART DETAILS GREAT SOLUTIONS! SCAFOM CANADA B Y S C A F O M - R U X 01RINGSCAFF SYSTEM SCAFFOLD Scafom Canada 19 Delta Park Blvd Brampton, Ontario Canada, L6T 5E7 T (905) 494-1703 F (905) 494-1965 8413-116 Street Fort Saskatchewan, Alberta Canada, T8L 0G8 T (780) 472-6255 F (780) 472-6290 490 Gladwish Drive Sarnia, Ontario Canada, N7T 7H3 T (519) 336-2777 F (519) 332-2666 RINGSCAFF SYSTEM SCAFFOLD, ENCLOSURES AND SWING STAGES Scafom is strategically located to service the scaffolding markets in North America where our quality driven ringscaff modular system scaffolding, accessories and support services, will add value to your access needs. WHAT EMPLOYERS SHOULD DO: 1. Employers have to be aware of this obvious and all too common occurrence in the workplace and on project sites, and be ready to act quickly when complaints are made or bad behaviour is witnessed. It should not be left just to women to complain. We should have each other’s backs. 2. Employers should consider more training in their workplaces to make people sensitive and aware of this new normal. Without appropriate training and understanding of what is and is not appropriate, a condition of fear and misunderstanding can overtake the workplace and cause division between employees. 3. Reverse mentoring could work where senior figures are guided by more junior employees or colleagues. This problem includes conduct and ideas held on an almost unconscious level that impact interactions between us. People with training in this area could help managers to identify and perceive hostile behaviour toward women which may simply not be on the radar of any workers other than the women. 4. A hotline could be set up, maintained by a third party outside of the company, to field complaints regarding harassment in the industry without fear of negative repercussions. With more visibility, the construction industry would be better equipped to recognize, challenge and prevent harassment. Perhaps an association could take this on. 5. Where allegations have been made against an employee of your company, consult with your lawyer to determine whether you should terminate first and ask questions later or follow your harassment policies. Both approaches have their risks. This genie is not going back in the bottle. Men and women are going to work together as equals and workplaces in society are going to be a better place because of it. I think we are just learning a new language and removing some unwanted and anachronistic behaviours so we can work together as equals without intimidation or misunderstanding. Up until now, women have basically tolerated the minor affronts and the sometimes terrible behaviour because they felt they had to, whether it was fear of job loss, loss of advancement or loss of reputation in the industry. At this point, it appears that women are not going to tolerate this behaviour anymore. Catherine E. Willson is Counsel in the law firm, Goldman Sloan Nash & Haber LLP, (willson@gsnh.com) a full-service law firm in Toronto, Ontario (www.gsnh.com). This information deals with complex matters and may not apply to particular facts and circumstances. The information reflects laws and practices that are subject to change. For these reasons, this information should not be relied on as a substitute for specialized professional advice in connection with any particular matter. ACCESS CANADA SUMMER 2019 11