REPORT ON DND HARASSMENT POLICY TRAINING

Submitted by: Debbie Graham, UNDE OPI Harassment

Over the last two years, DND has been developing a Harassment Policy and Guidelines that combines and replaces both the Civilian and Military policies. The new harmonized Policy has received Treasury Board's approval and came into effect December 2000. Although UNDE has taken a firm stance on this policy, and despite our concerns, we have been advised that the Policy will go ahead and will not be subject to amendments any time soon.

While developing the new harmonized policy, DND also conducted a survey that revealed that although many employees felt that they were harassed, the majority of the workforce were confusing conflict with harassment and in fact, only 11% of the workforce actually experienced harassment within the workplace.

Under the responsibility of the ADM (HR - Mil), revision of the DND SHARP program is currently underway to incorporate the new policy and guidelines and to update the material that was developed in the last decade and no longer meets departmental needs for uniformed personnel. Since civilian employees do not share the same luxury of career training courses that military personnel do, it was agreed that an Awareness Training course would be developed to ensure civilian employees are provided the same opportunity.

As a result, a contract was awarded to a consulting firm responsible for the development of a training program that will be delivered to new civilian employees and civilian supervisors. Representatives from various organizations including unions were invited to a presentation that was held on 19 Apr 01, in order to provide feedback on the proposed training plan. Attendees included Susan Harrison (DND Director - Civilian Human Right and Harassment Prevention Programs), Diane Dolan (DND Project Manager), 3 consultants, Finance union rep Claude Archambeault, PIPSC rep Daryl Lucby, Dockyard rep Norm Kempt and myself.

The duration of the Awareness Training is one day and has been broken down into two different groups, one for new employees and one for civilian supervisors. Content of courses include Harassment Awareness, Diversity Appreciation, What Does/Does Not Constitute Harassment Behaviour, Informal and Formal Redress Process, Roles and Responsibilities of Employees, Supervisors and Responsible Officers and Problem Solving Exercises. Although the training is geared toward the civilian workforce and military members may or may not participate, the military context will form part of the lesson plans so that members can see themselves in the picture throughout the course. Various training methods and resources will be used that will ensure full participatory efforts (ie lectures, smaller work groups, role-play etc).

The training plans are scheduled to be finalized for end of May 01 while the first draft of course materials is expected for end Jun 01. Bargaining Agents/Union representatives will be invited to attend the Pilot courses (conducted in both English and French) that may take place as early as Jul/Aug 01. It is expected that final course materials will be completed by end Sep 01 after Pilot course feedback is incorporated. At that time, Bargaining Agents/Union reps will be advised of when courses will be delivered to the workplace.

Other initiatives will include development of a joint mil/civ course for Responsible Officers as well as a revised course to reflect the new policy and guideline procedures for Harassment Advisors and Harassment Investigators. DND has assured that Bargaining Agents/Union reps will be included in these initiatives. As well, CFRETS will continue to oversee the delivery of SHARP training for uniformed personnel but will ensure that material is modified to reflect the new policy and guidelines.

UNDE RECOMMENDATIONS

During the presentation, it was recommended that the course content be re-arranged to provide participants a smoother flow of material in order to produce a better understanding of the overall course objectives. The consultants have agreed to review and take into consideration the direction and suggestions that were provided.

Discussed during the presentation was the issue on the lack of information in the policy concerning the union as a player in this policy. As was pointed out, the union role in harassment in the workplace varies depending on the bargaining agent. Under the collective agreements that UNDE fall under, it is clear that the union has a major role so it is no wonder that UNDE feels the policy has not addressed that point. Although DND feels that since this is a departmental policy and that they cannot recommend any employee to involve their union in the process, UNDE firmly believes that our members have the right to union representation throughout the process. It is also felt that DND should be supporting the union's role in this process especially since our objectives are the same, to promote a zero tolerance to harassment in the workplace. It was brought up that perhaps during the Awareness training session that the union could be identified as a resource to an employee who feels they have been harassed in the workplace. Our Shop Stewards have been instrumental in putting out a lot of fires and have been successful in addressing concerns that have resulted in timely resolution that is acceptable on all sides. Since this is directly related to the direction that the department wants to take to address harassment in the workplace, it is strongly recommended that the Awareness sessions do identify the union as a resource. It is also recommended that DND become fully aware of the responsibility that the union has to its membership regarding harassment in the workplace so that we are able to work as a team when dealing with harassment. It is the responsibility of the department to ensure that they provide a harassment free workplace and it is the responsibility of the union to ensure the member is provided that entitlement. If both sides are not provided an opportunity to do their job then we all lose.

The current training plan is geared toward new civilian employees and civilian supervisors. The concerns raised by UNDE identified that DND in most areas (other than NCR) is not hiring new employees (other than casuals) and that most supervisors are either military or are represented by other unions. Since UNDE represent the biggest portion of the civilian members within DND, it is felt that the targeted group was much too small. Since a new policy is being implemented and it has been quite some time since Harassment training has been made available to the workplace, it is UNDE's recommendation that ALL civilian members be provided the Awareness Training.

During the presentation it was identified that DND was invited by Treasury Board to participate in the development of the new TB Harassment Policy, however, due to the uniqueness of DND it would be in the department's best interest to continue developing their own policy since they employ both civilian and military. At present, DND is developing separate Harassment Awareness Training sessions, one for civilians and one for military but both will incorporate the military context so that everyone can see themselves in the picture. The perception this can give to the workplace is that we are indeed two different groups and never the two shall meet during training. If DND wants to promote a workplace free of harassment, they must recognize this diversity within the workplace and stop encouraging two different training plans. It is strongly recommended that Harassment Awareness Training be open to ALL civilian and military members. When this was brought up at the presentation, it was identified that DGER was unable to make that decision, however, further into the presentation it was identified that development of joint military and civilian training for Responsible Officers was underway. If this can be done for one, it should be done for all.