The Ontario Human Rights and Accommodation Skills Training Workshop is a highly focused professional development opportunity for HR professionals, union leaders, and employer representatives involved in labour law in Ontario and Eastern Canada. Designed with both legal rigour and practical application in mind, this session helps participants deepen their understanding of core workplace challenges and build hands-on skills to improve outcomes.

What You’ll Learn:

• Strategies for proactive problem solving
• Scenario-based exercises and expert feedback
• Legislative updates and case study analysis
• Tools to improve communication and resolution at the front lines

Who Should Attend

• Human Resources Professionals
• Labour Relations Officers
• Union Stewards & Counsel
• Legal Advisors and Advocates

Delivery Format

• In-Person session led by leading labour law experts
• Interactive case studies and guided discussion

In this full-day workshop, participants will hear from leading experts about how to apply a trauma-informed approach to complaint and grievance procedures in the human rights context. Participants will develop an understanding of: key concepts related to a trauma-informed approach, best practices when first responding to a complaint or grievance, meeting the needs of participants, and utilizing early resolution options. Participants will engage in interactive exercises relevant to the principles and practices discussed throughout the day. All participants receive a comprehensive set of digital materials, including case summaries, and additional resources compiled by Lancaster House program lawyers for continued learning and reference. Questions to be addressed include:

Key Concepts

• What is trauma and how does it show up in the workplace?
• What is a trauma-informed workplace? Why is it particularly important that workplaces adopt a trauma-informed approach to complaint and grievance procedures during human rights disputes?
• How does intersectionality and intercultural competence relate to a trauma-informed approach? What does this involve in practice?
• Can a trauma-informed approach conflict with the rights of a respondent?

First Steps

• What barriers do complainants face when filing complaints or grievances, especially in cases of discrimination or harassment? What steps can employers and unions take to address these barriers?
• What resources should employers and unions provide to complainants, respondents, witnesses, and others in the workplace to support mental well-being in response to an incident, complaint, or grievance?
• How should employers and unions handle anonymous complaints alleging discrimination or harassment by another employee? Why might a complainant feel more comfortable remaining anonymous?
• What interim measures should employers implement to protect complainants? For example, when will it be appropriate for a respondent to be placed on leave?

Meeting the Needs of Participants

• How should employers and unions eliminate accessibility barriers, and ensure appropriate accommodations are in place, throughout the complaint and grievance processes? What if an individual’s trauma impacts their ability to fully participate?
• What aspects of complaint and grievance procedures can re-traumatize individuals? How can employers and unions reduce the likelihood of re-traumatization?
• What does trauma-informed interviewing and writing entail? How should one respond if an employee’s behaviour during a discussion is influenced by trauma?
• How can the parties assess a complainant’s credibility and the merits of a case, more generally, without penalizing trauma-related responses?
• What strategies help reduce the risk of compassion fatigue for management and union representatives?

Early Resolution Options

• What early resolution options are available to the parties? Is early resolution appropriate for human rights disputes?
• What safeguards should the parties implement to ensure that early resolution is an informed and voluntary choice?

Going Forward

• What are the negative consequences of failing to adopt a trauma-informed approach to complaint and grievance procedures?
• How can employers and unions develop a workplace culture where employees feel safe disclosing problems in the workplace, reporting incidents, or filing complaints and grievances?

Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.

Ontario Human Rights and Accommodation Conference – Workshop

$1,095.00Add to cart

Attendees also have the option to attend the Ontario Human Rights and Accommodation Conference, taking place the days after the workshop. The conference features expert-led panel discussions examining key developments and practical challenges in workplace human rights and accommodation and is designed to complement the workshop. The conference and workshop may be attended separately or as a bundled registration:

Ontario Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop)

$2,690.00Add to cart