Equity, diversity, mental health and personal safety at work
Have questions about equity, diversity, mental health or personal safety in the workplace? This section will help address these questions.
Campus and government resources
British Columbia resources
- BC Employment Standards act
- BC Human Rights Code
- BC Labour Relations Code
- WorkSafe BC – Bullying and harassment
Resources on campus
- Counselling Services
- Resource Centre for Students with a Disability
- Society for Students with a Disability
- Student Mental Health
- UVic resources on sexualized violence
- University Health Services
Frequently asked questions around work
During the hiring process
Disclosing your disability is a personal choice. You are not required to disclose that you have a disability (including mental health issues) unless it interferes with your ability to carry out the essential functions of the job you’re applying for.
You may choose to disclose your disability:
- to ensure your legal right to reasonable accommodation from your employer
- if your potential employer has a commitment to hiring members of equity groups, including people with disabilities
- if your disability has implications for your health and safety or that of your colleagues
- to reduce the stress of hiding your disability
You may choose not to disclose your disability:
- because of the possibility that even enlightened companies with progressive policies may inadvertently discriminate
Adapted from Mental Health Works
Your employer cannot bring up the topic of accommodation until after the job offer. However, you can choose to bring up accommodation at any time, even before the job offer, and the employer can then discuss it with you.
If you choose to disclose your disability, it’s important to let your employer know of any strategies you have in place to help you and whether you require any workplace accommodations.
Your employer has a responsibility to provide reasonable accommodation for your disability. You have a responsibility for “work-readiness”—to know what you require for accommodation as an employee and to provide appropriate notice to your employer.
If you will require accommodation right away on your first day of work, you may wish to bring up accommodation during the interview. Otherwise, you may wish to discuss it during your first few weeks at work. It’s never too late to ask for accommodation; you can bring it up whenever it seems appropriate for you.
If you’re unsure about what sort of accommodation might be helpful to you, you can discuss this with your co-op coordinator or career educator. We can help you consider various workplace-related accommodations.
In the workplace
The Employment Standards Act requires that your employer take reasonable measures to accommodate your needs for time off for religious, cultural, health or related reasons. When you start a new job, it’s a good idea to review the organization’s policies around holidays and entitlements for time off and sick leave. In a unionized environment, the first place to look is your Collective Agreement. Most importantly, talk to your supervisor and give them plenty of notice so they can cover the work you will miss.
If you are taking sick leave for a mental health issue, you are not required to disclose your diagnosis—sick leave includes both physical and mental illness.
Can I talk about my involvement in equity groups in conversations at the office, or promote equity and diversity at work?
When talking about equity or diversity involvement in the workplace, it’s important to be considerate and inclusive of the diversity that already exists within your workplace. Also, be mindful of your workplace culture and whether these discussions are appropriate. If your employer has policies around equity and diversity, find out what they are before discussing or promoting your own perspective.
If you’re experiencing language barriers or feelings of isolation, you can discuss this with someone at work, such as your supervisor, a counsellor, HR specialist or union or employee representative.
The ability to build relationships and communicate your ideas clearly is valued in all work environments and other aspects of your life. Be proactive and seek out opportunities to interact with your coworkers in a variety of settings. This is a good chance to practice your communication skills, increase social confidence and build your network.
Related resources (in Victoria—look for others in your city):
- Intercultural Society of Greater Victoria: Administers free English classes (ELSA) for immigrants from beginner to intermediate level.
- Toastmasters International: Toastmasters can help you build public speaking skills and meet new people.
- Conversation Cafés: Run through UVic International Student Services to help international students improve their English language skills.
- International Commons: Offers a variety of programming and events, from effective listening to presentation skills in English.
- Victoria Immigrant and Refugee Centre Society: Provides support to newcomers’ adjustment to life in Canada.
Under the Canadian Human Rights Act, no-one has the right to discriminate or harass you on the grounds of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and unrelated or pardoned criminal convictions. If you're experiencing discrimination or harassment, speak to someone you can trust who is not involved in the conflict. If you feel that you have a case, you have a number of options. You can bring your concerns to your manager, human resources department, shop steward, Employment Standards office or provincial or federal tribunals.
- WorkSafeBC: Bullying and harassment information
- Canadian Human Rights Act
- UVic Equity and Human Rights
- BC Human Rights Coalition: Provides an overview of Human Rights Law in Canada and information on when to approach the Federal or Provincial Tribunal
- BC Human Rights Tribunal: Information and support on filing a claim under provincial jurisdiction
- Canadian Human Rights Tribunal: Information and support on filing a claim under federal jurisdiction
- Employment Standards Act BC
- Employment Standards Self Help Kit: Can help to solve workplace problems
Sexualized violence is defined as any unwanted act of a sexual nature and can affect and involve individuals of all genders and sexual identities. It can occur in any relationship, including family relationships, romantic relationships, casual encounters or by a stranger.
Examples of non-physical forms of sexual violence
Physical contact does not need to occur for an act to be sexualized violence. Examples of non-physical forms of sexualized violence include:
- Verbal pressure
- Sexual suggestiveness
- Sexual jokes
- Cat-calling or street harassment
What should you do if you experience sexualized violence?
If you experience or witness sexualized violence of any kind, there are a number of ways to report the incident and access support. People respond to sexualized violence in different ways; through the various resources on and off campus you can reach out in whatever way you feel most comfortable.
Contact your co-op coordinator - he or she will work with you to report the incident and will guide you to the support resources available on campus and off.
- Campus Security: To report any safety concerns or immediate risk, contact 250 -721-7599.
- Counselling Services: To book an appointment with a counsellor, contact 250-721-8341.
- Health Services: To book an appointment with a nurse or physician, contact 250-721-8492.
- Judicial Affairs Office: To report student misconduct, contact 250-721-8865 or visit the office in University Centre B202.
- Anti-Violence Project: To access support services and resources, contact 250-472-4388, or visit the office in Student Union Building B027.
UVic resources on sexualized violence
UVic has resources on the topic of sexualized violence, including information about consent, finding help, intervention and support, and more. The university is developing an new policy on preventing and responding to sexualized violence.
Canada is a very multicultural society and every workplace has its own culture with spoken and unspoken guidelines on appropriate behaviour. To navigate cultural differences at work, understand why there may be conflicting values, keep an open mind and look for opportunities to build positive relationships.
As an employee, you have a responsibility to be a productive worker. When you are experiencing a mental health issue, you also have the right to reasonable accommodation. If you approach your conversation with your employer as a way to find the balance between your responsibilities and your rights, you can work together to find a solution. You don’t need to disclose the specifics of your diagnosis if you don't wish to.
Find out what resources and support are available to you through your employer, such as Employment Assistance programs and counselling. You should also find someone you can speak to in confidence. If your workplace has a work-life balance coordinator (usually located in the Human Resources office), he or she would be an appropriate person to contact.
If you are uncertain about how to approach this, you can talk to a career educator.