We all have a responsibility to co-create and maintain a workplace where safety and wellbeing are a given. This page contains resources to help you best support a colleague, or an employee, who has disclosed to you.
We all have a responsibility to co-create and maintain a workplace where safety and wellbeing are a given. This page contains resources to help you best support a colleague, or an employee, who has disclosed to you.
MSF-C is both legally and ethically responsible for providing a workplace that is free of harassment and discrimination. Harassment and abuse of power are serious issues and we are committed to responding as ethically, effectively and sensitively as possible. As a manager, you are frontline in ensuring that the people working under your supervision are as safe as possible and able to bring their best to their work. Below are some resources and further questions that can help you in navigating your role.
Your first priority should be the safety and wellbeing of the person who disclosed to you. Thank them for coming forward, explain to them that the organization takes these issues very seriously and offer to accompany them through as much of the process as they want.
Let them know that, generally speaking, the Director of HR is the lead on cases of this nature, and ask them how they would like you to connect them to the Director of HR (for example, would they like you to set up a meeting and accompany them? would they like you to brief the Director of HR beforehand? would they prefer to meet off site or on site?). If they have more questions about who will know the details of their situation, you can also refer them to this info pathway in our process map.
It’s important that you communicate clearly about your duty to report. Ideally, you can pro-actively remind your employees regularly about the organization’s commitment and your own responsibility in this area. The bottom line is that you cannot promise to keep something a secret – you can promise discretion, sensitivity and support, but you may be obligated to report the situation to the Director of HR.
As a manager, you are required to take Disclosure Training. This training is offered once a year and will help you be more fully prepared should someone come forward to you with an experience of abuse or harassment.
The Centre for Research and Education on Violence Against Women and Children has 2 free online trainings that are relevant:
Receiving a disclosure can be very stressful. Harassment and abuse are widespread social problems and most people have some vicarious stress and trauma response. In the immediate, it’s important that you focus on your employee’s wellbeing, but once you have ensured they have the right resources and are getting support, you will also likely need to debrief your experience.
The Employee Family Assistance Programme includes confidential access to counsellors and lawyers; this is a programme paid for by MSF, but the organization does not have any access to the information you share with the EFAP practitioners.
MSF staff also have no-cost access to the PsychoSocial Focal Points: Juliet Donald (Toronto) and Richard Zereik (Montreal). Conversations with Juliet and Richard are confidential, as both are mental health practitioners accountable to independent regulating bodies.
There are two cases in which MSF is legally obligated to inform police or other authorities. They are:
1. If we receive information about violence or harm affecting a child or a minor (under the age of 18), we are obligated to inform Child Protection Services. This should be done by the person who receives the information most directly. The best practice is to inform the person who disclosed, so they are aware that CPS has been notified.
2. If an act of physical aggression occurs on our premises, we are obligated to inform the police. This is the responsibility of the highest level of management present on the premises. Police typically respond by taking a summary from all witnesses and laying a charge if there is sufficient evidence.
As a peer, you don’t have a legal responsibility around harassment, but you do have an ethical one. And as an MSFer, you have a responsibility to support the organization’s principles around humanity, integrity and effectiveness.
If a colleague discloses harassment or abuse to you, we ask that you offer them support, check on their wellbeing and follow their lead in how they want to deal with the situation. We also ask that you offer them information about the resources and mechanisms within MSF for responding to harassment, abuse or otherwise unethical behaviour.
You can support in a variety of ways. The most helpful way is to ask your colleague(s) directly if and how you can help. It may be as simple as listening to them, or they may want support in reporting to the organization. You can also support pro-actively by attending a Disclosure Training and familiarizing yourself with MSF’s work on responsible behaviour.
Receiving a disclosure can be very stressful. Harassment and abuse are widespread social problems and most people have some vicarious stress and trauma response. In the immediate, it’s important that you focus on your employee’s wellbeing, but once you have ensured they have the right resources and are getting support, you will also likely need to debrief your experience.
The Employee Family Assistance Programme includes confidential access to counsellors and lawyers; this is a programme paid for by MSF, but the organization does not have any access to the information you share with the EFAP practitioners.
MSF staff also have no-cost access to the PsychoSocial Focal Points: Juliet Donald (Toronto) and Richard Zereik (Montreal). Conversations with Juliet and Richard are confidential, as both are mental health practitioners accountable to independent regulating bodies.
There are two cases in which MSF is legally obligated to inform police or other authorities. They are:
1. If we receive information about violence or harm affecting a child or a minor (under the age of 18), we are obligated to inform Child Protection Services. This should be done by the person who receives the information most directly. The best practice is to inform the person who disclosed, so they are aware that CPS has been notified.
2. If an act of physical aggression occurs on our premises, we are obligated to inform the police. This is the responsibility of the highest level of management present on the premises. Police typically respond by taking a summary from all witnesses and laying a charge if there is sufficient evidence.
