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Address discrimination, bullying and harassment

Last updated on February 14, 2024

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Your responsibility to address inappropriate behaviour

Everyone has the responsibility to contribute to a positive work environment and the right to work in an environment free from discrimination, bullying and harassment. When inappropriate and disrespectful behaviour happens in the workplace, it needs to be stopped. Addressing such behaviour is required under BC Public Service policies, collective agreements and the law.  

Addressing the behaviour informally

If you've experienced discriminatory, bullying or harassing behaviour, you should first consider whether it’s possible to address the matter informally.  

Informal approaches can include speaking to the other person directly (when safe to do so), other supports or actions by your supervisor or informal conflict management processes through the Conflict Management Office (CMO). The CMO provides a range of services including conflict coaching, facilitated conversations, mediation services and a workplace improvement process.

The BC Public Service encourages employees to address respectful workplace issues informally where it is safe and appropriate to do so. Informal approaches may result in faster and more satisfying resolutions. 

If you're unsure how best to address an issue, you're encouraged to connect with your supervisor, another manager you trust or your union or professional association for advice and support.

Bargaining unit employees are also encouraged to review their collective agreements for relevant procedures. HR policy 11 appendix 1– Discrimination, bullying and harassment in the workplace (PDF, 211KB) provides a list of relevant collective agreement articles for complaint procedures for bargaining unit employees.

Submitting a formal complaint

If you're not comfortable addressing a respectful workplace issue informally or do not feel it is appropriate you have the option to launch a formal complaint.

Information about the formal complaint process is included in HR policy 11 – Discrimination, bullying and harassment in the workplace (PDF, 211KB). The process to follow will depend whether you're a bargaining unit or excluded employee.

Bargaining unit employees seeking to submit a formal complaint should follow the procedures described in their collective agreements. A list of the relevant collective agreement articles is provided in HR policy 11 appendix 1– Discrimination, bullying and harassment in the workplace (PDF, 211KB).

Under Article 1.10 of the BCGEU and PEA collective agreements, employees may submit a Bullying/Misuse of Authority Complaint Form (Article 1.10), which is deemed the designated form.

Excluded employees or appointees seeking to submit a formal complaint should follow the procedures in HR policy 11 appendix 2 – Discrimination, bullying and harassment in the workplace (PDF, 211KB)

Serious inappropriate behaviour that clearly violates the Standards of Conduct should be dealt with through a formal process. A formal process may also be appropriate where the other party is less responsive to informal feedback or where previous attempts to resolve the issue have not been successful. 

For supervisors: dealing with discrimination, bullying and harassment

Addressing the behaviour

As a supervisor, you're required to act when you become aware of or receive a complaint of discrimination, bullying and harassment. Whether it be an informal process or a formal complaint, you must take all necessary steps to resolve the issue.

If you receive a formal complaint or if you become aware of suspected misconduct that may require disciplinary action, you must inform your supervisor and contact the BC Public Service Agency immediately for guidance. The obligation to report suspected misconduct is outlined in Appendix A of the Accountability Framework for Human Resource Management.   

Proactive measures and prevention

As a supervisor, you're responsible for establishing a respectful workplace and for taking steps to prevent or minimize inappropriate and disrespectful behaviour. Building a Respectful Workplace: Checklist for Supervisors (PDF, 129KB) outlines actions supervisors can take to build a respectful workplace. 

Bullying and harassment – WorkSafeBC

WorkSafeBC Occupational Health and Safety policies under the Workers Compensation Act outline responsibilities for both supervisors and employees to prevent and address bullying and harassment in the workplace. Employees are responsible for reporting if bullying and harassment is observed or experienced in their workplace.

Claims relating to mental disorders, including bullying and harassment are accepted under the Workers Compensation Act. 

Bullying and harassment by clients or the public

HR policy 11 addresses discrimination, bullying and harassment directed towards one employee by another. It does not cover behaviour directed at an employee by persons who are not BC Public Service employees. Such behaviour is addressed by a workplace violence prevention plan.

If you're an employee of the BC Public Service and are experiencing bullying and harassment by a client, a customer, a member of the public or staff from another employer, be sure to report the matter to your supervisor. Your supervisor will then assess and investigate and take all necessary steps to resolve the issue. In doing so, your supervisor may enlist the support of the BC Public Service Agency, including the Workplace Health and Safety Branch.

The BC Public Service Agency supports employees with workplace health and safety concerns and those who have experienced targeted threats of workplace violence. If an incident occurs in the workplace, urgent health and safety support, including the Targeted Threat of Violence and Threat Assessment, is available when an employee is hurt or threatened on the job. Even with this support, you should still contact the police when there are immediate fears for your safety or the safety of others.