These are good ways of building confidence, making contacts and acquiring expertise. Develop and publicize a policy on harassment. Outline the procedure for making a complaint and the penalties for harassers. Ensure that managers and supervisors know that they are responsible for maintaining a harassment-free workplace. Provide workplace educationals on harassment.
Education is the most effective way of preventing harassment.
It's important to keep in mind that there are specific barriers to employment for Aboriginal people, people with disabilities and members of visible minorities. You need to consider how to address the barriers for each designated group as you develop employment equity strategies. It's all about breaking down barriers and creating a supportive work environment. 1 Statistics Canada. Labour Force Historical Review, 1998.