As a person in authority, you may witness harassment, incivility, or sexual violence. You might also suspect that someone on your team is experiencing domestic violence.
Incivility and psychological or sexual harassment
If you are aware that someone on your team or in your class is experiencing psychological harassment, sexual violence, or incivility, or if you witness it, you are responsible for correcting the situation and taking preventive action.
How to prevent these situations?
- Set an example with your behaviour.
- Apply and enforce the INRS Sexual Violence Policy and Harassment, Discrimination, and Incivility Policy.
- Set expectations regarding work performance and behaviours.
- Keep your eyes open and defuse risky situations.
- Manage expected work performance and behaviours.
- Influence the atmosphere within your team by creating a culture of mutual support and well-being.
Giving and finding help
INRS’s Human Resources Department advises managers and faculty members on appropriate measures to take against harassment. They’ll help you identify whether there’s a problem, and if so, the scope and severity of the issue. They’ll also help you determine what steps you can take to stop the potential harassment and develop an intervention strategy.
Academic or authority relationships and intimate relationships
As explained in its Policy Against Sexual Violence, INRS considers academic and authority relationships to be incompatible with intimate (i.e., romantic or sexual) relationships because they could undermine the required objectivity and impartiality in the academic or authority relationship, prevent free consent, encourage the abuse of power, or even lead to sexual violence.
More specifically, the following are considered to have academic or authority relationships:
- Professors and students (under their supervision or joint supervision, or if the student is taking the professor’s class)
- A professor and a member of their research group
- A member of the research group supervising a student in the same group
- An officer, executive, or managerial staff member and a member of the university community under their supervision
Anyone in an intimate relationship involving an academic or authority relationship must declare the situation by sending the form in Appendix A of the INRS Policy Against Sexual Violence to secretariatgeneral@inrs.ca.
Domestic violence1
Domestic violence causes far-reaching challenges for those experiencing it. It can be difficult for them to reconcile their personal life with their professional or academic life, especially when it comes to leaving their abuser. There are different ways you can accommodate someone who’s experiencing domestic violence, such as:
- Allowing staff members to take time off (if the work allows) to get support, prepare for departure, see a healthcare or legal professional, etc.
- Allowing students to take time off as permitted by the INRS university calendar (between the end of one semester and the official start of another). Alternative leave dates may also be chosen with the research supervisor to better suit the activities of the research teams or laboratories, provided that these dates are equivalent to and of the same duration as the dates scheduled in the university calendar. Those studying on a study permit should note that the conditions of the permit do not make it easy to take a leave of absence of more than 150 days. If they plan to be away for more than 150 days, they should be reminded to contact immigration.etudes@inrs.ca to speak with an accredited person who can offer advice on immigration procedures.
- Changing the person’s phone number and email address.
- Providing flexible schedules.
- For staff members, it’s a good idea to remind the person that their situation will not affect internal recruitment or promotion processes, and that they will not experience any discrimination related to their situation.
- Allowing a gradual return to work or study, on a doctor’s recommendation.
To set up these measures, a support or safety plan, or simply get advice, with the person’s agreement, please contact an internal resource at vcf@inrs.ca.
A few principles for open communication that fosters comfort and trust
When you notice signs of domestic violence, or if you suspect that someone on your team or in your class is experiencing harassment, incivility, or sexual violence, the first thing to do is figure out a good time and place to discuss it with the person.
Then begin your discussion by assuring them that they have your support and that the conversation will be confidential. It will probably be difficult for them to open up and talk about what they’re going through. Take things at their pace and respect their choice of whether or not to share.
Know that listening attentively and respectfully can make a huge difference for them.
Make sure the person knows your conversations are confidential.
Use “I” statements.
“I’m worried about you.”
“I’m concerned about your situation.”
“I noticed that…”
Describe what you saw, heard, or felt as clearly and objectively as possible.
“I heard…”
“I saw that…”
“I feel like…” or “I sense…” (e.g., “I sense that you haven’t been feeling well lately.”)
Believe the person, don’t question their feelings, and don’t make them feel responsible for the violence.
“I believe you.”
“It’s not your fault.”
“Violence is unacceptable.”
Reassure the person.
“I’m here for you.”
Let the person make their own decisions.
“I support you, no matter what you decide.”
Make sure they know that there are resources available and that people are ready to help.
Refer to the available resources depending on their situation.
Thank the person for trusting you: it can be very difficult for someone to talk about their abuse.
Respect your own limits.
[1] Text adapted and translated from Regroupement des maisons pour femmes victimes de violence conjugale (RMFVVC). Guide pratique à l’intention des employeurs, des syndicats et des employé.e.s. 2021.