A Léger Marketing survey conducted in 2004 (for the Chair of Workplace Health and Safety Management, under the direction of J.-P. Brun), showed that in the twelve months preceeding the survey : 

•  between 7 % and 9 % of respondents mention they regularly experience some form of psychological harassment at work;
• 7 % say they have deliberately been isolated by other individuals or groups at work; 
• 7 % say they have been diminished or ridiculed in front of other colleagues; 
• 9 % say they have been a victim of abusive, threatening or degrading comments. 

These figures illustrate the importance of improving the work environment in order to prevent harassment situations at work.

Following the psychological harassment provisions under the Law on working regulations, many employers have adopted internal policies relative  the management of psychological harassment complaints.  However, for many companies, the practical application of harassment policies remains obscure.

The following questions, both from Human Resources personnel and from supervisors or management, are not uncommon: 

• Two employees are involved in an important conflict situation at work.  Does this constitute harassment?  You are unsure how to answer such a question... 
• A new employee is called names and is rejected by members of his team at work because of his physical appearance.  To your knowledge, the employee has not filed a complaint, but as manager you do not know how to intervene... 
• An employee is isolated by other colleagues because of his or her ethnic background.  The employee has not filed a complaint, but you wish to re-establish a harmonious work atmosphere... 
• You wish to shed some light on the current team climate within your workplace which you feel mah be at risk for harassment.  You do not know how to procede... 

If these are some of the questions your company is facing, Relais Expert-Conseil can offer, in addition to its training, assessment services in the field of prevention and management of harassment and discrimination at work.

Thus, depending on your specific needs, our assessments regarding the prevention of harassment and discrimination at work can be carried out: 

• With an individual (specific assessment/expertise) 
• With work teams(team climate evaluations)
• Within the work environment as a whole (questionnaire/psychosocial surveys) 

In our evaluation report, when requested, we will present a preventive strategy regarding harassment and discrimination at work, as well as management and monitoring plans.  Following the assessment, our expert will submit a written report that is:

• clear and comprehensive;
• supported by rigorous data;
• delivered in a timely manner.