Harassment-prevention-resolution-office

Mission

The mission of the HPRO is to help make ÉTS an open-minded and respectful environment in which to live, study and work, where every person feels welcomed and respected and where diversity is valued and experienced as an asset and an advantage.

In carrying out this mission, the HPRO acts in four areas:

Prevention: Through awareness raising, education, training and coaching
Resolution: Through mediation and problem solving
Response: Through acting and following up on complaints involving psychological or sexual harassment
Assistance: By providing support to victims, to witnesses, and to the extent possible, to those under investigation

The HPRO can also intervene with any person present on campus, including employees of contractors or tenants of spaces belonging to ÉTS, and even visitors, in connection with any event that occurs on campus or during an activity organized by ÉTS.

The HPRO acts within the framework of the following laws and regulations:

Act respecting labour standards (sections 81.18, 81.19 and 81.20);
Act to prevent and fight sexual violence in higher education institutions;
Politique pour un milieu de travail, d’études et de vie respectueux et exempt de harcèlement (CA-240-2200) (Policy for a Respectful and Harassment-Free Work, Study and Living Environment – in French);
Politique pour prévenir et combattre les violences à caractère sexuel (Policy to Prevent and Fight Sexual Violence – in French);
Règlement sur l'encadrement des relations de proximité dans le cadre de rapports d'autorité (Regulation on Close Personal Relationships in the Context of Authority – in French).
Règlement sur le Code de vie (CA-352-4092) (Code of Conduct Regulation – in French).

We favor a proactive approach, focused on problem solving and the prevention of harassment and sexual violence.

Different approaches are offered to those who report a situation in order to find solutions to the difficulties experienced, to resolve them and to prevent them from worsening and recurring.

If the problem-solving approach is not appropriate or does not yield the expected results, a formal harassment (psychological or sexual) investigation process can be developed to assess the situation. Recommendations are then issued to prevent recidivism and promote a healthy work, study and living environment free from harassment and sexual violence.

In matters of awareness, education, training and coaching:

Design, develop and put in place prevention, education and sensitization tools and programs in the field of conflict management, psychological harassment and sexual harassment.
Develop, implement, manage and promote awareness-raising and educational activities in the field of harassment;
Offer information and awareness activities on harassment.
Organize and conduct information and sensitization sessions on harassment.
Provide coaching services, notably to persons in management roles, to support them in implementing preventive and curative measures.

In matters of mediation and problem resolution:

Advise persons requiring its services, assess the nature and extent of the situation and decide on actions to take in compliance with the provisions of the Policy.
Support and advise staff and students with a view to finding the best solutions for conflict resolution and, as required, ensuring that the necessary steps are taken to stop any form of harassment.
Lead a problem resolution or mediation process between the parties involved.
Act as an intervener or facilitator in handling situations that could injure the dignity of persons.
Liaise with other administrative units involved.

In matters of response and follow-up to complaints:

Receive reports, complaints and requests from staff and students related to potential situations of harassment, and collect related information.
Analyze the admissibility of complaints and, if needed, enlist the help of a lawyer, psychologist, human resources management advisor or any other person whose assistance is deemed appropriate.
Manage and track requests and complaints.
Coordinate the process of initiating and supporting external investigations, and oversee the monitoring and assessment of these interventions as appropriate.

In matters of support and assistance:

Liaise with other units involved when necessary, including Human Resources, Student Services, Registrar's Office, Cooperative Education Department, Student Association, etc.
In collaboration with the departments and units concerned, ensure that students continue to progress in their studies.
Liaise with departments and units involved in responding to a report or a formal complaint and foster a coordinated approach among the stakeholders; inform the Secretary General when required.
Recommend to the competent persons the measures that should be taken if the integrity of a person who considers themselves injured is threatened.
Within its area of competence, provide support and advice to senior management of the School and the Secretary General.
Be on the lookout for risky situations; When required, inform and issue recommendations to the Secretary General, who is responsible for the application of the Policy.
Produce an annual report on its activities and deliver it to the Board of Directors and the Executive.

These fundamental values are central to our mandate:

Confidentiality: It is of paramount importance! We keep information brought to our attention confidential and protect the identity of the parties concerned.
Equality : We promote full inclusion of all, regardless of individual differences.
Commitment: So that ETS can offer an open and respectful work, study and living environment, the full cooperation of all is essential and we encourage this commitment.
Equity: We are committed to ensuring that cases of misconduct and harassment will be handled in complete equity and without favouritism, regardless of the role assumed within ÉTS.
Diligence: we recognize the importance of intervening rapidly when a problematic situation is brought to its attention.
Transparency: We inform the university community of our operation and our services. Transparency is also manifested by consulting and involving the academic community in the search for solutions.
Security: We promote a culture that encourages the reporting of situations that may endanger the physical or psychological safety of people working within ÉTS.

Politique pour prévenir et combattre les violences à caractère sexuel (Policy to Prevent and Fight Sexual Violence – in French)
Règlement sur l'encadrement des relations de proximité dans le cadre de rapports d'autorité (Regulation on Close Personal Relationships in the Context of Authority – in French)
Règlement sur le Code de vie (CA-352-4092) (Code of Conduct Regulation – in French).
Annual reports (in French): 2019-2020 | 2018-2019 | 2017-2018

Services

Anyone can consult the HPRO, in strict confidence and without obligation, for advice or for information concerning the available avenues of recourse.

More specifically, the HPRO offers the following services:

Coaching

Coaching involves helping a person to achieve an objective or resolve a problem. People require support when they experience, witness or are informed of a situation involving conflict, violence or harassment. Many people feel powerless, and do not know how to manage the situation.

Intervention by an advisor

With a view to bringing an end to a situation of incivility, violence or harassment, it may be necessary for an advisor to intervene directly with individuals who are named in a report. The advisor will then inform the named individual or individuals with respect to expected behaviour in connection with the policies and Code of Conduct in effect at ÉTS.

Assistance and accommodation

Assistance involves providing a person with support by helping them through the process leading to the resolution of a problem. Assistance may be required if the situation they are experiencing is particularly difficult, or if the person requires the physical presence of someone at their side during certain meetings.

The goal of accommodation is to ensure the security and the physical and psychological integrity of those who request the services of the HPRO, and to allow for the normal performance of activities related to studying and working. To accomplish this, the HPRO calls upon people who are in a position to facilitate and implement the required accommodation measures.

Management intervention

In the case of a management intervention, the advisor contacts the manager (of a service, department or association) in order for that individual to intervene with a view to preventing or bringing an end to a problem situation. The advisor provides the manager with the support required to effectively intervene in the situation.

Problem solving

Problem solving is the preferred approach at the HPRO. This approach involves a voluntary process among the individuals involved with a view to finding solutions to the problems that have been identified. The focus is on identifying solutions rather than assigning guilt. The process leads to an agreement governing acceptable interactions that is approved by both parties. The HPRO monitors compliance with the agreement over the following weeks or months.

What is psychological harassment?

Harassment is any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures that affects the dignity or the psychological or physical integrity of a member of the university community, and that results in a harmful working, studying or living environment for that person.

A single serious incidence of such behaviour that has a lasting harmful effect on the person who is subjected to it may also constitute psychological harassment.

In order for a case of psychological harassment to be identified, the following five criteria must be present and established:

Vexatious behaviour;
Repeated;
Hostile or unwanted conduct, verbal comments or gestures;
Affecting the dignity or the psychological or physical integrity of a person;
Resulting in a harmful working or studying environment.

Conflict: Marked by personalized criticism
Harassment: Unsaid, hidden

Conflict: Adversaries meet face-to-face
Harassment: Secretive acts and absence of conflict

Conflict: Honest and open strategies
Harassment: Insidious , ambiguous strategies

Conflict: Direct communication
Harassment: Indirect and evasive communication

Conflict: Leads to renewal and reorganization
Harassment: Destruction of team spirit and atmosphere

Harassment can be manifested in many different ways, as in the following examples:

Preventing a person from expressing himself: Constantly interrupting him, preventing him from speaking with others, destroying work, depriving him of any opportunity to express himself.
Isolating the person: No longer speaking to him in public, no longer speaking to him at all, denying his presence, leaving him out, depriving him of means of communication (telephone, computer, mail, etc.), preventing others from speaking to him.
Discrediting the person: Spreading rumors about him, ridiculing him, humiliating him, calling into question his convictions or his private life, insulting him or harassing him sexually.
Belittling the person: No longer assigning him tasks to perform, forcing him to perform tasks that are demeaning, absurd, or below his abilities, causing him to fail, blaming him for professional errors, denigrating him in front of others.
Threatening, assaulting the person: Yelling at him, shoving him, damaging his property.
Destabilizing the person: Making fun of his convictions, his tastes, his political choices, his weak points; making disagreeable allusions without ever explaining them; calling into question his judgment and his decision-making abilities.

Examples taken from the Commission des normes, de l’équité, de la santé et de la sécurité du travail website.

Normal exercise of the management right

The exercise of management activities by representatives of an employer does not constitute harassment. The management right is defined as the day-to-day management of performance at work or absenteeism, the assignment of tasks, the application of the scale of sanctions and dismissal.

These actions do not constitute psychological harassment insofar as the exercise of the management right is not carried out in an abusive or discriminatory manner.

Conflicts at work or in an academic environment

Workplaces and academic environments are no different from other environments in that conflicts may arise. A conflict does not constitute psychological harassment, but it may be a risk factor. Conflicts that are properly managed may result in the clarification of responsibilities and the development of improved relationships. On the other hand, conflicts that are poorly managed or left unresolved may lead to psychological harassment.

Difficult working conditions and professional constraints

Difficult working conditions, professional constraints and organizational changes that are justified and that affect personnel in a non-arbitrary and non-discriminatory manner do not constitute psychological harassment.

Educational assessment

Within the context of academic activities, assessing knowledge and competencies based on predetermined requirements, and requesting correction of identified gaps and difficulties, does not constitute psychological harassment insofar as it is not carried out in an abusive or discriminatory manner.

Stress related to work or studies

Stress related to work or studies may stem from sources other than psychological harassment. However, an accumulation of stress factors may constitute a situation of increased risk.

Source: Commission des normes du travail du Québec

What is sexual violence?

The concept of sexual violence encompasses all forms of non-consensual violence committed in connection with sexual practices or that targets sexuality, including sexual assault.

The concept also encompasses any other type of misconduct that may occur, especially that involving unwanted gestures, verbal comments, conduct or attitudes of a sexual nature, including those related to sexual diversity or gender, expressed either directly or indirectly, including via technological media.

The following are some examples of misconduct and sexual violence:

Sexism, misogyny, homophobia, transphobia;
Disseminating degrading sexual images or videos;
Insistent unwanted verbal advances or propositions of a sexual nature;
Abusive expressions of unwanted interest;
Comments, allusions, pleasantries, confrontations or insults of a sexual nature;
Acts of voyeurism or exhibitionism;
Sexual harassment;
Cyber-stalking;
Production or distribution of sexual images or videos of a person without their consent;
Unwanted physical advances, fondling, caressing, pinching, kissing;
Imposition of inadvertent sexual intimacy;
Promises of reward or threats of reprisal, either implicit or explicit, linked to the acceptance or refusal of any request of a sexual nature.

Consult the Policy to Prevent and Combat Violence of a Sexual Nature (in French).

Consent is an express, free, sustained and informed agreement by a person to engage in a specific intimate, sexual or romantic activity. It must be obtained.

It should never be obtained by threat or coercion. It must be given voluntarily by the person.
It is never presumed or implied. Silence or the absence of refusal is not consent.
It cannot be given if the person is under the influence of drugs or alcohol, or if the person is unconscious.
It cannot be obtained if the perpetrator abuses a position of trust, power or authority.
It is no longer valid if the person manifests, along the way, her/his disagreement with the pursuit of sexual practices by way of words or behavior.

Sexual violence can manifest itself in person, on the phone, verbally or in writing and by technological means, on the Internet and social networks.

Sexual violence can take the following forms, but is not limited to:

Make jokes of sexual nature;
Make comments with sexual overtones about a person's body or appearance;
Sexual leering;
Urge someone to go out despite their refusal or silence;
Refer to one's own sexual activity in front of other people;
Ask a person about their sexual practices;
Not respecting a limit expressed;
Force kiss;
Unwanted sexual touching;
Stuck or isolate a person in order to force sexual behavior;
Intoxicate a person in order to sexually abuse them;
Any gesture that goes against the concept of consent;
Sexist and misogynist remarks;
Obscene gestures or indecent facial experssions;
Degrading sexual images;
Obscene phone calls;
Taking or broadcasting sexual images of a person without their consent;
Forcing a person to view sexual material;
Sexual exploitation.

Policies and regulations

Adopted in December 2018:
- Politique pour prévenir et combattre les violences à caractère sexuel (Policy to Prevent and Combat Violence of a Sexual Nature);
- Règlement sur l’encadrement des relations de proximité dans le cadre de rapports d’autorité (Regulation on Close Personal Relationships in the Context of Authority);
- Code of conduct
- Revision of the Policy for a respectful and harassment free work, study and living environment in order to update it and bring it into alignment with changes to the law that have come into effect since it was first adopted.
Creation of the Advisory Committee for the Prevention of Psychological Harassment and Sexual Violence in April 2019, which became the Prevention and Resolution of Harassment / Equity, Diversity and Inclusion (PRH/EDI) Committee in November 2019, with the following mandate:
- To advise the HPRO in defining and implementing the prevention and follow-up measures required to ensure that the university community enjoys a respectful work, study and living environment that free of violence and harassment;
- To inform and raise awareness among the members of the university community with respect to the principles of and issues related to equity, diversity and inclusion, with a view to promoting a culture of respect without discrimination.

Training and awareness-raising activities

Presentation of awareness-raising messages to new students at the beginning of each session, targeting alcohol consumption, sexual violence, etc.
Orientation activities supervised and guided by individuals who are trained in prevention and taking action.
Mandatory online training module for all employees and students entitled Ensemble, pour prévenir et combattre les violences à caractère sexuel (Working together to prevent and combat sexual violence).
Training available to various groups within the university community:
- Training related to unconscious bias in research;
- Conference on cyberviolence;
- Workshop on best practices for maintaining healthy relationships among scientific clubs.
- Ad hoc workshops addressing a variety of subjects, including civility, respect, psychological harassment, sexual violence, etc.
Intramural campaign entitled #AvecRespect (#WithRespect).
#AvecRespect themed video clips posted on the ÉTS website and social media pages.
Complete redesign of the HPRO section of the website with fully bilingual content.
Intramural campaign against sexism in preparation for the Fall 2020 session.

If you need help

The HPRO is here for you. It’s not easy to face the psychological and physical repercussions of harassment or sexual violence alone. Consult the professionals at the HPRO, who will listen to you without judging, provide you with advice, support and assistance, and offer solutions to bring an end to the situation that is affecting you.

Campus Resources

EMERGENCY
Dial *55 (Prevention and Safety Office)

Prevention and Resolution of Harassment Office
355 de la Montagne St.
Montréal (Québec) H3C 0L7
514 396-8800, ext.7075 or 7050
dominique.bilodeau@etsmtl.ca

Psychological Support
For students: Student Services, 1 888 355-2575
For employees: Employee Assistance Program, 1 877 455-3561

Off-campus Resources

Telephone hotline offering listening, information and referral services for the victims of conjugal violence, family members and responders:
1 888 933-9007
Free, bilingual and confidential, accessible 24 hours a day and 7 ways a week throughout Québec.

Commission des normes, de l'équité, de la santé et de la sécurité du travail - Québec
514 873-7061 | Toll free: 1 800 265-1414

Commission des droits de la personne et des droits de la jeunesse - Québec
514 873-5146 | Toll free: 1 800 361-6477

Regroupement québécois des centres d'aide et de lutte contre les agressions à caractères sexuel (CALACS) Organization grouping sexual assault help centres in Quebec
514 529-5252

Groupe d'aide et d'information sur le harcèlement sexuel et psychologique au travail de la province de Québec Non-profit community center helping individuals who have been subjected to sexual and/or psychological harassment at work.
514 526-0789

Centre pour les victimes d'agression sexuelle de Montréal
Montreal Sexual Assault Centre
514 934-0505, ext.7455 (from 9 a.m. to 5 p.m.) | 514 933-9007 (24/7)

Trève pour elle – Centre d'aide et de lutte contre les agressions à caractère sexuel
514 251-0323

Centre de prévention et d'intervention pour les victimes d'agression sexuelle
450 669-9053