Bill C-65 (Historical)

An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1

Part 1 of this enactment amends the Canada Labour Code to strengthen the existing framework for the prevention of harassment and violence, including sexual harassment and sexual violence, in the work place.
Part 2 amends Part III of the Parliamentary Employment and Staff Relations Act with respect to the application of Part II of the Canada Labour Code to parliamentary employers and employees, without limiting in any way the powers, privileges and immunities of the Senate and the House of Commons and their members.
Part 3 amends a transitional provision in the Budget Implementation Act, 2017, No. 1.

Canada Labour Code

[Pam Goldsmith-Jones, Liberal, West Vancouver—Sunshine Coast—Sea to Sky Country, BC]

Madam Speaker, I think it speaks to the fact that this is commonly understood by parliamentarians to be a serious challenge in Canadian society. It goes to show that while we are always trying to improve our institutions and to be more open, transparent, and inclusive, certain things cut straight to the heart of the matter. We are all very privileged and honoured to be discussing Bill C-65 and what we can do with regard to workplace harassment and sexual violence.

[Pam Goldsmith-Jones, Liberal, West Vancouver—Sunshine Coast—Sea to Sky Country, BC]

Madam Speaker, maybe this is a little unusual, but I would also like to thank my colleague for her contribution to this. I am not able to get into details, but no doubt this is the beginning of a lot of serious work. Each and every one of us is taking harassment and sexual violence in the workplace very seriously. Of course, it is going to take beyond the members of Parliament in the room, and I look forward to ongoing consultation with Canadians to ensure the success of Bill C-65.

[Karine Trudel, NDP, Jonquière, QC]

Madam Speaker, I would like to congratulate my colleague on her speech. I would like her to tell us how Bill C-65 will apply to organizations with collective agreements.

For example, how will Bill C-65 and the collective agreement apply in resolving a harassment complaint that has gone to arbitration and where there is proof of harassment?

[Pam Goldsmith-Jones, Liberal, Parliamentary Secretary to the Minister of International Trade]

Madam Speaker, it is an honour to speak in the House today in support of Bill C-65, especially because parliamentarians and the House of Commons are finding common cause in taking action on workplace harassment and violence.

Clearly this affects us all. We all know someone who has experienced some form of harassment or sexual violence in the workplace, and some of us may even have experienced it ourselves.

We know of the debilitating impact harassment and sexual violence has on women, on under-represented groups, employers, and Canadians in general. This is a key commitment of our government, and I am very proud that Bill C-65 is our effort to address harassment and sexual violence in federally regulated workplaces. This bill works to create safer and more respectful workplaces and sends a clear message to all Canadians that our government, the Government of Canada, is saying that harassment and sexual violence is unacceptable.

A lot of research shows us that this workplace behaviour has gone on for far too long and has also gone largely unreported. An Abacus Data survey last fall asked Canadians about harassment in the workplace. It found that over one in 10 Canadians said that sexual harassment was really quite common their workplace. Another 44% said that it was infrequent but it did happen. These respondents reported that women aged 30 to 44 were most likely to see this problem in the workplace. One-fifth said that it was common, and a total of two-thirds said that it happened in their workplace.

The study results explain that “The prevalence of this behaviour is no doubt in part because it rarely carries consequences for the harasser...The large majority of women, and most men, agree that normally there are no sanctions applied against those who sexually harass women in the workplace.” These findings paint a staggering portrait consistent with the picture that was painted during our recent government consultations.

Our government makes policy and legislative changes based on evidence through meaningful consultation with Canadians. Over the past year, the government has consulted widely with stakeholders and Canadians to gain a deeper understanding of the issue and to determine the best way to move forward. Consultations were also held with the government House leader, members of Parliament, and the Senate. I think it is very safe to say that all members and senators support the work we are doing together on this front.

In November of last year, we released the report “Harassment and Sexual Violence in the Workplace Public Consultations: What We Heard”, which summarized our consultations. I would encourage my hon colleagues to read it, share it with their constituents, help educate everyone about the intolerable impact this has, and join together in taking action.

Allowing this type of behaviour to continue in our workplace negatively impacts not just individuals, not just groups but ultimately the entire country as a whole and the country's economy. For example, we know that harassment and sexual violence primarily affects women. This means that women and other vulnerable groups face barriers to fully participate in the workforce and in society. How can they not when they feel threatened at the place they work? These behaviours act as barriers to not only women but other vulnerable and under-represented groups, such as members of the LGBTQ2 community. These are the very groups of people we need to ensure have a fair chance at success. We need diversity of viewpoints in businesses, organizations, the public service, and, of course, right here.

We know that our culture is largely patriarchal. It is a culture where the sexualization of women can contribute to intolerance. Somehow this is seen as normal. Research shows us that visible minorities, people with disabilities, and members of the LGBTQ2 community are also disproportionately affected. We found that this behaviour was tied to power and privilege, and that it was independent of gender. It is often those with the least power who are least able to advocate for themselves. They fear reprisal, including sanctions or shame, and are least likely to be aware of what they can do to stop inappropriate behaviour. This creates and perpetuates inequality.

Sexual harassment can be more persistent in low-wage, low-profile jobs where there is, most unfortunately, low accountability for the employer. It means that the less power and status one has, the more likely one is to be vulnerable to experiencing harassment or sexual violence at work.

The fact is that no one should feel scared or like a target in places of work or anywhere else for that matter. This is especially true for women and under-represented groups, and their families suffer as a result. Harassment and sexual violence are also critical barriers women face when entering the workforce and maintaining employment that is lucrative enough to provide for themselves and their families, which makes sexual violence and harassment not just a moral issue but of course an economic issue as well. Victims of harassment and sexual violence often feel that once reported to their employers, any steps taken by employers to address the behaviour are often insufficient or ineffective. One aspect of this bill would ensure that employers are required to investigate, record, and report occurrences of harassment and violence. Employers would also be required to take steps to prevent and protect against these behaviours as well as respond to them when they do occur and provide support to employees affected by them.

Employers are not immune to paying a price and feeling a negative impact as well. This impact is felt through reputational costs, loss of productivity or absenteeism, low levels of employee commitment, high turnover, or legal costs. This adds up in lost time, stress, depression, and anxiety. It costs employers financially and it certainly does not build a strong, cohesive, and resilient Canadian society.

Allow me to note that we are also strengthening compliance and enforcement mechanisms under the code. The use of monetary penalties and the authority to publicly name violators are just some of the changes announced to increase workplace health and safety and protect workers' rights.

Our government ran on a commitment to take action on workplace harassment and sexual violence in Parliament and in federally regulated workplaces. Today, together, we take an important step toward that aim. I am confident we will be joined by our colleagues and Canadians and that others will follow our lead. This is about doing what is right for people and doing what is right economically.

My hon. colleagues and I know the status quo is not an option. We know we need this legislation and that we should support it for families, employers, and all Canadians.

[Karine Trudel, NDP, Jonquière, QC]

Mr. Speaker, I listened carefully to my colleague's passionate speech. She highlighted a number of important details about the bill, but I would like to go back to the definitions, which are just as important.

There can be such a thing as too many definitions when the time comes to go to court or make legal decisions. An overabundance of definitions can be restrictive. The flip side is a legal vacuum, and definitions can vary from one country to another. When it comes to defining harassment, a person can say they have been physically harassed or even assaulted, and there is also the definition of psychological harassment. It varies from person to person.

I would like to know what my colleague thinks about the importance of including definitions in Bill C-65. Does she think the government will agree to the amendments about definitions that the NDP is going to propose in committee?

[Hedy Fry, Liberal, Vancouver Centre, BC]

Mr. Speaker, I am sharing my time with the hon. member for West Vancouver—Sunshine Coast—Sea to Sky Country.

If I may be permitted, I will just quickly go over the first bit of what I said. I am really pleased to see the support of all members of Parliament for this bill, despite political affiliations.

This is an issue that is of great interest to me, as a physician. The fact is that people fear reprisal, there is stigma, and there is shame with regard to violence of any kind. I am familiar with physical violence, domestic violence, and societal violence. Sometimes the only person victims feel safe to tell their stories to is their physician, because of patient-physician confidentiality. Quite often physicians cannot do very much about it because people cannot be forced to speak out or to go wherever they need to go, but we can do certain things.

We now have a culture where there is open disclosure. People are less afraid to speak out because of the number of people who are speaking out. There is safety in numbers, and people feel they are not being singled out. They feel it is safer to speak out. However, that is not enough. There is still stigma and shame attached to victims of violence. The mentality to blame the victim still goes on.

We need to take concrete steps to change workplace culture, and Bill C-65 would do that. If we pass the bill in the House and we bring in the policies and the program that would support the bill, we would see a slow but definite change in the culture of at least the House of Commons as well as federally regulated workplaces.

There are three areas we need to look at. As always, protection is the most important. As a physician, I can treat diseases. I can put on bandaids and do whatever I need to do. However, if I do not look at the cause then I am not able to give long-term help or long-term support.

We need to look at the culture. This culture of abuse of authority and of making people afraid in order to do what one wants them to do is not 150 years old. This has gone on for millennia. This culture is so deeply ingrained that it is going to be difficult to remove it, but with goodwill, we can all start to do it.

The first thing we need to do is examine ourselves. What do we do? How do we think? How do we behave? What are the thoughtless things we do to our own staff when we are angry at them or we feel they are not doing the job well? What are the things that we do, both men and women, whether physically, psychologically, or in fact sexually, that make our colleagues feel ashamed and threatened? These are the things we need to do first.

Before we can do anything, we need to take the physician health thyself approach. We have to look at our behaviour. We have to look at how we pass information on to our children. We have to look at how we bring up our children so they can learn to respect each other and understand the way to behave with each other. We have to start with these fundamental things. It begins in kindergarten.

I have heard people talking about pornography, etc. That culture starts at the beginning of one's life. That culture starts with how we deal with each other from the very beginning, with how we talk with each other at home around the dinner table, with how we shame people and how we denigrate people. These are some of the things that we have to start examining.

We need this legislation. This legislation looks at how we can protect people from workplace violence. Employers would be required to investigate, record, and report incidents. That is the first thing. Labour programs would bring in toll-free lines for employees and employers to link up with experts who can help them through conflict resolution and negotiations, as well as navigate all of the processes.

We need to look at providing educational material, which this legislation would provide. We need guidelines that would provide support services for those who are victims, keeping foremost in mind the safety of the complainant. Complainant safety is really a problem. Fear of reprisal is a big problem, as is losing one's job, being demoted, not getting the wanted promotion, or not getting that big part in a movie one wanted.

Some of these are very real, and people need to feel that they are not going to be blackballed for the rest of their lives because they spoke out. That is going to be very important as we look at the protection component.

The next one is to look at effectiveness and if we have effective ways of dealing with this: how to deal with it effectively immediately; how to deal with a problem when it occurs; and how to support the victims themselves? That is a big part of that effective response.

Even though I stand here as I woman and as a long-time feminist, I want to say that this is not only about gender harassment. Indeed, there are men who are harassed in the workplace, either psychologically or physically. In fact, men are more at risk of physical violence in the workplace. When we look at that, we see 19% of women have a tendency to seek help, fill out a report, and look for support services; yet only 7% of men do that because of the absolute shame that a man has of being in this position. Therefore, I want us to look at the broad ways in which we can deal with this problem for both genders, to look at all of the ways in which we can keep people down. If because of this bill a lot of men are going to seek help, then it will help them to get the help they need.

The third pillar is to support the employees who are affected. This legislation does not replace the Criminal Code. There are going to be times when we need to look at going to enforcement because of the criminality of an act that has occurred in the workplace. This does not replace that, but it will bring into force Part III of PESRA, which is the employer and staff relations act that would bring in health and safety precautions and protections into the workplace.

I caution everyone in this House not to think that we will turn on a dime and that we will make changes. However, by passing this legislation right now, and by the ability of all of us in this place to think that this is extremely important enough to come together and to forget our differences, then we will make it safer for people to feel they can speak out, by protecting them when they speak out. If we do that, it will be one major step in moving this agenda forward. However, we need to have clear guidelines and clear policies. This bill is going to do exactly that, so we are not just talking or just tut-tutting and saying how terrible things are; we are actually putting into place concrete processes, steps, and sanctions that will affect employers and employees in the workplace.

[Sean Fraser, Liberal, Central Nova, NS]

Mr. Speaker, my question for the hon. member for Edmonton Centre builds on a theme he raised about the consequences of reduced productivity and absenteeism. Obviously, creating a regime for survivors of violence and victims of harassment is essential and the right thing to do. However, one of the trends I fear is that we are losing good people altogether.

In my own office, I am very fortunate to have incredibly talented women working for me without whom I could not do this job. I want to ask the member how the regime contemplated in Bill C-65 would help create a culture change that would ensure that the talented young women who are experiencing harassment today have faith in the system and will want to stay in these jobs and will want to contribute to the good work of government and the public service and federally regulated workplaces.

[Randy Boissonnault, Liberal, Edmonton Centre, AB]

Mr. Speaker, I thank the hon. member for his concern on this issue and for taking his own initiative on this matter. Let me be very clear. In the work done by Status of Women Canada and by the minister responsible for Bill C-65, prevention, support, and measures to make sure that this does not happen in the workplace to start with is exactly what we are focused on.

The status of women report talks about support, prevention, and remediation. This is also addressed in Bill C-65. That is what came out of the consultations with Canadians. After the fact, it is important that we understand how to deal with it, but let us prevent it from happening.

It is also the work of our government to make sure that men understand that sexual violence is their issue. Sexual violence against women is an issue for men and boys, not simply an issue for women. Our government is committed to making sure that we get at the root of this problem and that we are upstream, in the middle of the stream, and downstream so that girls and women can be safe.

[Randy Boissonnault, Liberal, Edmonton Centre, AB]

Mr. Speaker, it is rare to have the opportunity to support a bill that deals with an issue that affects so many people across the country and throughout the world. That is why I am proud to rise today to speak to Bill C-65.

As a feminist government and one that cares deeply about Canadians, we are committed to taking action on workplace harassment and sexual violence in Parliament and in federally regulated workplaces. This bill underscores the Government of Canada's strong commitment to taking action that would help create healthy, respectful workplaces for all, regardless of sexual orientation or gender expression—heterosexual, homosexual, lesbian, bisexual, transgender, queer, questioning, or two spirit.

The tragic reality is that, despite our country's progress toward a modern, respectful society, we know that harassment and violence are persistent and pervasive in Canadian workplaces and that incidents often go unreported because employees fear retaliation. These behaviours can have long-term negative effects, not just for those who have experienced them but also for their families and employers as well, through lost productivity, absenteeism, and employee turnover.

Last fall, Abacus Data published a study on harassment and sexual violence in the workplace. It showed that over 10% of Canadians believe that sexual harassment is quite common in their workplace. Another 44% said that while it is not frequent, it does happen.

The recent #MeToo hashtag campaign on Twitter confirms these statistics and clearly shows how pervasive and far-reaching this problem is.

Underpinning these realities are the many power imbalances and gender norms still in our culture that have led to unacceptable tolerance of these behaviours for far too long. It is time they stopped. One of the key building blocks leading up to the tabling of this proposed legislation was listening to Canadians. The Minister of Employment, Workforce Development and Labour engaged Canadians, stakeholders, and experts to gather their experiences and perspectives on these very issues. Members of Parliament and senators also consulted to ensure the government could fulfill its commitment to making Parliament a workplace free from harassment and sexual violence. This engagement of Canadians resulted in the report released last November, entitled “Harassment and sexual violence in the workplace public consultations: What We Heard”. In this report, Canadians indicated that incidents of harassment and sexual violence in the workplace are not only under-reported but also often dealt with ineffectively when they are reported.

Statistics show that approximately 80% of victims do not feel like they can report what happened, so what choice do they have?

The report found that women reported more sexual harassment and violence than men, and that visible minorities and people with disabilities reported more harassment. These discussions with stakeholders and experts provided insight on how to address these and other issues, and they informed the bill we are discussing today.

Bill C-65 proposes to amend existing provisions in the Canada Labour Code and replace the existing patchwork of laws and policies with one comprehensive approach that takes into consideration the full spectrum of harassment and violence that can occur. It would also expand the coverage to parliamentary workplaces, such as the Senate, House of Commons, and Library of Parliament. This would include political staff on Parliament Hill. Our staff right now are subject to some of the most antiquated provisions, where they exist, in the modern world. It is time that staff get the protection they deserve, and that is why this bill is so important.

The changes being proposed to the Canada Labour Code include expanding the current violence-prevention requirements to ensure that employers take the necessary steps to prevent and protect against both harassment and violence in the workplace; repealing less-effective sexual harassment provisions currently found in the code; ensuring that employers are required to investigate, record, and report occurrences of harassment and violence—employers would also be required to take steps to prevent and protect against occurrences of harassment of violence as well as respond to them when they occur and to offer support to employees affected by them; protecting the privacy of employees coming forward to report harassment and violence; and extending occupational health and safety coverage to exempt ministerial staff. I welcome these changes. I welcome the discipline and the responsibility and the important protections that these would afford to political staff.

As part of the new approach announced by the Minister of Employment, Workforce Development and Labour, our government also intends to launch an awareness campaign and to provide support to employees and employers.

This support will help them navigate the incident prevention and resolution processes and direct victims to services. We are committed to this work because, at the end of the day, this is about ensuring equal access to and enjoyment of fundamental human rights for all Canadians.

Human rights are not pieces of pie. We do not run out of human rights by serving them to everyone equally. We do not run out of human rights when they are extended to all and enjoyed by everyone. In fact, they are strengthened for all. Human rights are fundamental, inalienable, indivisible, and universal. That means they apply to everyone equally.

When people have been made vulnerable and fearful, that is when we can and must shine light on these fellow human beings, that is when we must lead to make things better, that is when we must stand up and be counted, that is when we must support each other, and that is what is at the core of this legislation. It is together that we demonstrate our solidarity and support for Canadian women, the LGBTQ2 community, and their family members and friends.

Research indicates higher rates of violent victimization and an elevated risk of harassment and sexual violence for sexual minorities, including individuals who self-identify as lesbian, gay, bisexual, transgender, queer, and two-spirited, and this includes queer people of colour. The intersectionality of gender and sexual violence must be understood. No one should face such acts of aggression and unwanted attention in the workplace or, in fact, anywhere.

That is why our government is taking a clear stand on the issue. Workplace sexual harassment and violence of any kind are unacceptable and will no longer be tolerated. We must work together to eliminate such behaviours from our workplaces. No government can do that alone.

The legislation we are discussing today also aligns with the plan announced earlier this year by the Minister of Status of Women, entitled “It's Time: Canada's Strategy to Prevent and Address Gender-Based Violence”. The title, “It's Time”, was selected because it is time to learn more about the pervasiveness of this problem, it is time to believe survivors, and it is time to invest in effective solutions. After many years of neglect, there is a lot of work to do.

Developing this strategy was a key priority for our feminist government upon taking office, and listening to Canadians was a critical first step. As part of this engagement, approximately 300 individuals from more than 175 organizations shared their views during meetings held across Canada. The Canadian public was also invited to provide comments via email and through an online survey, in which more than 7,500 Canadians participated. In addition, the federal government created an advisory council of experts on gender-based violence and engaged with provincial and territorial colleagues to receive additional feedback to further inform the strategy. The strategy has three pillars: prevention, support for survivors and their families, and promoting responsive legal and justice systems.

Budget 2017 allotted $100.9 million over five years to implement this strategy. To support this strategy, Status of Women Canada is creating a gender-based violence knowledge centre to better align Government of Canada resources, fill gaps in evidence and data, support federal coordination and accountability on key federal actions, connect service providers with researchers and policy-makers, and lay the foundation for future action on gender-based violence. The LGBTQ2 secretariat is fully behind and proud to support this important work to combat gender and sexual-based violence.

The bottom line for Canadians is that harassment and sexual violence are unacceptable anywhere, including in the workplace. Bill C-65 sends a strong message that our government is prepared to take bold action and be part of the solution on this critical matter.

In the end, our government pledged to take action against harassment and sexual violence in federal workplaces, and that is exactly what we are doing. We expect the amendments to yield results in the short and the long term. In the short term, more people will feel safe and supported and will speak up. In the long term, there will be fewer incidents as the culture changes. I am asking my colleagues to support this bill, which will prevent harassment and sexual violence in the workplace, and foster workplaces where everyone has a fair chance to succeed today and in the future.

It is time to end gender-based violence and sexual violence in the workplace.

[Rachael Thomas, Conservative, Lethbridge, AB]

Mr. Speaker, I still contend that the process being put forward by the minister in Bill C-65 by which a staff member within this place would bring forward a concern or a complaint, does not protect that staff member to bring his or her concern forward and know that it will be heard. That process needs to be put in the hands of a third party, arm's-length individual, who is non-partisan in nature.

The House resumed consideration of the motion that Bill C-65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, be read the second time and referred to a committee.

Business of the House

[Ruth Ellen Brosseau, NDP, House Leader of the New Democratic Party]

Mr. Speaker, in a moment, I will ask for the unanimous consent of the House to move a motion.

First, I would like to say how proud I am to rise in the House as member of Parliament for Berthier—Maskinongé and as NDP House leader.

This is my first day in this new role, and it is even more meaningful because the House leaders of all of the recognized parties are currently women. This is a historic moment, and I really look forward to working with my colleagues.

Of course, we know that today there remains still much to be done for the fight for equality, the fight against gender-based violence, and the fight for a workplace that is free from harassment and violence, in all its forms.

Today we are debating a bill that addresses harassment in our own workplace here in the House of Commons, which is in acute need of a culture overhaul from all sides. It is clear that all parties agree that the bill is a positive step in the right direction.

The motion I would like to move would send the bill directly to committee at the conclusion of today's debate. Following conversations I have had with my counterparts from all parties in the House, I believe, Mr. Speaker, you will find unanimous consent for the following motion.

That, notwithstanding any Standing Order or usual practice of the House, when no Member rises to speak on the second reading motion of Bill C-65, An Act to amend the Canada Labour Code (harassment and violence), the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1, or at the expiry of the time provided for Government Orders today, whichever comes earlier, the Bill be deemed read a second time and referred to the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities.

Labour

[Justin Trudeau, Liberal, Prime Minister]

Mr. Speaker, I thank the member opposite for her question, her statement, and her hard work on this file.

It is important that women and men break the taboo of silence and become allies and supporters in standing up against gender violence, standing up against sexual harassment and sexual assault in workplaces, in homes, and in communities right across this country.

This is a problem that has gone on for far too long, and it is time we dealt with it, particularly here in Parliament, where we set an example for the rest of the country. That is why, with Bill C-65, we are committed to taking an important step towards improving workplaces in federally regulated industries and on Parliament Hill. I look forward to working with members of all parties on improving this legislation and ensuring that it moves forward.

Canada Labour Code

[Linda Lapointe, Liberal, Rivière-des-Mille-Îles, QC]

Mr. Speaker, I am immensely pleased and honoured to rise today, and, since this is the first time I am speaking in 2018, I would like to extend greetings to my hon. colleagues who are now back in the House.

I am very enthusiastic about speaking today in support of Bill C-65.

I am deeply convinced that all Canadians breathed a sigh of relief when they learned that this bill was being introduced. Clearly, sexual harassment and violence in the workplace must end now.

Today, our government is taking the necessary steps to do just that by setting an example. I would also like to point out that all parties support this bill. There is no room for partisanship when it comes to Canadians’ fundamental rights.

In my humble opinion, this is an historic moment for Parliament. Not only will this bill govern these matters for workers under federal jurisdiction, but, more importantly, it will also send a clear message throughout the country that there is no place for such behaviour in Canada. End of story. The time has come to speak strongly and clearly, and to take action. In this respect, Bill C-65 is clearly a big step in the right direction.

The news stories of the past few weeks are a stark reminder that workplaces are still not free from sexual harassment and violence. Social media has given us a clearer idea of the scope of the problem. It is high time that we introduced legislation that will protect federal workers. The bill is intended for workers in banks, communications companies, and the air, rail and marine transportation sectors, as well as federal government employees, of course.

Studies by Abacus Data revealed that more than one in 10 Canadians say that sexual harassment in the workplace is quite common, while 44% of Canadians report it does happen, although infrequently.

Our government pledged to solve the problem, and we are now fulfilling our promise. Bill C-65 allows us to send a clear and strong message as members of Parliament.

It enables us to take a stand and say that this has to stop. Employers must clearly understand their responsibilities and take the necessary measures to eliminate this scourge on society. Sexual harassment and violence in the workplace hinder economic development and affect Canadians who are trying to join the middle class.

Although women are more likely than men to be victimized by such behaviour, visible minorities, low-income individuals, people with disabilities and members of the LGBTQ+ community are also targeted and remain more vulnerable.

Victims and their families suffer major repercussions, but so do their employers. Victims can experience stress, depression, or anxiety, and employers must manage this situation in their place of business, a situation that leads to absences, sick leave, decreased motivation, and high employee turnover. Our country really has no room for this type of behaviour. Our economy and our international reputation would gain considerably from the enactment of this bill. It is time that we took a stand once and for all.

We all know someone who has been the victim of sexual harassment or violence at work. It could be a sister, a brother, a co-worker, or a friend. It is our responsibility to take the necessary measures to eliminate this problem. Bill C-65 is certainly a key measure. It will bring about a radical change in the way we perceive employer-employee relations. I therefore ask all of my hon. colleagues to support this bill, which will usher in a new era of labour relations in Canada, and even here in Parliament.

By amending the Canada Labour Code and the Parliamentary Employment and Staff Relations Act, we will be joining forces to prevent harassment and violence, respond more effectively to complaints, and provide better support for victims and employers.

In conclusion, not only is this bill a good thing for society, it is indispensable.

Everyone wins with this bill, including victims, families, co-workers, and, of course, employers.

As I mentioned earlier, this bill is a huge step forward for the cause, and we may soon see a truly equitable working environment for all Canadians.

This is a necessary change in culture, and I am proud to be supporting this bill today.

[Pam Damoff, Liberal, Oakville North—Burlington, ON]

The member is absolutely correct, Mr. Speaker. I am heartened when I come into this place, listen to the debate, and recognize that all parties, regardless of the differences we may hold on other policies, are united on this item in particular.

This reverberates far beyond the walls of the House. When members of Parliament talk about bringing forward legislation on harassment and bullying, we are sending a message to all Canadians, to all businesses, to all workplaces that it is simply unacceptable and the culture needs to change.

By having these conversations, we will start to move the needle. It will not be easy and it will not be this one conversation that will make change. This needs to continue beyond Bill C-65. It needs to continue with respect to how we conduct ourselves both in public and with our staff. It needs to be top of mind in our conversations with constituents. We can have a strong leadership role to play across the country.