I think there are two aspects there. One is ensuring that recommendations or changes or protections that need to be put in place for an employee actually happen. However, when we're talking about redress, we're also talking about compensation. I can't tell you as a lawyer the stories I have heard from individuals whose lives have been ruined by the harassment they have experienced. If it's determined that something is founded but that all you're going to get out of this process is that maybe we're going to change your reporting relationship in terms of who you have to report up to, this does nothing to remedy the harm the individual has experienced. When you look at someone who files a discrimination complaint on the grounds of harassment under the Canadian Human Rights Act, there are measures that provide for remedies there. I think you may want to look at a model that would allow victims to access remedies in certain circumstances.
On February 26th, 2018. See this statement in context.