Madam Speaker, I appreciate the opportunity to participate in today's debate on Bill C-65, legislation that I also had the opportunity to study as a member of the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons of Disabilities.
Throughout the study of this bill, there has been common, all-party agreement that this legislation is needed. This legislation is necessary today and it was needed yesterday. It is an unfortunate reality that sexual misconduct is pervasive in our society. This includes many workplace cultures, including our own and those that are addressed in this legislation.
The recent #MeToo movement has shone a light on this reality in a societal context, but the prevalence of this issue is not new and is much broader. For far too long, individuals, and more often women, who have been victims of sexual harassment or violence have chosen not to come forward. Some may have chosen not to report their experiences because they fear shame or even humiliation. Others may fear the repercussions of coming forward. Others may have come to this decision for other various reasons. Regardless of the reasons, the common denominator is that victims of sexual misconduct have weighed the options of reporting their experience or keeping it private and, sadly, many have found it safer or preferable not to report or share their experiences. It is not a healthy state of affairs when incidences of sexual harassment and violence are swept under the rug. When that is the norm, something is broken.
It is positive that many victims of harassment are finding the courage to come forward and to share their stories. In fact, some courageously came to committee, at HUMA, to share their stories with us as we studied the legislation. It is paramount that the response to individuals coming forward is not to leave them exposed to additional trauma or additional hurt. We need to change our culture so they feel protected and supported. A part of that change is ensuring that when someone comes forward with allegations, there is a fair system in place to address the allegations.
The existing mechanisms to deal with workplace violence and sexual harassment are insufficient and do not even cover the employees of Parliament. This legislation takes steps to regulate and create a process to address sexual harassment and violence for federally regulated workers and federal workers, including those in our own place of work here in Parliament. This is particularly important as Parliament employees are not covered by existing regulations, and we all know our workplace is not immune. In fact, there is reason to suggest that our unique work environment actually aggravates a culture of sexual misconduct and violence. When victims do not feel safe to bring complaints forward, this can create an environment where harmful and abusive behaviours of a sexual and violent nature can be normalized, minimized and ignored.
As we have studied this legislation, it has been stated repeatedly by members of all parties that sexual harassment and violence have no place in Canadian society and certainly no place in our workplace. We have repeatedly heard that we need to believe victims and to support them. It is not enough just to express it, we must practise what we are preaching. That is why the Prime Minister's hypocritical response to an allegation against him was so very disappointing. He, himself, has emphasized the importance of believing victims and he has said repeatedly that he has no tolerance for sexual misconduct. However, this past summer, when an allegation resurfaced that the Prime Minister groped a young reporter in British Columbia in 2000, that was not his response. He did not live up to his own standards.
When this story resurfaced, the Prime Minister said that he could not recall any negative interactions that day. By saying what he did, he minimized the past conduct and the experience of the individual who made the allegation.
He later dug in his heels and said, “I do not feel that I acted inappropriately in any way, but I respect the fact that someone else might have experienced that differently.” I am certain we can all agree that an individual who experienced sexual harassment or violence would indeed have a different experience.
We need to ensure that we remove the ability of a person to hide between power and prestige. We need to ensure that government is focused on supporting victims. We need to work toward safer workplaces in Canada. We need to ensure that legislation does not just have the right intent, but that there are actual teeth in the legislation. We worked hard at committee to do this.
Our Conservative team successfully introduced an amendment that transferred powers from the Minister of Labour to the deputy minister in investigations of harassment involving political offices. This amendment will prevent political interference or even the perception of it in any harassment investigations in the offices of members of Parliament.
We also successfully introduced amendments to ensure strict timelines for investigations. This amendment is so important for our goal of supporting victims. To know that if someone reports an allegation, it will be investigated and dealt with in an appropriate timeline will give victims more confidence to come forward and share their experiences.
We also introduced and supported mandatory sexual harassment training. This measure will help prevent incidents of sexual misconduct, which of course is a much better reality.
As we all know, an ounce of prevention is worth a pound of cure. Training will also allow individuals to know their rights and responsibilities. Through training, we can take steps toward a change in our culture. I was very pleased that this amendment was passed at the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities.
We also introduced and supported a mandatory review of the legislation after five years. This will allow Parliament to assess if the legislation is meeting its intent.
I am proud of the work that was accomplished at committee. The legislation that passed through the chamber was a better bill. It ensured a more fair process that would be impartial and ensure consequences for sexual harassers. I am pleased the other chamber also studied this legislation, with the intent of providing a fairer system with better recourse for victims of sexual harassment and violence.
I support the government's response to the amendments proposed by the other chamber because it will make this legislation stronger and better. It will offer greater clarity and give victims greater confidence in the mechanism and systems that are being created through the legislation.
Bill C-65 is important and timely legislation. Combatting sexual misconduct is a pressing need and this bill moves us in that direction. Its passage and the subsequent creation of regulations will be positive steps. It will provide better mechanisms for those working on Parliament Hill, in the federal workforce and in federally regulated workplaces. It will give better tools and resources to those working in those related workforces. It takes steps toward changing our work culture and it can contribute to a broader cultural shift.
That said, it is important that we all recognize that a process to address sexual misconduct alone will not change our culture. I sincerely hope that in addition to supporting this legislation every member in the House also acknowledges his or her role and responsibility to be a positive change in our workplace culture and in the broader context.