Active HR’s Post

Stop Work Authority is Within YOUR Power! As we round out #NationalSafetyMonth, it's crucial to remember that at Pearce we empower EVERY employee with Stop Work Authority. Stop Work Authority is more than a policy, it's a mindset of shared responsibility to look out for each other and create a workplace where everyone feels safe and empowered. If you see something unsafe – whether it's a faulty tool, a risky procedure, or even just a gut feeling that something is off – you have the RIGHT and the RESPONSIBILITY to stop work. Your voice matters. By speaking up, you're not just protecting yourself, you're protecting your colleagues and ensuring we all go home safe at the end of the day! Let's work together to build a culture of safety where everyone feels empowered to say, "STOP!" #wearePEARCE #PearceProud #safetyculture

🌐 Cultivating a Safe and Inclusive Workplace Culture at SKO Systems India Pvt Ltd 🌟 We're excited to share a significant milestone at SKO Systems India Pvt Ltd! Recently, our team participated in a comprehensive POSH training (Prevention of Sexual Harassment), reaffirming our commitment to fostering a workplace where everyone feels safe, respected, and empowered. Through interactive online sessions, we explored key principles and best practices to uphold a positive work environment. This training underscores our dedication to promoting a culture of integrity, where each team member plays a crucial role in maintaining our values of professionalism and mutual respect. 👥 At SKO Systems India Pvt Ltd, we prioritize the well-being and dignity of our employees. This training not only enhances compliance but also strengthens our collective efforts to nurture a culture where diversity thrives and everyone can thrive. 📸 Attached is a glimpse of our team actively engaging in the training, demonstrating our shared commitment to creating a supportive workplace environment. #WorkplaceCulture #DiversityandInclusion #SafeWorkplace #POSHTraining #EmployeeEngagement #SKOSystemsIndia #Professionalism #EthicalCulture

A key step for #POSHimplementation in an organization is to ' Circulate A Well Drafted #PoSHpolicy '. It ensures Safe and Respectful Work environment for all employees - #ExistingandNew. Here's the glimpse of #POSHawareness session conducted for #NewJoinees at Raychem RPG (P) Ltd. The sessions were conducted in 2 batches: 1. White collars 2. Blue collars including contractual These sessions helped them understand the ambiguous terms : #SEXUALHARASSMENT, #WORKPLACE, #EMPLOYEE, #EMPLOYER. They felt free to ask doubts, share their thoughts and experiences as the session went on and it led to a great learning and unlearning experience for all. PoSH awareness emphasizes #RespectfulCommunication and #Behaviour at Workplace. It improves Perception of employee about organisation. For #newemployees, it shows that organisation cares for them from #DayOne which increases #jobsatisfaction, #employeeengagement #highproductivity. #PoSHAwareness Safeguards #Reputation of An Organisation by #PreventingSexualHarassment Let's create #Safe, #Respectful and #Harmonious Workplace for all and also contribute towards an #equitablesociety. ' #BeGOOD, #DoGOOD, #FeelGOOD '.

Jokes between colleagues can enhance workplace culture, but when they turn offensive, it's a different story. Often, employees tolerate such jokes, hoping the jokester will get the hint that their humour isn't welcomed. However, in Canadian case law, intent isn't the only factor. If jokes are potentially offensive and reasonably seen that way by the target, it can still be considered harassment, even if no one voices their discomfort. The takeaway? Organizations should be crystal clear about expected conduct, stating that jokes based on personal characteristics can be harassment. Employees should know they must stop such behaviour in the absence of cues confirming their jokes are welcome. Training is vital in reinforcing this message. Contact us at 905-477-7011 or contact@minken.com #minkenemploymentlawyers #employmentlaw #employmentlawyers #employeerights #employerrights #employerobligations #employmentpractices #consultation #hireanemploymentlawyer #WorkplaceHarassment #ProfessionalBehavior #EmployeeTraining

Jokes between colleagues can enhance workplace culture, but when they turn offensive, it's a different story. Often, employees tolerate such jokes, hoping the jokester will get the hint that their humour isn't welcomed. However, in Canadian case law, intent isn't the only factor. If jokes are potentially offensive and reasonably seen that way by the target, it can still be considered harassment, even if no one voices their discomfort. The takeaway? Organizations should be crystal clear about expected conduct, stating that jokes based on personal characteristics can be harassment. Employees should know they must stop such behaviour in the absence of cues confirming their jokes are welcome. Training is vital in reinforcing this message. Contact us at 905-477-7011 or contact@minken.com #minkenemploymentlawyers #employmentlaw #employmentlawyers #employeerights #employerrights #employerobligations #employmentpractices #consultation #hireanemploymentlawyer #WorkplaceHarassment #ProfessionalBehavior #EmployeeTraining

Morning Coffee Thoughts: We Still Have a Long Way to Go! I have recently returned from a trip with my wife and when checking in for the shortish flight I chose exit seats for more leg room. We boarded the aircraft, me wearing my "attention I have autism" badge so journey through security is easier etc. and also to support people asking questions, which we always welcome, and then we took our seats. The cabin crew came through the aircraft, asked everyone sat in exit rows if they where aware of that fact and if they were ok to open the exit in an emergency and pointed out the procedure card. A process, wahooo, love a good process to follow. A short while later, a very nervous looking member of the cabin crew came back to me, looked again at my badge and then asked if I was sure I was capable of operating the exit and would I like to move seats. This is hugely embarrassing to me, however I knew this was not her fault, her employer had not equipped her with the understanding and knowledge of how to handle this situation. So I simply stated, I fly a lot and am very familiar with the process, she has nothing to be concerned about. The fact that I had already confirmed during the check in process that I could operate the exit and again when asked by her not 5 minutes earlier didn't seem to matter. The knowledge my badge had given her about my autism mixed with her and the other crews bias whether conscious or unconscious about that condition, led them to think they should come and check with JUST ME again. It demonstrates there is still a long way to go and many companies that need to equip their people to be able to give their best everyday. Knowledge is power, it is also understanding and acceptance, and that is the key to success in inclusion. If it is time for your company to take this journey, please do reach out. #employmentforeveryone #rangam

New Online Bystander Training : Become an active Bystander and empower your Workplace. .... a bystander is a person who observes sexual harassment, bulling or discrimination firsthand or hears about it subsequently. Following recommendations made by the Australian Human Rights Commission regarding the importance of active bystanders within its National Inquiry into Sexual Harassment, Bullying and Discrimination at Work (March 2020). Workplace bystander training is key to shifting workplace cultures upwards in line with behavioural expectations. https://lnkd.in/gXFAzjQs

In a recent Anti-Sexual Harassment Employee Awareness Session that I conducted for Kelp (formerly KelpHR), I came across a question where a person asked me if saying "dear" could be taken against them. I answered that you need to focus on how it is being received rather than how you are saying it. It is important to note that the impact you may cause is more significant than the intent with which you say things, especially in the workplace. You can hug your colleague and form deep friendships (I have some people I absolutely adore from my work experiences and who are lifelong friends) at work. Just ensure that the other person is on the same page as you are. If it is one-sided, please understand it only benefits you and is a horror show for the other person to deal with you at work. If they are not replying to messages, ask yourself why they are not replying. As we grow towards workplace safety, simple tools like googling things rather than asking personal questions, drawing boundaries, check-ins, undergoing counseling to reflect on your own behaviors, and self-work can be really helpful to formulate wholesome adult bonds and foster meaningful workplace friendships that take you a long way.

Our safety culture is driven by individuals like Ana, whose personal motivations for safety are as strong as our corporate commitments. Take two minutes to read Ana's story below to learn what shapes her safety-first mindset and passion for continuous learning. #MakeSafetyPersonal #BakerHughes #WeAreBakerHughes #Safety #HSE #SafetyFirst #WorkplaceSafety