Sexual Assault Awareness Month

SAAM 2025: Empowering Equitable Workspaces

Sexual harassment¹ in the workplace is a common systemic issue that undermines a person’s dignity and can negatively impact them in different realms of their life. An inequitable and unsafe workplace can also lower collective morale and limit the vitality of an organization. 

In Canada, 31% of men and 47% of women have experienced some form of harassment or sexual assault in the workplace (Statistics Canada, 2024). Indigenous people, people with disabilities, racialized and immigrant women, and 2SLGBTQI+ people are affected by workplace sexualized violence at disproportionately high rates (Stats Canada, 2024). Among employed people, people aged 25 to 34 years experience workplace harassment or sexual assault at much higher rates than other age groups: 60% of women and 39% of men between the ages of 25 to 34 report experiencing sexualized violence in the workplace (Stats Canada, 2024).  

Within the post-secondary environment, one in two students surveyed by Possibility Seeds in 2022 had been subjected to at least one form of sexual harassment in an experiential learning opportunity, such as a Co-op placement, practicum, or internship. (Possibility Seeds, 2022). A separate study found that 34% of female post-secondary faculty and researchers had experienced sexual harassment in the previous twelve months (Hango, 2021). 

Recognizing that there is a problem with the abuse of power and privilege is a crucial first step to addressing the issue of workplace sexual harassment; however, significant individual and systemic change is needed. Employers must implement accessible systems and protocols to foster equity, safety, and accountability in working environments to meet and exceed workplace legislation, so all people can thrive, without fear of harassment or discrimination. Individuals also play a crucial role in fostering an inclusive and equitable workplace culture by treating one another with respect. 

We call on every member of the SFU community—students, faculty, and staff—to foster workplace cultures of safety, respect, and accountability. By practicing self-awareness, advocating for safer work environments, and holding ourselves and others accountable, each of us can make a difference. Collectively, we can weaken the structures that permit sexual harassment and cultivate workplace cultures rooted in respect and dignity for all.  

^1. Sexual Harassment means “any behaviour of a sexual nature directed toward another person or persons by a person who knows or ought reasonably to know that the behaviour is unwanted or unwelcome” (s.3.8, SFU Human Rights Policy, Appendix A). In British Columbia, workers are protected from workplace sexual harassment by the Workers Compensation Act, which is administered by WorkSafe BC. Within the SFU context, students and employees are protected from sexual harassment in working and learning environments under three policies: the Sexualized Violence Policy (GP 44), the Human Rights Policy (GP 18), and the Bullying and Harassment Policy (GP 47).

SAAM EVENT PARTNERS

Addressing sexualized violence, including workplace sexual harassment, requires individual and collective action, drawing upon interdisciplinary collaboration and solutions. To foster this collective work, we invite SFU and FIC departments and student groups to contribute to SAAM by becoming an Event Partner.

SAAM Event Partners plan and host in-person, hybrid, or virtual events or activities, such as a guest speaker, a virtual crafting session, or a film screening. You could adapt an existing event/activity or plan something specifically for SAAM. SAAM events/activities can be open to all or limited to a specific group, such as a department, class, or student club. Potential Event Partners are invited to take inspiration from the SAAM theme, but the theme is not meant to restrict or exclude more general programming. All approved SAAM Partner events will be posted on the SAAM Events Calendar.

SAAM Events Calendar