Why Robust, Safe and Respectful Workplace Policies are an Essential Prerequisite to a Successful DEI Program
22
Feb 2022
147
Author:
Jillian Kruschell (she/her/hers)
, Chief Executive Officer, Libra Consulting Ltd.
Every great team strives to create a safe, inclusive and diverse workplace culture – a culture that will help the organization recruit and retain employees, a culture that will make a great impression on not only employees, but clients, prospective clients and all other stakeholders too.
There are many ways to arrive at that pinnacle and every road map looks different, but the starting point is often the same – tried, tested and true policies for a safe and respectful workplace. Without those policies in place and effectively in use from the beginning, it’s easy to get off course.
The Alberta Human Rights Act
(Government of Alberta) states that “Employers have obligations to keep their employees safe and create an environment free of discrimination, harassment and violence.” These issues are often considered and addressed in policy and procedures completely separate from Diversity, Equity and Inclusion (DEI). But at my organization, we recognize that those policies are essential building blocks to DEI success.
Essential to understanding human behavioural motivation is Maslow’s Hierarchy of Needs, which uses a hierarchical pyramid to illustrate the importance of each individual having their basic needs met as a precursor to achieving meaningful self actualization.
Only when an organization is firmly rooted in its commitment to keeping its employees safe from any type of workplace harassment, discrimination or abuse, can a truly diverse, equitable and inclusive culture grow. It’s easy for organizations to implement policy that meets the legal obligations, but properly implementing those policies and firmly standing by the guidelines set out within them is what really counts.
Any organization can distribute policies to employees, most do it as a box to check during the onboarding process. But after a brief scan during those early days on the job, are your policies filed away, never to be seen again? Are they written in such a way that employees will be able to digest their content as meaningful and get a sense of how those policies will translate into action in the day-to-day? It is essential to be able to show employees that inevitable conflicts can be resolved fairly, that they are empowered to advocate for their personal safety and well being and that nobody, be it colleagues, customers or suppliers, will be permitted to treat them poorly.
At my organization, we believe that inclusion has to come before diversity, because intentionally recruiting diverse talent into a workforce shouldn’t be done if the groundwork of creating an environment in which they will be able to meaningfully contribute and thrive has not come first. Without a strong base of inclusivity, diverse talent, which could bring in new ideas and perspectives will likely fail and leave. Aside from the obviously expensive repercussions of turnover, this could damage your reputation as an employer and your ability to recruit diverse talent in future.
Employers who succeed at DEI are employers who are ready to do right by their employees and can see and value the complex humanity of their individual team members. If you can achieve this, you’ll be positioned to recognize the significant improvements in productivity, engagement and collaboration available if they are able to create an environment of psychological safety.
Safe and respectful workplace policies that demonstrate an employer’s commitment to prioritizing employee wellbeing and responding in a fair and timely manner to any complaints that come in speak volumes to their employees about how valued they truly are within that organization. If you really want to make a statement, consider implementing third party handling of sensitive workplace complaints. Employees all over the world have been asking for this. Not only does it drastically reduce employees’ barriers to coming forward, and eliminates the risk to the organization of complaints being mishandled because of internal ingrained bias and conflicts of interest.
In the 4 stages of Psychological Safety
, Timothy R Clark says the following about Inclusion Safety:
“As the basic glue of human society, inclusion safety offers the comforting assurance that you matter. If you’re a leader and you want your people to perform, you must internalize the universal truth that people want, need and deserve validation. Inclusion safety requires that we condemn negative bias, arbitrary distinction, or destructive prejudice that refuses to acknowledge our equal worth and the obligation of equal treatment.”
One of the most foundational ways we can create this for our teams is making a sincere commitment to the creation of safe and respectful workplaces for all people.
It’s also important to note that there are varying degrees of psychological safety. It’s not just about feeling safe from workplace harassment, bullying and discrimination. Achieving complete psychological safety means employees feel included, safe to learn, safe to contribute and safe to speak up and challenge the status quo.
With established inclusion and psychological safety, diverse hires become empowered to offer valuable new perspectives. Diverse employees bring in varying educational and cultural backgrounds and unique life experiences that simply can’t be found in homogeneous environments. Whether employers are trying to create solutions, increase efficiencies, enter a new market, develop a new product or disrupt an established industry, diversity is the key to creativity.
So if you’re thinking about DEI, start by taking a step back and focus on the foundation. We know business leaders love quick wins, but any structure built on a shoddy foundation will eventually crumble and performative band aids will always fall away. Look at turnover, employee engagement and productivity. Then get your house in order before inviting new people into it.
Citations
Government of Alberta. Alberta Human Rights Act. 2000. Queen's Printer, https://www.qp.alberta.ca/1266.cfm?page=A25P5.cfm&leg_type=Acts&isbncln=9780779744060
Maslow, Abraham. “A Theory of Human Motivation.” Psychological Review, vol. 50 (4), 1943, pp. 370–396.
Clark, Timothy R. The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. Berrett-Koehler Publishers, Incorporated, 2020.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
Author: Rheya Patel, 2026 Social Media Committee Member As days become longer and the weather warms up, the first day of spring brings a sense of renewal and new beginnings. A time that feels more energizing and people are more motivated to reset their routines, look for new opportunities and clear away old habits. While spring is commonly associated with “spring cleaning” in the home, perhaps the same principal can be applies to the workplace. For organizations and HR groups, spring can be the perfect opportunity to encourage employees to reflect and construct new meaningful goals and “clean” out the “clutter” of goals that no longer help them grow or have already been achieved. Why is Spring the Perfect Time for Goal Setting? With the rush of returning to work after the holidays and resuming normal life, spring gives a perfect moment to pause and reflect. Employees can check on their progress, realign priorities and continue the year with renewed motivation. For HR teams, encouraging this reflection can re-engage employees and increase motivation. In turn, employees are more likely to be focused and productive while creating a space for meaningful conversations about growth, development, and career progression. How Can We Encourage Goal Reflection? Believe it or not, HR plays a crucial role in goal setting whether it is realized or not. Creating an open work environment where employees feel supported and encouraged with professional development is key in reflection and goal setting. Below are several ways organizations can use the season of renewal to inspire growth and goal setting. Encourage Reflection What accomplishments have employees made that they are proud of? What challenges have they faced? Asking these kind of questions and having one-on-one check-ins with employees can help support employees to openly discuss their goals and aspirations, and potentially create new goals. Promote Professional Development and Growth The arrival of spring can also create the chance to introduce new learning opportunities. Having a fresh mindset combined with training, workshops, mentorship initiatives, or skill-building programs, employees can feel more motivated and supported in pursuing growth. This helps employees expand their skillsets and strengthen the organization as a whole. Foster Collaboration and New Ideas Tying back to renewed energy, organizations can encourage teams to collaborate and share new ideas. Brainstorming sessions, innovation workshops, or team goal-setting can foster inspiration and connectivity, Having an open space for discussions can help teams align goals with organizational priorities to promote innovation and productivity. Celebrate Progress Recognizing progress along the way is essential. Celebrating achievements and acknowledging progress have a significant impact on employee morale. Employee recognition programs, team shoutouts, or words of appreciation can go a long way to remind employees how valuable their efforts and contributions are and continue to motivate them to strive towards their goals. Final Thoughts The arrival of spring represents renewal, growth, and new possibilities. For HR professionals, it’s also the opportunity to encourage employees to pause, reflect, and move through the rest of the year with renewed purpose. Encouraging goal setting, promoting professional development, fostering collaboration, and celebrating progress, can tie the season of newness to inspire meaningful growth. The new season reminds us that progress doesn’t need to start January 1st. Sometimes, a change in perspective, and a little springtime inspiration, can be the step towards pursuing new goals and growth with confidence.
As the governing voice of CPHR Alberta, the Board of Directors meets quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, have began delivery on the association's new strategic priorities developed in the 2026-2028 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on March 14, 2026 to review organizational performance, governance matters, and strategic priorities for the coming year. The Board’s key messages for the membership are as follows: Strong Association Performance in 2025 The Board reviewed the 2025 year-end financial statements and Q4 Management Discussion & Analysis. Key highlights include: 7,332 active members in 2025 (+409), a 6% year-over-year increase Student membership drove much of the growth, strengthening the profession’s long-term pipeline 76 professional development events delivered, reaching 7,000+ participants across Alberta 2025 CPHR Alberta Conference exceeded attendance targets with strong sponsor engagement 2026 conference outlook is strong, with sponsorship commitments nearing target levels The Board approved the 2025 audited financial statements, confirming the organization remains financially stable and well-positioned to support continued growth. Strengthening the Value of Recognition of the CPHR Designation The Board reviewed updates on thought leadership, marketing, and labour-market recognition of the designation. Key insights include that 52% of qualifying HR job postings now require or prefer a CPHR designation, demonstrating strong labour-market recognition. Strategic partnerships also continue to expand, including advancement in opportunities with the Academy to Innovate HR (AIHR). Marketing initiatives and industry engagement are focused on building awareness of the designation across employers and HR professionals. The Board remains focused on protecting and strengthening the credibility and value of the designation. Self-Regulation and Advocacy The Board discussed the current self-regulation review. Governance and Board Leadership The Board received updates from its committees and discussed key governance matters, including the Finance & Audit Committee’s oversight of audited financial statements and financial performance and the Governance Committee’s work on governance policy and board practices. The Human Resources Committee also provided updates on governance processes, including expressions of interest and board director voting results. The Board also reviewed board effectiveness practices, succession planning, and interest in the Vice-Chair role as part of ensuring strong leadership continuity. Looking Ahead The Board discussed priorities for the coming months, including: Preparation for the 2026 Annual General Meeting (May 7) Continued membership growth and engagement Delivering a successful 2026 CPHR Alberta Conference (June 2-3) The Board remains focused on supporting members, advancing the HR profession, and ensuring the organization remains strong and sustainable. The next Board meeting takes place in June 2026, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
The 2026 HRC West Case Competition, hosted by CPHR BC & Yukon and CPHR Alberta, concluded with outstanding student performances from across British Columbia and Alberta, showcasing the next generation of human resource professionals. The first-place team, ThriveSpire from Mount Royal University’s Bissett School of Business (Alberta), consisting of Nicole Sivertson, Brooke Jenkins, Jam Roda, and Gabrielle Vadnais, secured the $1,500 grand prize for their winning case presentation. Second place was awarded to HRInnovate from Bow Valley College (Alberta), followed by HRmony Solutions from Acsenda School of Management (British Columbia) in third and Innocore from Douglas College (British Columbia) in fourth place. This year’s competition featured 16 teams from post-secondary business schools across BC and Alberta. The exceptional quality of presentations reflected the passion, innovation, and practical expertise students will bring to the human resources profession as they begin their careers. CPHR BC & Yukon and CPHR Alberta extend their sincere thanks to all participating students, coaches, and judges for their dedication and contributions to the success of the event. Special appreciation is also extended to KPU’s Melville School of Business for hosting the 2026 HRC West Case Competition. Plans are already underway for the 2027 HRC West Case Competition, which will take place at Mount Royal University in Alberta on March 5 and 6, 2027. For more information visit: https://cphrbc.ca/hrc-west About the HRC West Case Competition The HRC West Case Competition is an annual student competition organized and co-hosted by CPHR BC & Yukon and CPHR Alberta, bringing together post-secondary students from across Western Canada to apply human resource theory to real-world business challenges while fostering professional growth, collaboration, and industry readiness. About CPHR BC & Yukon CPHR BC & Yukon is a non-profit organization dedicated to advancing the HR profession through education, advocacy, awareness, and professional development opportunities. Established in 1942, the association is the Voice of the HR Profession with a mandate to enhance the profession and advance member value. The organization provides leadership to more than 8,500 members and is both a founding member of the Chartered Professionals in Human Resources of Canada (CPHR Canada) and the exclusive grantor of the Chartered Professional in Human Resources (CPHR) designation in British Columbia and the Yukon. www.cphrbc.ca Media Contact: Quinne Davey Senior Member Relations Manager, CPHR BC & Yukon quinnedavey@cphrbc.ca 604-694-6943 www.cphrbc.ca
