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Anne Bhanu
Chopra,
Equity
Ombudsperson |
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Law firms have a duty to foster a professional work environment that promotes equal opportunities and prohibits discriminatory practices. When firms do not live up to that duty, there can be serious consequences for everyone.
The Law Society wants to help stop workplace discrimination and encourage equitable workplace practices by providing BC law firms with the services of an Equity Ombudsperson. The ombudsperson, Anne Bhanu Chopra, confidentially assists anyone who works in a firm in resolving concerns over possible discrimination, and assists law firms in preventing discrimination and promoting a healthy work environment. |
The Equity Ombudsperson is independent of the Law Society and reports
only anonymous statistical data to the Society.
Who should contact the ombudsperson?
Law firm staff, law students, articling students, lawyers, human resource administrators and managing partners in law firms are all welcome to contact the Equity Ombudsperson.
Services for the law firm
For law firms, a commitment to equity contributes to a healthy bottom line. |
| To reach the ombudsperson
Please contact the Equity Ombudsperson, Anne Bhanu Chopra, on her confidential, dedicated telephone line at 604-687-2344 or by email to achopra1@novuscom.net. |
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Discrimination in the workplace can lead to employee absenteeism, lack
of productivity and resignations. If you lose your people, you lose your
most valuable resource, including your investment in their recruitment and
training. All of this can hurt your firm's overall productivity,
reputation and ability to attract new people in the future.
| What the Ombudsperson can offer your law firm |
| Advice and strategies to meet your obligations under the Human Rights Act and the Law Society Professional Conduct Handbook |
| Educational seminars for members of your firm |
| Confidential discussion of a particular problem, if you are worried about an incident and want to know about your options and the impact on the firm |
| Training to conduct bias-free interviews |
| Strategies for creating a positive law firm culture that is recognized, appreciated and sought after |
| Strategies to rejuvenate your workplace and increase productivity |
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The Equity Ombudsperson can assist your firm in keeping your employees
productive and effective through policies, training, mentorship and
articling programs that support equity and diversity in the workplace. On
a confidential basis, the ombudsperson can help you make your office an
environment in which employees maximize their contributions. Services for individual lawyers, articling students and staff
If you believe that you may be facing discrimination and harassment in
the law firm where you work, the Equity Ombudsperson can help you.
| How the ombudsperson can help lawyers, students and staff |
| A safe place for you to talk confidentially about a problem |
| Help in identifying the issues and the options available to you, as well as advice about those options |
| Information on other resources, such as counselling, that may assist you |
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The ombudsperson can help identify discrimination and canvass the
options available to you to resolve your concerns — including procedures
that may be available to you within your firm, or outside mediation.
What is discrimination?
Discrimination in the workplace involves unwelcome comments or actions
that relate to a person's race, colour, ancestry, place of origin,
political belief, religion, marital or family status, physical or mental
disability, age, sex or sexual orientation.
Discrimination is illegal — contrary to both the BC Human Rights
Act and the Canadian Human Rights Act. It is the impact of the
behaviour — not the intention behind it — that determines if the
behaviour is discriminatory.
The Law Society's Professional Conduct Handbook also makes
discriminatory conduct a disciplinary offence for lawyers. What is harassment?
Sexual harassment is a form of discrimination based on sex. It is a
serious abuse of power. Harassment can be a demand for a sexual favour in
exchange for a benefit, or an unwelcome action or comment of a sexual
nature. This may include:
- Unwanted touching, sexual flirtation, advances or propositions
- Leering
- Suggestive comments about a person's sexuality or sexual
orientation
- Unwanted questions about a person's sex life
- Persistent unwanted contact or attention after the end of a
consensual relationships
Other forms of discriminatory harassment may include name-calling,
racial slurs or religious jokes.
Finally, no firm can afford to ignore the harmful impact of personal
harassment in the workplace, whether or not it amounts to a form of
discrimination. Personal harassment is conduct that is unwelcome,
degrading and offensive (to which an individual is subject because of a
power imbalance). This can include constant unjustified or unfair
criticism, insults, mocking or belittling comments, especially in front of
others, and behaviour that is rude, nasty or vindictive. What is the impact of discrimination?
Whether through racial slurs, unwanted sexual advances or denial of a
promotion because of pregnancy, discrimination poisons the workplace.
It real terms, it can mean that humiliation, anxiety and tension
permeate an office, working relationships break down, work quality and
productivity drop, valuable employees are absent or quit and reputations
are put on the line.
That is not all. Lawyers or employees who discriminate against or
harass others in the firm may face a human rights complaint or a civil
action, and these can result in serious damage awards. As well, lawyers
may face a complaint to the Law Society.
The Equity Ombudsperson is available to help and support change in the
workplace and to help rejuvenate lawyers' commitment to the practice of
law in a healthy, bias-free environment.
The ombudsperson is available to support and deliver seminars,
education and training to enhance the productivity of lawyers and the work
environment for lawyers and staff, as well as to help resolve specific
concerns. |
