#MeToo isn’t over: workplace culture still needs our attention

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This article was published 14/06/2025 (286 days ago), so information in it may no longer be current.

The headlines may have moved on, but the work of reckoning with toxic workplace cultures is far from over.

Last month’s news of a $9.5 million settlement paid to 155 women who worked at the City of Leduc, Alta., over the past two decades is a stark reminder that for many employees, including women, the workplace remains a dangerous and discriminatory place.

The class-action lawsuit, launched in 2022 by two female firefighters, shed light on deeply entrenched problems: sexual assault, harassment, bullying and discrimination. The settlement, among the highest per-person payouts for workplace sexual misconduct in Canadian history, is both a milestone and a mirror.

It reflects the painful truth that #MeToo wasn’t a moment, it was a beginning. And for many organizations, the real work of change is only starting.

As HR professionals, we often see the early signs of cultures that need repair. They aren’t always as dramatic as the Leduc case, but the warning signs are there: jokes that cross the line, offhand comments that go unchallenged, employees who stop speaking up in meetings, high turnover in specific departments, and complaints that are never formally lodged — but are whispered in hallways or texts after hours.

Despite progress, there are still too many workplaces where women and other marginalized employees don’t feel safe bringing forward what they’re experiencing. There’s fear of retaliation, fear of being labelled as difficult, fear of nothing changing. But there is a process, and it is your right to use it.

If you are being harassed, bullied or discriminated against at work, you do not have to endure it. Here is what to know and what steps you can take:

1. Start with documentation

Keep detailed notes of what is happening. Record dates, times, people present and the nature of the incidents. Save any relevant emails, messages or screenshots. Even if it feels small or you’re unsure whether it “counts,” write it down. Patterns are often key to understanding the severity of a workplace issue.

2. Know your rights

In every province and territory in Canada, workers are protected by human rights legislation and occupational health and safety laws. Harassment and discrimination based on sex, gender identity, race, disability or other protected grounds are against the law. Psychological safety is increasingly being recognized as part of an employer’s duty of care.

Bullying is not tolerated under occupational health and safety laws, even if there is no link to a protected characteristic.

3. Use internal channels

Most workplaces have policies around respectful workplace conduct. These policies often include how to bring forward a concern: whether through a supervisor, HR or a formal complaint mechanism. If you do not feel safe reporting through your direct manager, go to HR or a higher-level leader.

4. You can bring support

You do not have to go through this alone. You can bring a trusted colleague, union representative or external advocate with you to meetings. In some cases, employees may need to speak directly to a third party, such as a workplace investigator.

5. Investigations are required

If a complaint involves harassment, bullying or discrimination, your employer has a legal responsibility to investigate. They are obligated to have a policy outlining the process, if they do not, a nudge is needed. Many organizations now engage external investigators to ensure neutrality and professionalism.

6. There are external options

If your complaint is ignored or the process feels unsafe, you can escalate it outside the organization. This might include contacting your provincial human rights commission, a labour board or legal counsel. In the case of systemic harm or long-standing issues, class actions or third-party legal actions, like in Leduc, may become necessary.

These steps are not easy. Coming forward takes courage. It’s emotionally exhausting and can be professionally risky.

The City of Leduc settlement happened because a few women chose to speak up, supported others in doing the same and pushed through a system that was not built with them in mind.

What is encouraging is that this process, while painful, led to change. According to the City of Leduc, critical change initiatives are now underway, including mandatory training, psychological safety programming and leadership accountability measures. That is what healing should look like — not just apologies and payouts, but a real effort to make things different for the next generation.

HR’s job is not only to protect the organization, it is to ensure people are safe and respected at work. But HR cannot do this alone. The executive team needs to own culture. Supervisors need to be trained, supported and held accountable. Employees need to be empowered to speak up and be confident they will be taken seriously.

Cultural change is slow. Sometimes, painfully so. But the Leduc story is a warning to other organizations: you may think you’re getting away with it but the truth has a way of rising. One voice turns into many. Hidden harm eventually becomes public record.

#MeToo may no longer dominate the headlines, but it has forever changed what people are willing to tolerate at work.

If you’re an employee who is struggling, know there is a path. If you’re a leader, know that a silent team is not necessarily a content one. And if you’re part of an organization that’s never had a formal complaint don’t assume you’re in the clear. Ask yourself what people might not feel safe enough to say.

Let this story be more than a settlement. Let it be a signal. The work isn’t done, but it’s worth doing.

Tory McNally, CPHR, BSc., vice-president, professional services, is a human resource consultant, radio personality and problem solver. She can be reached at tory@legacybowes.com