Join us as we dive into another subject that takes bravery to tackle head-on. Meet Flora Vineberg who is a lawyer specializing in sexual assault and harassment. She has dedicated her life to advocating an end to gender-based violence. Learn what you need to know to help make your organization less likely to experience gender-based violence.

Flora is a formidable advocate specializing in labour and employment law, with a specific focus on sexual assault, harassment, human rights litigation, and workplace investigations. Employing a client-centred and trauma-informed approach, Flora's background in both criminal and civil law enables her to represent clients from all walks of life with compassion, tenacity, and focus. In turn, she uses these skills to provide informed and thoughtful legal advice, while incorporating strategic or creative solutions to myriad workplace and human rights-based issues. Flora recognizes the value of a healthy and productive workforce and works alongside both employees and employers to achieve positive, sustainable legal outcomes predicated on trust and professionalism.

With a focus on gender-based violence, Flora has worked at the International Criminal Tribunal for Rwanda, received training in The Hague to conduct international criminal investigations, and is currently also an Investigator with the province’s Special Investigations Unit. Flora has volunteered for and participated in myriad forms of community-based advocacy including the Toronto Police Services Sexual Assault Advisory Committee, and the Missing and Missed Implementation Task Force as part of the LGBTQ community. Flora regularly writes and speaks publicly regarding all aspects of sexual assault, centering a feminist approach to legal advocacy and an enduring commitment to building client trust.

Outside the office Flora loves the outdoors, playing ice hockey, spending time with any/all animals including her rescue dog, playing music, and sharing meals with loved ones.

To get in touch with Flora or April Terreau - Workplace Investigations and Assessments or to be a guest on this podcast:

www.niassociates.ca

april@niassociates.ca

https://www.linkedin.com/in/aprilterreau/

Listen in as I talk with Erin Alexanders as we discuss what employers can learn from a complainant's point of view. Erin was sexually harassed in the workplace and the investigation and processes were not dealt with effectively. What can we learn from her point of view? How do we make sure that those who have experienced harassment in the workplace are supported, heard, and treated with respect and dignity?

A brief synopsis of Erin's story

"I have been a part of the trucking industry since 2015. I have witnessed and been a part of the female growth which brings a unique perspective to an industry that has been heavily dominated by male workers.

In June 2020 my employer in the federal public service terminated me during their investigation process (terminating employees during an investigation is a violation of their harassment-free policy) after reporting sexual harassment and an assault at work in the spring of 2020 among three separate coworkers. Not only did the events that transpired change the trajectory of my life, but the mistreatment I faced by both my employer and union amplified the trauma of what should have been a supportive process. Instead, I am learning that victimization and gaslighting in workplaces is not an isolated issue; there are systemic fractures across many employers that first allow misconduct in the workplace, and second, post-incident internal processes that leave complainants feeling alienated and with limited trauma-informed resources to handle workplace harassment. I hired my own legal counsel (after months of rejections due to being unionized) while navigating a corrupt system that employees are told is actually designed to guide and provide empathy to complainants.

Two years later, and after multiple substantiated complaints, there have been no reported corrective measures imposed in the workplace I was harassed and assaulted in. Ultimately, no closure. After being terminated, it took me 21 months to return to the trucking industry due to psychological trauma and being forced to self-navigate the complaint system and being terminated in the process. Since

For several months after my losing my employment, I suffered mentally by blaming a federal, unionized system that appeared to strive to silence complainants. Today, I prioritize owning my adversity—finding meaning in what I can control. The circumstances I have faced empower me to stand with survivors of workplace trauma and to educate employers on what it can look like when they are not impartial, supportive or trauma-informed. Some decisions I have had to make are risks that complainants should never have to make.

My advocacy is formed around promoting compassion in workplaces that spans beyond policies, legislation and collective agreements. I work to help employers understand that there is no shame in embracing the power of employees who find the courage to use their voices for safer, more inclusive workplaces; to confront workplace misconduct and systemic malpractice rather than ignoring complaints or failing to seek appropriate resources to handle workplace matters."

To find Erin:

LinkedIn: https://www.linkedin.com/in/erinmalexanders/

Twitter: https://twitter.com/NavgtHarassment

Website: https://navigateharassment.ca/

How to find April Terreau - Workplace Investigations and Assessments or to be a guest on this podcast:

www.niassociates.ca

april@niassociates.ca

https://www.linkedin.com/in/aprilterreau/

We invite you to push your edges and embrace this conversation. Join me as Leena and I discuss ways to make Diversity, Equity, and Inclusion a living, breathing part of your organization.

Leena Sharma Seth (She/Her) is a racialized settler, a daughter of Punjabi, East Indian immigrants, and Founder of Mending the Chasm, a firm committed to working with communities, clients, and organizations that are committed to building inclusive cultures, from the inside out.

With over twenty years of experience in various leadership roles, in Canada and in Asia, Leena has worked in non-profit, consulting, education, philanthropy, and supplier diversity spaces.

Leena has a Masters in Conflict Analysis & Management from Royal Roads, achieved her Canadian Certified Inclusion Professional (CCIP) designation with the Canadian Centre for Diversity & Inclusion, is trained as a Circle Way facilitator and recently completed the Pride at Work LGBTQ2+ Workplace Inclusion Certificate.

Leena’s work in community-building has been recognized by the 2021 Mayor’s Community Service Award through the Burlington Chamber of Commerce, Karina Gould’s Sesquicentennial Citizenship Award, as well as the Women’s Centre of Halton - 150 Years of Exemplary Women Award. Leena has served as a Community Mediator for more than a decade with Community Conflict Resolution Services of Halton.

Leena is a passionate foodie and enjoys reading. She is raising two social justice warriors with her partner Sanjay and is proud to call Burlington home.

To find Leena:

Website: https://www.mendingthechasm.ca/

LinkedIn: https://www.linkedin.com/in/leenasharmaseth/

How to find April Terreau - Workplace Investigations and Assessments or to be a guest on this podcast:

www.niassociates.ca

april@niassociates.ca

https://www.linkedin.com/in/aprilterreau/