2025 Bow Valley Workplace Inclusion Charter

Commitment #11:

Sexual Harassment Policy

Review your sexual harassment policy with support from YWCA Banff.


See below on this page for details about how to complete this commitment.

⚠️ Instructions To Complete This Commitment:

Commitment: Work with YWCA Banff to review and update your sexual harassment policy to help create safer workplaces, inclusion, employee wellness, and retention.


Please complete all of the below requirements.

Part 1: Share your draft or existing Sexual Harassment Policy with YWCA Banff

  • Share policies related to sexual harassment with YWCA Banff (email to avery@ywcabanff.ca) by October 1st, 2025.

  • YWCA Banff will support organizations in reviewing their policies related to sexual harassment and violence, in the workplace and, if applicable, staff accommodations. Policy reviews will focus on violence prevention and responding to disclosures of violence. During reviews, YWCA Banff will offer feedback and considerations, as well as address employer questions.  

    While not required for this commitment, YWCA Banff is also also able to review any policies related to violence or harassment of any kind in the workplace and staff accommodations (if applicable).

  • YWCA Banff recognizes that an organization’s policies depend highly on the context in which they were developed. As such, YWCA Banff is not positioned to develop policy for organizations. Instead, feedback will be based on, and limited to, information on trends, resources, and best practices related to the sexual violence prevention and response.  

Part 2: Meet with YWCA Banff to and review your policy feedback

  • Meet with YWCA Banff to discuss policy feedback and how the Harmony Project can provide ongoing support with your sexual harassment prevention and response efforts.

  • YWCA Banff is dedicated to long-term partnerships, offering ongoing support and collaboration to address any needs, present or future, related to violence or harassment in the workplace. All communications and interactions regarding the policy review will be confidential and handled with sensitivity.   

  • While YWCA Banff will support organizations with this work outside of the 2025 Workplace Inclusion Charter (WIC), for purposes of the 2025 WIC, meetings must occur before December 1, 2025.   

Submit Evidence When You have Completed This Commitment

  • Evidence should include a written confirmation from YWCA Banff that you have completed this commitment.

  • Once you have completed each of the above requirements, upload your evidence using our online form as soon as possible. This allows time for review and feedback.

  • Evidence may be in the form of a document, email, newsletter, meeting minutes, social media post, etc.

  • Deadline to submit all evidence for the 2025 WIC: 3PM, Monday, December 1st, 2025.

⏰ Key Dates:

Important dates to remember:

  • By October 1st, 2025: Deadline to share your Sexual Harassment Policy with YWCA Banff.

  • By December 1st, 2025: Deadline to meet with YWCA Banff to review your policy feedback.

  • By December 1st, 2025: Deadline to complete 2025 WIC commitments and submit all evidence.

✅ Why This Commitment Is Important:

Maintaining and reviewing sexual harassment and violence in the workplace policies is essential for creating an inclusive and respectful workplace culture, where employees feel safe, valued, and supported, knowing that the organization is committed to preventing and addressing harassment and violence in all its forms.

Regular reviews ensure that policies remain comprehensive, clear, and effective in preventing and addressing harmful behaviours.

YWCA Banff and the Harmony Project's extensive experience in gender-based violence prevention and response enable us to provide specialized knowledge and insights that are uniquely tailored to address the complexities of workplace harassment and violence in the Bow Valley context.


Intended Outcomes:

  1. Stronger, more effective workplace harassment policies
    Policies are clearer, up to date, and aligned with best practices and legal requirements for preventing and responding to harassment.

  2. Safer and more inclusive work environments
    Staff feel protected and respected, knowing their workplace actively addresses sexual harassment and supports those affected.

  3. Improved retention and wellbeing
    A proactive approach to safety and inclusion supports employee trust, loyalty, and mental health, helping reduce turnover.

📝 Resources:

Please contact the Supporting Agency.

📧 Contact:

Supporting Agency

For questions and support to complete this commitment, please contact:

YWCA Banff

Avery Levesque (he/him)

Manager of Community Programs

Email: avery@ywcabanff.ca

2025 WIC Commitments