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Our Mission

Empowering people to recognize and prevent bullying, abuse, harassment and discrimination (BAHD) through interactive, online training courses.Harassment Prevention Training

Our Vision

Eliminate bullying, abuse, harassment and discrimination (BAHD) by inspiring a global culture of respect.

Canadians Respect Certified

Respect Group is a Certified B Corporation. B Corps are companies that use business as a force for good, aspiring to solve social and environmental problems. Becoming a B Corp was important to us in order to share our business values with our clients and employees so that, together, we can all be proud.

Respect Group’s Net Promoter Score is +81. The Net Promoter Score (NPS) is a metric for measuring customer satisfaction. NPS of +50 is generally deemed excellent, anything over +70 is exceptional.

Respect Group is proud to give-back +10% of our annual revenue to not-for-profit organizations across Canada.

The Respect Experience

FAQ

Frequently asked questions about accessing our programs, how to log in, obtaining your certificate, or what to do in the event you witness bullying, abuse, harassment or discrimination.

Why Respect Matters

People want to be involved with organizations that demonstrate Respect. Often, Vision or Mission Statements include the word “Respect” however, few organizations have empowered and equipped ALL members of their team with the necessary tools and training to ensure a positive and psychologically safe environment.

Contact Us

Respect Group takes your privacy seriously. By submitting a request for information by email to a general or specific Respect Group email address, you are consenting to have a representative of Respect Group contact you by email.                   

About Us

Respect Group was incorporated on April 5th, 2004 by co-founders, Sheldon Kennedy and Wayne McNeil, to pursue their common passion: the prevention of bullying, abuse, harassment and discrimination (BAHD). Respect Group is made up of a team of 30 talented individuals whose passion is to create a global culture of Respect.

We have enlisted pre-eminent experts to develop a best in class curriculum and e-learning platform. Expert content and a professional online training and certification model round out Respect Group’s fully outsourced risk management behaviour-change solutions for sport, schools and the workplace.

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Wayne McNeil

Wayne McNeil was Trustee and Vice-Chairman of the Rocky View School Division, volunteer President of the Sheldon Kennedy Foundation, which raised over $1.2 Million during the 1998 Cross-Canada Skate to raise awareness for the prevention of child abuse, served as Chairman of the Alberta Gymnastics Federation for six years andserved for 6 years as founding Board member of the Calgary and Area Child Advocacy Centre.

These volunteer roles and his commitment to child advocacy lead Wayne to co-found Respect Group Inc.; Canada’s first, on-line, abuse, discrimination, bullying and harassment prevention training program for community/sport organizations, schools and corporations.

Wayne has a seasoned, professional background in Information Technology and Project Management that he developed through key global positions with Bell Canada, 3Com Corporation and Computer Sciences Corporation (CSC). This strong IT expertise enabled Wayne to create a solid team and technology approach for Respect Group. Wayne was instrumental in forging an exclusive partnership with the Canadian Red Cross to combine Canada’s best abuse, bullying and harassment prevention curriculum (Respect Education) with Respect Group ‘s world-class, on-line training technology.

In 2007, Wayne was awarded the Canadian Red Cross Caring Award for his leadership in the promotion of violence and abuse prevention education.

Wayne McNeil   

Co-founder

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Sheldon Kennedy

 

Sheldon Kennedy won a Memorial Cup, World Junior Gold Medal and skated for three teams in his eight-year NHL career. He is best known for his courageous decision to charge his Major Junior Hockey league coach with sexual assault for the abuse he suffered over a five year period while a teenager under his care. Through this disclosure, and the important work that Sheldon continues to do, he has become an inspiration to millions of abuse survivors around the world.

 

Sheldon has been instrumental in bringing governments, public and private sector partners together to work collaboratively to influence policy change and improve the way child abuse is handled. He has influenced changes in Canadian law and has taken his message to the International Olympic Committee and the US Senate.

 

Sheldon was Co-Founder of the Calgary Child Advocacy Centre, the first-of-its-kind in Canada, offering full wrap-around services for victims of child abuse. He is also the Co-Founder of Respect Group, which provides empowering online abuse, bullying and harassment prevention education to sport organizations, schools and the workplace.

 

Sheldon’s awareness contributions are many:

  • He in-line skated across Canada in 1998 to highlight the issue of child abuse and donated 100% of the proceeds ($1.2M) towards abuse prevention programs. During this skate he was presented with the keys to the cities of Ottawa, Toronto and Winnipeg.
  • His life story was made into an Award Winning TV movie.
  • In 2006 he published “Why I Didn’t Say Anything”; a riveting account of the many psychological impacts of abuse.
  • He has shared his story through countless media appearances including Oprah, ABC’s Nightline, W-5, The Fifth Estate, and was named Canada’s newsmaker of the year in 1997.
  • In 2016, Swift Current the documentary featured Sheldon’s story, providing a startling and never before seen look at recovery from childhood sexual abuse trauma.

 

Sheldon has received several awards for his tireless work including:

  • Honorary Doctor of Laws, University of Regina, 2018
  • Hockey Canada Order of Merit, 2018
  • Honourary Bachelor of Business Administration, SAIT, 2016
  • Honourary Bachelor of Child Studies and Child and Youth Care, Mount Royal University, 2016
  • Member of The Order of Canada, 2015
  • Member of The Order of Manitoba, 2015
  • Alberta Order of Excellence 2016
  • Honourary Doctorate of Laws, University of Calgary, 2015
  • Lincoln Alexander Outstanding Leader Award, University of Guelph, 2015
  • The David Foster Foundation Humanitarian Award, 2014
  • Calgary Citizen of the Year 2013
  • Honourary Doctorate of Laws, University of the Fraser Valley, 2012
  • Scotiabank Humanitarian Award, 2012
  • Canadian Red Cross Caring Award, 2007

Sheldon Kennedy   

Co-Founder

What Our Clients Have To Say

University of Calgary is proud to be the first academic institution in Canada to launch the Respect in the Workplace Program.

We believe the benefits of a respectful workplace include improved team communication, enhanced organizational health, reduced absenteeism, and increased morale and productivity.

Respect in the Workplace is helping us build a stronger, more vibrant campus culture, where every member feels valued for their contributions

Dr. Elizabeth Cannon
President and Vice-Chancellor, University of Calgary

Obviously, super impressed with the program. Great to have it in such short bursts, and the app made it so convenient (I did most of it on my skytrain commute!).

The messages are varied and made to be relevant to the parents, somehow in a way that empowers them to take action. I never felt like I was being talked down to. Even having done many similar trainings, I learned new things, and felt more confident to take action.

It exceeded all my expectations, and quite honestly, it’s in my top online education programs of all time.

Kate Kloos
Manager, Coach Development, Viasport

The Respect in School program has had a lasting impression here at Moncton High School by empowering the bystander in the prevention of bullying, abuse and maltreatment.

The Respect in School program provides the user the skills to recognize, identify and report suspected abuse, bullying and maltreatment. Countless students reported and disclosed past abuse and bullying during the implementation of the program and most sought counselling for the first time.

The implementation of the Respect in School Program and sharing Sheldon Kennedy’s journey of hope and healing has been one of the most powerful things I have done in my sixteen-year teaching career.

Craig Eagles
Teacher, Moncton High School

Media

Respect Group receives a Net Promoter Score (NPS) of +81

Respect Group receives a Net Promoter Score (NPS) of +81

Respect Group is proud to be recognized as a leader in client satisfaction in an independent Canadian customer experience survey, receiving a Net Promoter Score (NPS) of +81.

Net Promoter Scores are calculated by measuring client satisfaction based on the likelihood of a client recommending a business to a friend or family member. We surveyed 1598 client contacts, and while external surveys average a response rate of 10-15%, we received responses from 18.4% of clients surveyed. Scores above 50 are considered excellent, and above 70 are deemed exceptional

Client satisfaction and customer service is an essential part of our work at Respect Group, and we aim to ensure that all our clients and users of our programs benefit from the Respect Experience. Whether you are an organization of 8 or 800, all of our clients are supported in their goal of creating positive, lasting culture change through our programs’ engaging content, market-leading instructional design, and live Helpdesk support. Join over 1.5 million Canadians who are Respect Certified in sport, schools, and the workplace today!

Our Tips For Working From Home

Our Tips For Working From Home

Working from home: 6 tips for employees

1.Take control of the flexibility

Embrace the opportunities of an unstructured day but make sure to stick to a schedule that will keep you accountable and successful. 

2. Schedule your breaks and make them count 

If you are taking a break make sure it gives you the refresh that you need. Get outside, connect with someone or find whatever it is that gets you re-energized! 

3. Create a dedicated workspace

Make a clear transition from home life to work time to help reduce distractions and create boundaries. 

4. Turn your computer on & off at the same time every day

It’s very easy to work outside of a normal 8 hour day when working from home. Make sure to sign in and out at the same time each day to help build work/life balance. If you are logged into your work email on your phone, set a ‘do not disturb’ cycle to limit notifications outside of work hours.

5. Avoid the 24-hour news cycle

Constant news updates can be overwhelming and stressful, and make it hard to focus on the work in front of you. If you like working with background noise, replace the news channels with music or podcasts instead.

6. Create a bright workspace

If you are able to, try and work near a window or another natural light source. Other options include investing in new office lighting, a light therapy lamp, or adding candles or plants to your space. This is especially important as we move into the winter months and can help you stay focused on and engaged in your work.

*Don’t forget to be easy on yourself, this transition takes time!

 

Working from home: 6 tips for employers

1. TRUST each other 

As an employer, it helps if you have trust and that works both ways.

2. Share positive occurrences

Establish an internal communication network where positive occurrences can be shared across the team.

3. Encourage interaction and collaboration

Find what works best for your team to make communication easy and consistent. There are endless options out there (Skype, HangOuts, Go To Meetings, email, phone calls, etc…) and using more than one can be helpful.

4. Schedule in morning ‘commute time’

Avoid planning any meetings for the first hour of a workday to give employees the chance to get settled in and take care of any pressing tasks.

5. Check in with employees individually to see how they are doing

Have supervisors and managers check in with employees individually to see how they are coping with the impacts of the pandemic and adjusting to their new normal. This can also be an opportunity to explore what employees may need to continue to work efficiently and effectively.

6. Encourage employees to use a VPN

A virtual private network, or a VPN, is a safety measure that extends a private network across a public network to help improve the safety and security of data being shared. If your organization does not have a VPN set up, there are several free or paid options online to explore. 

Working from home during the winter months can mean a lot of time inside. This Mini-Guide to Help Employees’ Mental Health Throughout the Winter from the Mental Health Commission of Canada’s Workplace Mental Health Program can help employers provide their employees with tools and resources specific to the winter months.

To know better is to do better

To know better is to do better

By: Sheldon Kennedy

After reading “A Stain on our Game” by Jeff Hamilton, I felt that I needed and wanted to share my views on the six-part article. I feel strongly that this story has critical teachings in it from which we all can learn.

What really hit close to home for me, again, was Jay Macaulay. I saw myself and so many others who have suffered significant trauma in their lives in Jay. I was there, and I was there for a long time, and it’s brutal. The important part, which I know now, is that there is a way out, and the opportunity to get your power and your life back.

Jay, you are not alone with your feelings; with hard work and continued commitment, recovery is possible for all of us.

Piecing this story together was so important, as it allows us to really understand the magnitude of how one pedophile can destroy the lives of so many victims. It also reveals how many knew and said nothing, and how there were countless missed opportunities to have stopped it. (And for clarification, throughout the series interviewees refer to Graham James as being “gay.” That is not accurate; he is a sexual predator, and the two terms should not be confused.)

The impact on our youth is undeniable. The research tells us that, and unfortunately, I have come to know this all too well:

  • kids who are abused are 26 times more likely to experience youth homelessness
  • kids who are abused have a 30 per cent higher high school drop-out rate
  • 70 to 80 per cent of sexual abuse survivors report excessive drug and alcohol use
  • children who have been abused are 59 per cent more likely to be arrested as a juvenile
  • people who have suffered abuse are 15 times more likely to attempt suicide
  • 70 per cent of all mental health issues are linked to early childhood trauma

 

I didn’t come away with the feeling that these articles were written to finger-point or blame; to me, this series presents yet another opportunity to reflect, learn and improve. It’s also crystal clear that this is not just a hockey issue but a community issue, and we all have a personal responsibility to be better.

Graham James took advantage of our collective ignorance and indifference, plain and simple. That’s why education is the best defence to empower the bystander. I remember the common responses when my story broke: “This is an isolated case… and it’s a hockey issue.” Neither is true.

All this said, upon reflection, I do know that sport organizations have taken some bold steps forward over the last 20-plus years. It should be acknowledged that Hockey Canada was the first organization in this country, and perhaps the world, to introduce mandatory training for all coaches specific to the prevention of bullying, abuse, harassment and discrimination.

Sport Manitoba was the first provincial sport organization to mandate education for all coaches in the province in all sports. Through my involvement with these initiatives, I realize just how bold those decisions were in the face of denial.

It also very apparent to me that because of hockey’s position and stature in our country, we need it to set an even greater example for others to follow. That is a very influential leadership position to be in.

At this point, I’d like to thank all the investigators who took on these cases and believed in us and fought for the truth. In my case, Det. Brian Bell — you saved my life.

I also want to acknowledge all the survivors in this story and beyond — your courage and honesty further inspires me. And to my family and friends: I know that the impact on you has been significant.

I want to thank Darren McLean and Rick Girard, two young players who, showing courage and maturity beyond their years, fought to remove Graham James as a coach to protect current and future players. Thanks also to Dr. Gretchen Kerr and Dr. Sandra Kirby for their continued research that validates that these issues are real and widespread.

Thank you for every voice in this story. It was very important, and I heard every one, whether I wanted to or not. It further drove home the need to put our focus on the 98 per cent of people who  are good, and give them tools and confidence to be better.

Stories like these take courage and great diligence. I am grateful for the commitment shown by Jeff Hamilton, the Winnipeg Free Press and all those involved. Reading this has helped me greatly, and I thank you for that.

There are, however, still two questions I would like answered: is Ed Chynoweth a suitable member of the Hockey Hall of Fame? And is it appropriate to have his name attached to the WHL Championship?

To know better is to do better.

Our co-founder, Sheldon Kennedy, has spent the last 24 years advocating for child protection and has influenced social change in a profound way. He has received extensive recognition for this work, including the Alberta Order of Excellence, the Order of Sport Award, the Order of Manitoba and the Order of Canada.

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