riw-button
school-button
kgis-button
sitg-button

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.

wayne-mcneil-1024x678

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

sheldon-kennedy-1024x681

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

Respect Hub

Bill C-65: Prevention is the Key to Success

Bill C-65: Prevention is the Key to Success

Bill C-65: Prevention is the Key to Success

 

 On January 1, 2021, the federal government’s new Workplace Harassment and Violence Prevention Regulations came into effect, along with federal harassment and violence prevention legislation under Bill C-65 (Anandan et al., 2020). The new legislation and regulations pertain to federally-regulated employees and alter the existing anti-harassment and violence framework within the Canadian Labour Code (Anandan et al., 2020). Employers covered by this legislation include those in the federally-regulated public sector, private sector employers engaged in federal work or endeavours, and federal Crown corporations (Anandan et al., 2020). The three core pillars of this anti-harassment and violence in the workplace legislation focus on prevention, response, and support.

 

The prevention pillar of Bill C-65 and the Regulations address the need for policies, procedures and preventative measures to be implemented by all federally-regulated employers (Anandan et al., 2020). Along with an ‘applicable partner’, identified as an employer’s health and safety committee or representative, the employer is responsible for assessing internal and external risk factors contributing to harassment and violence in the workplace and, within 6 months, developing and executing a plan to implement preventative measures (Anandan et al., 2020). 

 

The employer and the applicable partner must also jointly develop and implement a workplace violence and prevention policy for all employees (Anandan et al., 2020). Training is a key element of this policy and employers are required to outline and describe the specific workplace harassment and violence training that will be provided to employees (Anandan et al., 2020). Both the preventative measures implementation plan and the workplace harassment violence and prevention policy must be reviewed and updated (as needed) every 3 years (Anandan et al., 2020). 

 

The Respect in the Workplace program, updated and relaunched in 2019, fulfills and goes beyond the training requirements of Bill-65 and the Regulations. Grounded in a focus on culture change versus check-box compliance, our program helps these policies and training requirements become actionable, while maintaining the safety of the learner. Respect in the Workplace training provides baseline prevention, but also: 

 

  • Foundational education on bullying, abuse, harassment, and discrimination, known as BAHD behaviours
  • Standards for physical and psychological safety in the workplace
  • Plus actionable tools for both employers and employees to prevent and address maltreatment in the workplace, including a risk management section with information on provincial and federal compliance

In addition, our program was updated in September 2020 to expand upon and explore the important issues of systemic racism, microaggressions, and unconscious bias. 

 

We encourage employers to see the requirements of Bill C-65 as an opportunity to be leaders in their field and to show their employees that they care by creating and committing to a culture of respect. For more information, please see these additional resources below:

 

  • Workplace Harassment and Violence Prevention Regulations Overview

 

Source:

 

Anandan, N., O’Ferrall, K., and Hanson, J. (2020, July 21). Part 1 of 2: Less than 6 months for employers to prepare for the new federal regulations on workplace harassment and violence – changes effective January 1, 2021. Osler. Retrieved from https://www.osler.com/en/blogs/risk/july-2020/part-1-of-2-less-than-6-months-for-employers-to-prepare-for-the-new-federal-regulations-on-workplac 

 

Respect Group launches new podcast The Sheldon Kennedy Show

Respect Group launches new podcast The Sheldon Kennedy Show

Respect Group is proud to present The Sheldon Kennedy Show, a new podcast featuring open and honest conversations between Sheldon Kennedy and notable guests, where they will share their stories, subject matter expertise, and insights on the many social issues we face today. 

Episode 1 is now available, featuring Dr. Marco Di Buono, the Associate Vice President of Programs & Charities at Canadian Tire Jumpstart Charities, where he oversees programs that help Canadian children of all abilities participate in sport and recreation. He holds a PhD in Nutritional Sciences from the University of Toronto, and along with being a grassroots sport advocate and a busy sports dad, he sits on the Canadian Paralympic Committee’s Diversity and Inclusion Committee. In this episode, Sheldon and Dr. Di Buono explore the benefits of play, the impacts of the COVID-19 pandemic on sport and well-being, and how movement and recreation can improve child and youth mental and physical health. 

You can learn more about the Sheldon Kennedy Show and listen to Episode 1 and all future episodes here, or subscribe through Spotify, iTunes, Stitcher, iHeartRadio, or wherever you get your podcasts!

 

New Partnership with The Prosperity Project

New Partnership with The Prosperity Project

Respect Group is proud to be a Founding Corporate Partner of The Prosperity Project, an organization aiming to mitigate the disproportionate impacts of COVID-19 on Canadian women. This project focuses on the economic importance of gender equality in all stages of pandemic recovery, recognizing the diverse needs and approaches required to support all Canadian women (The Prosperity Project, 2020). 

 

The initiatives to support this goal include a matching program between non-profit organizations that serve women with working professionals who can volunteer their time to boost staff resources and support in addressing resource gaps (The Prosperity Project, 2020). Further, several research projects are planned, including a National Long-Term Prosperity Study that is currently seeking participants; and an advocacy campaign supporting the Rosie Mentorship Program, matching women working in STEM and skilled trades with mentors providing one-on-one guidance and support over the course of 6 months (The Prosperity Project, 2020).  

 

The recent Power Gap series published by the Globe & Mail emphasizes the importance of organizations like The Prosperity Project in working towards gender equality and equity in the Canadian workforce. Research from salary records in 4 key public pillars- universities, cities, provincial governments and public corporations- shows a clear power gap in the workforce existing before the pandemic, with women outnumbered, outranked, and out-earned by their male colleagues across the middle- and top-levels of management (Doolittle & Wang, 2021). The authors identify a clear trend of a ‘leaky pipeline’ versus a glass ceiling, with gender equity across roles stalling out at middle management, leaving fewer women progressing to top-level executive positions (Doolittle & Wang, 2021). For instance, less than 5% of Canada’s largest publicly traded corporations are led by female CEOs, with more male CEOs named Michael than female CEOs in total (Grant, 2021). Beyond the immediate impacts on women in the workforce, this contributes to long-term systemic issues around female representation. A lack of women in positions of power means young women and girls don’t see themselves reflected in corporate leadership positions (Grant, 2021). 

 

The impact of the pandemic has only widened the power gap, with women’s participation rate in the workforce plunging to a 30-year low in April 2020 (Grant, 2021). Though this rate has improved greatly since then, concerning trends have appeared since, including women in their early 20s and late 30s leaving the workforce; women still in the workforce having their working hours reduced further than those of their male counterparts; and according to research from The Prosperity Project, one-third of Canadian women have considered quitting their jobs due to stress and family pressure (Grant, 2021). Ensuring that women have the resources and capacity needed to return to the workforce and reach their fullest potential not only supports gender equity, but families, communities, and economies as a whole (Grant, 2021). 

 

For these reasons and more, Respect Group is proud to partner with The Prosperity Project in supporting gender equity in the workforce and economic recovery from the COVID-19 pandemic. You can learn more about their work at https://canadianprosperityproject.ca/

 

Sources:

 

Doolittle, R., and Wang, C. (2021, January 21). This is the power gap: Explore the investigative series and data. The Globe & Mail.  Retrieved from https://www.theglobeandmail.com/canada/article-power-gap/ 

 

Grant, T. (2021, January 22). Corporate Canada is still a boys’ club, data analysis shows- and COVID-19 could make it more so. The Globe & Mail. Retrieved from https://www.theglobeandmail.com/business/article-power-gap-tsx/ 

 

The Prosperity Project. (2020). Creating positive change. Retrieved from https://canadianprosperityproject.ca/programs 

 

The Prosperity Project. (2020). What is the prosperity project? Retrieved from https://canadianprosperityproject.ca/about 

 

CONTACT US

Copyright © Respect Group Inc. All rights reserved.