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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

Respect Hub

WCAG 2.1 Accessibility Certification – Respect in the Workplace program

WCAG 2.1 Accessibility Certification – Respect in the Workplace program

At Respect Group, making our programs accessible for learners of all abilities is key. Our team has been working incredibly hard towards accreditation to evolve our programs to be compatible with screen-reader technology. Screen readers are software programs that support learners who are blind or partially sighted to read the text that is displayed within our programs through a speech synthesizer or braille display (American Foundation for the Blind, 2020). We want to offer the best experience possible and provide an inclusive learning environment for users of all abilities.

Today, Respect Group is proud to announce that our Respect in the Workplace program has now been updated and accredited as fully compliant with the stringent WCGA 2.1 AA standard, the strictest standard set out by the World Wide Web Consortium. These updates include:

  • Updates to the program code and the overall functionality of the program to better communicate with screen readers and assistive technology, including:
    • Increasing the interactivity our program content and activities (such as the questionnaires/activities in our programs) for users utilizing screen readers or those who may use a keyboard instead of a mouse
    • Improving our back-end html text to be more clear and concise for screen readers
  • Updated headers and navigational elements throughout our program pages
  • Updated tab index and focus order of program content

These updates have currently been upgraded for this specific program: Respect in the Workplace (both generic and SCORM versions). Additionally, we are currently working towards these accessibility guidelines for the Respect in Sport for Activity Leaders, Respect in Sport for Parents, Return to Hockey, Gender Equity Lens Program, and Keeping Girls in Sport Supporting Positive Behaviour, Welcoming All Abilities, Stay in the Game, and Respect in School programs. Moving forward, all new programs will be made accessible upon release.

Respect Group will continue working on and implementing accessibility updates for all of our programs in order to provide an inclusive learning environment for users of all abilities.

Source:

American Foundation for the Blind. (2020). Screen readers. Retrieved from: https://www.afb.org/blindness-and-low-vision/using-technology/assistive-technology-products/screen-readers

Government of Canada Announces New Independent Safe Sport Mechanism

Government of Canada Announces New Independent Safe Sport Mechanism

­FOR IMMEDIATE RELEASE

 

On behalf of Respect Group and myself, personally, I would like to applaud Sport Canada for their commitment and funding of an Independent Safe Sport Mechanism and the awarding of that contract to the Sport Dispute Resolution Centre of Canada (SDRCC). I am honoured to have been part of this national movement to improve sport and ensure that athletes that do come forward have a safe, unbiased place to report and be heard without repercussion. This announcement has also given me the opportunity to reflect on the past 25 years;

 

  • When I first came forward with my story, in 1996, many did not believe me or claimed it was an isolated incident, today we know that IS NOT the case
  • When Hockey Canada introduced the Speak Out program for coaches in 1997, it was the first of its kind and, in spite of the naysayers, it was successfully implemented for the benefit of all those kids playing hockey
  • In 2004, when Respect Group introduced RESPECT IN SPORT on-line to prevent abuse, bullying, harassment and discrimination (BAHD) many leaders within sport were still in denial of the magnitude of this problem including the impact left in its wake for not only the individual but also the organization as a whole.  I am very grateful for those brave leaders that made prevention education their priority early on to help give confidence to the many others that followed.
  • Leadership has been the key behind mandatory RESPECT training which I am proud to say has now reached over 1.6 Million Canadians and spans the full range of sport stakeholders; not just coaches but officials, parents, athletes, staff and volunteers.

Culture change takes time but today, with this announcement, it further reminds me that, with leadership, it is indeed possible.

 

Sheldon Kennedy CM AOE OM

Member Canada’s Sports Hall of Fame

Member Order of Hockey in Canada

Co-Founder Respect Group

 

 

Respect Group, established in 2004 by Co-Founders Sheldon Kennedy and Wayne McNeil, is Canada’s leading on-line training provider focused exclusively on the prevention of abuse, bullying and harassment and discrimination. Offering certification programs for community/sport organizations, schools and the workplace, Respect Group has certified over 1.6 Million Canadians.

 

For more information on Respect Group, please visit www.respectgroupinc.com

 

For more information, please contact:
Nicole Heisler

Marketing Manager

media@respectgroupinc.com

 

To see the Government of Canada Press Releases Please visit:

English : https://www.canada.ca/en/canadian-heritage/news/2021/07/minister-guilbeault-announces-new-independent-safe-sport-mechanism.html

French : https://www.canada.ca/fr/patrimoine-canadien/nouvelles/2021/07/le-ministreguilbeault-annonce-un-nouveau-mecanisme-independant-pour-le-sport-securitaire.html

Equity, diversity and inclusion: building blocks for respect

Equity, diversity and inclusion: building blocks for respect

Equity, diversity, and inclusion, or ‘EDI’, are key values that contribute to the fabric and sustainability of any organization. While the acronym EDI is often used broadly, and the individual terms used interchangeably, it is important to understand the distinctions between these terms, and how they are essential to building a culture of respect in any organization.

Source: Inclusion by Design: Insights from Design Week Portland; Gensler

 

The infographic above from Gensler provides the individual definitions and visual depictions of diversity, equity, and inclusion. While the elements of these terms overlap and build upon one another, there are clear differences in what they mean and look like in practice. While diversity involves recognizing and celebrating the differences between individuals, equity focuses on fair treatment and access to opportunities for all, particularly individuals who have been marginalized within our society (Gensler, 2019). Inclusion involves having a range of voices and representation from all members of an organization involved in both power-sharing and decision-making (Gensler, 2019).

Recognition of and support for equity, diversity, and inclusion within organizations strengthens both the organization as a whole and the individuals working within it. The third report in a series from McKinsey exploring the business case for diversity and inclusion demonstrates that internationally, companies whose executive teams were more diverse across gender, ethnicity, and culture significantly outperformed their less diverse counterparts, who tended to underperform financially (Hunt et al., 2020). Two keys to the successes of the former group are a systematic approach to diversity and inclusion, and taking bold action to strengthen inclusion (Hunt et al., 2020). Key ‘pain points’ identified by employees who felt their organizations did not prioritize inclusion were a lack of equality, openness, and belonging (Hunt et al., 2020). Further, employees felt that leadership taking strong action to promote openness, belonging, and equality of opportunity was a necessary component of inclusive cultures (Hunt et al., 2020).

Taken together, diverse, inclusive, and equitable organizations are not only more profitable, but support environments that are physically and psychologically safe, where all individuals are respected and have the opportunity to thrive. These successful organizations do not tolerate behaviours that undermine respect, such as bullying, abuse, harassment, or disrimination, or BAHD behaviours. They understand the importance of preventing these behaviours and how to address them should they occur.

Equity, diversity, and inclusion are foundational cornerstones built into all Respect Group programs. Through exploring the value of EDI, the root causes of BAHD behaviours and how to mitigate them, our curriculum highlights the importance of building a positive, respectful culture. Respect Programs include relevant and timely content, including and beyond the following:

  • preventing and dealing with BAHD
  • racism and unconscious bias
  • accessibility for all
  • occupational health & safety legislation
  • supporting marginalized communities, including newcomers to Canada and the LGBTQ+ community
  • content updates influenced by important cultural and political movements and acts, including Truth & Reconciliation, Black Lives Matter, and #MeToo

 

Above all, our programs focus on a key theme of empowering the bystander and the role every individual can play in promoting respect within their organization. More information about our individual programs can be found through the links below:

 

References:  

 

Hunt, V., Dixon-Fyle, S., Dolan, K., Prince, S. (2020). Diversity wins: How inclusion matters. Retrieved from https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters

 

Gensler and Kim, S.J. (2019). Inclusion by Design: Insights from Design Week Portland. Retrieved from https://www.gensler.com/blog/inclusion-by-design-insights-from-design-week-portland 

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