Pink Shirt Day, observed annually on the last Wednesday of February, is a significant event that raises awareness about bullying and promotes kindness, inclusion, and respect. It started in 2007 when two students in Nova Scotia stood up for a classmate who was being bullied for wearing a pink shirt. Since then, Pink Shirt Day has become a symbol of anti-bullying efforts, reminding us all to foster safe and supportive environments in schools, workplaces, and communities.
Understanding Bullying: What It Is and What It Is Not
Workplace Bullying is defined as including “any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment.”
Examples of conduct or comment that might constitute bullying and harassment include, but are not limited to, the following:
-Verbal aggression or insults; calling someone derogatory names
-Vandalizing a worker’s belongings or work equipment
-Sabotaging a person’s work
-Spreading malicious gossip or rumours about a person
-Engaging in harmful or offensive initiation practices
-Physical assault or threats (this would also constitute “violence” or “improper activity or behaviour”)
-Making personal attacks based on someone’s private life and/or personal traits
-Making aggressive or threatening gestures
-Engaging in targeted social isolation
While a number of these examples will involve overt or easily observable behaviours, bullying can also include more subtle and less obvious conduct or comment. Whether any conduct or comment will constitute bullying will depend on the context, and whether the individual engaging in the conduct or comment knew or reasonably ought to have known that the worker subject to it would be humiliated or intimidated.
It is crucial to differentiate bullying from conflict or rude behavior. A one-time argument or a difference-of-opinion comment, while potentially hurtful, does not necessarily constitute bullying. Recognizing these distinctions helps in addressing incidents effectively and ensuring appropriate responses.
British Columbia Legislation on Bullying
The Human Rights Code of British Columbia protects individuals from discrimination, including harassment that can amount to bullying based on race, gender, sexual orientation, or other protected grounds.
Additionally, WorkSafeBC regulations require employers to have policies in place to prevent and address workplace bullying and harassment. Employees who experience bullying must report incidents, and employers must take corrective action to ensure a respectful workplace. Have you had a chance to review your workplace’s bullying and harassment policy? It’s important that all UFCW 247 members fully understand the policy so that they know what to do when experiencing bullying or harassment. If there is no policy in place, then WorkSafeBC must be notified, their contact information is listed here.
If the policy is in place and you have followed the steps without resolution, please contact your union representative for assistance. Bullying is an Occupational Health and Safety issue that should also be brought to the attention of the Health and Safety Committee in your workplace.
Bullying is NOT OK and should not be part of anybody’s job!
We ask our members to continue helping us build awareness of this important issue and report incidents as they happen. Also, a reminder that resources are available for anyone struggling with their mental health as a result of bullying or harassment, a list can be found here.
Pink Shirt Day is more than just wearing pink—it is a call to action. It encourages us to:
We all play a role in stopping bullying and promoting kindness, not just on Pink Shirt Day but every day!
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