Inclusivity - Reading Materials - Chapter 07: Remote Workers

Chapter 01: Women and Gender and Chapter 02: Gender-Based Harassment and Violence are prerequisites to the review and implementation of the content of this unit.

For clarity and context, this unit recognizes two versions of remote working and will make a distinction between the two definitions when used. Remote work is understood as the practice of flexible working arrangements where one can work from home or another space rather than the organization’s office. Working remotely or working in remote locations is understood as any work done in remote and rural areas, often with limited access to goods and services, where employees are generally working in isolated or camp-based environments.

The CAMP program by the Northern Society for Domestic Peace is a pioneering initiative tailored for workers in isolated, camp-based environments. This comprehensive program partners with industries to provide resources, support, and education on workplace harassment and assaults. Mandatory training for all staff, the appointment of champions for reporting, and the provision of tool kits equipped with local law enforcement connections contribute to a unique and effective approach. More information can be found. Learn more

The University of Northern British Columbia’s Community Development Institute has developed a comprehensive guide for mobile workforces, covering aspects such as rotational workforces, community housing, and strategies to enhance women’s participation in remote industries. The guide emphasizes fatigue management, coordinated shuttles with daycare facilities, and partnerships with college trades programs. Access the complete guide. Learn more

Nira contributes 11 best practices for optimizing remote work. Recognizing the diversity in individual work styles, Nira addresses common challenges such as communication, lack of socializing, and loneliness. Recommendations include good meeting etiquette, documented workflows, and scheduled socializing time. Discover more about Nira’s remote work best practices. Learn more

For Workers in Remote Locations

• Ensure subcontractors adhere to diversity, equity and inclusion (DEI) standards, covering accommodations for crew needs. Includes considerations for accommodations in Hotel/Motel/Camp, transportation, meals, washrooms/showers, and prayer rooms.
• Verify telecommunication coverage; provide satellite-based devices for areas with no coverage. Consider radio communications, satellite phones, personal locator beacons, distress beacons, and tracking devices.
• Confirm safe access, marked access points, and necessary escorts for remote locations. Regularly assess and check vehicles and equipment for safety.
• Ensure awareness of obtaining personal protective equipment and essential goods/services.
• Designate DEI representatives for subcontractors to address crew issues.
• Provide crews with lists of local resources, including support centers and consulates/embassies.
• Inform employees about territorial laws and relocation legislation for remote locations.
• Conduct first aid, safety, and DEI training; establish a workplace code of conduct.
• Implement a zero-tolerance policy for gender-based harassment and violence.
• Provide examples of acceptable and unacceptable behaviors.
• Outline incident reporting processes, confidentiality, and protection measures for complainants and witnesses.
• Mandate DEI training and appoint DEI champions on crews for weekly reporting.

For Working Remotely

• Ensure remote employees have access to mental health and safety resources.
• Encourage personal connections in virtual meetings; respect privacy preferences regarding cameras.
• Maintain consistent onboarding processes regardless of the employee’s location.
• Prioritize documentation and clear communication, considering time zones and virtual formats.
• Allow flexible hours for remote employees; support the Right to Disconnect law.
• Facilitate social meetings among remote employees to build a sense of community.
• Use technology for virtual events, professional development, and safety protocols.
• Inform remote staff about entitled at-home office equipment; allocate a budget for it.
• Train all staff on the universal “Signal for Help” to indicate unsafe situations.
• Ensure safety protocols for intimate partner violence/domestic violence suspicions.
• Allow a grace period for technical difficulties during virtual meetings.

• Canadian Employee Rights When Working Remotely in Another Country
• Governing Law for Interprovincial Remote Workers
• Guide to Remote Work in Canada

• Should You Have a Remote Work Policy?
• Workplace Bystander Intervention Poster
• Responsibilities as an Employer

Labour Day – First Monday in September
Statutory Holidays – Labour Day

December 10
Human Rights Day

April 28, 2023
National Day of Mourning

April 28
World Day for Safety and Health at Work