The Department of Justice Canada put out a report that outlines the estimated economic impact of spousal violence that occurred in Canada in 2009. Using information from the police-based Uniform Crime Reporting Survey 2 and the self-reported 2009 General Social Survey, the report estimates that the total economic impact of spousal violence in 2009 was $7.4 billion which amounts to $220 per Canadian. The report provides an account of the costs for the criminal and civil justice systems and an analysis of the direct economic impact for primary victims (e.g., medical attention, lost wages, legal costs, mental health issues).
The Learning Network strives to bring current, accessible, and up-to-date content to the Resource Library. We aim to link primarily to open-access research, however, at times we do link to some content we think is particularly significant but that is inaccessible due to the subscription restrictions imposed by journals and publishing companies. While we are unable to purchase access to this content, we hope that bringing awareness of this research to our readers can assist in their learning endeavours. We will continue to work on providing open-access content so that our readers can have access to the most-current and up-to-date research available.
The Pennsylvania Commission on Crime and Delinquency (PCCD) funded an evaluation of the Services Training for Officers and Prosecutors (STOP) Training and Technical Assistance Program. The purpose of the training program is to expand the knowledge and skills of justice professionals (e.g., police, prosecutors) in order to enhance the criminal justice response to violence against women. This report describes the evaluation of the overall impact of the training program including whether or not the training: strengthened the coordinated criminal justice system response to VAW; improved knowledge and expertise among professionals; improved the judiciary’s response to cases involving VAW; and impacted staff stability.
Nicole Barrett (2010)
This report was prepared for the Federal/Provincial/Territorial Forum of Status of Women Senior Officials. It identifies global promising practices focused on human trafficking prevention and victim support.
This research paper describes the key ideas, messages and approach of the ‘It’s not OK’ campaign and evaluates the campaign’s exposure, reach, and impact. A focus on lessons and insights that can inform the future development of the campaign and other future initiatives are highlighted.
This 2001 discussion paper authored by the Ontario Human Rights Commission introduces an intersectional approach to human rights claims using examples of Charter cases brought before the Supreme Court of Canada. The application of intersectionality to discrimination is also discussed.
This 2014 guide examines why intersectionality matters for health policy analysis and outlines a framework for intersectionality-based policy analysis. Several policy case studies are considered.
This 2012 review paper examines the existing research on sexual harassment with a focus on factors that may facilitate its occurrence; provides an overview of the differences in perceptions of what constitutes sexual harassment according to gender, organisational power and context; reviews the negative impact of sexual harassment on its victims; and examines the link between victims’ responses to sexual harassment and the stress and coping literature. Suggestions are made for future research, policy making, and interventions. You can access the full article through the library system or through a paid membership account.
This manual is designed to help Indigenous women and service providers address key aspects of violence, as well as understand Indigenous women’s legal rights on matters related to leaving a violent relationship. It discusses legal tools for women’s safety, and provides information about relevant legal protections. The manual begins with an explanation of the rights-based framework to addressing violence against Indigenous women, and of the historical and social context that impacts Indigenous women in Canada.
PDF in English
Le présent manuel a pour but d’aider les femmes autochtones et les fournisseurs de services à affronter les principales facettes de la violence, ainsi qu’à comprendre les droits des femmes autochtones à se libérer d’une relation violente. Il décrit les outils juridiques entourant la sécurité des femmes, et fournit de l’information sur les protections juridiques pertinentes. Le manuel commence d’abord avec une explication du cadre fondé sur les droits visant à éliminer la violence à l’égard des femmes autochtones ainsi qu’une description du contexte historique et social ayant un impact sur les femmes autochtones au Canada.
This 2017 manual is designed to help Indigenous women and service providers address key aspects of violence, as well as understand Indigenous women’s legal rights on matters related to leaving a violent relationship. It discusses legal tools for women’s safety, and provides information about relevant legal protections. The manual begins with an explanation of the rights-based framework to addressing violence against Indigenous women, and of the historical and social context that impacts Indigenous women in Canada.
In 2014, the Angus Reid Institute released a report of the key findings from a national online survey they conducted on sexual harassment in the workplace. The survey polled 1500 Canadian adults who were currently working or who have ever worked outside the home. Some key findings include: almost 30% of respondents said they experienced either harassment or unwanted contact or both in the workplace with one quarter of these respondents stating that the experience occurred within the past two years; women were almost four times as likely than men to have been harassed at work; 80% of respondents who experienced harassment did not report the behaviour to their employers with the majority stating they would rather deal with the problem on their own; for those that did report the harassment to their employer, the majority found their employer to be responsive and believed that they took appropriate action; and when asked about other actions they may take when experiencing harassment in the workplace, the majority of respondents said they would confront the harasser directly. Other survey questions include: what would you do if you were harassed at work (for those who had not experienced workplace harassment)? Is sexual harassment in the workplace an important issue or overblown? And what do you consider acceptable in the workplace (e.g., calling a co-worker’s outfit ‘sexy’; giving a colleague a shoulder rub; putting your arm around a co-worker)?