Consent Awareness WeekGuidesUnions
An injury to one is an injury to all
Ending sexual harassment and gender-based violence at work is union work. When we look out for each other, we build the kind of solidarity that keeps every member safer. Consent Awareness Week is a chance to educate members, support survivors, and put the union’s collective weight behind a culture of respect.
Ways your local might take part
None of these are required. Take what fits your members and your structure.
- Educate membersShare consent resources through your steward network, a lunch-and-learn, or your newsletter, and point members to the frameworks in the main guide.
- Lean on your equity or women’s committeeThey are often experienced in leading this work and may know how to move it through the local.
- Strengthen the contractHarassment and violence protections belong in the collective agreement. The week is a good moment to review your language and flag improvements for the next round of bargaining, without needing to reopen anything now.
- Move a resolutionIf it fits, recognize Consent Awareness Week through your usual resolution process. Sample wording is below.
- Stand in solidarityJoin or amplify actions by other locals, labour councils, and the wider movement against gender-based violence.
Sample resolution language
Replace the highlighted parts with your union’s details and adapt the wording to your usual format.
Whereas all workers have the right to safe, respectful, and harassment-free workplaces; and
Whereas sexual harassment, sexual violence, and gender-based violence remain significant issues across workplaces and communities in Canada; and
Whereas [Name of Union] is committed to advancing workplace equity, member safety, and gender justice; and
Whereas Consent Awareness Week is a national initiative created by High School Too and Possibility Seeds…
Be it resolved that [Name of Union] formally recognizes the third week of September as Consent Awareness Week; and
Be it further resolved that [Name of Union] support member education, workplace programming, and solidarity actions during the week.
Frequently asked questions
Our collective agreement already covers harassment. What does this add?
Contract language sets out what happens after harm occurs. It does not, on its own, shift the everyday culture that makes harm less likely or makes members confident enough to come forward. The week is about that second part. It is also a useful moment to read your existing language with fresh eyes and note anything you would want to strengthen next round.
Do we need employer support to do this?
No. Everything on this page can be done through the union alone: member education, newsletter pieces, a steward briefing, a resolution. Joint work with the employer reaches further where the relationship allows it, but it is not a precondition.
We are a small local with no equity or women’s committee. Where do we start?
With one person and one channel. A short piece in the members’ newsletter pointing to the frameworks, or fifteen minutes at a regular meeting, is a real start. Local labour councils often coordinate across small locals, which can spread the work without any one local carrying it alone.
Can we change the sample resolution?
Yes, it is a starting point and expects to be edited. Swap in your union’s name, match your usual resolution format, and add anything specific to your sector. If you adapt it substantially, attribution back to Consent Awareness Week is appreciated.
Support: If you or someone you know has been subjected to sexual violence, you can connect with your union representative, a local sexual assault centre, or another support service. In an emergency, contact your local emergency number.