Question Period Note: Harassment Complaints at National Museums

Allegations of harassment and racism have recently arisen at two national museums, the Canadian Museum for Human Rights and the Canadian Museum of History. At the Canadian Museum for History, there have been complaints of harassment of staff by the museum's top management. The Museum’s Board of Trustees has hired Michelle Flaherty, an experienced mediator and arbitrator, and a former University of Ottawa law professor, to investigate the allegations. At the Canadian Museum for Human Rights, complaints of racism, sexism, discrimination and harassment have been investigated by Laurelle Harris, whose report revealed that racism is pervasive and systemic within the institution, that sexual harassment complaints may not have been addressed adequately, and that LGBTQ content was hidden during certain tours between 2015 and 2017.

Our Government expects national museums to provide a healthy, abuse-free and safe workplace environment for all: the physical and mental well-being of staff members must be prioritized at all times.
• The situations at the Canadian Museum of History and the Canadian Museum for Human Rights are of great concern.
• We are in touch with the Boards of Trustees at both museums, which have taken immediate action to respond to complaints. Due to Privacy Act considerations, we cannot comment further on ongoing investigations.

• Allegations of harassment and racism have recently arisen at two national museums, the Canadian Museum for Human Rights and the Canadian Museum of History.
Canadian Museum of History
• At the Canadian Museum of History, there have been complaints of harassment of staff by the museum's top management. Complaints were first received by the Board of Trustees this summer. According to various sources, Mark O’Neill, current President and Chief Executive Office of the Canadian Museum of History, is the subject of the allegations.
• Radio-Canada has reported that the complaint that led to the launch of a formal investigation in July was filed directly with the office of the Minister of Canadian Heritage.
• In response to the complaints, the Museum’s Board of Trustees hired Michelle Flaherty, an experienced mediator and arbitrator, and a former University of Ottawa law professor, to investigate the harassment allegations.
• Mark O'Neill is on leave until November 2, 2020. Mr. O'Neill has been is his position at the museum since 2011. His term expires on June 22, 2021.
Canadian Museum for Human Rights
• At the Canadian Museum for Human Rights, there have been numerous complaints of racism, sexism, discrimination and harassment.
• In response to the complaints, Museum Director and CEO John Young stepped down on June 25. The Museum’s Board of Trustees established a Diversity and Inclusion Committee, and engaged Laurelle Harris to conduct an external review of the experiences of racism and other forms of discrimination by current and former employees, and examine the Museum’s policies, practices and workplace culture for the purpose of addressing claims of systemic oppression.
• The findings of Ms. Harris’ initial review were made public on August 5. The report, entitled Rebuilding the Foundation, found that, among other issues, racism is pervasive and systemic within the Museum, with significant impacts on hiring and retention of BIPOC (Black, Indigenous and Persons of Colour) employees and harm to individuals. It also found that sexual harassment complaints may not have been addressed adequately, and that LGBTQ content was hidden during certain tours between 2015 and 2017.
• The report makes 44 recommendations for change, including that the Government of Canada should appoint a CEO who is a member of a Black, Indigenous or Person of Colour (BIPOC) community.
• The Museum’s Board welcomed the report’s findings, apologized unreservedly and will implement five of the recommendations immediately:
• The Diversity and Inclusion Committee will include no fewer than one Black, one Indigenous and one person who identifies as LGBTQ2+.
• All current and future board policies will be screened for bias.
• All board members will take ongoing anti-racist and anti-oppression education.
• The board will set goals for its new CEO to promote a culture of equity, inclusion and accountability.
• The new CEO will be required to engage in meaningful relations with Black, Indigenous and LGBTQ2+ communities.
• The Board and Museum leadership also agreed to take a number of actions over and above the recommendations in the report, including:
• supporting phase two of the external review to provide a framework for long-term action; and
• committing at least $250,000, or one percent of the Museum’s budget, to training in anti-racism, unconscious bias, sexual harassment and cultural competency.
• Finally, the Board is encouraging management to immediately act upon the following recommendations:
• Create a senior role within the Museum focused on diversity and inclusion.
• Review recruitment, hiring and employment practices.
• Roll out an institution-wide education and learning plan.
• On August 10, the appointment of Isha Khan as CEO of the Canadian Museum for Human Rights for a five-year term, effective August 17 was announced. Ms. Khan is a human rights lawyer who has dedicated her career to issues of inclusion and equality. Ms. Khan began her term on August 17, 2020.

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