Deputy minister apologizes for harassment at Nunavut health centres
Memo says department’s policies based on best practices but continue to evolve
Megan Hunt, Nunavut’s deputy health minister pictured in this file photo from April, apologized to her staff this week in the wake of allegations that the territory’s health centres are toxic work environments. (Photo by David Lochead)
The Government of Nunavut’s deputy minister of health offered an apology to her staff this week in response to allegations that Nunavut’s health centres are toxic work environments.
“I want to take the time to acknowledge that recent publications in the media may be concerning to health staff both on a personal and professional level,” Megan Hunt wrote in a memo addressed to all Department of Health staff, dated Nov. 2.
“I want to assure you that we take these matters seriously. I also want to express my sincere apologies to those who have experienced or witnessed bullying or harassment in the workplace.”
The memo was obtained by Nunatsiaq News on Friday. Hunt was not immediately available for comment because she was in the legislature, said Health Department spokesperson Danarae Sommerville.
The apology follows the publication this week of a three-part series in Nunatsiaq News detailing the experiences of nurses who say they’ve been targeted, reprimanded, harassed or blacklisted after asking for support or identifying ways to improve their health centres. The series also explores the government’s response to the issue.
In the two-page memo, Hunt said the government’s processes to report and address workplace conflict are based on best practices, but “continue to evolve.”
“This includes working with the Department of Health’s human resources division and the Department of Human Resources to ensure that complaints and conflicts are addressed in a timely manner and that corrective measures are taken if required,” Hunt said in the memo.
However, the memo does not say what that work will entail. The Department of Health and Department of Human Resources did not immediately provide more information about the partnership.
Nunatsiaq News reported earlier this week that GN nurses have brought 16 formal complaints to the Department of Human Resources over the past two years, and none of these complaints have been deemed by investigators to meet the threshold of harassment.
Some of those are closed, with investigators determining there was not enough evidence to conclude the complaint met the GN’s criteria for harassment.
Others remain open, in some cases more than a year after the complaint was made.
When asked about the issue in a recent interview, Health Minister John Main acknowledged nurse retention is an issue and said there is no place for bullying and harassment in Nunavut’s health centres. But he did not go so far as to say harassment and bullying is an issue in these places.
Deputy Ministers, Assistant Deputy Ministers, Directors, & Managers need to be reminded their purpose of employment is that of servants. They are there to serve people and not the other way around. They serve the Minister, they serve the staff that report to them and ultimately they serve the public.
If you do not want to be called a public servant, get a job with a private business.
This goes out to NTI, and the three RIO in Nunavut need too. These organizations must be reminded they are servants of their beneficiaries and must represent everyone equally and not just their friends and family members.
Don’t know Meghan but thought she basically works from the south? The fact there have been no changes at the ADM level is proof enough it’s been pretty laissezfaire, like it was under Stockley, Brown and Stockley before this term. After all this not even a commitment to have a third party review of the complaints in the last five years by a company selected by the Union or some nursing association.
There are 3 ADMs in Health and I came to health from another department and also worked with one of the RIAs. I’ve worked under 2 different ADMs in health. Leadership style may be a little different but unfortunate they are all being painted and targeted with the same brush. There are very good leaders within Health who are likely trying their best against a challenging system that is more or less overseen by the Department of Finance and the Department of HR . In my current role I’m part of a very positive team and office and much of that is because of the directors and ADM. I feel bad for the targets and generalizations that are being made from many of these comments.
Well I think you might be biased, but I’m glad you are having a good experience. It is possible to be a good health clinician, but terrible at HR, handling opinions other than your own, or taking harassment complaints directed at your closest colleagues (the directors and others in that office) objectively. It’s a small employer compared to southern hospitals that have disconnected HR departments and investigators, etc.
That is my positive experience too. I will say though, I have only worked for the Department of Health for 3 years and only in Iqaluit so unable to speak to what communities may have faced or be facing. The work atmosphere here is much better than what I came from in Alberta and my manager is much more involved and present than where I came from. Rotten applied typically have the loudest voices is my experience, so would suggest readers view these articles with a grain of salt.
I’m happy to see some coming to the defence of good leaders within Health. As an Inuk I have felt nothing but support of my career since being with Health. Also flexibility as I juggle being a single mom. Worked at Finance for several years in the same role and a very troubled boss, and since being with Health have been promoted twice and often acting for my director when away on holidays or sick. Some earlier comments mentioned Inuit being promoted just because they are an Inuk. I will remind you all of article 23 and that Inuit deserve to be mentored and given opportunity. I am proud of my department and what I accomplish in my role.
Inuit have right to be at representative levels, you are correct.
There is no right to mentoring beyond any other ethnicity. Is it often done in practice? Yes, but it is it an NLCA right – no.
That you would say such a thing just shows your privileged mindset.
One unintended consequence of Article 23 is that it creates a stigma for all Inuit of being hired based on race alone. It is an inescapable that you will always been seen this way, deserving of it or not.
Everyone and anyone that works at health centers across kivalliq have their noses held high. They act high and mighty. Just because they make money they think they should be well respected and that they are worth more and better than anyone that walks through health center doors.
It’s interesting that these problems at health are hardly anything new. In fact, the DM position at Health has been nothing but a hot mess since Nunavut was created: Andrew Johnson, Keith Best, Bernie Blais, Dave Ramsden, Ron Browne etc etc etc. With this revolving door of failure since 1999, it’s a wonder that the Department isn’t in much worse shape today. I think even Anne Crawford was given her moment to try to drive the thing off a cliff but I could be mistaken since there have been so many DMs over the years. It’s a fascinating story of a very important department that has been in constant turmoil for close to 25 years…..
Ms Hunt moved her family here so far as I know and works in Nunavut. Last DMs didn’t but she seems committed. 16 complaints over 3 years doesn’t seem like that much for a dept that employs how many hundred or thousand nurses. Yes it sucks but to blame the government, or minister, or DM seems a stretch. These are individuals reporting to plenty of managers before dm and minister level. Govt incompetence yea but not these 2 at the top. All the way thru. Let’s get some accountability and hold our staff (and ourselves) to a higher standard and expectation!
16 complaints in 3 years, should be zero complaints in 3 years. What if these 16 complaints are only from the ones brave enough to put their job on the line.
The fish starts rotting from the head. It’s unfortunate that some of the comments here are based on either buddiship with the ADM/DM or directors offices. The whole system is a bullying system wit a well connected network that thinks has ownership of the GN based on their attachments, dating or marital connections to the Inuits. They forget that their bullying that disrupts health services is in turn a disservice to the peopl of Nunavut. The whole DM department needs to be revamped. Some professiobal and capable ADMs, EDs and DM left the GNafter having been bullied by the same people occupying those positions today and continue to mess up the GN health system
I’m glad she actually lives here, and at least shows her face and has the decency to respond (even if I’m not convinced she is genuine in doing so or even wanted to). Never saw or knew prior Health DM’s. While I doubt she will do much for those already in the process, maybe she will try to get her Upper Management to do better and set an example by not creating a toxic environment for them. Big hopes, but little confidence from me….
The issue is not so much with management, but more about how HR issues are addressed (or lack thereof) due to inadequate HR staff to provide support to the managers in those area when issues do arise.
I agree a third party might suffice however the Union reps are the laziest and lacking direction just like Health HR. I feel due to HR’s lacking in direction that affects the work of the higher ups, like the DM and ADM’s job. If HR cant even get the right facts/information from complainants how do they expect the proper outcome. Mediation might be helpful.. air it out with mediation.. talk it out..
I hate Nunavut so much now. My children and I ended up with P.T.S.D.
Worst thing I ever did to my kids and will apologize to them every single day for the rest of my life.💀❤️💔
And for us living here and call this our home, we are stuck with this, I don’t understand why or how our GN and NTI do not work together to address all the issues here, we can’t up and leave to another place, but we need our governments to do the right things instead of continually ignoring and brushing the problems under the rug.
Why is it so difficult for the GN to make changes that would help to improve this? I don’t get it, is it the revolving door of DM, ADMs, Directors and Managers?
The MLAs give directives but the departments don’t listen and do their jobs.
What has to happen to make changes?
Megan, this will never change as long as these ADM’s , Directors have been in their place more than a few years !!
They have been at their positions, knowing very well what has been happening from other colleagues, managers or even themselves bullying, harassing and micromanaging staff within the Health Department , if isn’t southern hire who are being treated this way , it is also locals who are newly hired as indeterminate or casual positions receiving hostile environment from long time local staff members.
It is very sad as this information about Health isn’t new , on going issue . Not sure if you or Mr Main will be able to change anything but I wish you both luck !!
You are right. Nothing will change unless the Legislative Assembly enacts new legislation, regulations and policies.
We are still using legislation from 1988 in many cases. Legislation that is 35 years old.
What change, MLA’s need to change the legislation, regulations and policies that GN staff…..AKA Nunavut’s Public Servants have to conduct public business with.
How many new policies has our Premier implemented?
How many new legislation and regulations have our MLA’s approved?
People wonder why nothing changes? Because the Legislation, Regulations and Policies never change.
Why is the Government spending millions on policy positions in Nunavut and they do not create new policies?
For MLAs to make these changes first the staff at the department needs to work on making the changes, the MLAs can direct the department to review and make changes but it falls down on the DM, ADM and Directors of the department.
This is where it falls apart.
Unfortunately her apology means nothing. I followed the processes and the investigation scope was so narrow they could conveniently not examine any of the documents that presented, in my view, harassment and pre planned termination without any invesgation on part of senior managers. Yes she may not have been DM at that time, but she’s done nothing to make things right. Just deny, make excuses, etc. And what about the others on the blacklist too traumatized to return, speak up, or who gave up altogether. She can apologize and give lip service, but actions speak louder than words. Cancelling contracts and firing people wrongfully to silence them also denies them access to the supports she suggests in this letter.
Human Resources main function in any and every organization is to protect and serve the employer. If I have a serious complaint about management, the last place I would ever go is to HR. Especially hearing and reading about what a toxic place it is to work. I’d see a lawyer first before going to HR if it was a serious issue. Ombudsman. Ethics Commissioner. The media, even. HR would never be on the list of places I would go for help with problems in the workplace or with my employer.
Exactly right, HR in Healthcare has never helped me, other than out the door.
I’ve worked in several facilities and government where HR is the issue.
“I’m sorry, we tried nothing and we are all out of ideas!”
This will continue until some measure of reprimand is given, and fewer and fewer nurses will want to return.
Retention. What are the GN’s retention rates? I think the last long service retention awards were given eons ago – is there no one who qualifies for them? Is that why?
I’m pretty sure workplace harassment is included both in the Nunavut Health and Safety laws and Human rights laws. Both Labor standard and the WSCC are mandated with upholding these and any worker not satisfied with how these complaints are welcome to reach out to either of these avenues for further assistance – neither of which is a GN department. Doesn’t sound like anyone reached out to either of these organizations.
That’s not an unfair comment. I think a lot of people don’t know these options exist or how to access them or the timelines involved, etc. The last I heard WSIC doesn’t do their own investigations, but relies on employers etc? I may be wrong, but that’s a potential problem. Labour standards, I can’t comment on them. Do they have true authority of police GN, or just make recommendations? And are recommendations binding, or not? So many confusing factors
I’m sure they didn’t, and part of that is travel/casual staff probably feel like they are not eligible. Some are with agency and rely on that to follow through. They simply finish the contract and don’t come back.
Just like any other workers all over. People get stressed, aggregated and sometimes down right nasty.
We think they should always act professional, but they are still only a person. They’re is more and more harassment going on these days, but its not only the fault of the person who harasses, but their inviroment that they may work in which they cannot handle. Stress, overworked, depression. It can happen to anyone.
Thank you
ADM Operations needs to be axed for this debacle. Health is unfit to manage itself at this point when you have the most senior management show up to apologize but not commit to any change or review.
Minister Main wasn’t aware of the culture and issues but wanted to stay the course on the policies that are currently in place. Then ADM Hunt apologizes for the horrifying experiences people have endured. Seems like everything is fine here… no disconnect or discrepancies within Health.
John has no idea what to do and is probably just counting days for this whole thing to blow over.
Policy is not as strong as the culture of the environment we work in. The culture of that environment is what we have bc policy has done very little when one considers the Auditor General of Canada’s 2017 report. Nepotism may be part of the problem. Housing and architecture are also important. If a nurse can jump on a treadmill at 60 below to destress, it will help their mental health. Also, I feel that a manager should have at least 6 to 10 years of boots to the ground front line experience. If a nurse graduates, gets her Masters and PhD because she was too insecure to start an IV she should find another profession.