‘Unfortunately, working in a uniform creates a fear of coming forward’
Just days before International Women's Day (IWD) 2026, a report detailed how the culture at the Canada Border Services Agency (CBSA) suggests many women are far from being free of sexual harassment.
Internal investigation reports at the agency describe sexually explicit comments, unwanted touching and a workplace culture in which employees feared reprisals for speaking out, according to documents obtained by CBC News.
The seven reports – completed between 2023 and 2025 – focus solely on complaints of sexual harassment at the federal agency, according to the publication. The documents describe repeated instances in which female employees endured degrading, sexually charged comments and behaviour, often over long periods and frequently involving superiors or more experienced colleagues, CBC noted, adding that most of the complaints were found to be substantiated.
The reports indicate that in some parts of the organisation, inappropriate conduct was tolerated and potential complainants were discouraged from using formal channels. The behaviour is linked in the documents to an “unhealthy work culture” and to a lack of confidence among victims that their complaints would be taken seriously.
Inappropriate comments
In one investigation cited by the publication, two female employees asked a superintendent, a long‑time colleague, if they could work together on an upcoming shift. According to the report, he responded that he would agree if he could join them and if they would “---- him in the car.” The precise wording of the remark was redacted in the version released under the Access to Information Act.
One complainant told investigators she had become accustomed to inappropriate comments from the superintendent, but said this incident “crossed a line,” in part because he was “in a position of authority.” A second employee reported that the same superintendent had previously told her he was physically aroused in her presence and had remarked, “You seem like someone who's into power exchange.”
The report states that when the superintendent learned his colleagues might file a complaint, he called them “rats.” During the investigation, he reportedly said he had been “only joking” for years before acknowledging that his conduct did not comply with the CBSA code of conduct, CBC noted.
Other instances involve inappropriate touching, inappropriate comments, sexual innuendo and harassing behaviour, often by superiors.
One investigation report cited by CBC notes that younger employees were warned by more seasoned colleagues “not to complain because they will be labelled as complainers and their contracts will not be renewed.” The documents suggest this contributed to a climate in which junior staff felt compelled to tolerate problematic conduct rather than risk employment consequences.
Previously, the Canadian Armed Forces (CAF) and the Royal Canadian Mounted Police (RCMP) also faced criticism following reports of sexual harassment within their ranks.
CBSA response, next steps
In written responses to questions about the reports, the CBSA said it has launched a process with employees and union representatives “to identify and diagnose the most urgent issues to address” across its workforce of about 18,000 people.
“We want to establish a culture where people can speak out without fear of reprisal if they are victims or witnesses of wrongdoing or discriminatory behaviour, and where they feel supported knowing that the CBSA has policies and processes in place to address it,” spokesperson Guillaume Bérubé said, according to the CBC report.
Former CBSA vice‑president Denis Vinette told CBC that the agency has been working to ensure that complaints trigger rigorous investigations and clear penalties when misconduct is confirmed, adding that “as of today, it's very clear that when it comes to sexual harassment, it's a firing offence.”
How can employers prevent sexual harassment in the workplace?
According to the Ontario Human Rights Commission (OHRC), employers can prevent many cases of sexual harassment by having “a clear, comprehensive anti-sexual harassment policy in place.”
“In cases of alleged sexual harassment, the policy will alert all parties to their rights, roles and responsibilities. Policies must clearly set out how the sexual harassment will be dealt with promptly and efficiently. The OHRC’s Policy on preventing sexual and gender-based harassment includes suggested contents of an anti-sexual harassment policy.”
According to the commission, everyone should know about the anti-sexual harassment policy and the steps in place for resolving complaints. This can be done by:
- giving policies to everyone as soon as they are introduced
- making all employees, etc. aware of them by including the policies in orientation material
- training people, including people in positions of responsibility, about the policies, and educating them on human rights issues.
“An effective sexual harassment policy can limit harm and reduce liability,” the OHRC notes. “It also promotes the equity and diversity goals of organizations and institutions and makes good business sense. Employers should monitor their environments regularly to make sure they are free of sexually harassing behaviours. Taking steps to keep a poison-free environment will help make sure that sexual harassment does not take root, and does not have a chance to grow.”
