In the innovative field of engineering, a strong Diversity, Equity, and Inclusion (DEI) program is a business priority that can yield amazing returns to your culture and bottom line. Yet, there’s a clear disparity between the ideal DEI goals and the reality in many engineering organizations. Bridging this gap requires more than just good intentions; it necessitates actionable strategies and a commitment to ethical practices.

Key Strategies for Fostering a Respectful Engineering Environment:

1. Promote Open Dialogue: Encourage open conversations about DEI in the workplace. This can involve regular team meetings, workshops, or anonymous feedback mechanisms to ensure every voice is heard.

2. Inclusive Leadership Training: Equip leaders and managers with the skills to foster an inclusive environment. This includes training in unconscious bias, effective communication, and conflict resolution.

3. Mentorship and Sponsorship Programs: Implement mentorship programs that pair less experienced engineers with seasoned professionals. This not only aids in skill development but also in understanding diverse perspectives.

4. Regular DEI Assessments: Conduct regular assessments to monitor the progress of DEI initiatives. Use these findings to make informed adjustments to policies and practices.

5. Celebrating Diversity: Acknowledge and celebrate the diverse backgrounds and achievements of team members. This could include recognizing cultural events, achievements of minority groups, and more.

6. Flexible Work Policies: Adopt flexible work policies that accommodate the diverse needs of employees, promoting a better work-life balance and inclusivity.

7. Zero Tolerance Policy: Enforce a strict zero-tolerance policy towards discrimination and harassment. Ensure that there are clear reporting channels and that actions are taken seriously.

A Safer, More Respectful Work Environment

Toxic cultures can severely impact creativity, teamwork, and lead to professional burnout. Our Respect in the Workplace program is designed to empower engineers to foster a more respectful and inclusive environment. By implementing these strategies, engineering organizations can achieve:

• Improved employee satisfaction and retention.
• Enhanced productivity and innovation.
• A more balanced work-life dynamic.

At Respect in the Workplace, we believe that the journey towards a healthier and more productive engineering community starts with respect. Our program transcends compliance, aiming to inspire a shift in workplace culture and empowering engineers to be the change they aspire to see.

We’re thrilled to share with you the video from our recent webinar, “Life on the Line: Supporting Men’s Mental Health in a ‘Tough it Out’ Culture,” presented by headversity. To everyone who joined us, your participation and engagement made it a truly impactful event.

In this engaging session, held on November 22nd, our expert speakers, Jesse Fehr and Brad Blaisdell, provided valuable perspectives on the landscape of men’s mental health in the corporate setting. They delved into the stigmas and challenges men face around mental health and offered actionable steps for employers to build a supportive environment. The webinar also featured success stories showcasing the real impact of mental health initiatives.

We hope you find the webinar insightful and encourage you to share it within your networks. Together, let’s continue to redefine what it means to be resilient.

In the world of engineering and geoscience, fostering a positive and inclusive workplace culture is essential not only for business success but also for the well-being of employees. The recent “Women in the Workplace: A Shift in Industry Work Culture” report by APEGA sheds light on the challenges women, and likely others, face within engineering and geoscience professions. It highlights issues related to workplace culture, gender-based discrimination, career development, and more.

The Toxic Culture Challenge

A toxic culture can manifest in many ways. It may include hostility, discrimination, harassment, and a lack of inclusivity. As we’ve seen in the report, this culture affects engineers across the gender spectrum. Here’s a closer look at the impact:

• Career Development and Advancement: Engineering and geoscience businesses often hire women at the entry level, but promotion rates don’t reflect equal opportunities. This disparity limits women’s later participation in professional and managerial roles, stifling their career growth.

• Bias, Discrimination, and Harassment: Gender-based discrimination is a pressing issue. A significant percentage of female engineers and geoscientists have experienced it, creating an environment where engineers and geoscientists are not treated equitably.

• Maternity and Parental Leave: Issues related to maternity and parental leave, like returning to the same role or facing career progression implications, can deter women engineers and geoscientists from pursuing leadership roles.

• Workplace Environment: The report highlights that there are different perceptions of gender’s influence on workplace treatment. Ensuring equal treatment for all employees, regardless of gender, is crucial.

A Solution: Respect in the Workplace Program

One solution to counteract the effects of a toxic culture in engineering and geoscience organizations is the “Respect in the Workplace” program. This program aims to foster a culture of respect, eliminate bullying, abuse, harassment, and discrimination, and create a more inclusive environment by educating people and addressing bias and discrimination issues. It offers key benefits:

• Cultural Transformation: Engineers and geoscientists can learn to embrace respect as a core value within their organizations, promoting a healthier workplace culture.

• Professional Development: The program equips engineers and geoscientists with communication and conflict resolution skills, making them effective leaders and contributors.

• Inclusivity: The focus on inclusivity and diversity helps ensure that every voice is heard and valued.

Collaborative Solutions

Addressing these issues requires a collective effort from engineers and geoscientists, employers, and organizations. While our “Respect in the Workplace” program is an important first step forward, we recognize that it’s not the only path to positive change. Here are some collaborative approaches:

• Mentoring and Sponsorship Programs: Engineering and Geoscience businesses can establish mentorship programs to support the career development of underrepresented groups and create pathways for advancement.

• Diversity and Inclusion Initiatives: Employers can proactively foster inclusivity by implementing policies and practices that promote diversity and equal opportunities for all.

• Flexible Work Arrangements: Flexible work options can accommodate employees’ needs, including maternity and parental leave, promoting work-life balance.

• Collective Awareness: Promote dialogue and discussions within the engineering and Geoscience community to raise awareness about workplace culture issues and work towards collective change.

Act Now

The impact of a toxic culture on engineering and Geoscience businesses and their employees is clear, and the need for change is urgent. By taking action through programs like “Respect in the Workplace,” engineering organizations can foster a positive atmosphere that promotes productivity, engagement, and employee retention where engineers and geoscientists of all backgrounds thrive and contribute to their full potential. Let’s work together to build a more respectful, inclusive, and equitable engineering and geoscience community.

We often encounter words like ‘bullying’, ‘abuse’, ‘harassment’, and ‘discrimination’ (BAHD). They might be in the headlines, whispered in school hallways, or discussed in workplace coffee breaks. But what many don’t realize is the profound ripple effect these acts have on our mental health.

Understanding the link between BAHD and mental health

BAHD is not just a momentary discomfort or an unpleasant episode in one’s life. These behaviors can erode an individual’s self-worth, dignity, and mental health. Studies consistently demonstrate a strong correlation between exposure to such negative behaviors and the onset of mental health challenges, including anxiety, depression, and stress.

Psychological Consequences + impact in the workplace

Victims of BAHD behaviors often face a multitude of psychological repercussions. They experience decreased motivation, reduced job satisfaction, and heightened absenteeism in the workplace. This isn’t just harmful for the individuals but also detrimental for organizations, as it leads to a decline in overall productivity and a toxic company culture.

The role of prevention

Respect Group and headversity have come together to offer a game-changer in preventative mental health. Unlike traditional mental health solutions that react to issues, we are focusing on building resilience before challenges arise. While Respect Group equips individuals with the knowledge to recognize and combat BAHD behaviors, headversity arms them with tools and practices to build mental resilience. Together, they form a comprehensive strategy to not just react to but prevent mental health crises.

Respect Group has a suite of programs for the prevention of BAHD behaviors including Respect in the Workplace. This establishes safe organizational cultures where individuals can thrive. headversity provides a preventative approach to workforce mental health by integrating skill-building training into employees’ work routines, aiding in the mitigation of mental health symptoms like stress, anxiety, and depression. headversity utilizes a practice-based platform, employing cognitive behavioral therapy (CBT) and tools used by mental health professionals, condensed into easily digestible 2-minute micro-practices, thereby facilitating behavior change.

Together, headversity and Respect Group are reducing the risk of mental health crises and their associated costs for employers. This includes, but is not limited to, decreased absenteeism, increased productivity, and improved organizational culture.

Resources and Support

As we commemorate World Mental Health Month, here is a list of mental health resources. For long term, preventative solutions for your organization please visit, Respect Group or headversity to explore your options. Let’s champion the role of prevention and the collaborative efforts that empower us to foster a global culture of respect and wellbeing.

Are you ready to gain valuable insights and strategies that can transform your municipality’s workplace culture? We invite you to watch our recently recorded Municipality Roundtable webinar, “Overcoming Challenges and Building a Culture of Respect” a thought-provoking discussion designed exclusively for leaders in HR and administration within Canadian municipalities.

Event Recap:

In this engaging and insightful webinar, our expert-led panel discussed the critical topics of respect, equity, diversity, and inclusion (EDI) within municipal workplaces. Our panelists included Marjorie Munroe, Human Resources Lead at the City of Calgary, and Michelle Phaneuf, Partner at Workplace Fairness International, with the event hosted by Brad Blaisdell, VP of Workplace Solutions and Compliance at Respect Group.

Key Highlights:

Elevating Mental Health Initiatives: Discover innovative ways to prioritize mental well-being, reduce stigma, and create an environment where employees can thrive personally and professionally.

Driving EDI Transformation: Learn how municipalities are driving practices around equity, diversity, and inclusion that foster organizational growth, enhance community relations, and attract top talent.

Navigating Challenges: Gain strategies for overcoming common hurdles faced by municipalities, from limited resources to resistance to change, and turn them into opportunities for positive transformation.

Who Should Watch:

• Senior municipality leaders
• HR professionals working in municipalities

By watching this municipality webinar, you’ll be equipped with actionable insights and real-world experiences that can help your municipality foster a culture of respect and inclusivity, drive EDI initiatives, and overcome workplace challenges.

Join us in taking a step toward building a thriving, respectful, and inclusive workplace environment. Watch the recorded webinar now and be part of the positive change in your municipality.

Your journey to a more respectful and inclusive municipal workplace culture starts here. Don’t miss out! For immediate guidance on implementing our Respect in the Workplace program and fostering a culture of respect and inclusion, connect with one of our dedicated representatives by clicking here.

Brad Blaisdell
Leading positive change
Vice President – Workplace Solutions and Compliance – Respect Group

At Respect Group we’ve had the opportunity to work with more than 40 municipalities across Canada, working with their leadership to build Respect in the Workplace. In the same breath, we’ve connected with hundreds of municipality leaders and uncovered some common culture-building challenges many of them are facing. Here’s a look at some of those unique challenges.

Municipalities are the bedrock upon which our communities are built. They are responsible for delivering essential services, fostering economic growth, and ensuring the well-being of their residents. However, behind the scenes, many municipalities grapple with a challenge that transcends budget constraints and administrative hurdles: company culture. It might seem surprising that organizations dedicated to public service struggle with something as intangible as culture, but the reality is that municipal entities, just like businesses, face unique cultural dynamics that can impact their effectiveness and the well-being of their employees. And in my experience, the issues experienced in municipalities are plentiful and unique. Here is a breakdown of some of the problems municipalities face in their quest for a positive company culture.

A maze of bureaucracy

Municipalities often operate within bureaucratic structures that prioritize rules and regulations. This can lead to challenges such as slower decision-making and resistance to change. Because of this, progress can not only be slowed down, but it can paralyze change, leading to stagnant and less progressive work environments that fail to keep up with modern workplace practices.

Political turnover

Frequent changes in leadership due to elections can disrupt efforts to establish a consistent cultural vision. Each new administration may bring different priorities, making cultural continuity difficult to achieve.

Resource challenges

With funds primarily allocated to essential infrastructure, public safety and healthcare, limited resources are leftover for employee training initiatives. As a result, training programs are often underfunded or deprioritized.

In addition, municipalities tend to be leanly staffed in the first place, leading to overworked employees and little time to spare for culture-building efforts. This vicious cycle tends to lead to burnout and high rates of turnover.

Regulation overload

Municipalities are subject to many regulations, including labour laws and civil service rules. These regulations often influence work culture by shaping hiring practices, employee behaviour, and resource allocation. Compliance with these regulations can sometimes lead to rigid structures and limited flexibility, impacting innovation and adaptability within municipal organizations, which, in turn, can negatively impact the overall work culture.

Public scrutiny

Municipalities face intense public scrutiny due to their pivotal role in communities. This scrutiny from constituents, media, and regulatory bodies creates a pressure cooker environment for employees. This constant spotlight can lead to heightened stress, job dissatisfaction, and anxiety, affecting overall work culture and employee well-being as they navigate the challenges of serving the public under intense scrutiny.

Training to help address these challenges

Building a work culture of respect, particularly in light of the challenges laid out above, cannot easily happen organically. Its transparent municipalities are struggling with issues, and breaking this cycle requires a commitment to culture, leadership development, and active employee engagement. This commitment, I believe, starts with equipping leaders with training that offers a sustainable way to educate, build awareness and upskill their leadership teams to prioritize employee wellbeing and break the cycle of culture being pushed to the side. 

By tackling these core issues, municipalities can build a more positive and effective workplace culture that benefits both their employees and the communities they serve.

Join our Municipality Panel on September 20th

Want to learn more about the unique challenges being faced by municipalities in Canada? We’ve got an expert panel on this exact topic on Wednesday, September 20th featuring Marjorie Munroe, C.Med. of the City of Calgary and Michelle Phaneuf, Conflict Manager of Workplace Fairness that you don’t want to miss.

Register here to reserve your spot!

Brad Blaisdell
Leading positive change
Vice President – Workplace Solutions and Compliance – Respect Group

In the fast-paced world of today’s organizations, fostering a civil and respectful environment is crucial for the wellbeing and success of both employees and organizations as a whole. Uncivil work environments can lead to a range of problems that negatively impact productivity, employee morale, and even the organization’s reputation. For the past 12 years, I’ve worked with leaders across North America and have seen some unimaginable issues that have stemmed from these toxic work environments. Here are some of the most prevalent issues that come up, and how they can be addressed in today’s workforce.

1. Decreased Productivity
In a toxic work environment, negative interactions and disrespectful communication can hinder productivity. Employees who experience bullying, harassment, or disrespectful behavior may become disengaged and demotivated. The hostile atmosphere stifles creativity, collaboration, and teamwork, leading to decreased productivity levels.

2. High Employee Turnover
Toxic work environments often result in increased employee turnover. When employees feel disrespected or constantly mistreated, they may seek alternative employment opportunities. In fact, a toxic work environment is ten times more likely to contribute to employees quitting. This turnover not only incurs recruitment and training costs but also leads to the loss of valuable company knowledge and hinders organizational progress.

3. Poor Employee Morale
Uncivil behavior significantly reduces employee morale and job satisfaction. When employees are subjected to disrespect and mistreatment, they experience frustration, anxiety, and demotivation. Low morale leads to decreased job satisfaction, reduced loyalty to the organization, and an overall negative work atmosphere.

4. Increased Stress and Mental Health Challenges
Given that most of us spend the majority of our days and energy at work, increasing hostility brought on by incivility doesn’t bode well for our mental health. According to the US surgeon general, leading factors that contribute to a toxic work environment include overwork, unfair pay, and harassment and discrimination. The presence of toxic behavior in the workplace contributes to heightened stress levels among employees. Verbal abuse, bullying, and other forms of mistreatment can have severe consequences. Increased stress, anxiety, depression, and burnout can result, impacting job performance and overall wellbeing.

5. Lack of Psychological Safety
Incivility also hinders effective communication within the workplace. When employees fear expressing their opinions, concerns, or ideas due to potential backlash, communication channels break down and psychological safety is negatively impacted. This breakdown leads to misunderstandings, decreased collaboration, and a lack of opinion diversity that normally drives effective decision-making.

6. Poor Company Culture
A toxic work environment contributes to a lousy company culture. If disrespectful behavior remains unchecked, it becomes normalized and perpetuated within the organization. Trust is eroded, relationships are damaged, and a toxic atmosphere prevails, affecting the overall culture and image of the organization.

7. Legal and Corporate Reputation Risks:
Uncivil behavior exposes organizations to legal and reputational risks. Harassment, discrimination, and other forms of mistreatment can result in lawsuits, tarnish the organization’s reputation, and have financial and legal consequences.

The good news for organizations is these toxic environments can be managed and prevented. In order to do this, organizations must prioritize creating a culture of respect and implementing policies and procedures to prevent toxic behavior from taking over. Here are some proven strategies to consider:

Promote a Culture of Respect
Leadership plays a crucial role in setting the tone for respectful behavior in any organization. It’s leadership’s job to emphasize the importance of respect, inclusion, and diversity throughout the organization. Fostering an environment where employees feel safe, valued, and supported is good for business, and it’s the right thing to do.

Establish Clear Policies and Procedures
Develop and enforce policies that explicitly address toxic behavior, including bullying, harassment, and discrimination. It’s key to ensure employees are aware of these policies and provide multiple channels for reporting incidents.

Provide Training and Development
Offer (and oftentimes, mandate) training programs that educate employees about the impact of toxic behavior and promote positive workplace interactions. Focus on building emotional intelligence, conflict resolution, and effective communication skills. The benefits of this training include not only better safeguarding your organization from these toxic behaviors, but it helps organizations brand themselves as a progressive leader in their industry, which can help with recruitment and retention efforts.

Lead by Example
Leaders and managers should exemplify respectful behavior in their interactions with employees. By modeling civility, they create a positive work culture where respect is the norm.

Encourage Open Communication
Create avenues for open dialogue and feedback. Encourage employees to voice their concerns, ideas, and opinions without fear of retribution. Foster a culture that values diverse perspectives.

Conclusion: A Culture of Respect Breeds Success!
Building a civil and respectful work environment is essential for the wellbeing and success of employees and the organization as a whole. By addressing the common issues associated with toxic behaviors, organizations can foster a positive atmosphere that promotes productivity, engagement, and employee retention. Together, let’s create workplaces where respect and professionalism are the foundation for success.

April is Diversity Month, a time to reflect on the unique and varied cultures, backgrounds, and traditions that make our society rich and vibrant. It’s an opportunity to celebrate diversity and promote inclusion, equity, and acceptance. In today’s world, workplaces are becoming increasingly diverse, with employees from different ethnicities, religions, genders, and sexual orientations. This diversity brings a wealth of perspectives and experiences.

In a recent video clip, Farkhunda Muhtaj talks about the importance of diversity and inclusion in the workplace. She believes that diversity is a critical component of any successful organization.

To learn more about our Respect in the Workplace program, click here: https://www.respectgroupinc.com/respect-in-the-workplace/

The Strength in Teamwork

As the New Year unfolds, everyone is prepared to set new targets and goals they aspire to achieve. Companies become more ambitious and committed to further expand their businesses proposing unique plans. And everyone is in the pursuit of being more productive to gain better outcomes. One of the greatest methods to accomplish this is through the support of your team.

Every successful organization is built by a team who genuinely cares about one another’s progress. A team is referred to a group of individuals that work collectively to achieve a common goal. Whether your team is with you on the pitch, in the office, or virtually, there are many qualities and characteristics that form a successful, cohesive group. Teamwork is the essence of establishing an atmosphere that will thrive. This is critical in building a culture that is supportive, compelling, and sustainable. Ongoing research recognizes that collaboration leads to better team performances including superior problem solving and analytical skills. This is considering each individual has a unique set of talents, expertise, and perspectives in which they can help enlighten the team with.

In the workplace or sporting environments many overlook their teammates for guidance and/or inspiration and assume this can only be received from those in positions of power or higher status. Managers, directors, and coaches are some of whom we idolize and seek to learn from in order to follow their trajectory. But what strengthens a team is the trust, direction and intelligence that a fellow teammate can also provide. Remember, behind every successful individual is a team and behind every team is a group of individuals that helped elevate each other.

Valuable teams are mistakenly perceived as like-minded, well-aligned individuals that partner to achieve their objective. However, this can be far from the reality. Alternatively, accomplishments usually come from surrounding oneself with diverse thoughts and opinions which guides breakthrough innovation. Although the difference of opinion, experience and thought may seem uncomfortable and daunting at first, it is what truly fosters team growth and helps unlock new milestones. A recent report from the consulting firm McKinsey & Company found that team members from diverse backgrounds including age, gender, ethnicity etc. perform up to 35% better and are far more creative than homogenous teams.

Let’s use a soccer team as an analogy. The team wouldn’t benefit if everyone was a striker. Yes, the team would score many goals, but odds are they would also concede a lot of goals. That’s why the goalie, defenders, and midfielders play an equally vital role on the team. Each having their own duties and bringing forth their own skillset. This reinforces the notion that teams must leverage diversity in all its forms as it can only strengthen a team. Diverse viewpoints and constructive judgements can play a significant role in our accomplishments.

Being an exceptional teammate is about being purpose driven and working toward a team culture you take pride in being a part of. Here are some benefits of teamwork and ways in which you can be an asset to your teammates.

1. Teamwork is sustainable

Teams that work together are more productive in achieving company goals. The company can continue to pursue its mission and deliver upon long term goals.

2. Teams support each other

With a group filled with unique skillsets, expertise and knowledge, teammates can assist where appropriate. While teammates work in the same environment and toward similar goals, they are aware of the time, effort and commitment you dedicate toward your work. Therefore, they are usually more understanding and are willing to support you emotionally and socially as well.

3. Teams are innovative

When teams brainstorm, share ideas with each other and collaborate on different projects, not only are they more engaged but they present fascinating ideas. When facing challenges, they can also utilize different perspectives to discover multiple solutions.

4. Teams learn from each other

Teams that co-build and co-plan are exposed to different mechanisms and approaches that enable break through innovation. Highlighting teammates strengths while appreciating and recognizing how their team can benefit from everyone’s skillset is also integral to team learning.

5. Teams build a strong culture of respect

Teamwork builds a strong bond and creates an environment of respect and appreciation. Being able to trust your peers and be in a safe environment is directly correlated to workplace contentment and productivity. Exemplifying respect shows that you value people’s opinions and are considerate of individual differences.

Therefore, don’t underestimate the motivation and support that can be provided by teammates and how effective it can be in your team culture. Despite the fact that people in higher roles provide incredible insight and wisdom in the workplace, they should not be viewed as the only source that will benefit growth. Remember, your peers can help build the right work organizational environment that will contribute to organizational performance. So, remain positive and committed in order for the ship to be headed in the right direction. Remember, you and your teammates are the core of the team.

References:

Basadur, M. S. (2004). Leading others to think innovatively together: Creative leadership. Leadership Quarterly, 15, 103-121.

Beersma, B., Hollenbeck, J. R., Humphrey, S. E., Moon, H., Conlon, D. F., & Ilgen, D. R. (2003). Cooperation, competition, and team performance: Toward a contingency approach. Academy of Management Journal, 46, 572-590.

Chen, G., & Kanfer, R. (2006). Toward a systems theory of motivated behavior in work teams. Research in Organizational Behavior, 27, 223-267.

Klein, K., Knight, A. P., Ziegert, J. C., Lim, B. C., & Saltz, J. L. (2011). When team members’ values differ: The moderating role of team leadership. Organizational Behavior and Human Decision Processes, 114, 25-36.

Schmutz JB, Meier LL, Manser T. How effective is teamwork really? The relationship between teamwork and performance in healthcare teams: a systematic review and meta-analysis. BMJ Open. 2019 Sep 12;9(9):e028280. doi: 10.1136/bmjopen-2018-028280. PMID: 31515415; PMCID: PMC6747874.

PHF ENHANCES RESPECT, SAFETY, INCLUSION INITIATIVES FOR MEMBERS

New partnerships announced with Respect Group and RealResponse, plus mandatory background checks with NCSI

BOSTON, MA – (January 4, 2023) – The Premier Hockey Federation (PHF) has announced a pair of new multi-year partnerships with Respect Group and RealResponse, and has introduced mandatory background checks with National Center for Safety Initiatives (NCSI) for all league and team staff. Each organization provides industry-leading resources that will strengthen the league’s commitment to fostering a healthy, respectful, safe, and inclusive environment for all players and staff.

“The entire PHF community should be an environment that is healthy, respectful, safe, and inclusive, and these important initiatives help us take essential steps to further that commitment,” said Reagan Carey, PHF Commissioner. “As leaders who are deeply invested in growing the game, it is our responsibility to develop a culture that exemplifies our values, and one where we continue enacting positive change by prioritizing training, education, prevention, reporting, and accountability.”

Respect Group empowers people to recognize and prevent bullying, abuse, harassment, and discrimination (BAHD) through interactive, online training courses. Founded by Wayne McNeil and former NHL player Sheldon Kennedy in 2004, Respect Group has provided programming and training to sports organizations, schools, and workplaces with a goal of eliminating BAHD and inspiring a global culture of respect. PHF members including the Board of Governors, front office personnel, team staff, and players are required to be Respect Certified by completing the 90-minute Respect in the Workplace online training program.

“Our commitment to improving hockey culture and preventing BAHD behavior within society continues with critical partnerships like this. By providing good people with tools and knowledge makes them better and helps organizations thrive,” said Sheldon Kennedy, Co-Founder of Respect Group. “The leadership of Reagan Carey and the work the PHF is doing to advocate for their athletes, above everything else, is exemplary. We applaud these significant efforts to grow the game in a way that’s safe and inclusive for all.”

RealResponse is dedicated to equipping athletic organizations with a tool to promote accountability and trust. Founded in 2015 by NCAA student-athlete David Chadwick, RealResponse reaches over 200,000 athletes, coaches, administrators, and staff through partnerships with more than 120 collegiate institutions, multiple NFL teams, and athletic organizations like the NWSL, Major League Baseball, NASCAR, the NFL Players Association, USA Swimming, and USA Gymnastics. They use surveys, real-time reporting, and a comprehensive documentation repository to provide a safe space for athletes and league members to share feedback, questions, and concerns with their administration that can inspire change. The RealResponse system allows for two-way communication in real-time between PHF members and league leaders while protecting the reporter who is able to submit feedback anonymously. This will be their first partnership in professional hockey.

“The work Reagan Carey and her team have done in the past year to quickly and effectively ramp up the services offered to the elite women’s athletes of the PHF is admirable, and we are proud to be part of this latest expansion,” said David Chadwick, Founder and CEO of RealResponse. “Our platform has been extremely effective with leagues in helping not just identify, but prevent issues that sometimes fly under the radar and can derail success on every level. We are confident that this partnership will aid everyone in women’s hockey, from the players and the coaches to the staff and executives, as the PHF continues to rise.”

NCSI is a leading provider of background checks, helping organizations minimize their liability and meet strict legal mandates since 2005. Driven by the goal of protecting vulnerable populations from harm, NCSI was the trusted background check provider for the 2022 Winter Olympics, and serves thousands of organizations from youth sports to national governing bodies.

“The PHF is taking important steps to cultivate and maintain a positive workplace environment, which is something that all athletes value immensely,” said Brianna Decker, PHF Team and Player Development Advisor. “Initiatives like this that elevate the safety and well-being of PHF players above all else is another layer to the strong foundation we’re proud to be building for professional women’s hockey.”

The PHF’s commitment to workplace health, respect, safety, and inclusivity is also supported by the league’s ongoing relationship with Athlete Ally and Chris Mosier.

About the Premier Hockey Federation
The PHF is the home of professional women’s hockey in North America. Established in 2015 as the National Women’s Hockey League, the NWHL rebranded to become the PHF in 2021 and provide opportunities for elite athletes to earn a living playing the game they love while fueling the continued growth of the sport. The league is made up of the Boston Pride, Buffalo Beauts, Connecticut Whale, Metropolitan Riveters, Minnesota Whitecaps, Montreal Force, and the Toronto Six who all compete annually for the Isobel Cup. As part of a two-year agreement with ESPN, live coverage of the 2022-23 and 2023-24 PHF seasons is available exclusively on ESPN+ in the United States, and provides international rights for games which includes TSN in Canada. For more information visit premierhockeyfederation.com.

Media Contact

Paul Krotz PHF

Senior Vice President of Communications

647-505-8010 / pkrotz@phfhq.com