Hate crimes and hate incidents at the office: What the statistics tell managers to brace for next

Kelly VanBuskirk, KC, PhD, C. Arb.   

In the past month, several employers have contacted us about what to do regarding employees who have made racist comments.  These incidents shine a light on a big workplace problem.

Our social and political conditions over the past 10 years have escalated North American tolerance for and participation in extremist behaviour.  Consider these 2 statistical snapshots:

1.   At the University of Chicago, Prof. Robert Pape and his CPOST team have been researching Americans’ ideas about political violence.  In early September 2026, the percentage of Americans who support the use of violence to stop President Trump from continuing as President is 25%.  In context, Pape observes that a typical result in other years has been 6%. He also found that 16% of Americans support the prospect of President Trump using the US Military to suppress democratic protests. 

 2. In Canada, an RCMP report on hate crimes illustrates that, between 2009 and 2024, hate crimes motivated by race, ethnicity, religion, and sexual orientation increased in a stunning number, by approximately 300%. While most of these occurred in public spaces, 18% of violent hate crimes and 13% of nonviolent hate crimes happened in commercial businesses.

All of that puts in context the case of UFCW Canada Locals 175 and 633 v Olymel S.E.C./L.P., 2026 CanLII 104528 (ON LA).  A 27 year employee of the company was fired from her job because of her persistent racist comments made against coworkers from India.  The same day that the employee received a 5 day suspension for verbal statements made about her coworkers from India, she posted this message on Facebook:

If you're experiencing B.O. in a workplace environment, please don't hesitate to speak up. Let's address this issue together and promote a positive workplace culture. Or send all immigrants back to their country ... 😂🤷‍♀️ 😂 Never be bullied into silence!!! 🤦‍♀️😘

 A factor considered by arbitrators in cases like this one is whether the wrongdoer expresses remorse and takes responsibility for their misconduct.  Here, the employee said the right words to the employer, but then posted comments like these: “No one will ever silence me, I’ve grown beyond my youth!!! And “Never apologize for who you are or how you feel... It’s like saying sorry for being real.”

 This reminds me of the famous story of John Wooden’s UCLA Bruins and Bill Walton’s hair.  Wooden had a series of team rules, including a requirement for players to cut their hair short.  Walton, a superstar, felt that the haircut rule impeded on his ability to express his authentic self. Wooden agreed, and said something like this: “Bill, I can’t tell you how to wear your hair, but I can tell you who’s going to be on the team. And we’re going to miss you.”