About Joan Dunlop

With a powerful combination of privacy and information management expertise, Joan is an engaging speaker, dynamic motivator, and trusted advisor. Known for her infectious enthusiasm, Joan makes access and privacy legislation accessible, understandable and engaging. She is skilled at clarifying obligations, balancing protection of personal information with the need for transparency and access. A Partner with Cenera, Joan leads teams in Privacy and Information Management, a path inspired by her work administering the Alberta Freedom of Information and Protection of Privacy (FOIP) Act for a large public body. She provides advisory services, conducts Gaps and Privacy Impact Assessments, leads training and is a self-proclaimed policy geek. Joan’s background and experience also positioned her well to lead Cenera’s Workplace Investigations (WI) Practice. She created Cenera’s WI process, trains and supervises the Investigation Team, and leads workplace investigations for public and private sector organizations of all sizes. Joan holds a BA in Political Science from the University of Regina, a law degree from the University of Saskatchewan, and is a certified Master of the Canadian Institute of Access and Privacy Professionals. She is passionate about community work, frequently volunteering with Canadian Blood Services, The United Way of Calgary, Rotary International (Calgary South) and the Canadian Diabetes Association (Calgary Chapter).

The True Costs of Workplace Bullying

By |2022-08-10T16:13:18-06:00August 17th, 2022|HR Advisory, Leadership Development, Workplace Investigations|

Do you know what workplace bullying is costing your business? Even as business leaders prioritize inclusive and psychologically safe work environments, workplace bullying remains a significant and costly challenge in Canada. A recent study looking at harassment and violence in Canadian workplaces found that 71.4% of workers experienced at least one form of harassment and abuse [...]

Methodology for Assessing Credibility in a Workplace Investigation

By |2022-04-18T16:45:13-06:00April 20th, 2022|Workplace Investigations|

In an ideal world, there would be little to no ambiguity surrounding the ‘facts’ of a workplace investigation. Accounts provided by witnesses would always be consistent, making it relatively straightforward to determine exactly what has occurred. In reality, it is not uncommon for people to present two very different sets of facts when recalling the [...]

Protecting Employee Mental Health During a Workplace Investigation

By |2022-02-09T14:41:26-07:00February 16th, 2022|Workplace Investigations|

Every organization has a duty to investigate reported or even suspected incidents of employee misconduct or prohibited activity. While a prompt response with a neutral, fair and organized investigative process is essential to enable resolution of the immediate issues and to move toward workplace restoration, there are additional considerations. Given the complexity and stress involved [...]

Workplace Investigations: What Comes Next

By |2022-01-12T13:49:31-07:00November 17th, 2021|Workplace Investigations|

The decision to initiate a workplace investigation and establishing the process through which it will be conducted is critical to maintaining a safe, healthy and productive workplace. However, after you've done the difficult work of carrying out an investigation, communicating the findings with all affected parties and deciding what corrective steps will be taken is [...]

Addressing Bias in the Workplace: How a Third-Party Investigator Can Help

By |2021-08-16T11:46:58-06:00August 18th, 2021|Workplace Investigations|

In recent years, the concept of unconscious (or implicit) bias in the workplace – whether in recruitment practices, retention, or workplace investigations, has come into sharper focus. As a species that utilizes patterns as a means of interpreting the world around us, we are all susceptible to some level of bias. When it comes to workplace [...]

The Challenges of Maintaining Employee Privacy During a Workplace Investigation

By |2021-08-12T16:41:05-06:00May 5th, 2021|Privacy, Workplace Investigations|

Regardless of your company culture, policies or procedures, odds are at some point; you’ll need to conduct a workplace investigation. By promptly and properly addressing an issue through a fair, organized and unbiased process, you’re likely to save your company time, money and hassle down the road. However, if the purpose of an investigation is [...]

What Does a Remote Workplace Investigation Look Like?

By |2021-08-12T16:54:17-06:00February 24th, 2021|Workplace Investigations|

When companies originally started to work remotely due to COVID-19, many organizations were forced to transition their teams to an entirely new working model within a matter of days. As a result, certain business practices were put off to the side to be handled once things “returned to normal” and employees were back at the [...]

What Role Does Intersectionality Play in Workplace Investigations?

By |2021-04-17T04:04:32-06:00January 27th, 2021|Workplace Investigations|

Proper workplace investigations aren’t possible without an understanding and consideration of intersectionality. This article will explore what intersectionality is, how the concepts can be incorporated in your company policies and procedures, and the role it plays in workplace investigations. What is Intersectionality?  Intersectionality is an analytical framework used to understand how a person’s overlapping identities [...]

3 Reasons Employees Fail to Report Misconduct at Work

By |2021-04-17T04:04:33-06:00November 25th, 2020|Workplace Investigations|

In recent years, workplace misconduct has been in the spotlight. Between the wake of the #MeToo movement and high-profile bullying and harassment cases involving celebrities, politicians and corporate executives, this important issue has garnered plenty of media attention. However, despite the growing awareness of how damaging misconduct can be, it begs the question: Why does [...]

Workplace Bullying: Causes, Effects and Prevention

By |2021-04-17T04:04:33-06:00October 21st, 2020|Workplace Investigations|

Recent insights from Statistics Canada uncover just how widespread and problematic workplace bullying has become within Canadian workplaces. The results, based on StatsCan’s General Social Survey, revealed that 19% of Canadian women and 13% of men reported being harassed in the workplace, with verbal abuse being the most common form of harassment. As part of [...]

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