HR Proactive associates are responsible for investigating complaints of harassment and discrimination; developing and implementing human rights related training and supportive human resource management policies; conflict resolution; facilitation and mediation and for the design of conflict management systems. The HR Proactive team has developed a comprehensive line of human resource management training products for today's diverse workplace with a focus on creating respectful and safe workplaces.
Diane E. Mason is the President and Founder of HR Proactive Inc.
Diane has a wealth of experience in the field of human rights having practiced extensively as an investigator, fact finder and mediator. Diane has investigated and/or mediated hundreds of cases since 1990 both for the Ontario Human Rights Commission and in private practice. Diane has handled cases involving all prohibited grounds of discrimination and harassment under the Human Rights Code. Diane has worked in the specialized area of intranet and email investigations. Diane is a member in good standing with the ADR Institute of Ontario, and has a background in Social Services and has received a certificate in the field of Alternative Dispute Resolution.
Diane's 20 plus years of experience in various employment settings across Ontario assisting employers with workplace disputes and her commitments to work excellence and quick turn-around time is why her firm is highly recommended by school boards across Ontario and Canadian businesses as being the best firm to train their employees and manage their workplace disputes.
Currently, Diane oversees new product development for the North American market.
Chris brings over thirty years of experience with the Ontario Public Service (OPS) to his position as Investigator and Trainer with HR Proactive. His background includes corrections, probation and parole, criminal law enforcement, human rights investigation/mediation, and regulatory law enforcement in occupational health and safety, and employment standards. Chris was a Probation & Parole Officer, a Human Rights Officer, and a manager at both the Ontario Human Rights Commission and the Ministry of Labour.
Chris was involved in a number of criminal matters, swore charges under the Criminal Code of Canada, worked with crown attorneys and judges, wrote reports, and testified in court. He directly investigated and/or mediated hundreds of human rights complaints of discrimination and harassment, including those related to the grounds of sex, gender, sexual orientation, race, colour, ethnicity, religion, marital/family status, age, and disability. He also supervised and approved the work of a team of investigators from across the province of Ontario. At the Ministry of Labour, Chris supervised the investigation work of Employment Standards Officers and Health and Safety Inspectors, and had approving authority for reports recommending charges related to the Employment Standards Act and the Occupational Health and Safety Act.
Chris also conducted internal investigations for the government of Ontario pursuant to its Workplace Discrimination and Harassment Policy.
Workplace investigations are Chris’ specialty. Where the process permitted, he had significant success in leading workplace parties to resolutions during the course of an investigation. He is trained in mediation.
As a trainer, Chris is experienced in large group, small group, and one-on-one settings. He can provide training in Workplace Harassment and Human Rights; AODA (Accessibility for Ontarians with Disabilities Act); Bill 168; Occupational Health and Safety; Workplace Sensitivity; and Workplace Harassment Policies and Programs required in Ontario under Bill 132. Chris can train investigators or trainers to enable workplaces to have internal expertise in the areas noted above.
Dan brings over 30 years of experience as a police investigator having worked as a front-line officer including several years in specialized drug, and break and enter investigations. Dan has conducted numerous Criminal and Drug Investigations and was the affiant on over thirty search warrants.
As well, Dan was the Chief Administrative Officer of a large Police Association in Ontario for nearly 15 years. In this role, Dan was solely responsible for collective bargaining for over 800 sworn and civilian members of the Police Service, and was routinely involved in workplace disputes, rights arbitrations, and conciliation and mediation processes. Dan takes great pride in the fact that very few workplace disputes or grievances within this Police Service went further than internal dispute resolution and/or mediation between the parties.
Uniquely, this Police Association represented all members of the Service excluding the Chief and two Deputy Chiefs. As a result, Dan has a unique set of skills in ensuring that all levels of workers, from entry level positions through to senior management, received thorough, neutral, professional, and fair representation within all aspects of labour relations. This was especially challenging, yet incredibly important when representing members during workplace disputes to ensure the integrity of the member's complaint, and the resultant ensuing investigation/resolution.
Dan was a member of the Board of Directors of the Police Association of Ontario for more than fifteen years and was Interim President from 2014 to 2016 leading the organization through a major organizational restructuring. During his tenure as a Director on the Board, he made representations and submissions to provincial government regarding many policing and labour relations matters.
Dan served on the Ministry of Community Safety and Correctional Services Future of Policing Advisory Committee from its inception in March 2013 until June 2016. As well, Dan served on the Ministry of Labour Section 21 Committee for five years.
Having been a co-chair of a Joint Health and Safety Committee for over twelve years, Dan has a thorough knowledge of the Occupational Health and Safety Act. He also has an in-depth understanding of the Employment Standards Act, the Ontario Human Rights Code, WSIA, Bill 168 and Bill 132. Dan's knowledge of this legislation provides HR Proactive clients with impartial and concise investigation reporting and conclusions.
Dan's investigation and labour relations experience have allowed him to transition into harassment investigations for HR Proactive with ease. His acute perception and insight is invaluable to these investigations. HR Proactive's clients find Dan's professional, neutral demeaner a calming influence to their workplace disputes.
As a Trainer and Investigator with HR Proactive, Tony Belisario brings with him 32 years of experience in Policing, Interviewing & Investigations, Adult Training Principles, Curriculum Development, Recruitment, Hiring, and Labour Relations Management. As a member of the HR Proactive team, Tony is able to provide clients with a number of HR functions, specializing in training, investigations and recruitment.
Tony can deliver large or small group training, or one-to-one training, in a number of areas, including: Workplace Harassment and Human Rights; AODA (Accessibility for Ontarians with Disabilities Act); Bill 168, Occupational Health and Safety Amendment Act; Workplace Sensitivity, and Workplace Harassment Policies and Programs required by employers under the recently passed Bill 132 which includes investigation of any incidents or complaints.
As a Police Trainer and Manager of the Training and Recruiting Branch, Tony was involved in the assessment and planning for the design, development and delivery of numerous training curriculums. Tony can assist in providing clients with a cost effective, specialized training solution(s) specific to their workplace training needs, with the long-term goal of improving workplace cohesion and, ultimately, organizational performance.
In addition to his training experience, Tony can provide HR Proactive clients with services in: Workplace Harassment and Human Rights investigations; Workplace violence risk assessments; Pre-employment background and reference checks.
As a Police Investigator and Manager, Tony gained extensive investigative experience in criminal, provincial and municipal matters, including internal investigations. This experience will ensure that HR Proactive clients receive professional and thorough investigations thus giving them the confidence to make sound employment decisions while minimizing legal risks.
Tony has a Bachelor of Arts (BA) in Labour Studies from McMaster University. He has also completed numerous courses in Adult Education, Investigative Techniques and Human Resources Management from prominent learning institutions including; St. Francis Xavier University, the Southwestern Law Enforcement Institute, the Department of Defense, the Canadian Police College and the Ontario Police College.
Jorge Lasso brings 35 years' experience across the gamut of police work - investigations (including homicide, domestic violence and child abuse), prosecutions, supervision, management, mediation, policy development, course design and training on anti-racism and inclusivity in the workplace - to the HR Proactive team. Jorge's wealth of experience, rich skill set and insight into the work of removing barriers to employment and services for women, minorities and aboriginal persons, make him a valuable addition to HR Proactive's roster of workplace equity professionals.
Jorge was appointed his police service's first Race Relations Officer in 1987, and has established wide contacts in aboriginal, ethnic, racialized and LGBT communities. Jorge also has years of experience as a trainer and lecturer, both at the Ontario Police College and the Canadian Police College and more widely at McMaster University and Brock University, lecturing on anti-racism and policing. His pioneer work in police anti-racism work has led to several honours and awards, including for innovations in investigative techniques.
Since joining HR Proactive Inc. as a trainer and investigator in 2013, Jorge has conducted numerous workplace harassment investigations as well as delivered dozens of group and individual (One to One) training sessions. One-to-one sessions deal with the Respectful Workplace, covering a wide range of topics: anger management, bullying, abuse of authority, sexual harassment, inappropriate comments or conduct in the workplace, conduct that extends beyond the workplace and related issues that arise. Sessions also cover Bill 132, new legislation that took effect in September 2016 which requires employers to implement specific workplace harassment policies and programs.
Jorge's real-world experience in police work, combined with his understanding of vulnerable individuals and communities, make him a valuable asset to the HR Proactive roster.
John graduated from Queen’s University Law School in 1995. He was called to the Ontario Bar in 1998, following which he practiced civil litigation, primarily in the areas of Personal Injury, Long Term Disability Insurance, Employment and Landlord/Tennant.
John’s career has been anything but conventional, although successful in multiple dimensions. After earning a degree in philosophy and prior to attending Law School he was a Member of the Canadian Sailing Team for four years. During this time, he set his sights on representing Canada in sailing at the Olympics, and only narrowly missed qualification for the Barcelona Games in 1992.
After two years in the practice of law, it became clear for John that mediation was frequently a much better way to manage conflict than the traditional legal approach. In 1998 John completed his formal mediation training with courses offered by CDR Associates of Boulder Colorado and The Conflict Consensus Institute in Barrie, Ontario.
In parallel with this new career direction, John felt the call to give the Olympic dream another chance. With several years of sustained high-level effort and training he got that opportunity, representing Canada in Sailing at the Olympic Games in Athens in 2004.
After the Olympics, John accepted a one year position as High Performance Manager and General Counsel to the Canadian Yachting Association – the national governing body for the sport of Sailing. This was an excellent window into the world of Sport Administration, allowing him to develop a specialization in the area of Sport Law. He has continued his work in this field as a legal consultant for several National Sport Organizations and the Canadian Olympic Committee.
John has recently added the practice of Conflict Coaching to his ADR repertoire. He now applies many of the same conflict resolution skills and his mediation experience to the one-to-one context of Conflict Coaching.
John has delivered a course on Conflict Resolution at the Canadian Forces Base Kingston, and many workshops for teachers and students in the local high schools and University Clubs. He continues his teaching activities as one of the regular instructors for the Courses in Negotiation and Mediation Skills offered by The Mediation Centre of Southeastern Ontario. John is currently teaching a course in Negotiation at the Queen’s University Law School.
Combining his skills as a lawyer, mediator and coach with the discipline, dedication and passion that established him as an Olympian, John now helps organizations enhance their own success through training, mediation, coaching and legal consulting.
Owen assists employers with workplace investigations, conducts training, and develops customized training modules for HR Proactive clients.
Owen Mahoney served for 16 years as a human rights investigator with the Ontario Human Rights Commission, specializing in complex cases in the area of disability and systemic discrimination. In addition to his duties as an investigator, Owen worked on a number of Commission policy initiatives, including AIDS, the impact of changes to credentials in the nursing profession, mandatory retirement, accommodation for post-secondary students with learning disabilities, and access for women to non-traditional work. He was also responsible for coordinating the Commission’s initiative that led to an agreement with the government to provide barrier-free access to the province’s courts for persons with disabilities. Owen also has extensive experience speaking to employer and other stakeholder groups on a wide range of human rights issues, and has written a number of articles and speeches on human rights. Owen has also been interviewed for a number of radio shows, discussing harassment and human rights in the workplace.
Owen’s formal education includes a B.A Hons. from Concordia University in Montreal, and an M.A. from McMaster University in Hamilton, in English and a Ph.D (all but dissertation). He also taught English for three years at the University of British Columbia, before moving on to work in curriculum development with the Hamilton Board of Education prior to his work with the Commission. While at the Commission, Owen completed studies in investigation at the Ontario Police College in Aylmer, and mediation at Stitt Feld Handy Houston, affiliated with the University of Windsor.
Paul spent over 20 years employed as the Chief Administrative Officer of a large Police Association in Ontario. He has vast experience in collective bargaining, workplace disputes, rights arbitration and conciliation/mediation. Paul has also been involved in formal complaints by the members he represented under Bill 168. His involvement in such complaints involved dispute resolution including negotiating and mediating satisfactory agreements between complainants, respondents and the employer. Much of this involved one-to-one conciliation discussions with the complainants, respondents along with confidential discussions with management representatives. Paul's expertise in working collectively with his members has made him a perfect fit for HR Proactive's One-to-One Sensitivity training workshops/services. HR Proactive clients receive customized training from Paul that is an effective and respectful way of addressing inappropriate workplace behaviours, taking corrective action, and minimizing disruption to their workforces. At the same time, it affords our clients an opportunity to retain experienced, long-term employees in whom they have invested much effort and expense.
Paul has a good working knowledge of the Ontario Human Rights Code, Employment Standards Act, WSIB, Bill 168, changes to the Occupational Health and Safety Act with the passing of Bill 132, along with other relevant legislation. He was a member of the Board of Directors of the Police Association of Ontario, which represented police personnel across the province. During his time on the Board, Paul met with elected representatives of the Ontario Legislature on a variety of police and public safety matters.
He has also made several representations and submissions to government committees pertaining to public safety and labour matters. Paul is highly regarded and respected by his colleagues, the members he represented, management representatives, government officials at all levels, and members of the public.
Paul will be supporting the training team and office administration at HR Proactive and is a founding supporter of the business.