| Journey to Diversity Workplaces

Navigating Pregnancy at Work: The Unspoken Struggles and Need for Inclusion Part II

She tugs up the fifth and final flight of stairs, letting out a deep sigh and gasping for air as she hears the familiar sound of the coffee machine and mild complaints about the soon-to-be-announced project. Sweat drips down her forehead and scales her cheeks, which have grown slightly blush from the unwelcomed cardio her four-month pregnant body just endured. The elevator is getting fixed this week but she shouldn’t have to climb up five flights of stairs while pregnant until then. Yet, she’s too afraid to complain, to bring the wrong kind of attention to herself, to be perceived as the ‘pregnant woman’ rather than a project manager who happens to be pregnant. Later that day, when the new project is announced and her name is nowhere to be found, David, the boss, gives her a sympathetic shrug and a light tap on her shoulder. Just thought it would be too much for you. Maybe when your kid is older. Is this how it’s going to be now? Will she be stuck in the same position with tasks below her skill level while she watches others dive into intriguing projects and make meaningful contributions?

If you’re coming from part 1 of this blog, you’re familiar with the general topic of pregnancy in the workplace. Pregnancy discrimination is a form of sex-based prejudice, considering that those with a uterus can get pregnant, and it is unmistakably common in most workplaces. The Canadian Human Rights Act establishes that pregnancy discrimination, which includes “negative treatment, refusal to hire or promote, termination of employment, or harassment” (Canadian Human Rights Commission), is strictly prohibited. This act helps protect pregnant employees from mistreatment and prejudice in the workplace and encourages employers to promote a more accommodating and accessible working environment. However, it is no surprise that the theory doesn’t always align with reality, and these acts of discrimination continue to hinder the possibility of upward mobility while dissipating any excitement or motivation the employee once carried about their job.

Upward mobility becomes a fatality for many pregnant individuals. Pregnancy discrimination is not always intentional as it can often root in an unconscious bias regarding women and gender roles in the workplace or come from a place of genuine concern for the individual’s well-being, but nonetheless, the damage is all the same. Social perception of the employees in question shifts from the skill and value they provide to the work setting, and to the new boundaries and roles their pregnancy requires. To combat this misstep, consider reframing your thoughts by recognizing coworkers for their dedication and skill first and foremost, as it is a sign of respect necessary for a healthy workplace. This introduces the dire need for reevaluating the language used around pregnancy and childbirth in association with employees. Determine– is the support we are offering as employees and employers coming from a place of compassion or of prejudice? The primary distinction is respect.

Employment Insurance (EI) maternity leave in Ontario is 15 weeks long (Government of Canada, 2023). These 15 weeks pass by quickly and create an unintentional and unconscious barrier between the returning employee and their colleagues. While the mother is battling separation anxiety from the newborn, physical pains and discomfort, and the mental and emotional effects of childbirth and caring for a newborn, she soon realizes that the work she relied on for fulfillment and distraction is no longer gratifying. Due to unconscious bias, employers undermine the new parent’s ability to maintain job performance and, thus, cause a lull or stagnance in their professional development, which inhibits their ability to attain more authoritative positions. New parents may appreciate the decreased expectations at first because it gives them time and space to ease into being a working parent; however, the workplace is often unable to break its fixation on the woman’s role as anything other than a mother– an issue male parents are rarely subject toward. Viewing women as multifaceted beings by practicing compassion and showing respect is crucial for employers and employees alike. This approach forms an avenue to enforce structural and behavioural changes that lead to concrete, large-scale improvements in the lives of pregnant women and new parents.

Those of us that have never had to consider these issues are in jeopardy of overlooking the experiences of an entire group of people. By outlining these experiences, this article hopes to remind CEOs, employers, and employees to reconsider their internal biases and restructure their approach toward pregnancy in the workplace.

References
Canadian Human Rights Commission. (n.d.). Pregnancy & human rights in the Workplace. https://www.chrc-ccdp.gc.ca/sites/default/files/publication-pdfs/pregnancy_policy_0.pdf
Government of Canada. (2023, February 21). Employment Insurance maternity and parental benefits. https://www.canada.ca/en/employment-social-development/programs/ei/ei-list/reports/maternity-parental.html#:~:text=How%20long%20will%20I%20receive,of%20the%20two%20is%20later

This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.

Navigating Pregnancy at Work: The Unspoken Struggles and Need for Inclusion Part I

The exhaustion that comes from carrying a child while managing teams and responding to passive-aggressive emails ruminates in your body way past the delivery date. It circles the back corners of your mind and infuses your blood with inexplicable disdain and fatigue, but alas, you must return in a few weeks to ensure financial security for your newborn. The topics of work conditions, accessibility and accommodations, and, most importantly, the mental, emotional, and physical toll of pregnancy on working women, require a greater spotlight and a more inclusive discussion. When it comes to intersectionalities such as women of colour (WOC) and gender-diverse individuals, this conversation comes to an abrupt stop or fizzles out in unproductive chatter. Hence, an introduction and a brief discussion is warranted.

One of the first hurdles after finding out you are pregnant circles the idea of “breaking the news” in the workplace. Sharing such a big event of your life with your employer, and, eventually, your colleagues is daunting, quite exposing, and extremely nerve-wracking. On one end, pregnant women must consider and fret over their social perception in a professional environment as well as its impact on their position in the workplace. On the other hand, employers must scope out their accommodation/accessibility needs, the potential risks with project timelines, and hash out the logistics. Both parties are subject to stress and pressure to “do it right” without leaving an indelible mark on work performance– which is simply not possible.

What is the most appropriate language to use while telling your coworkers you are expecting? Should I just let the size of my growing stomach do the talking? (Hai, 2018) When English isn’t your first language or if you are an immigrant, this conversation gets increasingly difficult as Canadian social norms are foreign to you. Following the barrier of breaking the news, a million anxieties cloud your mind. “Will this make me inferior to my coworkers?” is often the most common concern pregnant individuals face at this stage. This anxiety is only heightened if they are a POC, as, this intersectionality often compels individuals to “overachieve” to earn respect and upward mobility in their careers.

Once the news is out, pregnant individuals must deal with the mental, emotional, and physical effects of pregnancy in the workplace. For instance, standing for too long can result in dizziness, hypertension, placental abruption, and back pain, and may even lead to pre-term delivery (Government of Canada, 2023). If physical labour is a part of the job, employers must take the necessary precautions regarding noise levels, chemical handling, pushing/pulling/lifting, and heat exposure (Government of Canada, 2023). An ideal workplace should provide clear, quick access to the bathroom, access to toiletries, an accessible route to the workplace (including access to an elevator rather than taking the stairs), permission to take regular, short walks to prevent foot swelling, and easy access to an emergency plan if needed, to name a few. Employers are encouraged to take these factors into consideration to accommodate this new change so employees can best focus on their performance in the workplace and ensure productivity.

In understanding some of these basics of navigating the workplace as a pregnant individual, I encourage readers to be more introspective about their own experiences with this topic. In what ways have you supported a pregnant individual in your workplace? How have your actions positively or negatively impacted them? In the next article, I aim to dive into the nuanced topic of pregnancy discrimination in the workplace, maternity leave, and work-life balance, where I hope to drive a deeper discussion surrounding pregnancy and intersectionality.

References
Government of Canada, C. C. for O. H. and S. (2023, April 4). Reproductive health – pregnancy in the workplace. Canadian Centre for Occupational Health and Safety. https://www.ccohs.ca/oshanswers/psychosocial/wh/reproductive-health-pregnancy-in-the-workplace.html#:~:text=Prolonged%20standing%E2%80%93%20may%20lead%20to,32%20weeks%20should%20be%20avoided
Hai, S. (2018, July 20). How my pregnancy changed my experience at work. Thrive Global. https://community.thriveglobal.com/how-my-pregnancy-changed-my-experience-at-work/

This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government oF Canada.

Pride Month: Creating a Safe and Respectful Workplace

As most may know, June is widely recognized and celebrated as the 2SLGBTQIA+ Pride Month. Around this time in 1969, there lay the historic Stonewall Riots led by the queer community against police raids that spanned six days (The Library of Congress, n.d.). To commemorate this step of courage and bravery that has influenced a cascade of social, political, and structural shifts for the 2SLGBTQIA+ community, Pride Month has become a time of celebration and joy.

To promote an efficient, productive, and safe workplace, employees must feel respected and comfortable in the physical environment while conversing or collaborating with peers and those of authority. Many companies choose to support or highlight their 2SLGBTQIA+ employees simply during June, thus, coming off as performative and shallow. As a result, it is vital for employers to truly understand the cause and its importance, and then successfully create initiatives that support the 2SLGBTQIA+ community based on knowledge and respect. Three main ways to go about this are outlined below.

1. Educate: Before issuing any structural or social changes in the work environment, it is necessary to get educated about the rich, heavy, often tragic, and inspirational history behind Pride. Seeking out well-known 2SLGBTQIA+ organizations such as the Trevor Project and Pride at Work, as well as staying updated on relevant, current information about 2SLGBTQIA+ news regarding laws, regulations, events, and social changes, are easy first steps towards making your workplace accessible and accommodating. Other ways to self-educate could include reading critically acclaimed books and biographies about queer history and stories, listening to podcasts or watching media by queer people of colour, and being attentive to your peers when they share their stories or voice concerns. Through such steps, employers can better understand the lived experiences of 2SLGBTQIA+ individuals and are more informed on how to best support them in the workspace. However, employers, and anyone interested in getting more educated, must be wary of the oh-so-common mistake of relying on their fellow 2SLGBTQIA+ colleagues or friends to get informed and become knowledgeable. It is not their responsibility to teach you.
2. Initiate: Once you have gathered a fair foundation of knowledge, it is time to initiate positive changes in the workplace. There is no shame in starting small by normalizing the process of adding pronouns to email sign-offs and online meetings or being cautious of heternormative language when conversing with peers and colleagues (such as using “partner” instead of “husband/wife”). Other initiatives could include hosting workshops bi-annually (or more frequently) or providing resources for topics such as but not limited to 2SLGBTQIA+ mental health, gender-affirming care, and 2SLGBTQIA+ support groups.
3. Incorporate: At this stage; it’s all about ensuring that you are not illustrating an unauthentic portrayal of queer topics and issues by eliminating queer voices through the overexcitement of new knowledge. Although it may sound simple, this step requires you to become a megaphone or a platform to amplify queer voices. That includes featuring queer-owned businesses, donating to Black and queer charities, allowing 2SLGBTQIA+ individuals the space to self-advocate, and being mindful of the values your partnered business relationships support.

Pride is more than just a month; it is a year-round celebration. To be a genuine ally in the workplace, you must treat individuals in the 2SLGBTQIA+ community with respect and consideration despite the month on the calendar. But of course, having a few treats during Pride Month is always appreciated.

Reference
About: Lesbian, gay, bisexual, transgender and Queer Pride month: Library of Congress. The Library of Congress. (n.d.). https://www.loc.gov/lgbt-pride-month/about/

This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.

The True Barriers to Immigrants in the Workplace Part II

As an immigrant who was raised by immigrants, and has been in touch with many immigrants throughout my life, I know the weight of a choice. There’s a lot of thought involved when it comes to making choices. We are surrounded by impending decisions, all of which alter our paths toward a new possibility and present us with unique opportunities. Some decisions loom over our heads and breathe down our necks, some pass us by and mist the air with a whiff of their scent, and then there are those which don’t seem important to most people but carve away at you until the mould staring back at you is difficult to recognize.

These are the ones that immigrants have to be aware of because while they might appear small, and therefore harmless and innocent, they can start to pile up. A workplace setting, despite having the intention of inclusivity and a non-judgmental attitude, is filled with judging eyes that assess its immigrant employees. When we consider that Canada is a diverse country known for its multiculturalism, it’s not much of a shock to see someone who is an immigrant—but an unconscious bias leaves individuals with judgement in their eyes, and often, it is unclear whether it comes from a place of malice or curiosity (Canadian Immigrant, 2021).

Immigrants on the receiving end of this treatment wake up every day preparing to make choices that suddenly hold a lot of influence on the way they are perceived, treated, and spoken to in the workplace by their colleagues and supervisors. Are these clothes too ‘ethnic’? Do these earrings look professional—as in, up to Western standards, or by my home country’s standards? Is my accent too strong? What lunch do I pack that doesn’t remind others that I am different? What can I do to ensure that I conceal my cultural identity in the workplace and prevent the risk of alienation, continuing to shower love for my culture at home, without hurting my sense of identity?

It’s these choices that become more and more integral to one’s self-perception and identity, yet, people often don’t make them consciously. They are an instinctive response to prior instances of discrimination. It’s quite a simple situation: immigrants whose cultural identity is not respected don’t want to be devoid of the opportunities, connections, and privileges that Canadian citizens in the workplace can obtain easily, so they code-switch to a Western-friendly ‘workplace identity’. They are making a conscious choice every day about the identity they want to present to the Canadian workplace, leading to an internal conflict regarding their true identity; a lack of self-acceptance; and a gradual disconnection from cultural identity, ultimately resulting in the alienation from their own culture.

The ideal situation is one where employees have true freedom to maintain cultural identity in the workplace. This includes things like the ability to eat home-cooked cultural meals without hearing comments about their smell; speaking with an accent without being mocked, ignored, or looked down upon; and talking about cultural events or experiences during casual conversations without feeling like an unwelcomed outsider.

Workplaces can adopt a few practices to help create a more open, inclusive, and accepting environment for all of its employees, such as: creating opportunities for workers to share their culture and engage with other employees, providing a clear outline of workplace customs and culture, enforcing policies regarding diversity and inclusion in the workplace (Zaib). All this can help to cultivate an environment that provides immigrants with the room and opportunity to grow in their field. For instance, employers can establish work brunches, occasional social gatherings, and create opportunities for workers to celebrate and share special occasions in their culture, thus fostering a more comfortable environment for newcomers. This will help to eradicate the sense of isolation new employees suffer through, as well as the prejudice that non-immigrant employees might carry.

In addition, when new immigrants first join a company, employers can give them a rundown of that company’s work culture, expectations, environment, and social cues, and refer them to a colleague that they can lean on when needed. This can calm the fears and anxieties of starting over in an unknown environment in a new country, letting employees form connections and get accustomed to the Western work environment with the help of a guide. Policies concerning the transition into a foreign workplace, making accommodations available for such employees (e.g. translation services), and promoting inclusion in the work environment are all also vital to protect the rights of immigrants in the workplace (Zaib). Having these discussions sends a message to employees that the company does care about their well-being, respects their journey, and is willing to take the steps needed to support them.

As stated in part 1 of this blog, immigrants are the backbone of this country. The identity issues immigrants experience due to being unwelcome over their culture devoids the workplace of a truly diverse and rich environment where everyone can contribute unique perspectives free from prejudice or judgement. It’s important to be mindful of these diverse perspectives, create space for people who might be unlike you, and aim toward building each other up in order to nurture a healthy and productive work environment.

Sources

Canadian Immigrant. (2021, August 19). Diversity and inclusion in Canadian workplaces. Canadian Immigrant. https://canadianimmigrant.ca/careers-and-education/workplace/diversity-and-inclusion-in-canadian-workplaces

Zaib, A. (n.d.). Being more than diverse: How to be inclusive of immigrant hires in the Workplace. Recruiter.com. https://www.recruiter.com/recruiting/being-more-than-diverse-how-to-be-inclusive-of-immigrant-hires-in-the-workplace/

This article was written by summer student Ilesha Prabhudesai and edited by summer student Cossette Penner-Olivera. This article was funded by the Government of Canada.

True Barriers to Immigrants in the Workplace Part I

Education. Merit. Credibility. These words are often loosely thrown at anyone seeking employment. A term most forget to mention is ‘validated by Canada’. Education that is validated by Canada. Merit that is validated by Canada. Credibility according to what is validated by Canada. It’s understandable that Canada has many of these policies to regulate the stream of workers entering the workplace and ensure they fit in with the Canadian work environment. However, in doing so, Canada is denying immigrants who are qualified, sometimes overqualified, for a position of authority thus increasing the unemployment rate of skilled immigrants (Sakamoto et al., 2010).

As an immigrant, I know of countless highly skilled workers who, now proud citizens after a decade in Canada, still struggle to maintain a well-paying permanent job. These individuals have completed their Bachelor’s as well as their Master’s degrees and were formerly professors, physicians, therapists, teachers, and bankers with years of prior experience. Once they arrived in Canada, seeking a better lifestyle and education for their children, they were faced with a harsh dismissal of their expertise by the Canadian government. How invalidating must it be for you to spend so much time and money on your education so you can be independent and work tirelessly for years only for someone to tell you it is insignificant and you must start over?

A paper published by the University of Toronto recognizes this dissonance by stating that barriers such as the invalidity of foreign credentials, language barriers, and the ever-so-necessary ‘Canadian experience’ requirements prevent skilled immigrants from entering their fields of expertise (Sakamoto et al., 2010).

In Canada, fluency in English and French is greatly valued as an asset to boost employment prospects, however, this works against immigrants who have spent their entire lives honing their skills, only in another language. According to the government of Canada, skilled immigrants entering the country must complete either the Canadian English Language Proficiency Index Program (CELPIP) or the International English Language Testing System (IELTS) examinations for English proficiency in order to work here (Language testing- skilled immigrants, 2022). Once they pass it with adequate scores, they can ‘officially’ communicate effectively with others in said language.

So, for those who can communicate in one of the two languages mentioned above, many fall victim to the ‘broken English’ circumstance, which both harms their prospects in the hiring process, and curates challenges amongst colleagues when on the job. ‘Broken English’, granted that the language being spoken is English, refers to the small gaps in an individual’s aptitude for English where one may use incorrect grammar, have a limited vocabulary, and struggle with creating or understanding very complex sentences. In spite of the broken English barrier, these individuals are able to communicate effectively, get the message across, and get the job done, but it is the lack of support due to prejudice from colleagues and individuals in higher positions that situates this as a problem.

Speaking a foreign language like English often comes laced with an accent, which furthers the pre-existing cultural divide for immigrants in the workplace. Their culture, which influences how they dress, speak, behave, interact with others, and look at the world can all feel ostracized in the workplace when it does not equate with the Canadian culture and workplace etiquette. It’s not an inclusive environment until all individuals feel comfortable and safe to express themselves and learn about new customs and norms without the breath of judgment breathing down their necks. That is a topic I will be discussing in a follow-up blog article.

This is to say, Canadian workplaces focus on the soft skills that are significant in the Canadian culture, otherwise known as the ‘Canadian experience’, which swiftly erases many immigrants from having a fair chance at getting the job (Sakamoto et al., 2010). For instance, a family friend of mine who applied for teaching-related jobs in math and physics, as they were a physics teacher in their home country, would be asked about their soft skills rather than their knowledge of the subjects. Their home country has a different culture and approach towards education, so does that mean their knowledge, skills, and experience are invalid in Canada?

Canada is a country driven by immigrants, whom it profits off of ever so graciously. The diversity of Toronto alone is enough to make Canadians label this country a ‘melting pot’, and pride themselves on its multiculturalism, however, Canada’s alarming population of struggling immigrants establishes a daring reality. It is extremely important to examine the roles and challenges of immigrants in the Canadian workplace because immigrants are the backbone of this country. We have a moral obligation to respect them and create accessible avenues for them to succeed.

Sources

Government of Canada. (2022, March 3). Language testing—Skilled immigrants (Express Entry). Canada.ca. Retrieved August 22, 2022, from https://www.canada.ca/en/immigration-refugees-citizenship/services/immigrate-canada/express-entry/documents/language-requirements/language-testing.htm

Sakamoto, I., Chin, M., Young, M.(2010). “Canadian Experience,” Employment Challenges, and Skilled Immigrants A Close Look Through “Tacit Knowledge”. Settlement of Newcomers to Canada, Canadian Social Work, 12, 145-151

This article was written by summer student Ilesha Prabhudesai and edited by summer student Bayden Summers. This article was funded by the Government of Canada.

Emotional Labour in Female-Centric Workplaces

Despite having similar capabilities, men and women are often on two sides of a spectrum. Our capitalistic society benefits from this divide by exploiting these parties, women especially, through carefully crafted narratives that support whatever point they want to reinforce that day. If a narrative doesn’t serve them, it will simply be re-written. This behaviour serves as a turning point for a woman’s chance at her desired position and dictates what is expected of her in the workplace.

Why is it that so many emotionally taxing, often under-respected occupations, are not-so-coincidently female-centric professions? Nurses, receptionists, daycare providers, nannies, flight attendants, teachers, and social workers are all prime examples of this observation. Here, I introduce to you the term ‘emotional labour.’ Emotional labour is the act of regulating one’s emotions in order to engage with others and it is heavily practiced in several workplaces by employees towards their colleagues, and more commonly, their customers. Workers are required to be friendly, polite, and receptive to all kinds of condescending behaviour while suppressing negative emotions, whether it be with a nurse to unstable patients, a flight attendant to inappropriate passengers, teachers to immature students, or receptionists to frustrated clients. Emotional labour, in comparison to its counterpart, physical labour, is an unspoken requirement in many fields and is prominent in female-dominated workplaces (“What is emotional labor?”).

When viewing the structure of our society through a critical lens, it’s fair to note that there is a distinction between the labour expectations men and women are held toward due to historically cemented gender roles. In following this narrative, women are supposed to be natural caretakers and are considered not to be as capable of critical, rational thinking, so employers accept more women in these fields that are driven by feminine characteristics (Yavorsky, 2019).

Although an individual’s capability to perform emotional labour is prioritized in the hiring process for such jobs, it’s essential to acknowledge that this is not a bad thing in and of itself. Jobs in things like customer service and nursing need workers to do emotional labour, or else no work would get done, and there would be endless amounts of conflict. Most workers have employed ways to manage this expectation by ‘surface acting,’ masking their negative emotions or indifference with an outgoing, polite version of themselves, or ‘deep acting,’ using another positive memory to fuel the friendly mask in a more genuine manner (“What is emotional labor?”). The latter is more widely practiced because it allows for a more enjoyable work life and gives employees a sense of control over their emotions.

With this knowledge, we can see how problems arise for women’s mental health, their sense of identity, and their attitude toward their work in such female-centric fields. Women may feel as though they are uncertain of who they are, unsure of how to navigate their true feelings, and incapable of finding authenticity in their life outside of work. As a result, their personal life is negatively affected, impacting their professional attitude and work performance. How is a woman to feel confident and happy with herself when she is berated, degraded, disrespected, and emotionally exhausted eight hours a day?

Women who are people of colour (POC) in these workplaces often receive the short end of the stick when it comes to emotional labour or mistreatment. Not only are they spoken down to and asked to be emotional mediators during conflicts, but are also subject to racial comments and demands to educate others on culturally or racially sensitive topics (“Emotional labor in the workplace,” 2022).

It all boils down to the fundamental arguments about gender roles and misogyny which propose that being emotive, like a caretaker, is not respectable in society; that a woman’s place is beneath that of a higher male authority. So now we must ask ourselves: what can we do to stop women from carrying the burden of this trait in female-oriented workspaces? We must first be more receptive to allowing non-women in these work fields, as well as letting women enter male-dominated industries, to diversify the workplace and create balance. If you are a consumer of products or services offered by these professionals, whether it be getting treated by a nurse or conversing with the receptionist at the spa, remember to be mindful of your behaviour and its impact. Although women are not the only ones doing emotional labour at their workplace, it is necessary to address the impact it has on them to create awareness, change attitudes, and spark productive discussions.

Sources:

Emotional labor in the workplace: The disproportionate burden on women. Women and Emotional Labor in the Workplace. (2022, February 9). https://www.stkate.edu/academics/women-in-leadership-degrees/empowering-women/emotional-labor-in-the-workplace

What is emotional labor? Workplace Emotional Labor and Diversity Lab. (n.d.). https://weld.la.psu.edu/what-is-emotional-labor/

Yavorsky, J. (2019, January 6). Hiring-related Discrimination: Sexist Beliefs and Expectations Hurt both Women’s and Men’s Career Options. Council on Contemporary Families. https://sites.utexas.edu/contemporaryfamilies/2019/01/16/hiringdiscrimination/

This article was written by summer student Ilesha Prabhudesai and edited by summer student Cossette Penner-Olivera. This article was funded by the Government of Canada.

The Effort-Reward Imbalance in a ‘Meritocratic’ Workplace

We all know an overly eager peer that you and your colleagues desperately try to avoid. You notice that this person, despite being far from your favourite individual, is always after some goal, rising through the ranks, and stressing about everything. But have you ever considered that this peer might actually be trapped in a toxic mental cycle? Why do you think they chase workplace validation so intensely?

In a profit-driven society, the amount of product generated is valued more than the well-being of the individuals producing said product. The pressure to prove yourself as worthy of your position, the need to achieve more, to overcome the next hurdle, to seek validation from authority figures, and to chase the high of the reward, are all traits exhibited by individuals trapped in a toxic effort-reward relationship.

Meritocracy, according to the Merriam-Webster dictionary, is a system or society designed to credit one’s merit and individual accomplishments or abilities above their family, wealth, or influence, for seats in higher positions of power (Merriam-Webster’s collegiate dictionary). Initially, this was meant to create an equalized field for minorities and underprivileged individuals, however, it soon became rigged by individuals of societal power, further dividing the population. In academic settings, for instance, the SATs were made to level the playing field for all students, but people with access to private programs, SAT prep workbooks, and years of SAT-centric tutoring weaseled their wealthy, privileged way into higher education (Kelly, 2018).

In the workplace, meritocracy is once again emphasized, but executed incorrectly, leaving behind a trace of employees struggling to reach the top while climbing a broken ladder. Meaning, some individuals put in twice as much effort for a reward they might not get, while others that are perhaps more privileged can get by with half as much effort and twice the intended reward. The former then ends up in an exhaustive loop of chasing that reward where achievement endorses this behaviour. Failure demotivates them from doing their job, and both result in extreme burnout.

So, what is there to make of this effort/reward imbalance in the supposed meritocratic workplace? What are employees to do? On one hand, refusing to chase these achievements gives them a disadvantage in competition with their peers, and decreases their credibility and merit. On the other hand, giving into this skewed stance on meritocracy leaves employees feeling discouraged, anxiety-ridden, and unworthy of their position unless they constantly prove so otherwise.

This impacts not only an employee’s relationship with themself, but also their work performance, professional relationships, and their work environment. The emotional burden carried by such individuals devoids them of ‘distractions’ like friendly professional relationships, focusing on what is truly important… merit. Their work performance is negatively affected as well. Despite their determined efforts, the more failures they encounter, the more discouraged they become from approaching their job with the same level of determination and enthusiasm as they once did, resulting in decreased productivity. How many hits can a person take before they turn around and walk away?

Even if an individual doesn’t fall under that specific, eager title, this pressure is bestowed upon most employees, especially ones financially responsible for their families, women, immigrants, and people of colour. Such groups have certain prejudices that they must overcome to be on the same playing field as their more privileged counterparts. This means that not only is there a major imbalance in their effort-reward relationship, but the argument of us living in a meritocratic society becomes obsolete as it’s clear we are not judged for our merit alone, but rather for the confounding variables that elevate or suppress our accessibility of viable opportunities.

Hence, these groups approach the workplace as a setting to prove themselves worthy, respectable, and credible by working tirelessly to reach the top, which can only be achieved by having merit– a reward for which a disproportionate amount of effort would be needed. There’s a reason why, for instance, a greater percentage, 39%, of female-identifying immigrants have Generalized Anxiety Disorder (GAD) compared to 26% of their male counterparts (Evra & Mongrain, 2020).

In the end, the effort-reward relationship and meritocracy go hand in hand. Although once introduced as a way of promoting equality and encouraging a reward-based approach to work that amplifies performance, these ideas do not represent a sustainable or healthy workplace. What is a company if its workers are burnt out, beat down, and unsure of their value? Ultimately, to acquire that healthy workplace environment, employers must reflect inwards and redefine what it means to be an employee at their workplace and how that mirrors their company’s values. Without this reflection, a workplace is simply a cage in which the hamster runs on its wheel in pursuit of a treat just out of reach.

Sources

Evra, R., & Mongrain, E. (2020, July 14). Mental Health Status of Canadian Immigrants During the COVID-19 Pandemic. Statistics Canada. https://www150.statcan.gc.ca/n1/pub/45-28-0001/2020001/article/00050-eng.htm

Kelly, M. (2018, June 2). Trickle-down distress: How America’s broken meritocracy drives our national anxiety epidemic. The Atlantic. https://www.theatlantic.com/health/archive/2012/07/trickle-down-distress-how-americas-broken-meritocracy-drives-our-national-anxiety-epidemic/259383/

Meritocracy. (n.d.) In Merriam-Webster’s collegiate dictionary. http://www.merriam-webster.com/dictionary/meritocracy

This article was written by summer student Ilesha Prabhudesai and edited by summer student Bayden Summers. This article was funded by the Government of Canada.

Sensory Overload of Neurodivergent Individuals at Work

The crinkling of papers. A soft humming of the heater. The clicks of a printer. Marissa’s side conversations near the window. Jason’s Dr. Martens thumping against the floor. Persistent whistling so faint that it goes unnoticed by most. Arrhythmic flashing of the broken overhead light. Fingers clattering against keys on an old keyboard. Laughter. Someone sneezed. Bless you. They’re clearing their throats. 4:45 pm. It’s hard to breathe. You wait. Eyes on the screen. Few more minutes. 4:55 pm. Breathe in. Breathe out. 4:59 pm. Blink. Breathe. 5:00pm. A blank document stares back at you. Last edit was 7 hours ago. You turn off the computer, grab your bag and phone, put on your headphones, and speed out the door.

To most of us, the background noises and unintelligible chatter that come with being in public or at work are just that: background noise. For others, however, it can be a trigger, causing frustration, irritation, anxiety, restlessness, and fear, to name a few. When the five vital senses— sight, smell, touch, taste, and sound—receive more sensory input than the brain is able to process, an individual experiences sensory overload (Brennan, 2021). Little things that usually linger in the background suddenly become extremely noticeable, like the texture of a sweater, the flickering of lights, or the sound of heels against the marble. How is a person meant to focus on responding to their boss’s inquiry when a million little things are buzzing around their brain?

Many neurodivergent people tend to be susceptible to sensory overload due to a hypersensitivity to sensory information. Many individuals with Autism Spectrum Disorder, ADHD, dyslexia, and dyspraxia experience the effects of sensory overload as a product of their neurodivergence in their daily lives (Shaikh, 2021). Different people may have different types of sensory triggers and their own unique reactions to these triggers, which, in turn, affect their mental state throughout the work day.

Some common external responses to sensory overload from ND individuals that you can notice include: covering of ears, anxiously bouncing knees, instinctively running out of a loud setting to a quieter environment, and an inability to breathe (Shaikh, 2021). The amplification of minute behaviours in the ecosystem of the workplace causes ND employees to focus on the sensory details, rather than their work, thus decreasing efficiency.
A friend of mine with ADHD shared an anecdote of some of the most stressful weeks of her life while working at a small financial management company. She would spend hours typing countless versions of the same email or re-reading the same document without actually processing the information because her coworker was chewing too loudly, or the broken heater was too noisy. When tasks weren’t checked off on her to-do list, my friend went home feeling lazy and unproductive and returned to work the next day discouraged and irritated with herself and her workplace.

Similar to my friend, many ND people get severe headaches, lose motivation in their work due to the frustration caused by an inability to concentrate, and find it challenging to communicate and build connections with coworkers. When a person is not in a positive state of mind and they feel uncomfortable in their environment, it becomes increasingly difficult for them to show genuine interest in other people, nourish work relationships, and collaborate in a professional setting. These unfortunate consequences of sensory overload only push harmful stereotypes that hiring ND people is a disadvantage to the workplace. In reality, though, workplaces are not an accommodating environment for anyone who is not neurotypical. Think of the talented, hardworking individuals you have, or will lose, because your workplace is an unbearably sensory environment unsustainable for ND people to thrive in.

However, it must be noted that even though sensory environments cannot always be controlled in the favour of those with sensory issues, and those with sensory issues cannot always control their responses to such environments, a gentle balance can be reached.

Some ways to support ND people in the workplace include allowing them to utilize noise-cancelling headphones; assigning them a more secluded desk away from bathrooms, kitchens, common rooms, or printers; allowing them access to quiet work areas; and providing them with the freedom to change environments (e.g. go for a quick walk) when overstimulated. Employers can also be more strict with workplace policies regarding where conversations should be held, assign specific eating areas, enforce a regulated speaking volume, and minimize possible workplace distractions. When fellow employees are mindful of their ND peers’ boundaries and limitations, ND individuals feel accepted and respected for who they are, rather than ostracized for their differences. A work environment that acknowledges and actively supports all of its employees is bound to flourish in performance, innovation, and efficiency.
Sources

Brennan, D. (2021, May 18). Sensory overload: How this condition can trigger anxiety and more. WebMD. https://www.webmd.com/balance/what-is-sensory-overload-with-anxiety

Shaikh, J. (2021, October 20). What does sensory overload feel like? autism, ADHD, PTSD. MedicineNet. https://www.medicinenet.com/what_does_sensory_overload_feel_like/article.htm

This article was written by summer student Ilesha Prabhudesai and edited by summer student Cossette Penner-Olivera. This article was funded by the Government of Canada.

Intersectionality: Women of Colour in the Workplace

You run the big pitch over in your head for the 100th time, slowly evening your breath and attempting to channel your inner Michelle Obama. Nobody questions her place when she enters a room, and nobody will question yours either…if only you prove yourself tonight, you think to yourself. A voice intensifies, Why do you always have to prove yourself worthy when you’ve already earned your seat in the room? You quickly dismiss it. Swinging open the conference room door with clammy hands, you hear Brad make a comment about the ‘jarring contrast’ between the bright orange of your lips with the dark, rich tone of your skin. You sense his eyes tracking your hips as you walk to the front. Gone is the image of Michelle Obama as you now welcome sweat in all the wrong places and your heart quickens its beat.

Gender diversity in the workplace has been a spirited topic in several online spaces and work environments, yet, intersectionality is rarely mentioned. Intersectionality refers to the intersection of an individual’s multiple social identities– like race and gender– their impact on that individual’s societal experiences and relationships, and the inequalities they present for that individual’s location on the social ladder (Examining the intersections of anti-Asian racism and gender-based violence in Canada).

Women of colour (WOC) face prejudice directed at both, race and gender, making their experiences fundamentally different from white women and men of colour, despite their overlapping social identities. In a workplace setting, most WOC describe that discriminatory acts stem from an implicit bias, branching into microaggressions, which, over time, become blatantly racist and sexist behaviours. At its core, it’s very simple – an intolerance of those unlike you.

Implicit bias, a perception of someone informed by stereotypes, prejudice, and assumptions, rather than factual information, is the root of most microaggressions (Implicit bias explained 2017). When you unconsciously assign stereotypes to an individual in your mind, you’re affected by your implicit bias, which can be unlearned. Acting on these thoughts, however unintentionally, leads to a microaggression, which cannot be undone.

How are microaggressions different from racism? Unfortunately, these subtle behaviours are usually prompted without a second thought, whereas, racist acts are intentional. In workplace settings, instances like East Asian women getting commended for their fluency in English, Black women being bombarded by unwelcome inquiries about their hair, or South Asian women receiving insensitive questions about ‘exotic cultural practices’, are a form of microaggression. Colleagues may come to WOC without any ill intention, but these behaviours only further ostracize WOC, promote stereotypes, and pair them with their racial and gender identity, rather than their work ethic.

When people feel unwelcome and unsafe to be themselves in an environment, it damages their work performance, creativity, relationships, participation, and mental health. This, tied in with the racism and sexism against WOC by male authorities, forces WOC to remain stuck in a preliminary, lower-paying level, instead of reaching their full potential in leadership roles. They are also paid less than white men and women. Where women earn 19% less than your average Joe, and Black women will earn 39% less (Barratt, 2021). It seems that WOC are being forced to step away from success because of intentional, unjust structural biases and power play.

The string that ties together these injustices is that of the power dynamics in workplaces. White women have never been in these situations, but they too are active players of the other, more powerful side, known as the oppressor. Despite being women, the colour of their skin automatically gives them a step up in the social hierarchy. When statistics about women in work settings are quoted, it’s white women that are being referred to. When gender diversity is advertised by companies, it’s white women that are being hired and promoted. When a strong woman in power is envisioned, it’s a white woman in a classy outfit with heels and a bold lip that you expect.

If you have never thought about these things, you probably weren’t negatively affected. The one being oppressed is compelled to study and analyze the oppressor in order to protect themselves and push through the hurdles. The oppressor doesn’t give it a second thought unless they’re the ones under the sword. Company CEOs, people in authority, and colleagues, are strongly encouraged to be aware of their privilege and be the support WOC long for in the workplace.

Sources

Barratt, B. (2021, December 10). The microaggressions towards black women you might be complicit in at work. Forbes. https://www.forbes.com/sites/biancabarratt/2020/06/19/the-microaggressions-towards-black-women-you-might-be-complicit-in-at-work/?sh=7b1d21672bda

Examining the intersections of Anti-Asian racism and gender-based violence in Canada. VAW Learning Network. (n.d.). https://www.vawlearningnetwork.ca/our-work/backgrounders/examining_the_intersections_of_antiasian_racism_and_genderbased_violence_in_canada_/index.html

Implicit bias explained. Perception Institute. (2017, May 17). https://perception.org/research/implicit-bias/#:~:text=We%20have%20a%20bias%20when,them%20without%20our%20conscious%20knowledge

This article was written by summer student Ilesha Prabhudesai and edited by summer student Bayden Summers. This article was funded by the Government of Canada.

5 Ways to Promote Inclusivity of Indigenous People in the Workplace

Now you’ve read about the barriers that Indigenous people face simply to find employment. So, what’s next? Getting a foot in the door is undoubtedly difficult, but for many Indigenous workers, staying at a workplace for a prolonged period of time is also often a challenge. A lot of it can be addressed by the following: the lack of a sense of community in the workplace, diversity without true equity and inclusion, a lack of structural policies to accommodate diverse employees, and an absence of acknowledgement or action to help uplift Indigenous communities.

Corporations and employers must ask themselves: how can companies and fellow co-workers help create an environment that is sustainable and accommodating for Indigenous employees? Here are five ways that companies can create an inclusive workplace environment.

Get educated on different Indigenous cultures, traditions, important dates, customs, and communities. The First Nations, Métis, and Inuit communities of Canada all have their own unique identities, cultures, and customs, so it’s vital to be aware of them. Having this knowledge would allow employees to feel comfortable enough to come to you, the employer, with culturally sensitive topics that may affect their work. This understanding promotes a healthier employee-to-employer relationship because the employee knows that they are respected enough to not be pressured to suppress an important part of their identity in order to stay employed.
Research ways other companies have uplifted and accommodated Indigenous people in the workplace. Run through your network, call your connections, and inquire about their policies, calls to action, and work environment. You, as the employer, are not required to have all the answers, but others who have been in your position may have some! It is also recommended that you reach out to Indigenous people in higher positions and gain their insight.
Speak to your Indigenous employees! There is no better way to learn how to make an environment more inclusive for an individual than to gain their personal input. However, asking them in a one-to-one confrontation can be an uncomfortable situation for an employee to tell their boss of their complaints. Instead, having an anonymous forum or a monthly survey about EDI and the work environment where concerns can be voiced would be a better solution. A one-to-one meeting can still be on the table if that is desired by the employee.
Establish policies that protect Indigenous people’s rights in the workplace, along with programs that give Indigenous employees access to certain resources and skill-development programs to be on an equal playing field with their colleagues (Guide to developing Indigenous Inclusion Policies, 2018). Policies enforce accountability. Having such policies and programs catering to Indigenous safety, work flexibility, childcare, workplace diversity, and EDI, is necessary.
Donate to Indigenous charities and support Indigenous businesses. Getting educated, spreading awareness, or doing land acknowledgements are good places to start, but taking action is what truly makes a difference. The best way to practice what you preach is by donating to various Indigenous charities which help make education, housing, clean water, mental health resources, healthcare, and employment-seeking opportunities more accessible. Below, I will list a few Indigenous charities that you can donate to after reading this post.

If, as an employer, you have checked off every single mentioned recommendation, does this mean “I’ve completed my share of activism for the day?” No. That, in itself, is a privileged thought. Diversity and inclusion of Indigenous people in the workplace is an ongoing process in which you learn and grow with every step.

Indigenous Charities
Circles for Reconciliation
https://circlesforreconciliation.ca/
Sew on Fire Ministries
https://sewonfire.com/
Indspire
https://indspire.ca/
Canadian Roots Exchange
https://canadianroots.ca/

Sources

Guide to developing Indigenous Inclusion Policies. North Superior Workforce Planning Board. (2018, September). https://www.nswpb.ca/wp-content/uploads/2020/10/IW_-_The_Inclusion_Policy_Development_Guideonline.pdf

This article was written by summer student Ilesha Prabhudesai and edited by summer student Cossette Penner-Olivera. This article was funded by the Government of Canada.