News | Journey to Diversity Workplaces

Diversity Trends All Workers Should Know

Canada is a nation of newcomers and diversity has played an important role in Canada’s history. Originally inhabited by Aboriginal people, immigration to Canada began with the French and British colonization in the 17th century. This trend continued through the 18th and 19th centuries with United Empire loyalists who fled the United States during the American Civil War.  A wave of immigration from Europe after the two World Wars brought many new cultures, languages and religious groups to Canada, resulting in many changes in government policy and the first laws to protect diversity.  During the last 60 years, immigration has continued to flourish with newcomers arriving from every corner of our world.  In 1971 Canada became the first country in the world to enact an official policy of multiculturalism, showing the value of diversity in Canada’s political and social landscape.  The Canadian constitution, implemented in 1982, contained a Charter of Rights and Freedoms that protected multiculturalism.  The Canadian Multiculturalism Act was introduced in 1988 and federal funds began to be distributed to ethnic groups to assist them in preserving their cultures.

Diversity in the workplace is natural to Canada with its multicultural population and more than 250,000 newcomers entering the country every year. One of the distinguished features of Canada’s current workforce is its growing diversity. It is a significant challenge for both employers and employees to learn to value of diversity and to embrace differences. There is a great need to learn about diversity by talking to people, asking questions and listening. Workplaces should know about differences and diversity issues. When workplaces understand the importance of diversity, it creates an environment where employers can appreciate and value each individual employee’s contributions to the workplace. Employers need to learn how to integrate and manage their diverse workforce while employees must recognize the challenges diversity brings, and then be adaptable to a more diverse workplace in these modern times. It is a process of cooperative efforts whereby everyone wins while acquiring new knowledge, leading to new opportunities. It is not possible to find effective workplace solutions without recognizing differences and finding similarities at the same time.

A diverse workplace is more quite common in Canada today. It is a reflection of Canada’s unique communities and philosophies. A diverse workplace can create a culture of innovative thinking by tapping into a broader range of ideas. The definition of diversity is not limited by ethnicity, culture or religion. It is important to be aware that diversity can include many factors including economic status, beliefs, gender, first language, religion, sexual orientation, skill-sets, inclusion of people living with disabilities and countless other factors. Having a positive work environment for all employees is an essential key to success for any business or non-profit.

Diversity in Canada extends beyond race and ethnicity but spans language, gender, religious affiliations, sexual orientation, abilities and economic status. Canadian employers have taken strides to ensure their workplaces are representative of the diverse Canadian population. If current trends continue, Canada’s labour force is going to change drastically over the next two decades. By 2031, 29% to 32% of Canada’s population—between 11.4 and 14.4 million people could belong to a visible minority group, which is nearly double the proportion (16%) and more than double the number (5.3 million) reported in 2006. In contrast, the rest of the population is projected to increase by up to 12%. Sustained immigration, and a younger population will bolster the minority population’s growth.

Canadian communities are diverse and workplaces with an emphasis on diversity can often understand their target markets better. A workplace should be a reflection of the people it serves where people within the workplaces feel empowered and thrive in a culture that recognizes, appreciates and utilizes the unique perspectives and background of everyone. When workplaces capitalize on the strengths of each employee, and leverage his or her differences, the workplace will be allowed to function more successfully as a diverse, inclusive and cohesive unit.

Source: Statistics Canada

This article was contributed by volunteer blogger Shan Simpson, and edited by volunteer editor Parul Datta.

What Happens When Workers Get Real About The Biggest Problem In America.

Workplace ethics and integrity are crucial elements of employment; both these elements contribute to workplace profitability. Every workplace should clearly specify what is acceptable behavior and what is not at the outset of hiring. It is important for workplaces to summarize expected conduct in job descriptions or outline these expectations during the interview process. Behavior guidelines should typically address topics, such as harassment, work attire and acceptable language. Employees who don’t follow the rules outlined in a code of conduct may receive written and verbal warnings, and ultimately be fired.

A key component to workplace ethics and behavior is integrity, or being honest and doing the right thing at all times. Workplace integrity starts with honesty and trustworthiness. Integrity requires following through with our word and being honorable with our actions. When employers and employees have integrity, it can create a workplace environment that is respectful and professional. Honesty should be valued in every communication and transaction between employers and employees. Integrity stems from employees being honest with themselves, completing tasks effectively and meeting workplace expectations. Ethical employees are what build a good reputation for a workplace.

Ethics are the glue that can hold workplaces together. Employers must understand the differences between moral values and ethical principals. Moral values are what guide our behaviour while ethical principals are the ways we are expected to act in the workplace. It is also important employees understand the meaning of each of these terms and understand what they can do to ensure their behavior aligns with workplace expectations.

Ethical and behavioural guidelines in the workplace often place a high amount of importance on dedication. Although possessing the necessary skills is essential, a strong work ethic and positive attitude can carry an employee a long way. Dedication is often viewed in the business world as contagious, meaning that employees putting forth a solid effort can often inspire their co-workers to give the same level of effort to their job – ultimately enhancing the productivity of the workplace. Employers and employers taking responsibility for their actions is essential when it comes to workplace ethics and behavior. This means showing up on scheduled workdays, as well as arriving on time and putting in an honest effort into completing assigned tasks while on the job. Employees who exhibit accountability are honest when things go wrong and then work toward a resolution while remaining professional at all times.

A vital aspect of the workplace is working well with others in all levels of a company. Ethics and integrity can help to increase the morale and productivity within a workplace. In many instances, those who are not considered “team players” can face demotion or even termination. On the other hand, those who work well with others can advance.

Following the outlined workplace behaviour may not always eliminate all unethical issues. The best defense against unethical issues is to train employees on how to properly handle unethical situations with integrity. Successful workplaces understand the causes and detrimental effects of negative ethical behaviour. Employers then attempt to limit the amount of unethical issues by creating a code of workplace ethics that encourages behavior that is professional and ethical. It is important that employers understand the strengths and weaknesses of each employee to be able to maximize the potential of each employee. When employers are willing to implement strategies that promote integrity along with ethical and professional behavior, it allows the workplace to be productive and successful.

This article was contributed by volunteer blogger Shan Simpson, and edited by volunteer editor Parul Datta.

10 Surprising Reasons to join a Volunteer Board

Whether be our own board, or another I serve on, I have come to realize there are lots of worthwhile non-profits in our community, and many of them need good, quality volunteers to join their boards of directors.

Perhaps you might consider joining such a board. Or you know something else who may be interested. Here I present 10 surprising reasons to join a volunteer board.

Professional development – Serving on a board looks great on a resume. But if you want to serve on a paid corporate board in the future, it’s a great way to gain experience. Both paid and volunteer board operate in the same ways.
Enhancing your own personal networks – It’s a chance to meet new people, and network with others you may not have met before.
Knowledge & skills – You can develop new knowledge and skills from various tasks you take on, as well as from the shared experience of your fellow board members.
Active role in decision-making – Show you can setp up and lead.
To have fun – Volunteer boards provide various outlets for fun.
Increase one’s profile in the community in order to advance political aspirations – When running for political office, it’s always beneficial to have volunteer experience to show off.
Giving back to your community.
Productive use of time – Volunteering is a great way to use downtime, and serving on a board that needs your experience.
Raising of standards – Serving on a board will help you appreciate where the bar should be, instead of where it is.
New friends – In addition to making new networking contacts, it’s also a great way to make new friends people!\

We are always looking for new board members, and invite you to apply!

Workplace safety

There are various safety issues that workplaces must effectively address. Due diligence is the level of judgement, care, prudence, determination, and activity that a person would reasonably be expected to do under particular circumstances. Due diligence means that employers must take all reasonable precautions, under the particular circumstances, to prevent injuries or accidents in the workplace. This duty also applies to situations that are not addressed elsewhere in the occupational health and safety legislation. Reasonable precautions are also referred to as reasonable care. It refers to the care, caution, or action a reasonable person is expected to take under similar circumstances. Employers must do what is reasonably practicable to ensure the safety of their employees. Reasonably practicable means taking precautions that are not only possible, but that are also suitable or rational, given the particular situation. Workplaces must implement policies that will create a safe workplace environment for each employee. Employer must implement a plan to identify possible hazards and carry out the appropriate actions to prevent accidents or injuries from occurring in the workplace.

Harassment is a serious issue that needs to be properly addressed to allow workplaces to function more effectively. Harassment can make an employee feel unsafe in workplaces and can be a form of discrimination. Harassment involves any unwanted physical or verbal behavior that offends or humiliates someone. Harassment is a harmful behavior that usually persists over time. However, serious one time incidents can also sometimes be considered as harassment. Physical harassment in the workplace takes many forms. Sexual assault is one form of widely known physical harassment. Unlike physical harassment, emotional harassment is unnoticeable and also viewed as being more socially acceptable. One common form of emotional abuse in workplace is bullying. Workplace bullying is a long lasting, escalated conflict with frequent harassing actions aimed at a targeted person. All employees should be expected to act professionally and respectfully toward each other and to speak out against unacceptable behaviours in the workplace in a skillful and sensitive manner.

A poisoned work environment refers to a workplace where comments or behaviors create a hostile or offensive environment for individuals or groups and negatively affects communication and the workplace productivity. Policies should be implemented that eliminate harassment and allow every employee to feel safe within their workplace. 28% of Canadians have reported experiencing sexual harassment in their place of work. Women are three times as likely than men to experience a form of harassment. Young men are the least likely to have such experiences while 47% of middle-aged Canadian women reported being harassed in the workplace. Workplaces should implement a strong anti-harassment policy prohibiting harassment and include a description of disciplinary consequences that will be applied. Training can be provided to educate employees harassment and remind employees of the importance of maintaining a harassment free workplace. The benefits of harassment prevention training programs include establishing a more employee-friendly work environment. From a management perspective, this training reduces the chance of legal action against the workplace based upon a harassment complaint. It can be possible to create a safe workplace environment where harassment decreases while the level of employee productivity is increased when the employees feel comfortable and respected.

Source: Statistics Canada

This article was contributed by volunteer blogger Shan Simpson.

Inclusion in the Workplace

Diversity and inclusion are key elements in creating a workplace that treats all of the employees with respect and fairness. Inclusion requires being valued, respected and supported within a workplace. Inclusion is about focusing on the needs of every individual and ensuring the right conditions are in place for each person to achieve his or her full potential. Inclusion should be reflected in an organization’s culture, practices and relationships that are in place to support a diverse workforce. Inclusion happens when an organization actively recognizes and promotes the diversity of its employees through fair practices, policies, and procedures. All of the employees are properly valued for the unique talents differences and unique talents that they each bring to the workplace. Organizations who make diversity and inclusion a priority are more likely to succeed in today’s global marketplace as it gives these workplaces a competitive advantage.

Workplace diversity refers to the variety of differences between people in an organization, including factors such as race, gender, cultural background, religion, age, sexual orientation, personality, and education. A diverse workplace environment acknowledges that how these differences are viewed can impact the fair treatment of people within workplaces. A diverse workforce provides many advantages to your company. It heightens awareness and can allow workplaces to serve a broader customer base, provides different perspectives for marketing and product initiatives, increases creativity, and job satisfaction. Programs and training that help immigrant employees navigate the workplace, and help non-immigrant employees understand the benefits of diversity, will improve working conditions for everyone and increase a workplace’s profitability. Diversity and inclusion in the workplace are known to increase organizational effectiveness, innovation and lead to greater employee satisfaction.

Canada is a progressively diverse country with many people coming from a wide variety of backgrounds and cultures. According to Statistics Canada, approximately 250,000 to 300,000 immigrants come to Canada each year. Two major demographic pressures affecting the Canadian labour force today include: the large number of baby boomers approaching retirement age and the shortage of young people available to replace them. Employers consistently report challenges in recruiting the skilled talent they need in their organizations. Competition for employees will continue and increase as employers are still being affected by the changing labor force demographics.

Two major demographic factors are affecting the Canadian workplaces today which are the large number of baby boomers approaching retirement age and the shortage of people available to replace them. Canada’s population is predicted to exceed 40 million people by 2036. In 2012, there were approximately 1.4 million people aged 80 or over, and by 2036 this could increase to 3.3 million. Although an official definition of the baby boom does not exist, it generally describes a period of increased birthrates lasting from 1946 to about 1965. The Great Depression of the 1930s had prolonged the decline in Canada’s birthrate as it had in most Western countries. The low point in Canada was reached in 1937, when the gross birthrate (the annual number of live births per 1,000 inhabitants) was 20.1. Improved economic conditions caused a recovery that began to accelerate during the Second World War. By 1945 the birthrate had risen to 24.3; by 1946 it had jumped to 27.2, and it remained between 27 and 28.5 per 1,000 inhabitants until 1959, after which it began to gradually decline.

There are skilled and talented young people who have not been effectively implemented into the Canadian workforce. The immigrant workforce, Canadian born minorities, youth and persons with disabilities have been overlooked in the past. Their talents have been wasted. However, Canada is now relying more on immigrants to adequately fill workplace demands. Employeers must recognize that every employee can bring a unique perspective and skill set that can benefit the workplace when these assets are utilized effectively. A diversity and inclusion strategy is most effective and sustainable when it Directly aligns with and helps to achieve the workplace goals, creates an environment where everyone feels that their input is valued and that they are encouraged to contribute ideas, and effectively utilizes the individual attributes of each employee to further the goals and overall success of workplaces. By embracing diversity and creating inclusive workplaces in Canada each employee can be given a better opportunity to use their talents and reach their full potential which can contribute significantly to overall success and effectiveness of workplaces.

Source: Statistics Canada

This article was contributed by volunteer blogger Shan Simpson.

Workplace Morale

Employee morale is the job satisfaction, outlook, and feelings of well-being an employee has within a workplace setting. Morale has been proven to have a direct effect on productivity and it is one of the key elements of effective workplaces. Research shows that morale has benefits related to the productivity, profitability, customer satisfaction and worker health within a workplace. Many workplaces have become aware of a direct connection between employee morale and productivity.

Morale is considered as one of the major factors affecting productivity and the overall stability of a workplace. Morale can drive an organization forward or a lack of morale can lead to discontent employees and poor job performance. Employees tend to lack motivation to perform their jobs when morale is low. Low morale may lead to reduced concentration, which can cause mistakes, poor customer service and missed deadlines. Compared to employees who are motivated, disengaged workers are less efficient, miss more workdays and cost their employers thousands of dollars in lost productivity. Strategies should be implemented that increase the workplace morale. Employers should recognize their employees’ ideas and opinions, be respectful to their employees, have one-on-one meetings with employees, and invest time understanding the strengths and weaknesses of each of the employees by getting to know each employee individually whenever possible.

Creating positive morale, among employees, is an important goal for any workplace. The relationship between employee morale and workplace performance is distinct. When employees are satisfied with their jobs, they are motivated to work harder and to contribute the best of their abilities toward the achievement of the workplace goals. They feel appreciated, important and significant members of the workplace. Whether positive or negative, feedback should be motivating and constructive. Effective feedback can help to keep the productivity and morale levels higher in a workplace. How employeers deliver feedback can create forward momentum or stall the progress in a workplace.

Employee morale can be very beneficial and can be a significant factor that allows workplaces to become more efficient and effective. Once employers have built trusting relationships and developed a foundation of respect, employees should respond with more creativity. The best way to nurture and benefit this creativity is to go by the philosophy that there are no bad ideas, only undeveloped ones. Job satifaction typically causes an employee to maintain more positive interactions with their employers, coworkers, clients, or anyone that they come in contact with. Keeping employee morale high is one of the best things that can be done to instill loyalty and maintain a productive workplace. It is important to keep the lines of communication open and always including good and bad reviews in a constructive way to forge strong relationships which can improve the effectiveness of the workplace.

This article was contributed by volunteer blogger Shan Simpson.

Profiles of Diversity -:- Lucas Woodcock

Lucas_Woodcock_2 Profiles of Diversity is a series in which we profile in each post one of the members of our Board of Directors.

Today’s member is Lucas Woodcock.

Lucas is the Treasurer on the Board.

By day he is a team leader at a local call centre. Lucas says his greatest strength is the ability to analyze others, and to find their strengths and weaknesses.

Lucas’s most favourite hobby is playing board games. He enjoys interacting with people in person, but he also enjoys the occasional video game.

He got interested in Journey to Diversity Workplaces for two reasons:

Peter (the CEO) asked.

He thought it was a great idea, and wanted to help others find their workplace happiness.

Lucas’ greatest achievement is:

Personal & professional success.

That he has lived, and loved.

In 5 years, Lucas sees J2DW hopefully one of the ten largest organizations in Canada.

Email Lucas!

Profiles of Diversity -:- Steven Bennett

Steven Bennett Profiles of Diversity is a series in which we profile in each post one of the members of our Board of Directors.

Today’s member is Steven Bennett.

Steven is Journey to Diversity Workplaces Vice Chair, and has been on the board since May 2014.

Steven is a Disability Support Worker in his professional life. He says his great strength is adaptability. He’s always changing with the circumstances.

His hobbies are sleep, work, and technology such as computers.

He joined the Board of Journey to Diversity Workplaces because he is an advocate for workplace change, service, equal pay.

His proudest achievement is working for Camp Hill.

In 5 years, Steven sees us having a fairly good member base, and turning our vision into reality.
Email Stephen!

Profiles of Diversity -:- Caitlin Jermey

Caitlin Jermey Profiles of Diversity is a series in which we profile in each post one of the members of our Board of Directors.

Today’s member is Caitlin Jermey.

Caitlin is the Secretary on the Board.

Caitlin works in the field of Human Resources. Here greatest strength is interacting, and communications. Her hobbies are being in a Choir, on the Board of the same Choir, and going to the gym.

She was interested in Journey to Diversity Workplaces because she wanted to volunteer her time towards a cause. Her proudest achievement is graduating from University, and in 5 years she sees J2DW having grown.

Email Caitlin!

The Pros and Cons of Minimum Wage

Canada’s minimum wage, the minimum hourly pay rate employers can pay their workers, varies across the ten provinces and the three territories. Each Canadian province and territory has a distinct set of minimum wage laws specifying the minimum wage, exemptions to the minimum wage, and other labor law issues. However, the debate continues concerning whether a minimum wage is beneficial for the countries that have implemented various minimum wage requirements.

In several countries, there is a discussion regarding the pros and cons of minimum wage. The initial minimum wage law was enacted in New Zealand. The first Canadian minimum wage legislation was passed in 1918 by both British Columbia and Manitoba. Among the many minimum wage arguments, leaders have expressed concern over encouraging outsourcing, ensuring workers can make a living, keeping market prices low, interfering with natural supply and demand, and the ability of new workers to gain adequate experience. Each of these minimum wage issues have presented varying affects on the economy, the gross domestic product of individual countries, and regional job growth.

Supporters of minimum wage laws often suggest that there are labor abuses and concerns over living wages. Advocates for an increase in minimum wage say it will lift workers out of poverty and stimulate the economy. Proponents of a minimum wage propose that a decent minimum wage would be a significant incentive for employees to be productive which creates a more efficient workplace. Workers must make enough to support themselves and their families. If left unchecked, businesses and corporations might take advantage of unskilled laborers as well as immigrants. These workers typically only have enough skills to qualify them for minimum wage positions, leaving them vulnerable to businesses that capitalize on a lack of government regulation.

Opponents of a minimum wage typically contend that there is potential disadvantage of outsourcing work to lower-paying countries, job growth statistics based on supply and demand, new workers, and the effects of wages on prices. Minium wages could erode the effectiveness workplaces when unskilled, cheaper labor is hired instead of the more skilled laborers. Those people opposed to raising theminimum wage are concerned that higher minimum wages are not only ineffective, but actually do more harm than good for the very working poor they aim to help. According to opponents, countries with high minimum wages cannot compete with other nations on price, owing to the increased cost of production. As a result, these countries often outsource low-paying work to other countries with lower wage standards, taking jobs and tax revenues away from the local economy.

This article was contributed by volunteer blogger Shan Simpson.