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Workplace Issues and Solutions

There are a variety of workplace issues that both employers and employees encounter. Some of these issues are minor while other workplace issues are more significant and require frequent attention from employees for the workplace to function properly.  While it is the responsibility of management to take steps to develop strategies to combat workplace issues, employees also have a responsibility to speak up when they recognize issues that contribute to or may eventually lead to problems.

Communication between employers and employees is very often a cause of workplace issues. If employers are not open to listening or implementing solutions that would make life easier or more efficient for workers, it can create the perception that the employers do not care about the employees. This perception can cause employers to lose the respect of the employees. Resentment and bitterness often follow which usually will lead to other issues.

Negative attitudes and less than professional behavior can poison the workplace atmosphere. Conflicts will arise in every workplace at one time or another. Rather than let issues fester and resentment accumulate, it is essential that active steps be taken to find creative ways to minimize or eliminate common problems. Employers and employees should work to peacefully resolve these issues with colleagues and to develop creative strategies that make it easier for a possible solution to be reached that incorporates the various ideas from employees and employers. It is important for the specific issues to be properly identified so that effective strategies can be implemented to address these concerns within workplaces and communication is a key aspect of conflict resolution within the workplace.

Tensions in the workplace will occur on occasion, but before you speak to others about your concerns, you should always make sure your own behavior is part of the solution, not the problem. For example, if you feel constantly annoyed because a coworker takes extra long breaks throughout the day to smoke or go to lunch, try to control your own annoyance rather than your co-worker. Remember that others probably notice this behavior also and that when it is time for the boss to hand out bonuses or promotions, your long-lunching friend may be left behind. Try to channel your irritation into your own projects and duties. This strategy may help motivate you to more productive and you may be pleasantly surprised at the rewards. Make sure that you do not mimic the behaviors you find upsetting. Always arrive on time to work and stay until the end of the day. Take your allotted lunch period and no more. If you must take a break, take a quick walk to get some exercise.

Workplace problems require that people work together toward appropriate solutions and not create more issues. If the type of situation in your workplace is significant you may want to suggest that a meeting is held to address your concerns. During the meeting discuss the workplace problems and brainstorm solutions to solve it. If people are asked for their input they are often more willing to actively participate in finding a solution. When better problem solving strategies are implemented and consistently reevaluated it will allow for workplaces to function more effectively and efficiently.

This article was contributed by volunteer blogger Shan Simpson.

Language diversity

Workplaces should strive to diversify their workforce by focusing on recruiting and hiring workers of different cultural backgrounds and nationalities. Employees with a variety of cultural background in the  workplace can offer benefits such as a broader range of perspectives and a greater ability for the workplace to compete globally.  Diversity can be an asset to workplaces when it is managed properly. However, introducing an assortment of languages and cultures into a work environment can create workplace barriers that must be overcome.  Workplaces need to adequately address language issues to allow employers and employees to effectively work together.

Cultural and language differences can prevent effective communication and workplace interaction. Workers who are not fluent in the primary language used in the workplace may have a significant difficulty expressing their needs or responding to requests from their employers or coworkers. If their job involves customer contact, they may have difficulty understanding a customer’s questions and provide incorrect or misleading information. A customer who is unable to clearly understand the worker due to a heavy accent or lack of command of the language may become frustrated and take his business elsewhere. Employers may face the obstacle of having to adapt their management style to meet the needs of workers from a different culture. Workers from some countries often believe that asking a supervisor questions is a sign of disrespect and that they should simply do as they are told. A employer may become frustrated with the lack of input from these employers and develop strategies that creates a workplace environment where each employee’s suggestions are encouraged and valued.

A diverse workforce could also lead to the formation of various groups where workers of similar cultural backgrounds or who speak the same language bond together. These employees may be reluctant to have any social interaction with those outside of their group. Employers and employees must recognize that there is a problem so that solutions can be developed that allow for better communication within the workplace. English is a complex language and non-native English speakers must often make a constant effort to understand the language and to be understood. When employees are unsuccessful understanding the predominant language these employees may feel inadequate and powerless. These are feelings that can interfere with their job performance and satisfaction. A patient, understanding employer can go a long way toward preventing or relieving such feelings. It is very important that employers and employees communicate effectively with each other to allow the workplace to run efficiently.

This article was contributed by volunteer blogger Shan Simpson.

Minimum wage is failing us

[themify_quote]

More than 60 million people in U.S. households depend on the earnings of a low-wage worker, according to a new report released on Tuesday.

The research shows that most low-wage workers are frequently the primary breadwinners in their families and they are not, as commonly thought, teenagers with few skills still living with their parents, according to the report by Oxfam America and the Economic Policy Institute.

~ More than 60 million households rely on low-wage workers

[/themify_quote]

Is it not sad when families have to depend on minimum wage to pay their bills? That they rejoice because their wages can go no lower – it’s the law.

It used to be that our minimum wage earners were your stereotypical pimply teenager who worked at a fast-food place, or some other retail job. But with how our economy has been, more and more adults, and families are relying on minimum wage. Almost 40 per cent of minimum-wage workers are 25 or older.

Ontario’s minimum wage is $11 an hour. Imagine working 40 hours on that, and having to feed two kids.

So what is the alternative then, if minimum wage is failing us as a society?

  • Some would suggest an earned income tax credit.
  • Others suggest a basic income for every Canadian.
  • And even more suggest a negative income tax.

I think employers also have a duty, where possible, to pay their employees a fair wage. What is a fair wage? Depends on both the job, and how long the employee has been there. If someone is still making minimum wage after 5 years, something is seriously wrong. Employers can pay a livable wage, and still make a tidy profit.

Diversity vs Equality

Equality is ensuring individuals or groups of individuals are treated fairly and equally with no less favourable treatment, specific to their needs, including areas of race, gender, disability, religion or belief, sexual orientation and age than any other employee receives. Diversity recognizes, respects and values peoples’ differences to contribute and understand their full potential by promoting an inclusive workplace atmosphere for employers and employees. It is essential that our culture respects and includes people from different backgrounds. An inclusive workplace would help organizations to create better products, spread new markets, and gain more resources which will strengthen the organization.

Workplace equality and workplace diversity are very different concepts. However, equality in the workplace is largely dependent on an acceptance of diversity in order for there to be equal treatment in the work environment.  An equality of opportunity means that qualified people have the same chances of landing a job, being promoted, and contributing ideas that are acted upon in the workplace. Workplace equality can be promoted by examining the hiring and promotion practices to ensure that minorities have as much opportunity as non-minorities. In addition, an organization should have strong policies that ensure employees treat each other fairly. Workplaces should have zero tolerance for discrimination and harassment, equal pay for equal work, and reasonable accommodations for their disabled employees.


Every employer and employee should be willing to accomplish their fair share of the work in workplaces. My previous employers have fairly worked with me to ensure that I was able to complete the assigned tasks while still maintaining an equal workload that was reasonably comparable to the workload assigned to other employees. Those experiences have taught me that communication is a very element that assists workplaces to be successful.  However, there still are some significant accessibility that could be better addressed which has caused less employment opportunities to be available to me in this American town. Progress has been made to raise awareness of workplaces issues, but certainly more effort could be made to further address the awareness of these vital issues globally within our workplaces.

This article was contributed by volunteer blogger Shan Simpson.

How to maintain Holiday Diversity in the Workplace

Now there’s something we don’t often take into consideration: diversity in the workplace during the holidays. Since a good majority of the population in Canada is Christian – or assumed to be – we often don’t think that something so small as saying “Merry Christmas” to our fellow workers might be offensive or make them feel uncomfortable. Here are a few ways to make everyone feel equal in the workplace during the holidays!

1) Keep it minimal when decorating the office. Remember, less is more. Minimal decor includes things such as Christmas lights, while keeping in mind to avoid any lettering, unless they read “Happy Holidays.” Feel free to string up those red and green or icicle lights! Ribbons and bows are acceptable as well. Santas, reindeer, Christmas trees, nativity scenes – definite no-no’s!

2) Avoid “Secret Santa.” Seriously. Unless you know for sure that everyone in your office is a devout Christian, then you run the risk of offending that guy who sits in the cubicle next to Joanne who may be, say, a Jehovah’s Witness (hint: they don’t celebrate any holiday, under any circumstances). Remember, Christmas is considered a Christian holiday, so think of all the other religious groups who don’t celebrate it. And while Santa isn’t mentioned in the Bible, the whole concept of receiving presents, putting up a Christmas tree, and so on, is considered to be for those of Christian faith. If you absolutely must give a few select people in the office a gift, do so discretely.

3) Giving your employees a Christmas bonus? Start calling it the “Holiday bonus.” Well, either that, or just not give them a bonus at all. However, if the entire office is putting in those extra hours just to get that bonus they’re expecting, then rewarding people with a “Holiday bonus” keeps everyone happy.

4) Change the way you greet your employees. It seems like nothing when wishing them a “Merry Christmas.” The easy solution – if you absolutely must, start wishing them a “Happy Holiday.” This applies to when you are sending out a group email at the office, or just speaking to someone face-to-face.

Your employees will take notice of you putting in the effort to make the workplace comfortable for everyone during this Christmas season. To avoid any unnecessary issues, don’t be afraid to encourage people to do the same!

This article was contributed by volunteer blogger Sara McKerracher.

Moments of Action

[themify_quote]Tomorrow, and tomorrow, and tomorrow,
Creeps in this petty pace from day to day,
To the last syllable of recorded time;
And all our yesterdays have lighted fools
The way to dusty death. Out, out, brief candle!
Life’s but a walking shadow, a poor player,
That struts and frets his hour upon the stage,
And then is heard no more. It is a tale
Signifying nothing.

~ Macbeth, by William Shakespeare[/themify_quote]

This past weekend, I went to see The Hunger Games Mockingjay: Part 1. It was an exceptional movie, as the previous movies have been. It inspired me, and made me think a bit about what we are doing.

I am pleased to report that we are on the cusp of something significant. This past Thursday, the board approved two actions to move forward. The first is to start up a low cost business from scratch. The other, to investigate a business listed in the MLS database. Both are being worked on as I type this.

Coming up in just over a week is Giving Tuesday. This is your opportunity to help us reach the finish line, to move past the cusp into reality. How can you help?

 

  1. Become a member. Or purchase a gift membership for the holidays.
  2. Donate today, or on Giving Tuesday.
  3. Purchase donation certificates as stocking stuffers.
  4. Volunteer for us!
  5. Join the board!

 

There is a reality we face as a brand new non-profit, and that is we have no credit rating. That means for whichever business we start and/or purchase, we will likely need a co-signer to get a loan. If you’d like to consider becoming a co-signer, contact us!

Coming up the day after Giving Tuesday will be our one year anniversary.

During the month of December, we’ll have more blog posts from our Voice of our Nation series, plus we’ll be profiling our board members in a new series titled Profiles of Diversity.Please help us to make our upcoming goals a reality!

[themify_quote]It changed the future .. and it changed us. It taught us that we have to create the future .. or others will do it for us. It showed us that we have care for one another, because if we don’t, who will? And that true strength sometimes comes from the most unlikely places. Mostly, though, I think it gave us hope .. that there can always be new beginnings .. even for people like us.

~ General Susan Ivanova, ‘Sleeping in Ligh’t, Babylon 5[/themify_quote]

Diversity vs Inclusion

Diversity v. Inclusion. What are they? Aren’t they the same thing? Personally, I would have to say no. Diversity, to me, looks like a workplace where people of different creeds, colours, race, religion, sexual orientation, ability and gender are represented. Management decide who is hired and is a part of the team. That is how a diverse workplace is created, but this does not ensure that employees feel a sense of inclusion.

In the workplace I consider myself a minority. I am a South Asian woman and I am an immigrant.  I moved to Canada as a child, so many people find it difficult to believe that English is not my first language.  I have heard many  stories of people struggling to feel accepted in their workplace, but I have never really felt such an experience.  Throughout my 11 years in the workforce I have worked in a variety of areas; childcare, mental health and most recently, legal services.  In my experience, people have been inclusive, curious and kind.  I have been asked numerous questions about my background and culture.  Some questions were funny, “So….what is underneath the turban that men wear?” and some were serious, “How do you plan on raising your children since you and your husband are two different religions?” (I am Hindu and he is Sikh).  Personal experiences have shown me people are sometimes unaware of my cultural background and beliefs, but are more curious than anything else. I have been honest and open and have tried to answer questions to the best of my ability and usually the response I’ve received from my colleagues is, “Wow, that’s neat and different”.  The more open and honest I have been with my colleagues, the more comfortable they feeling asking me questions and expressing their feelings.  This openness and candor has allowed me to experience a sense of inclusion in the workplace.

An employer decides who to hire and that is how a diverse workplace is built.  But inclusion depends on more than just who is hired.  Employees have to be open and comfortable with themselves and their background and colleges in the work place must be respectful and open to listening.  All parties must feel heard and respected only then can an environment of diversity be sustained.  In a global world all colours, creeds, backgrounds and races are interacting with each other on a daily basis.  Inclusion in the workplace comes into fruition when respect and openness are a part of a working environment.

This article was contributed by volunteer blogger Parul Datta.

Age Diversity and the Workplace

Age diversity is the ability to accept all different types of ages within a workplace environment. A workplace composed of different age groups creates an environment where each generation brings different skills and talents to the workplaces.  Each employee brings attributes and attitudes that have value to the workplace and each has a role to play in the success of workplaces.

Workplaces are becoming increasingly diverse in age. This increase in age diversity is creating a workplace environment that is rich with experience and maturity as well as youthful exuberance. Workplaces that employ workers in a broader range of age have the advantage of creating a dynamic workplace with a diverse range of skills.  Employers need to develop strategies that will allow age diversity to be an asset to workplaces as each employees’ potential is maximized.

Age diversity is a reality in today’s workplace, and will only increase in the future. Workplaces will be more successful when employers gain an understanding of how to effectively blend the age diversity together to utilize the full potential of each of their employees. Workplaces that encourage age diversity can inspire all of their employees to perform to their highest level of ability. In contrast,  a workplace that is heavily composed only of people in a particular age demographic runs the risk of becoming obsolete.

Every employee can benefit from being exposed to new ideas and thinking. Younger employees will typically have a better understanding of modern technology while older employees will bring more years of experience. So developing a diversity of both younger and older employees could be very beneficial within the workplace.  Interacting regularly with the different generations in the workforce can add different perspectives and an understanding of the various approaches differing generations take in the workplaces and their daily lives.  Employees of all ages can add value to workplaces, and will be important components in the diverse workplace of the future. The age diversity has improved in the modern day workplace, but employers still need to be more aware of the potential beneficial aspects of promoting age diversity in the workplace.

This article was contributed by volunteer blogger Shan Simpson.

Why I am thankful

We are lucky here in Ontario, Canada to have some really nice weather – despite it being almost mid-October. Usually I expect snow by now, but instead it has held off in favour of both unseasonable high weather, and a balmy autumn.

Yesterday was Thanksgiving here in Canada, and I am more than thankful for a few things.

We are a country of enormous natural beauty and with thousands upon thousands of square kilometres of untouched wilderness. We have pockets of wild places within reach of most urban centres. ~ Elizabeth May

So what is it I am thankful for?

  1. Health and safety standards in Ontario. Things like the right to refuse unsafe work. Health and safety isn’t a priority everywhere, and that is when it is or is not enforced. Some countries don’t even have such legislation.
  2. Minimum wage. Many countries have no such thing, and while I think Ontario’s could be a lot higher, at least we have one.
  3. Television. Because we all need to be able to relax. Our lives, and jobs, are stressful enough.
  4. A diverse culture here in Canada, that makes things more interesting, and more creative.
  5. The changing winds that bring us new technology, new foods, new friends, and certainly new culture.

I hope you and your family had an amazing Thanksgiving, and have a wonderful autumn!

Critical Life Choices and Events Shaping People

Each of us have significant moments, experiences, and events in life that can change our perceptions.

Our perceptions of the world can also change as we age or mature throughout our life. People have various values, beliefs and come from different ethnic backgrounds which contributes to shaping who we are.  Every employee will usually bring specific skills into the workplace and these employees can develop additional skills through training programs that can be an asset to workplaces if employees are willing to effectively manage these skills.  Workplaces will be more successful when the strengths and weaknesses of employees are properly managed so that the workplace can maximum the potential of individual employees.

I grew up in a small town in the United States which helped me to form my perceptions of the world.

Spending a few months per year living in larger cities in the United States as an adult has changed some of the early perceptions that I had developed at a younger age and further shaped who I am as an individual. Being physically disabled has also altered my perceptions and that experience have given me a unique perception of life that may differ from the perceptions that most people typically will have in their life.  As I’ve matured I’ve had experiences that have allowed me gain a much broader perception of the world around me than I could have had when I was younger as well.  For example, my mom died of breast cancer which caused me to be less naive and made me learn to be more self-reliant. Traveling to other countries has also helped me to form different perceptions than I had prior to those experiences and my education also adjusted my perceptions as well.

It is important that employers are aware of the perceptions and skills that each employee can bring to the workplace.  Supervisors and employers need to be aware of their own skills, strengths, and weaknesses as well.  Training and management strategies must be implemented that will allow workplaces to successfully operate more efficiently while also providing an opportunity for each employee to maximize their full potential.  Diverse employee backgrounds should not be seen as a weakness within the workplace, but rather as a strength that can greatly benefit workplaces. Employers should be willing to encourage more diversity in the workplaces so that a wider variety of ideas can be developed that can benefit the workplace.

This article was contributed by volunteer blogger Shan Simpson.