Voices of our Nation | 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.

How the Standard Hiring Process Excludes Neurodivergent Candidates

The process of applying for a new job tends to be pretty routine. Search job boards and agencies for a position that suits you, tailor a resume, write a cover letter, sit through a certain number of interviews, and with any luck, receive a job offer by the end. Most people don’t land a job on their first try—job hunting can be incredibly draining, even disheartening after a number of unsuccessful applications, but that’s accepted as par for the course. The process of applying for a job usually doesn’t vary much across different fields. The skills and experiences required for a given position change, but interviews themselves are frequently similar. This conventional process, however, is one that is structured against neurodivergent people and tends to filter them out, seriously inhibiting their chances of finding employment.

“Neurodivergent” is a non-medical umbrella term that describes people whose brain functions and/or learning processes differ from that which is considered “normal.” It includes autistic people, people with ADHD, people with learning disabilities such as dyslexia, as well as several other neurological differences (University of Connecticut [UConn], n.d.). Because the term describes disabilities that are frequently invisible, there is little way of knowing for certain whether or not an individual is neurodivergent, not even in the case of someone you think you know well.

While exact figures are not known due to the lack of published statistics on unemployment rates among people with neurological differences, as a whole neurodivergent adults remain acutely underemployed. Unemployment rates can run as high as 30-40%: three times that of people with physical disabilities, and eight times that of people who are not disabled (UConn, n.d.). Some subgroups face more struggles than others with finding work. Autistic people, for example, remain disproportionately underemployed, with only 16% of autistic adults working full time despite the majority of them wishing to pursue employment (London School of Economics and Political Science [LSE], 2017).

Most neurotypical people (the descriptor for people who are not neurodivergent) have a poor understanding of neurodivergence. Representation in the media remains low, and the representation that does exist often plays into stereotypes and presents a very narrow view of neurodiversity. The depiction of autistic people in popular culture tends to feature white men almost exclusively, contributing to a narrow public perception of what autism looks like (Devlin, 2018). This lack of understanding ends up informing the hiring process, so it isn’t surprising that neurodivergent people are at a serious disadvantage when it comes to finding employment. Neurodivergencies are often excluded from conversations around disability and accessibility in professional environments because, to put it bluntly, our society is structured without neurodivergent people in mind. While the process of applying for a job may be relatively straightforward to a neurotypical person, for neurodivergent people it presents a series of challenges that often go unacknowledged.

The accepted blueprint for professional conduct is one that differs from the way in which many neurodivergent people operate, a by-product of societal ableism. Most job interviews, for example, rely heavily on the candidate’s ability to speak smoothly and pick up on social cues, which is precisely something that many neurodivergent people struggle with (Mumford, 2022). Many other behaviours that employers usually look for in potential candidates are also likely to exclude neurodivergent people. For example, candidates are expected to maintain eye contact with the interviewer, which is difficult for many autistic people. A candidate who fidgets may be considered too unprofessional and “not serious enough” for a certain position, even though people with ADHD and other neurodivergencies often have trouble sitting still. Many neurodivergent people are aware of these expectations, and sometimes spend extra energy during interviews masking their known neurodivergent traits. They might concentrate on maintaining eye contact with the employer or consciously suppress the need to fidget throughout the interview. The anxiety and mental exhaustion caused by masking can seriously impact performance during an interview that a neurotypical candidate would navigate with ease.

This means that a perfectly qualified candidate who happens to be neurodivergent will be filtered out by design, simply because they have difficulty presenting themself in a way that is arbitrarily considered to be “acceptable” in a standard interview (Mumford, 2022). Adjusting the hiring process to be more considerate of neurodivergent individuals is one significant way in which employers can create a more diverse workforce. For instance, some companies, especially large corporations, partner with advocacy groups to offer special programs that are dedicated to recruit neurodivergent talent (Fitzell, 2022). These programs are specifically structured to meet the needs of neurodivergent individuals during the recruitment stage.

While enormously beneficial for some, however, the effectiveness of such programs is still limited. For one thing, they require neurodivergent people to disclose their disability to a potential employer. For another, these systems don’t consider the fact that there are many neurodivergent people who have not received a diagnosis, thus barring them from receiving necessary accommodations. In particular, women remain underdiagnosed for neurodivergencies because of lingering assumptions that disabilities like ADHD and autism are “male disorders” (Devlin, 2018; Sigler, 2022). In the case of BIPOC men, underdiagnosis is an issue heavily linked to systemic racism. Young Black boys who have trouble concentrating in class are more likely to be dismissed as “disruptive” or diagnosed with a conduct disorder instead (Bogard, 2022), thus leading to a series of challenges and missed opportunities that stem from not having their needs met in childhood. The lack of documentation for a disability does not invalidate these individuals’ experiences and struggles in finding employment, and it should not mean that they aren’t just as entitled to accommodations as those who have received a diagnosis.

Fortunately, there are a number of steps that employers can take to make their hiring process more inclusive of neurodivergent candidates. For one, employers can embellish job advertisements by including a short audio file or video that explains the job posting along with the usual text file, letting interested candidates choose between the format that works best for them, and thus being more inclusive of dyslexic people and those who receive information better in a non text-based format (Mumford, 2022). Employers might also consider going beyond the traditional interview by creating a system in which all candidates are evaluated “on the job” by completing tasks or doing a test project to better determine if they will be the right fit for a given position (Mumford, 2022). While hardly making up an exhaustive list, these are two ways of making for a more inclusive hiring process without requiring candidates to share sensitive information about their disability with a potential employer.

But perhaps the most important thing you can do as an employer is to check your own biases, look beyond the standard social cues you’re accustomed to searching for, and reassess the criteria you use to identify a successful candidate (LSE, 2017). Seek out neurodivergent voices, such as local advocacy groups, and ask them what you can do during the onboarding process to be more mindful of neurodivergent peoples’ needs. By doing further research on neurodivergence, you can go a long way in making for a more diverse workforce, and creating more opportunities for qualified, talented individuals who will have plenty to offer once given a chance.

Sources

Bogard, M. (2021, October). Black Adults Who Live With ADHD. CHADD. Retrieved August 24, 2022, from https://chadd.org/adhd-news/adhd-news-adults/black-adults-who-live-with-adhd/

The Center for Neurodiversity and Employment. University of Connecticut. (n.d.). Retrieved August 24, 2022, from https://entrepreneurship.uconn.edu/neurodiversitycenter/

Devlin, H. (2018, September 14). Thousands of autistic girls and women ‘going undiagnosed’ due to gender bias. The Guardian. Retrieved August 24, 2022, from https://www.theguardian.com/society/2018/sep/14/thousands-of-autistic-girls-and-women-going-undiagnosed-due-to-gender-bias

Employers may discriminate against autism without realising. London School of Economics and Political Science. (2017, August 10). Retrieved August 24, 2022, from https://blogs.lse.ac.uk/equityDiversityInclusion/2017/08/employers-may-discriminate-against-autism-without-realising/

Fitzell, S. A. (2022, April 19). Inclusive Hiring: How to Revamp your Company’s Recruitment and Interviewing Processes. Medium. Retrieved August 24, 2022, from https://medium.com/neurodiversity-at-work/inclusive-hiring-how-to-revamp-your-companys-recruitment-and-interviewing-processes-8ec64ab5fd5d

Mumford, C. (2022, May 24). Adapting Hiring Processes to Get Neurodiverse Hiring Right. Simplify VMS. Retrieved August 24, 2022, from https://simplifyvms.com/2022/05/24/neurodiverse-hiring/

Sigler, E. (2022, July 11). ADHD Looks Different in Women. Here’s How – and Why. ADDitude. Retrieved August 24, 2022, from https://www.additudemag.com/add-in-women/

This article was written by summer student Cossette Penner-Olivera and edited 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.

Understanding the Alphabet Soup of Inclusive Language Part II

This blog post is the second instalment of a series. The first post in this series introduced the idea of inclusive language and provided a beginner’s guideline on its use when addressing racialized employees. This second instalment focuses on disability, gender, and sexuality.

Making use of inclusive language is a significant way in which you can establish your organisation’s commitment to diversity, and communicate to clients and employees that your workplace is a welcoming environment that respects others’ identities. As you begin to use inclusive language more regularly, you may find yourself adopting terms and phrases that are new to you, some of which may challenge your preconceived notions of the structure of your society. But a commitment to diversity and allyship requires the flexibility of an open mind and a willingness to learn.

When it comes to matters of disability, one phrase you may or may not have encountered is person-first language. Person-first language is based on the view that people are complex and cannot be pared down to any single aspect of their identities (Ferguson & Bellamy, 2022). In practice, person-first language describes “a person with a disability” rather than “a disabled person.” While the intention behind person-first language comes from a place of respect, it is actually a point of contention within the disability community. Many of its members prefer to use identity-first language, and opt to self-describe as “a disabled person.”

To some, the aim of person-first language to centre upon personhood doesn’t achieve its goal of making disabled people feel more included. Instead, it makes it seem as if an individual’s disability is something negative, something they should want to be separated from, rather than another characteristic like hair colour, gender, or religion (Liebowitz, 2015). In reality, a person’s disability is integral to the way they live their life; it is often a meaningful component of their identity (Brown, n.d.). Consequently, many disabled people prefer identity-first language because it comes from a place of disability pride and more accurately underscores the reality of being disabled. Identity-first language is preferred by many disability activists, especially within the Deaf and autistic communities (National Center on Disability and Journalism [NCDJ], 2021).

It’s important to recognize that there is no singular approach when it comes to the appropriate use of identity-first vs. person-first language. After all, some within the disability community, such as those with intellectual disabilities, prefer person-first language (Liebowitz, 2015). At the end of the day, it’s considered best practice to use the terminology that those with disabilities would prefer, not what allies or what parent and physician groups have to say. When addressing disabled employees and clients, consider asking them what language they’re most comfortable with. When conferring with individuals is not an option, it would be best to research which terms tend to be preferred by that subcommunity in particular. Note that suggestions regarding the use of person-first language are not as straightforward as some diversity guidebooks may have you believe. Simply being thoughtful with the terminology you use is an important component of applying inclusive language effectively; in most cases, it is not a simple checklist of dos and don’ts.

Meanwhile, the use of queer-inclusive language can present its own set of complexities. There are a number of different subgroups within the queer community. Some, like the asexual or intersex communities, receive little attention in the media, with the result that public understanding of those communities is limited. It’s best to turn to queer-run organizations for guidelines on what language to use when referring to different members of the LGBTQ+ community. Organizations like Pride at Work Canada (PaWC) and The 519—Toronto’s main queer community centre and charity—both provide resources on the definitions and usage of LGBTQ+ terminology (and, in the case of PaWC, offer a course designed specifically for employers on queer history and phrases, which is linked below).

Although it isn’t feasible to discuss the nuances of every queer identity in existence in one blog post, J2DW can offer a few key pointers. When addressing the community as a whole, it is widely accepted to use the phrases “queer” and “LGBTQ+.” Most queer people use these phrases interchangeably when speaking about their community. If you are addressing one employee, it is usually acceptable to refer to their particular identity if they have shared it with you. However, if an employee self-identifies as a member of the LGBTQ+ community but has not shared more specifics about their identity, it is inappropriate to request that they go into more detail. Gender identity and sexual orientation are deeply personal matters, and there are a number of reasons behind why an employee may have chosen not to share the specifics of their identity at their workplace. If you aren’t sure how to address an LGBTQ+ individual, the umbrella term “queer” is generally a safe bet, and that individual will let you know if they’d prefer to be addressed in some other way.

Respecting people’s gender identities is a crucial component of creating a queer-inclusive workplace, and the language you use should reflect that. Do not make assumptions about the gender identity of your employees and clients, and always refer to them by the correct name and pronouns regardless of what their official ID might indicate (Vulpe, 2018). There’s also a chance that you may find yourself referring to someone who uses they/them pronouns. Using singular they/them pronouns might be confusing at first, but you’ve probably been using them already without even realizing it. Take the case, for example, of having found an abandoned wallet in public. “Someone lost their wallet,” you might think. “I should check to see if there’s any ID inside and notify the owner so they can pick it up.” It’s also best to use gender-neutral pronouns when talking about individuals in a hypothetical or general sense; doing so is in fact more natural than the clunky he/she, and it is inclusive of everyone regardless of their gender identity (Ferguson & Bellamy, 2022).

Of course, groups of people sometimes disagree over preferred terminology. Members of a community, such as the LGBTQ+ community, are not a monolith. Queer people may unite over a broader shared experience, but they are still individuals with diverse opinions and their own personal life events that have shaped the way they navigate and present themselves to the world. If you are engaging with one specific employee or group of employees who happen to prefer a different term of address than what is commonly preferred by those who share their identity, always ensure you meet those individuals’ wishes. A workplace cannot be included unless the individual needs of the people within that workplace are met.

As you learn more about adopting inclusive language into your vocabulary, understand that you are likely to make mistakes and that these are a natural part of the learning process. In these instances, the best you can do is apologize to the people you might have unintentionally hurt and try to ensure that your use of terminology is amended in the future. Though you may become frustrated, embarrassed, or ashamed when you make mistakes, try to view these occurrences as an opportunity for growth. Intent will take you a long way on the road to promoting diversity, and your concern over being respectful towards those who might be different from you will help you overcome some hurdles as you adjust to using new terminology.

Sources

Brown, L. (n.d.). Identity-First Language. Autistic Self Advocacy Network. Retrieved August 13, 2022, from https://autisticadvocacy.org/about-asan/identity-first-language/

Disability Language Style Guide. National Center on Disability and Journalism. (2021, August). Retrieved August 13, 2022, from https://ncdj.org/style-guide/

Ferguson, J., & Bellamy, R. (2022, May 20). How to get better at using inclusive language in the workplace. Fast Company. Retrieved August 13, 2022, from https://www.fastcompany.com/90753901/how-to-get-better-at-using-inclusive-language-in-the-workplace

LGBTQ2S Glossary of Terms. The 519. (2020, February). Retrieved August 13, 2022, from https://www.the519.org/education-training/glossary

LGBTQ2+ 101: History, terms and phrases. Pride At Work Canada. (n.d.). Retrieved August 13, 2022, from https://education.prideatwork.ca/LGBT101.html

Liebowitz, C. (2015, March 12). I am Disabled: On Identity-First Versus People-First Language. The Body Is Not An Apology. Retrieved August 13, 2022, from https://thebodyisnotanapology.com/magazine/i-am-disabled-on-identity-first-versus-people-first-language/

Vulpe, J. H. (2018, May 7). Listen Before You Speak: Discussing Trans and Gender-Diverse People in the Media. The 519. Retrieved August 13, 2022, from https://www.the519.org/news/media-reference-guide-01-18

This article was written by summer student Cossette Penner-Olivera 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.

Understanding the Alphabet Soup of Inclusive Language Part I

Inclusive language is a term used to characterize a choice of words that seeks to include people from a diverse array of backgrounds, in order to encompass as many groups of people as possible. The terminology of inclusive language is such that it is all-embracing and respectful of everyone—particularly those belonging to marginalized groups. Its use has been steadily growing in professional spaces including workplaces, academic institutions, and in the media. At first, growing accustomed to the everyday use of inclusive language may be challenging. It can be overwhelming and even intimidating to embrace a new terminology that challenges the way one is accustomed to speaking, and it may bring unconscious biases to light. But through training, a little practice, and by keeping an open mind, incorporating inclusive language into your vocabulary will soon become second nature.

A number of organizations offer extended training and courses on the understanding and use of inclusive terminology specifically within the workplace. In this blog post, Journey to Diversity Workplaces will offer guidelines and resources for how you as an employer can start to examine the language you use in order to create a more accommodating workplace. This week, we focus on using Black- and Indigenous-inclusive language, but in a follow-up blog post we’ll discuss inclusive language as it relates to disability as well as gender and sexuality. Remember that this article is only intended as an introduction, and does not claim to serve as the be-all and end-all of what your inclusive language training should look like in terms of discussion on matters that concern race and equality.

As you go forward, bear in mind that there may be conflicting ideas over the most respectful term to refer to a group of people. As an employer, you may be inclined to turn to government resources in order to ensure that you’re using the appropriate terminology when addressing your employees, and when making reference to BIPOC, queer, and disabled communities in general. But it’s always best to listen to the preferences of the members of the minority groups that the language is describing and to treat those preferences as having authority over what official organizations might suggest. They are the ones most directly affected by the language you use.

Each topic addressed in this blog article requires a high degree of nuance, and most terminology used to refer to underrepresented groups carries a high degree of weight. Though we cannot provide an in-depth exploration of those nuances in one short blog post, we can run through some of the more common examples of inclusive language you will likely find useful in the workplace.

When referring to racial minorities as a whole, the term most commonly used in racial equality circles is BIPOC, an umbrella term that stands for “Black and Indigenous People Of Colour.” It is an expansion of the previously-used People Of Colour (POC), with the first two letters added to give more visibility to Black and Indigenous communities. Nowadays, the acronym BIPOC is preferred over POC because it emphasizes the unique types of racism that these groups experience, in particular the deep-rooted and lasting effects of slavery, colonization, and genocide (Olsen, 2022).

Capitalizing the letter B in Black is considered respectful and more inclusive when referring to Black people or to Black coworkers. In the United States, the National Association of Black Journalists (NABJ) made an official statement that they would be capitalizing the B in Black in all their communications going forward as of 2020, and recommends other organizations adopt the same practice out of respect for the Black diaspora (National Association of Black Journalists [NABJ], 2020). The capitalized Black is also preferred over the phrase African Americans because, quite simply, not all Black people are American, nor does their ancestry necessarily trace back to the African continent (Olsen, 2022).

Opinions are a little more divided over the capitalization of the letter W when referring to white people. Some Black-run organizations, including the NABJ, choose to capitalize the W in white as part of a blanket procedure for describing all racial groups. However, it’s also important to consider the race-driven context, one that white people do not share, in which Black is capitalized as a means of upholding a shared community and history, partially in response to white supremacy. There’s no easy answer here, so it may be worthwhile to invite a group discussion over the capitalization of W in white at your workplace, provided that BIPOC employees are given ample opportunity to voice their opinions in such discussions. Regardless of your company’s decision regarding the term white, however, continue to capitalize the B in Black unless your Black employees and clients express the wish to be referred to in another way.

Choosing the right terminology for Indigenous communities is sometimes challenging because there are so many different nations and communities that originate from Canada, each with its own needs and preferences. As a rule of thumb, it’s always best to refer to someone’s particular nation by name when talking to an individual or addressing a specific issue (Baker et al., 2021), but “Indigenous peoples” is generally considered an acceptable term when talking more broadly about Indigenous-related topics. Employers should turn to Indigenous-run organizations for more detailed guidelines regarding using inclusive terminology.

Indigenous Corporate Training Inc. (ICT) offers one such resource on their website, listing the circumstances under which it’s appropriate to use terms that have been used to describe Indigenous peoples. Aboriginal, for example, is a term that includes all First Nations, Inuit, and Métis Peoples, and may sometimes be used interchangeably with the term Indigenous peoples. However, some First Nations prefer not to be called Aboriginal (Indigenous Corporate Training [ICT], 2016). They also advise that while the descriptor “First Nations” covers many communities within Canada, it does not include Inuit and Métis Peoples—and many of those communities still prefer the term Indigenous, as they have publicly expressed in Ontario and elsewhere (ICT, 2016). For this reason, “Indigenous” is often preferred by many nations in Canada because of its inclusiveness.

Having said all that, it’s vital that you abide by the wishes of your Indigenous employees and clients by prioritizing the language they prefer. Language is highly personal, and there is a great diversity of thought within each individual nation (Baker et al., 2021). Though based in the United States, where some nations refer to themselves differently than those within Canada, the organization Native Governance Center explains that you should never assume all Indigenous peoples will use the same terminology. The same principle applies here in Canada.

Listening to the voices of the people you work for and work with is the most effective way in which you can create a more inclusive workplace. In practice, equality demands more than just using the right terminology. Concern for diversity needs to be reflected in your actions as an individual employer and as a company, but using inclusive language is a key starting point from which you can begin discussing how you and your company can continuously strive to do better.

Sources

Baker, T., Little Elk, W., Pollard, B., & Yellow Bird, M. (2021, October 1). How to Talk About Native Nations: A Guide. Native Governance Center. Retrieved August 13, 2022, from https://nativegov.org/news/how-to-talk-about-native-nations-a-guide/

Indigenous Peoples terminology guidelines for usage. Indigenous Corporate Training Inc. (2016, July 20). Retrieved August 13, 2022, from https://www.ictinc.ca/blog/indigenous-peoples-terminology-guidelines-for-usage

NABJ Statement on Capitalizing Black and Other Racial Identifiers. National Association of Black Journalists. (2020, June 11). Retrieved August 13, 2022, from https://nabjonline.org/blog/nabj-statement-on-capitalizing-black-and-other-racial-identifiers/

Olsen, B. (2022). What Does the Term BIPOC Mean and Why Is It Important? LGBTQ and ALL. Retrieved August 13, 2022, from https://www.lgbtqandall.com/what-does-the-term-bipoc-mean-and-why-is-it-important/

This article was written by summer student Cossette Penner-Olivera and edited by summer student Ilesha Prabhudesai. 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.