News | Journey to Diversity Workplaces

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.

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

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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

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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.