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Tag: 2021

Vaccination etiquette in the workplace

In these unprecedented times, the Covid-19 pandemic has brought to light many questions. As the world is moving towards reopening, employees and employers are concerned about what the etiquette surrounding vaccination status will be. Whether or not the question of vaccination status can be posed, not only by customers, but also by employers as a condition for the job. Should employers be allowed to require the disclosure of their employees vaccination status as a condition of employment?

There are two sides to every argument. In this instance, the two opposing sides are those that are in favour of mandatory vaccinations for employees and those that are on the side of personal freedoms. Each side comes with pros and cons. Mandating vaccinations for those who wish to work is not only protecting the safety of the workers, but also encouraging public health. Those who take a stand for personal freedoms also argue that they have a right to their own privacy. When all is considered however, in the midst of a global pandemic the largest factor should be public health and safety.

Taking a look at the current situation and the laws and regulations that the Canadian government has in place, there are many reasons why employers would not be able to require this information. Individuals’ health care information is protected under the Personal Health Information Protection Act, which grants individuals the right to consent to or refuse the disclosure of their personal health information (Personal Health Information Protection Act, 2004). Under this act, it is not within the rights of one’s employer to access any part of their personal medical history without consent (Personal Health Information Protection Act, 2004). This includes vaccination status. However, there is a clause in this act which states that there can be exceptions made in certain circumstances, possibly allowing this act to be overlooked for the sake of public health and safety (Personal Health Information Protection Act, 2004). Looking beyond, it may also come across as unethical to require vaccinations as a requirement for a job, as it could be considered a form of discrimination against those who choose not to or are unable to get it. Workers are protected from discrimination under the Canadian Human Rights Act ensuring that there is equal opportunity (Canadian Human Rights Act, 1985). As there are currently no laws or policies in place that override this act, it remains unethical for employers to require vaccinations as a requirement to work.

This however, brings the question of whether or not there needs to be an amendment to these rules in light of the current situation the world is going through. Given the need for public health and safety, it would be ideal to mandate vaccinations to those that are able to safely receive them, especially if they work in high-risk areas. Taking a look at the medical field, the Canadian Medical Association (CMA) and the Canadian Nurses Association (CNA) have been advocating to have employers require Covid-19 vaccinations for those working in healthcare (Canadian Medical Association, 2021). Their reasoning for wanting this mandate is to maintain and protect the patient’s and healthcare worker’s health (Canadian Medical Association, 2021). The benefits of the vaccine not only directly affects these individuals, but also impacts the capacity of hospitals . Less Covid-19 cases means less patients, clearing up space and staff for other individuals (Canadian Medical Association, 2021). This is just one example of a professional field that benefits greatly from mandatory vaccinations.

Aside from the legality, there has been concern about the etiquette in the workplace in regards to asking individuals what their vaccination status is. Some workplaces have asked their staff and guests to limit their discussions about Covid-19, in particular the vaccination status of employees and patrons. One local spa in Cobourg, Ontario took to their instagram to ask their guests to “keep [their] personal thoughts and questions to [themselves]” (Nourish, July 12, 2021) in relation to “the exhausting conversation” (Nourish, July 12, 2021) that is Covid-19. They went on to suggest acceptable conversation topics such as family, pets, and future vacation plans (Nourish, 2021) . This kind of censorship is something that may become common within the workplace, but limits one’s freedom of expression which is protected in the Canadian Charter of Freedom (Canadian Charter of Rights and Freedoms, 1982).

Having mandated vaccines is nothing new, as there is a myriad of vaccinations one must have to attend public school. To attend public primary and secondary school in Ontario, unless exempt, children must be vaccinated against polio, measles, mumps, rubella, and several other illnesses and diseases (Gov. of Canada, 2015). The attitude surrounding the Covid-19 vaccination is vastly different than that of these vaccines.

Regardless of the etiquette surrounding this topic, it is imprudent to ignore the facts brought forth by scientific experts. The World Health Organization (WHO) made a statement on mandatory vaccinations stating that “[w]hile interfering with individual liberty does not in itself make a policy intervention unjustified, such policies raise a number of ethical considerations and concerns and should be justified by advancing another valuable social goal, like protecting public health” (World Health Organization, 2021, p. 1)
They go on to state several criteria that help define the circumstances in which human rights can be overridden to mandate vaccinations to mass populations(World Health Organization, 2021) . These criteria include necessity and proportionality, sufficient evidence of vaccine safety, sufficient evidence of vaccine efficacy and effectiveness, sufficient supply, and public trust (World Health Organization, 2021). All of these different factors seem to be met in regards to Covid-19, which would make it ethical to require vaccinations for the good of the public.

Looking at the United States as an example, New York City was recently the first major city in the U.S. to require proof of vaccination in several public amenities. These include restaurants, gyms and other businesses. The mayor of New York, Bill de Blasio, was quoted stating that “if you want to participate in our society fully, you’ve got to get vaccinated” (Benveniste, A, 2021). New York has seen a decline in cases as they work towards creating a safer city (Benveniste, A, 2021). On the other side, the governor of Florida, Ron DeSantis, has been seeking to remove the mask mandate from the state saying that “There will be no restrictions and no mandates in the state of Florida” (Reimann, 2021), even as case numbers have begun to rise to a dangerous level and continue to rise.

Overall, the ‘are you vaccinated’ question is a sensitive topic that has very strong and entrenched ideologies on either side. But scientific research and the cost- benefit analysis makes vaccinations- at the very least in some sectors- a requirement for work in order for the economy to open up and the public to be safe.

Citations

Benveniste, A. (2021, August 3) New York City will require vaccines for entry to restaurants and gyms. CNN: Business. https://www.cnn.com/2021/08/03/business/new-york-city-vaccine-requirements/index.html

Canadian Charter of Rights and Freedoms (1982). Retrieved from the Government of Canada website: https://www.canada.ca/en/canadian-heritage/services/how-rights-protected/guide-canadian-charter-rights-freedoms.html#a2a

Canadian Human Rights Act (1985, c. H-6). Retrieved from the Canadian Department of Justice website: https://laws-lois.justice.gc.ca/eng/acts/h-6/page-1.html#h-256819

Canadian Medical Association. (2021, August 3) CMA and CNA call for mandatory COVID-19 vaccinations for health care workers. Retrieved from the Canadian Medical Association website: https://www.cma.ca/news-releases-and-statements/cma-and-cna-call-mandatory-covid-19-vaccinations-health-care-workers

Caspani, M. & Whitcomb, D. (2021, August 3) New York becomes first U.S. city to order COVID vaccines for restaurants, gyms. Reuters. https://www.reuters.com/world/us/nyc-require-proof-vaccination-indoor-activities-mayor-2021-08-03/

Government of Ontario. (2015) Vaccines for children at school. Retrieved from the Government of Canada website: https://www.ontario.ca/page/vaccines-children-school

Nourish [@nourishboutiquespa]. (2021, July 12). Privacy Policy: We all have strong opinions about the choices we make. Let’s also choose to be mindful and respectful of our right to personal privacy… [Instagram photo]. Retrieved from https://www.instagram.com/p/CRPVUVQLyVS/

Personal Health Information Protection Act (2004, c. 3, Sched. A). Retrieved from the Government of Ontario website: https://www.ontario.ca/laws/statute/04p03

Reimann, N. (2021, July 30) Florida’s DeSantis Signing Order To Block Mask Mandates In Schools. Forbes. https://www.forbes.com/sites/nicholasreimann/2021/07/30/floridas-desantis-signing-order-to-block-mask-mandates-in-schools/?sh=24433d1d3d87

This essay was written by summer student Hannah Mastin and edited by summer student Adam Best. This article was funded by the Government of Canada.

Evolution of Labour: The 4-Day Workweek

Search Google right now for the four-day work week and you are bound to find multiple new articles spinning their take on this hot topic. Writers are hailing the onset of a labour revolution; a shift unseen since the 20’s and the historic transition from six-day weeks to five. The Cliffs Notes version is that the four-day work week is currently entering trial across the globe, following the success of a handful of early experiments. Countries and companies are rolling out pilot programs, egged on by the promise of reducing economic waste and permanent long weekends. In some fortunate positions employees who can complete the same work as before, in four days, receive the same compensation as if they had worked five days.

There are two organizational theories that are interesting to look at before we consider the possibility of condensing five days into four. The Punctuated Equilibrium model says that groups do not actually get down to business until halfway through their deadline, at which point behaviour shifts and production ramps up. Parkinson’s Law, defined in 1955 by British Historian Cyril Parkinson, states that people have the tendency to fit their work to the time allotted. People can work faster when they need to, but tend to act leisurely, chit-chat, or do non-essential tasks if there is no looming deadline driving them.

The most notable test run of reduced hours with the same pay may be Microsoft Japan’s. Through August of 2019 Microsoft Japan ran a four-day work week with great results; productivity measured in sales went up by 40 percent; paper printing went down 59 percent; and electricity fell by 23 percent. 94 percent of employees were happy with the program. Jack Kelly insightfully notes in his report published for Forbes however, that the numbers are not everything here. He suggests that staff could have worked exceptionally hard during the trial period or may eventually take the new system for granted once it becomes the standard of operating; one month does not necessarily mean productivity would be sustained.

The excitement for three-day weekends is so universal that it has become political as governments and politicians are showing their support. The government of Spain is offering to help businesses pay for expenses incurred in a national four-day work week experiment.  Andrew Yang, a progressive Democrat who ran in the 2020 U.S. election, said the country should “seriously” consider making the switch on his Twitter account, expressing the benefits for worker wellness and work life balance.  In Ireland, there is a conglomerate of organizations putting together a pilot of the four-day week with mentoring and assistance for companies willing to give it a shot. The government will provide funding for researching the social, environmental, and economic results of the experiment.  Scotland and New Zealand are also reported to be involved in talks for the four-day work week.

It is not all sunshine and rainbows though. Concerning four ten-hour days there are voices of opposition. The primary concerns are worker efficiency, stress accumulation, and competition. Some are of the view that if the week could be condensed workers must not have been efficient or focused. The suggestion here is that management needs to do a better job controlling employee production. Another counterpoint is that working four ten-hour days accumulates more fatigue and stress than does five eight-hour days. There is also an argument based on the idea that competition will gain an advantage by continuing a five-day week, possibly contacting your customers while you are unable to respond. Other voices of concern are focused on the loss of work culture, the fostering of relationships and a possible loss in career development.

The organization of work is an ever-evolving beast that rides on the saddle of technology. Most businesses that can cut hours for the same pay are either tech or knowledge enterprises, wherein the product for sale is often knowledge or information. The question of a four-day work week will most likely prove to be a circumstantial tool. Some industries and corporations could thrive with periodic use, some may use it year-round, and some may never see a positive implementation. Will this be a worldwide change in labour practices, or will it fizzle out as incompatible dream material? The answer might be right around the corner. Oh, what a time to be alive.

References
https://www.history.com/this-day-in-history/ford-factory-workers-get-40-hour-week#:~:text=On%20May%201%2C%201926%2C%20Ford,office%20workers%20the%20following%20August.https://www.workstars.com/recognition-and-engagement-blog/2020/03/25/six-businesses-that-have-moved-to-a-four-day-working-week-and-what-they-found/

https://www.theguardian.com/world/2021/mar/15/spain-to-launch-trial-of-four-day-working-week

https://www.nbcnews.com/business/business-news/four-day-work-week-might-be-exactly-what-u-s-n1229631

https://www.businessinsider.com/andrew-yang-4-day-workweek-longer-weekend-improves-mental-health-2020-5

https://news.osu.edu/why-a-four-day-workweek-is-not-good-for-your-health/

https://personalmba.com/parkinsons-law/

ORGB. (2020) Nelson, Quick, Armstrong, Roubecas, Condie. 

Minimum Wage, Minimum Effort?

From beginning to end, challenging the status quo is the incremental path of social and societal evolution. When dust settles and senses rest on something out of place, what starts as an individual musing grows into initiative for change. From one mind, or more likely, a hearty discussion of many: a framework erects and is bolted together by sound reasoning and good intentions for the future. At last, change finds its way to the hands of a doer; a creator.

There has been a traditional belief that to maximize profit, low skill labour must be paid the bare minimum. Within the last two decades a selection of large companies have made headlines by choosing to pay greater than minimum wage for their general labour and service needs. Much interest and discourse has been made of these progressive resource strategies and an examination of outcomes serves to educate on the wins that are being recorded for those capable and brave enough to raise the bar; those banking on the human factor.

Perhaps the most well-known example of this is Costco. Costco has ranked as the fourth largest retailer in the world, clearing over 100 billion dollars in sales in 2018. In 2019 Costco raised its minimum wage four times while also increasing wages for supervisors. At first it was $14, then $14.50, $15, and then $15.50. Employees receive two raises per year, and more than half of Costco’s employees make more than $25 an hour. CEO Craig Jelinek finds pride in Costco’s employee retention. On the benefits of paying more Craig said, “We feel the experience level and loyalty of our employees is a significant advantage for our company”. Happy experienced staff upsell more products, resolve complaints more efficiently, and get more done.  Reducing employee turnover will also mean less spent on the expenses of hiring and training.

Costco is not the only company who has seen the light. Trader Joe’s, QuikTrip, Mercadona, The Gap, Starbucks, Wells Fargo, Walmart, Ikea, and even Mcdonalds have all implemented internal minimum wages. In a lot of cases these changes have produced positive results along key performance indicators, such as turnover and customer satisfaction. Gravity Payments, a company that handles credit and debit transactions, gave a 20 percent raise to all employees in 2012. What they recorded was a profit increase substantially greater than the expense of the wages.

The next year Gravity bumped wages up yet another 20 percent. Once again, profits shot up proportionately; productivity rates increased by a whopping 30 to 40 percent. It was also reported that “Gravity’s customer retention rate rose from 91 to 95 percent in the second quarter.” That increase of 4 percent in customer retention can be the same as cutting expenses by one fifth.

When Gravity Payments CEO Dan Price announced a three-year plan to phase in a minimum wage of $70,000 and that he would immediately reduce his salary from $1.1 million to $70,000 there were over 500 million mentions on social media; a video from NBC covering Gravity became the most shared within network history. This kind of good publicity makes a huge difference when it comes time for the customer to choose a service provider. Not only are they now aware of the company, but good actions build trust, and trust is everything when deciding on who to do business with.

Higher wages attract more applications and being able to select from a greater pool of applicants will offer opportunities for greater talent. In 2014 when The Gap announced they would raise their minimum wage in the United States to $9 an hour, there was a sharp increase in applications. The Global Head of HR at The Gap said, “almost immediately, we saw our applications increase by double digits”. After Gravity’s well-earned publicity, they reported receiving over 4500 new applications in the first week after the announcement they would phase in the $70,000 minimum wage.

When a company has enough cash flow and organizational structure in place, it certainly appears that providing a higher wage can result in improved customer and employee loyalty. Investing in front-line workers is now a well documented way to compete on service and motivate efficiency from employees and the hiring process. Should there be transparent systems for evaluating and rewarding performance in more workplaces? Leave a comment, tell us what you think! If you liked the article, share it with your friends and get a discussion going!

Sources

https://nrf.com/resources/top-retailers/top-100-retailers/top-100-retailers-2019
https://ca.finance.yahoo.com/news/why-costco-pays-its-180000-workers-way-more-than-the-minimum-wage-120358716.html
https://www.mashed.com/224884/heres-how-much-money-costco-employees-really-make/
https://www.investopedia.com/articles/markets-economy/081416/top-8-companies-raising-minimum-wage-mcd-sbux.asp
https://www.washingtonpost.com/news/wonk/wp/2015/03/31/higher-wages-boosted-gaps-applicant-pool-will-it-do-the-same-for-productivity/
Lamb, Charles W.; Hair, Joe F.; McDaniel, Carl; Boivin, Marc; Gaudet, David; Shearer, Janice. 
         (2019). Principles of Marketing.

This article was written by summer student Adam Best and edited by summer student Hannah Mastin. This article was funded by the Government of Canada.

How to combat transphobia in the workplace

As pride month comes to an end, we take a moment to pause and re-evaluate the changes that still need to be made in our world today. Each individual should have the right to an environment where they feel free to express themselves and be accepted for who they are. Do those who identify as part of the LGBTQIA+ community feel safe, secure and accepted in their workplaces? The answer to this in 2021 is still an unsatisfactory no.

In almost any aspect of life, we can find examples of rules and norms that conform to and enforce gender binaries. Society has cultivated a culture that fears deviation from the norm and ostracizes those that do. From birth people are pressured to conform to traditional role expectations. These ideals are reinforced throughout the course of life and have become ingrained into society. Individuals who identify outside of the male and female binaries, or those who identify as different from their birth sex, are likely to experience many kinds of discrimination and harassment especially within the workplace.

Microaggressions are the most common form of harassment experienced by transgender and gender non-conforming individuals and are defined as subtle behaviours or verbal language that invalidates a person’s identity or their experience. Classified under the microaggression umbrella are things such as the denial of bodily privacy, an outward discomfort or disapproval of the LGBTQIA+ experience and the endorsement of heteronormative cultures and behaviours. These microaggressions disrupt one’s ability to be happy and productive in their place of employment. It can cause these individuals to feel isolated and unwelcome, which in turn could lead them to feel forced to present themselves in a way that is disingenuous. Another example of a microaggression that is specific to the workplace is the reduction of hours due to an individual’s identity. Nyx, who identifies as non-binary, stated that;

[quote]When I first started to change my appearance it affected my workplace quite a bit … I found weird things started to happen when I cut my hair short and even more when I wore my binder to work.[/quote]

Their workplace which has been inclusive began to change as their appearance changed and shifts were lost for no reason. As well they began to experience a general coldness from management.

Outside of microaggressions, it is not uncommon to see direct examples of transphobia. This presents in many ways: transphobic language or slurs, explicit exclusion in workplace happenings, the demand to wear uniforms that conflict with their gender identity or refusing to use an individual’s personal pronouns. All of these discourage individual expression and can cause individuals to feel alienated.

What needs to be seen is employers who cultivate an environment that supports all workers. To do this, they should put forth an effort to educate their employees through diversity training, as well as providing more resources to aid those who are struggling with conflict amongst their co-workers. Additionally, more trans-inclusive policies should be put in place; things such as an option to use non-gendered washrooms, the implementation of a standard employee dress code (as opposed to one that is dependent on the gender binaries), and the proper use of individuals names and pronouns.

The restaurant chain Chipotle has been an example of a workplace that is putting in the effort. As of 2021, they received a 100% rating on the Corporate Equality Index, a measurement of corporate policies, practices and benefits pertinent to LGBTQ+ employees. Their code of conduct explicitly denounces discrimination and hate of any kind, as well as maintaining an open-door policy so employees do not feel as though they are alone. In their 2020 Sustainability Report, they stated that all new restaurants would have the inclusion of gender-neutral single-use washrooms, unless prohibited by law. Going beyond that, for the past several years they have donated to LGBTQIA+ charities throughout the month of June; this year included a partnership with several well-known drag queens.

The issues mentioned previously are ones that occur within the workplace, but many trans and non-binary individuals see this discrimination even before starting their jobs. In recent years there has been less legal discrimination from employers and hiring managers in Canada, as the Canadian government amended Bill C-279 in 2013 and now extends human rights protection onto members of the transgender and gender non-conforming communities. However, there are still many individuals within these communities that feel they did not get hired because they do not conform to their birth sex, or that they get laid off or fired due to that though it can be difficult to confirm.

It is very unfortunate that we still live in a society where we see so much discrimination and hatred, especially when it pertains to the workplace. More efforts need to be put forth to end the stigmatization and fear of transgender and non-binary individuals, and maybe then we would see a change in attitude. No one has the right to tell them to change or be disingenuous to themselves.

This article was written by summer student Hannah Mastin and edited by summer student Adam Best. This article was funded by the Government of Canada.

J2DW Receives Government Grant for First Employees

J2DW Receives Government Grant for First Employees

Diversity Non-profit to Begin Content and Fundraising Strategy

For Immediate Release

Barrie, Ontario, 22nd June 2021 — Journey to Diversity Workplaces is excited to announce the hiring of its first three employees under funding by a grant from the government of Canada.

J2DW has secured a grant from the Department of Employment and Social Development Canada for three student co-op positions to begin work on Monday, 14th June 2021 and scheduled to continue their work through the end of July. Two students will take on the roles of Blogger/Copywriter and one will work as Fundraiser Organizer.

Member of Parliament Doug Shipley commented “It’s nice to be able to support local businesses with summer grants, and J2DW will be able to put that (money) to good use”.

The newly hired Blogger/Copywriters will be developing online content articles and essays to enhance the J2DW portfolio and to bring awareness to the importance of diversity and accommodation in the workplace. J2DW is also aiming to execute three fundraising events over the next two months to support organizational growth and community engagement. The planning and execution will be spearheaded by the new Fundraising organizer, with the assistance of outstanding members of J2DW.

Peter V. Tretter, President & CEO of J2DW is excited to employ local students in the community and “put them to work gaining experience for their future careers!”.

Journey to Diversity Workplaces is a non-profit organization built on improving the business and social environment by championing diversity and the workers within those workplaces. J2DW was formed in 2013 by Founder and CEO Peter V. Tretter with the goal of introducing and maintaining progressive workplace policies. Ideas like higher wages and a four-day workweek are key strategic pillars for J2DW to improve the quality of life and social footprint that businesses have on their employees and communities.

— 30 —

Contact:

Peter V. Tretter
705-481-1674 
Email us!

Student Employment Falls due to COVID-19

Since the onset of COVID-19 – the global pandemic that has disrupted our lives – our world has seen many changes. In several ways, students have been a part of these modifications to everyday life. One way that students seem to have been hit the hardest is in the lack of employment opportunities and adequate financial support from the government that made returning to school in the fall of 2020 financially challenging and in some cases impossible.

As most students rely on part- or full-time jobs during the summer months to finance their education, the closures in the summer 2020 and during 2021 were detrimental to those seeking employment. Many count on and plan for this income. A survey conducted in March of 2020 by Statistics Canada reported that 28% of students were planning on remaining in their current job throughout the summer months. However, in a follow-up survey done two months after the initial lockdown in May of 2020, 55% of those same students reported having either lost their job or been laid off. Additionally, those who had procured employment that was to commence around this time reported that their employment had been disrupted as well. Seven out of ten of those students confirmed start date for employment saw either a delayed start or lost the job entirely. Industries that were highly affected by the pandemic, such as the customer service industry are areas in which students typically find themselves. The lack of online alternatives for these positions put students at risk of financial instability and found that they had little help from the government. 

Though the government attempted to aid those who had been temporarily laid off with the distribution of their CERB (Canada Emergency Response Benefit) grant, unfortunately that funding was only for those who were already working and not those seeking employment. Shyan, a student at Durham College working in retail at that time, shared her experience.

[quote]As the province shut down all non-essential businesses, we ended up being closed for around 4-5 months. During this time, the opportunity to find another job was scarce. Even after businesses began to open up again (late June 2020) the hours and staff were significantly reduced.[/quote]

Shyan’s work was reduced to 1-2 (4 hour) shifts a week from her previous 4-5 (5-8 Hour) shifts, leaving her to question how she would finance the necessary aspects of her life. Shyan’s situation was similar to other students who felt helpless when it came to planning for the future, not only with tuition fees but living expenses such as food, transit, and utility bills.

The exclusion in CERB caused upset amongst unemployed students to the degree that the Canadian government felt obligated to respond. It was frustrating for students who had been employed during the school year but had concluded their work just before the CERB deadline. Contracts for many positions offered by universities and colleges themselves, such as Teaching Assistant, ended prior to the required employment date needed to claim CERB. Students in this position were left to question how they would finance their needs without the aid of the government. This led to the implementation of CESB (Canada Emergency Student Benefit), a supplementary grant for unemployed students that offered $1,250 each month, $750 less than what CERB offered.

Many students rely on summer work to obtain their funds for the following year of school, and the reduction in earnings made it difficult, if not impossible, to reach the amount needed. Some were unable to return to their regular schooling in the fall as a result, putting them behind in their post-secondary education. As we head into the summer of 2021, we are seeing more support from the government as they distribute grants to fund the employment of student employees. The financial prospects of students are looking up with the reopening of businesses and in government investment in student employment.

Sources: 
https://www150.statcan.gc.ca/n1/daily-quotidien/200512/dq200512a-eng.htm

This article was written by summer student Hannah Mastin and edited by summer student Adam Best. This article was funded by the Government of Canada.