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Breaking the Tokenism Cycle: How to Achieve True Diversity and Inclusion in the Workplace

Is it my merit or my identity? Is it my responsibility to educate? If not me, then who? If not now, then when? Are my skills of enough value, or is my intersectionality the defining factor for my success? If you have ever looked around your office and failed to identify anyone else that looked like you, these anxieties likely keep you up at night, circling the drain in an endless loop of self-doubt. Sometimes it’s quite empowering to be reminded of the difference that your identity brings to the table, but when you’re the only one bringing in that variance, you start to feel more like an anomaly than a success story.

The ever-growing discussion of inclusion and diversity in professional settings aims to give individuals in minority groups the opportunity to achieve the same level of success as the majority, create a safe, inclusive working environment, and develop a holistic view toward problem-solving. With an array of experiences, cultures, ideas, and styles of thought, employees and employers are forced to consider a multitude of ways to approach a situation, have an awareness of their personal biases and blindspots, and thus, can better decide on a plan of action that supports a larger demographic.

Most of us, however, are simply cradling this perfect dream in our minds. More often than not, it is proven time and again that companies vocalize their value for EDI, only for it to be a facade full of reverence and insincerity. Hiring individuals, usually from minority groups, for the sake of an appearance of diversity in the workplace is a term coined as ‘tokenism’ (Sherrer, 2018). This practice can be harmful as it insinuates an ingenuity from the company’s efforts to diversify its team and creates a dissonance between employees that are minorities and their employers.

A study by Hilton Kelly regarding racial tokenism that Black people experience in a school workplace setting introduces the idea of feeling like a “pink poodle” and the overwhelming demand to be engrossed in racial-based chatter (Hilton Kelly, 2007). Here, the “pink poodle” metaphor refers to the ‘deer in the headlights’-like feeling of being exposed, under a spotlight, different, when, for instance, you gather outside the school for a fire drill or sit in a school-wide assembly (Hilton Kelly, 2007). Teaching in predominantly white schools, the two Black teachers, Shelia and Timothy, resonate with the “pink poodle” feeling, but continue to stay despite the apparent tokenism because ‘if not us, then who? If not here, then where?’ – a common string tethering many minorities to their white, cis-gendered workplace environments. When expressing their thoughts on the obvious, racially-driven conversations about ‘the documentary about Africa’ or new developments in neighbouring ‘urban cities’ from coworkers, they reason that “you can legislate behaviours, but you can’t legislate attitudes” (Kelly, 2007).

Although these are only a few specific stories of individuals who have taken on the burden of tokenism in their place of work, countless other such reports exist, and each person’s experience and attitude toward it may vary. While facing internal battles of self-worth, minorities face heavy topics regarding race, gender, culture, and sexuality– matters of conversation never expected of their white, cis-gendered counterparts– and, consequently, carry the pressure to address and speak for their entire community appropriately. The social climate vehemently critiques people of colour (POC), women, LGBTQ+ individuals, and other marginalized or racialized groups for being ‘political,’ possibly because their existence simply questions numerous political and social ideologies. Similarly, on a smaller scale, this mindset is carried out in work environments, usually subconsciously, when small talk becomes a discussion about the Indigenous housing crisis and the new laws against transgender healthcare.

To bring forth change, companies must consider the significance of equity, diversity and inclusion (EDI) and practice it while recruiting new employees, engaging with current employees, and restructuring oppressive systems in the workplace (Sherrer, 2018). Respecting employees as people rather than viewing them as the spokespeople for a community is the most basic requirement for EDI. Hiring a more diverse workforce and actively illustrating that the company values the diversity of its employees suggests their willingness to learn and grow alongside their team rather than to meet a diversity quota. When diversity becomes a duty, it inches closer to becoming an act, whereas a genuine regard for equity and inclusion will always lead to a fulfilling work experience.

References
Kelly, H. (2007). Racial Tokenism in the School Workplace: An Exploratory Study of Black Teachers in Overwhelmingly White Schools, Educational Studies, 41:3, 230-254, DOI: 10.1080/00131940701325712
Sherrer, K. (2018, February 26). What is tokenism, and why does it matter in the workplace?. Vanderbilt University Owen Graduate School of Management. https://business.vanderbilt.edu/news/2018/02/26/tokenism-in-the-workplace/

This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.

Workplace Diversity in Star Trek: A Vision of the Future

Star Trek is a science fiction franchise that depicts the adventures of various starships and their crews in the 23rd and 24th centuries. The series is known for its optimistic vision of the future, where humanity has overcome its internal conflicts and joined forces with other alien civilizations to explore the galaxy and seek out new life and new civilizations.

One of the most notable aspects of Star Trek is its portrayal of workplace diversity, both on and off screen. The series has been praised for its inclusion of characters from different races, cultures, genders, and backgrounds, as well as its representation of social issues such as racism, sexism, discrimination, and prejudice. Star Trek has also inspired many people from marginalized groups to pursue careers in science, technology, engineering, and mathematics (STEM), as well as in leadership and diplomacy.

The original Star Trek series, which aired from 1966 to 1969, featured a diverse cast of characters, including a Japanese-American helmsman (Sulu), an African-American communications officer (Uhura), a Russian navigator (Chekov), and a half-human, half-Vulcan science officer (Spock). The series also featured the first interracial kiss on American television between Uhura and Captain Kirk1. The creator of Star Trek, Gene Roddenberry, believed in an idea he termed as IDIC, or “infinite diversity in infinite combinations”, which celebrates the diversity of the universe and the potential for harmony among different beings2.

The subsequent Star Trek series continued to expand on the theme of diversity, introducing more characters from different species, such as a Klingon security officer (Worf), a Betazoid counselor (Troi), a Trill science officer (Dax), a Bajoran first officer (Kira), a holographic doctor (The Doctor), and an android second officer (Data). The series also explored the challenges and benefits of working with diverse teams, such as cultural misunderstandings, ethical dilemmas, interpersonal conflicts, and creative solutions. For example, in the episode “Darmok”, Picard and an alien captain have to overcome their language barrier by using metaphors and stories3. In the episode “The Measure of a Man”, Data has to defend his rights as a sentient being against a Starfleet scientist who wants to dismantle him4.

Star Trek also addressed the issues of diversity in society at large, such as the struggles of minority groups, the dangers of intolerance and bigotry, and the importance of respect and cooperation. For example, in the episode “Let That Be Your Last Battlefield”, Kirk and his crew encounter two aliens who are at war with each other because of their skin color. In the episode “The Outcast”, Riker falls in love with a member of a genderless species who faces persecution for identifying as female.

Star Trek provides lasting lessons on diversity that are relevant for today’s world. The series shows that diversity is not only a reality, but also a strength that can enrich our lives and our work. By embracing diversity, we can learn from each other, grow together, and achieve greater things. As Spock once said, “Infinite diversity in infinite combinations… symbolizing the elements that create truth and beauty.”

This article was written by volunteer J2DW CEO Peter V. Tretter

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.

The Podcast That Will Change Your Workplace Forever: How to Master Diversity and Inclusion

In a world where lack of diversity and inclusion within workplaces are often highlighted, it is important to engage in thought-provoking conversations on how to overcome such challenges and create new opportunities within the workplace. To stimulate such discussions, we are thrilled to introduce “Diversity on Air” – a podcast group dedicated to exploring the intricacies of diversity in the workplace. This unique podcast aims to equip listeners with the knowledge needed to create safe and inclusive environments. With two episodes already released on Spotify, “Diversity on Air” promises to be an invaluable resource for professionals seeking to build diverse and inclusive workplaces.

Episode 1: “Divergence Represented”

The first episode of “Diversity on Air” examines the topic of workplace diversity. This episode highlights the significance of embracing diversity within the professional world. It explores the numerous benefits that a diverse workforce brings, including improved problem-solving, enhanced creativity, and heightened innovation.

Furthermore, it delves into practical strategies for creating an inclusive work environment. It discusses the do’s and don’ts of fostering diversity, providing actionable tips to promote inclusivity, such as facilitating open communication, encouraging diverse perspectives, and addressing unconscious biases. By listening to this episode, listeners can gain insights into creating a workplace culture that celebrates and embraces differences.

Episode 2: “Stereotypes and Biases”

In the second episode of “Diversity on Air” titled “Stereotypes and Biases,” the podcast team tackles the major issue of gender stereotypes and biases within the workplace. This episode sheds light on the prevalent biases that hinder progress and limit opportunities for individuals based on gender.

This episode emphasizes the importance of awareness and education in combating biases. It encourages listeners to critically evaluate their own beliefs and assumptions while providing practical advice on how to challenge stereotypes in the workplace. By addressing such challenges, listeners are empowered to identify and challenge stereotypes to create a more equitable and inclusive workplace.

Looking Forward

As “Diversity on Air” continues to grow, listeners can look forward to a wide range of topics that delve into different dimensions of workplace diversity. The podcast team plans to explore themes such as racial diversity, LGBTQ+ inclusion, cultural awareness, and disability representation. By examining a range of different issues surrounding these topics, “Diversity on Air” aims to cultivate a deeper understanding of the challenges faced by marginalized communities in the workplace.

Moreover, the podcast team intends to incorporate views from individuals with diverse backgrounds, providing valuable insights and real-life experiences. These conversations will enable listeners to gain a broader perspective on diversity-related issues and discover innovative approaches to creating inclusive workplaces.

As “Diversity on Air” continues to grow, we hope to demonstrate the necessity of diversity and inclusion in a successful workplace while continuing to serve as resource for knowledge and inspiration. Through its insightful episodes, the podcast team strives to equip listeners with the tools needed to create safe and inclusive environments. By discussing a wide range of topics and engaging in meaningful conversations, “Diversity on Air” empowers listeners to challenge biases, embrace diversity, and foster a culture of inclusivity. Tune in to “Diversity on Air” on Spotify to learn more about workplace diversity and inclusion.

This article was written by summer student Shoky Ilkhomov and edited by summer student Ilesha Prabhudesai. This article is 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.