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Understanding the Question of Gender Diversity in Power Positions

   Historically, women have been born into an assigned gender role in the workplace. 

Dating back to the 20th century, most women stayed at home completing tasks such as cleaning, cooking, and taking care of children, and they did so primarily young and unmarried. In that era, 

just 20 percent of all women were considered “gainful workers” (Yellen 2020) while their men counterparts were fulfilling the roles of managers, CEO’s, and engaging in the act of physical labor. The visually unjust barrier during this time period could further be divided by race, where African American women were more likely to be forced into unwanted labor than white women largely because of segregation and lack of people that would hire them. Women abandoning their career prospects upon marriage reflected past cultural norms, the nature of work readily available to them based on race and/or sexual orientation , and legal barriers formed by men. Women in this time were told not to attend higher education as they were taught to consider their role as a ‘homemaker’ to be their ultimate goal in life. Since the establishment of the Equal Rights Amendment where women were now seen as equivalent to men, a modern day woman has achieved countless milestones  in the workforce and in society. According to Statistics Canada, women are more likely than men to earn their high school diploma, to have a greater enrollment presence in college and university programs, and to dominate various industries such as healthcare and teaching. Despite all the progress and success of a modern day women, discrimination in the form of authority, physical ability, and wage gap are still ever so prominent when competing for roles of power in the workplace. There are many leadership qualities that women frequently display in power positions that go unnoticed, and could benefit their male coworkers if followed. We have yet to see a woman president of the United States despite past candidates having the same, if not more willpower as their male counterparts, we have a progressive, yet underwhelming presence of women in STEM and innovation fields not because a majority of these individuals do not wish to pursue a career in that field, but because of stereotypes and degradation. Women continue to face hierarchical discrimination, limiting their employment prospects and societal advancements. 

History has  reinforced the idea that women are too kind and compassionate to be leaders, but when a woman who is not particularly bubbly, and instead chooses to focus on producing more sales, and being assertive, it is viewed as humorous and not taken seriously by male counterparts. It is important to recognize that the stereotypical definition of authoritative has been hijacked by validation, appreciation, and empathy– something a workplace needs to maintain a positive culture. It is human nature to crave validation after working a ten hour shift in which an employee has put all their willpower towards. We are no longer living in a world where masculinity contest culture creates a hostile work environment and undermines the efforts of employees covered up by the simple sentence “it’s your job”. Many of the men in positions of power tend to overlook the significance of establishing genuine relationships in a well structured workforce, and instead, think of their employees as another step to achieving their company goals. Center For Creative Leadership conducted a study where individuals were asked to compare and contrast the benefits of men versus women in positions of leadership. Results showed that when there are more women as authoritative figures in the workplace, there is an increased job satisfaction rate, increased productivity rate, and allows employees to be less susceptible to burnout (Creative Leadership 2019). This is because women take the time to learn about their employees’ personal morales , passions, and strengths. 

Women brainstorm ways to integrate employees strengths into their workplaces execution style which can go a long way towards success. Toxic masculinity has structured the way men react to a woman’s authoritative manner, and how they present themselves in the workplace because that type of initiative used to be the only way to success. Women were always ranked below men on an economical scale, and many of these men have not yet adjusted themselves to workplace diversification. 

Motherhood bias is the assumption that mothers should be fully responsible for their families’ social scene, and their children without reservation. When a woman is applying for a position that requires much time and effort, the misconception that her role as a mother will compromise her role in the workplace shadows her accomplishments and capabilities. Regardless of our increasingly progressive society, a woman’s availability to her child is still guarded as an indication of her competence as a mother and the success of her child. How about the father who may even work a position less time consuming than the mother? Maybe a longtime friend or caregiver can spend time with a child for a short period of time? Ultimately, it is still viewed as the mother’s responsibility no matter the circumstances. A study conducted by the American Journal of Sociology discovered that mothers were seventy nine percent less likely to be hired for a position of power, one hundred percent less likely to be promoted, offered $11,000 less in salary, and held to higher performance standards than women without children (Breaking Through Bias 2022). This bias may not even be presented in the form of direct discrimination. A woman may be  dismissed from meetings at hours critical to a child’s needs, and may not be considered for assignments where traveling is required. This may be beneficial to a child, and considerate under the circumstances that the woman asks for time off, but for a woman wanting to advance her career, these subtle forms of dismissal only alienate her from crucial aspects of her company’s proceedings. This form of discrimination may be even more determinental to a single mother that has to support herself and her kids without external sources. A single mother may be in contention for a job of higher power simply because she needs the extra income flow, and can not afford to remain in her current position with no chance of a raise or promotion. Alongside motherhood bias, motherhood guilt is extremely prominent in the workplace. To fulfill the position of a CEO, or manager, the individual will need to perform difficult tasks and work long hours. A mother may face backlash from her coworkers with comments such as “you should be spending more time with your child” , or “you are depriving your child of a mother’s attention”. These types of comments are practically unavoidable, and possibly derive from feelings of insecurity on behalf of the commenter. As a man, displaying your commitment to your position, as well as raising a kid, you are more likely to gain the respect of your coworkers simply because men have never been obliged to be the ‘homemaker’. As a woman, you are told your priorities are not in the right place, and are excluded from valuable workplace opportunities.

Self limiting biases leave women questioning their self worth based on how they have been perceived from a societal standpoint. A woman may assume she is not a good fit for a set position because society has told her it may not be an appropriate pursuit, or she would be uncomfortable, and incapable. Stereotypes of this descent cause uncertainty when faced with tasks that you have been told are best performed by men. 80% of social workers are women but only 15% of computer engineers are (Rueters 2021). It is more than realistic to assume this statistic is based heavily on self selection. Self limiting bias leads a woman to believe that she cannot be technical, but she is good at dealing with emotions because women are emotional beings. When a woman is pushy a man is recognized as persuasive , when a woman is rude a man is direct and knows his worth , and this often pushes a woman into believing that a more tame, and flexible position is better suited for her. Women have more than enough capability to thrive in these industries, but simply choose to avoid backlash and prejudice.

Moreover, women continue to face hierarchical discrimination, limiting their employement prospects and societal advancements. When stereotyping becomes apparent, we can unconsciously behave towards women untrue to their persona. We tend to categorize women and men in different physical, mental and emotional categories, and sometimes unconsciously think a woman should be communal, warm, pleasant, caregiving and men should be strong, forceful, and aggressive. These gender roles are rooted deep in history, a time period society has not yet outgrown.  We still have a long way to go in acknowledging  and respecting a woman’s role as a leader in the workplace. 

References

Rueters, T. (2021, June 18). Gender stereotypes in the workplace: How 5 biases harm women. Andie & Al. Retrieved August 12, 2022, from https://andieandal.com/gender-stereotypes-biases-foster-women-workplace/ 

Burns, T. (2022, April 13). Women in the workplace 2021. McKinsey & Company. Retrieved August 12, 2022, from https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace#0 

Experteer Magazine. (2018, May 9). Why aren’t more women in power positions? Experteer Magazine. Retrieved August 12, 2022, from https://us.experteer.com/magazine/why-arent-more-women-in-power-positions/ 

Andie & Al. (2020, November 10). How to recognize bias against working mothers. Andie & Al. Retrieved August 12, 2022, from https://andieandal.com/gender-stereotypes-part-v-motherhood-biases-biases/ 

Helgesen S, Goldsmith M (2018) How Women Rise: Break the 12 Habits Holding You back From Your Next Raise, Promotion, or Job, ‎ Hachette Books (April 10, 2018)

This essay was written by summer student Bayden Summers and edited by Ilesha Prabhudesai. This article was funded by the Government of Canada.

Generational Entitlement In the Workplace (And Why You Should Pay Attention!)

Generational diversity is a term that refers to a broad range of different perspectives/ideas accustomed to previous experiences and behaviors in a business setting. There has not been a distinct time in recent history in which all five generations (Gen Z, Millennials, Gen X, Boomers, and even Traditionalists) have shared the same work environment together, as generally speaking, the average Traditionalist will be retired by the time the average Gen Z will be looking for work. Nowadays, however, this method has changed. The average Canadian citizen is retiring later, as employees become more interested in staying socially engaged and mentally sharp as they grow older. This is also due to the fact that housing prices, groceries, and frankly everything else has grown a large price tag, and many cannot afford to retire when it is ideal.  As multiple generations seek fusion and collaboration, ageism, otherwise known as Age Discrimination is a hurdle many workplaces are trying to overcome. Gen Z, Millennials, Gen X, Boomers, and Traditionalists have each been brought up with different generational morals and societal rules, and individuals from those generations are not always so willing to let go of their beliefs to align themselves with their coworkers. 

Ultimately, the world spins at a different pace for each generation. As an example, David and Miranda come from different generations. David believes that the workplace should be more inclined toward social justice, primarily with the use of technology and using hashtags to show support of social justice movements. Meanwhile, Miranda did not grow up with a heavy technological influence, and thus feels more inclined to organize an in-person community walkout to show their support of a given cause. Both ideas can be viewed as effective, but the two employees may bicker  over which idea is more effective, seeking to dismiss the other’s opinions based on generational entitlement. 

Traditionalists, otherwise known as the oldest members of the current workplace, were brought up during various historical tragedies such as the Great Depression and WWII where the main priority was an economic rebound. The average member of this age group is thought of as  disciplined/hard working, and tend to present themselves in a conservative manner. Baby Boomers followed the Traditionalists. They were raised as more optimistic and hopeful for a future of expansion post WWII. While there is not a huge age gap in terms of years between these two generations, we can already see that a new light is shone on how these individuals may approach a situation intuitively. Gen X (1965-1980) were the generation of new hope. This generation was known as the working class, as they often grew up with working parents that pushed their children to find professional fields they were interested in, with technology on the rise.  Once the “tech driven world” became established post Gen X times, Millennials were encouraged to become entrepreneurs and collaborate in work environments. Finally, Gen Z are the newest members of the workforce, known as the “digital natives” for their strong proficiency and attachment to social media platforms. Gen Z is also a generation that strives for inclusivity and diversity, and has made the most global impact thus far. 

All this goes to show that each generation is extremely different, and has become more progressive over the decades. The most efficient workplaces will have a mix of people from every generation because each individual will approach a business decision in a manner that is unique to both the company and employees. A company that is strictly composed of Baby Boomers or strictly composed of Gen Z members has failed to introduce its clients and representatives to the idea of overcoming stereotypes, prejudice, and discrimination. Generational Entitlement is not going away unless we tackle these challenges. 

Avoiding stereotypes and biases goes a long way when working towards overcoming generational entitlement. In order to work successfully in a multigenerational workplace communicating with each of your employees and learning about their working styles is important. Whether it be financial accounting or an elementary school board, David should not assume that just because Miranda is nearing her seventies that she is technologically illiterate. What David may not know is that Miranda went back to community college to pursue computational studies through the pandemic. Because everything was shut down, Miranda was forced to do her studies virtually, where she learned to communicate efficiently through digital media. Miranda may also have grandchildren that taught her some tips and tricks when it comes to technology. Similarly, Miranda should not assume that David has no interpersonal skills because his generation is so fixated on communicating through social media. For these reasons, it is important for managers to speak one-on-one with their employees to get to know their strengths and weaknesses, because while employees over the age of 55 tend to find technology more difficult to navigate (Rayome 2016), not all of these individuals are completely helpless, and in some areas may even perform better than their younger associates. 

Adapting to multiple communication styles in the workplace is also a beneficial strategy. A team member needs to get in touch with a client, but depending on the generation that employee comes from, different approaches may be valued more. A Baby Boomer did not grow up with a cell phone or in a social media environment where they could just shoot their clients a text, and therefore may prefer making a phone call or physically delivering the message (if the workplace permits this) because that is their natural reaction to communication. A newer Gen Z employee may choose to contact a client through social platforms or texting because they were raised in a time period where landlines were not as popular, and everyone seemed to carry a wireless device. Because each generation learned a different communication style, managers should adopt various new styles of communicating. As a plus, a workplace that uses different communication styles can also create an environment where different generations can learn something from their counterparts. 

A culture like this can only be created through the educating of employees and taking the initiative to understand the differences in history and communication styles for each generation. It is important to help our coworkers reject stereotypes and misinformation about generations as portrayed by the media, and to understand that the world is looked upon from different angles based on how an employee was brought up. Workplace leaders should begin by reaching out to their teams and discussing generational differences and similarities. An emphasis should be placed on combating generational shaming, and not assuming that some employees are illiterate to another’s strengths. This could look like an employee resource group being formed in an attempt to address generational issues, and to ensure that respect between different generations is part of a company’s long-term initiatives.

Sources

Mary Cooney, P. D. (2021, May 25). Understanding generational diversity: Why it’s important to the future workplace. LinkedIn. Retrieved August 7, 2022, from https://www.linkedin.com/pulse/understanding-generational-diversity-why-its-future-mary-cooney-phd/ 

Heather. (2022, March 15). How to manage generational diversity in the Workplace. Harver.      Retrieved August 7, 2022, from https://harver.com/blog/generational-diversity-in-the-workplace/#Assumptions 

This article was written by summer student Bayden Summers and edited by summer student Cossette Penner-Olivera. This article was funded by the Government of Canada.

Bystander intervention training in the workplace

It should be clear that someone in a leadership position in the workplace has the responsibility of ensuring a harassment-free environment. Allowing sexual harassment to flaunt its presense in a business setting through forms of inappropriate remarks and touching will lead to a drop in employee morale and lower productivity. 

But what happens if Bill, a respected CEO, wrongfully chooses to harass Anastasia, a regular employee verbally or even physically? Anastasia feels extremely uncomfortable, but who does she report this to? Since Bill is the head of the company, she may face consequences such as a termination of her contract because frankly, anybody she tells is situated below Bill on the company totem pole and may face the same consequences if they choose to pursue the case. This is where the issue of equity and privilege diversification comes into play, but it is also where the solution of Bystander Intervention Training redeems its moral. Statistics are quite unsettling when it comes to this topic, and according to Statistics Canada 2020, one in four woman, and one in six men reported an act of sexual misconduct in the workplace (Statistics Canada 2020).

Having to endure forms of harassment simply because of your race, religion, gender, disability etc. is dehumanizing and can impact the lives of victims in many ways outside of work. Bystanders are everywhere, and are often our coworkers. Most people who witness an act of harassment surely want to help, but fear the consequences from those higher up. Bystander Intervention Training prepares employees to muster up the courage to report the case, become more educated on the different forms of harassment,  and even provides people with the ability to form a team of employees/bystanders to pursue the case within board examination, something that would normally be impossible to fight alone.

The first thing that Bystander Intervention Training serves to convey is the ideology that both women and men experience sexual harassment in employment daily. However, a majority of fields are dominated by men, so women tend to be more vulnerable to these acts. The idea that men can and do face sexual harassment is not something that should be swept under the rug in any respect, but if we look at in-demand fields such as engineering, construction, policing etc., men are overwhelmingly the dominant presence. 

Now, why are women more susceptible to these acts, you may ask? Women tend to have lower paying salaries, and lower authority which often comes with being seen as having a lower status among coworkers. While times are changing, if we compare the number of men vs women in director or CEO positions, men will unfortunately still reign dominant, and long story short, women usually have to work under men with more elite positions . A common myth often associated with women in positions of higher authority is that a woman must have slept her way to the top. A stereotype like this portrays that woman in a sexual manner, one in which her coworkers may start to frown upon her despite this being a rumor. 

Bystander Intervention training emphasizes the importance of utilizing the Human Rights Code in the Workplace, which states that “every person has the right to be free from unwelcome advances or solicitation in employment” (Human Rights Code). Employees who have witnessed someone in their workplace being taken advantage of, either physically or verbally, have the legal right to report the incident to their company’s Board of Directors without facing any punishment from anyone “higher up” than the individual who reported the case or the individual who was assaulted. If punishment is carried out, that individual would be breaching the guidelines of the Human Rights Code and may face greater consequences. It is very important for employees to know their rights, and to know how they are protected in the process. Bystander Intervention Training therefore encourages employees to raise their voices without fear. In this way, the training debunks the “bystander effect” which serves to discourage employees from intervening with the problem, and  is often the form of authority the assaulter chooses to pursue. 

Bystander Intervention Training’s main focus is on the 5 D’s, and how all five of these terms can be implemented in a situation of distress. 

The first D, “Direct”, encourages a coworker to directly voice their dissatisfaction with a suspected assaulter. This may look like Veronica approaching Bill and saying something along the lines of “Hey, I overheard your conversation with another employee about Anastasia’s new leadership position and how she must have done something sexual to get that spot. That is not something any of us tolerate in this type of environment.” 

The next D, “Delegate”, preaches the importance of assistance. Veronica may not feel comfortable approaching Bill alone, so she calls over Max and informs him of what she witnessed or overheard. Together, Veronica and Max approach Bill and confront him. 

The third D, “Delay”, means that you as a bystander should always comfort a victim immediately after the incident to show you are a coworker who cares about their well-being. If Anastasia was sexually assulted and Veronica witnessed it, Veronica should immedialty intervene and make sure that the surroundings are safe for Anatasia after the incident, ensuring nothing else happens. Be there for her, and report the incident immediately. 

“Distract” is the next D, and this refers to not approaching the situation “willingly”. I put willingly in quotations here because if Veronica suspects that Anastasia might be at risk, Veronica should distract Bill by asking for help with a project, or introducing him to a potential new client. While Bill turns his attention away from Anastasia, Veronica and Anastasia can report the incident. If Bill suspects Veronica may know about what he has done, the situation could escalate and become dangerous for Veronica as well . 

The final D is “document”. It is just as straightforward as it sounds. If Max already became involved in an attempt to de-escalate the problem but things still become increasingly intense, Veronica should pull out her phone and record the situation so proper evidence may be used. 

Bystander Intervention Training is something that I find extremely helpful, not just in workplaces but also in schools and home environments. Workplaces that have not yet implemented this training should do so immediately. I will see everyone in the next post! 

Sources

5DS: Direct, delegate, Delay, distract and document. Wilfrid Laurier University. (n.d.). Retrieved July 23, 2022, from https://students.wlu.ca/student-life/diversity-and-equity/assets/resources/5ds-direct-delegate-delay-distract-and-document.html 

Bystander intervention in the workplace. Rubin Thomlinson. (2021, May 26). Retrieved July  23, 2022, from https://rubinthomlinson.com/bystander-intervention-training/ 

Government of Canada, S. C. (2021, August 12). In 2020, one in four women and one in six men reported having experienced inappropriate sexualized behaviors at work in the previous year

. The Daily – . Retrieved July 23, 2022, from https://www150.statcan.gc.ca/n1/daily-quotidien/210812/dq210812b-eng.htm

This article was written by summer student Bayden Summers and edited by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.

Cross cultural training and basics in the workplace

In today’s society, acts of racial injustice in businesses and mainstream media have been surfacing at uncharitable levels due to the accessibility offered by social media. I log onto my Instagram or Facebook page and instantly am dumbfounded by the long threads of racial injustice, systemic racism, police brutality, and white privilege. While historically, this subject matter is not all so new, we now have the platform and resources to examine systematic racism towards people of colour, and work towards debunking the myth that people of white descent are the frontrunners of society. As a result, racial diversity in the workplace is being widely addressed in the sense that some companies have responded with acts of solidarity and a “changed perspective”. Although more companies are taking action to make our workplaces more diverse and inclusive, let’s face it, there is much work to be done. In today’s post, I am talking about the powers of Cross Cultural Training in the workplace, and how to conquer common biases. After all, in Canada the labor force is nearly 100% dominated by immigrants, which make up 80% of our entire population growth (Government of Canada 1).

Cross cultural training (CCT) may be a phrase you have never heard of in your life so let me polish the pearl here. This type of training directs our employees to overcoming cultural challenges at work, or in life, when being in the midst of coworkers whose culture, values and beliefs differ widely. In essence, CCT allows employees to break down barriers.

Most of us follow paths led by certain morals, beliefs, or a religion, which, if followed blindly, can establish barriers fueled by stereotypes for those different from us. Contriving preconceptions about others ceases our ability to grow as people, and stunt our understanding and willingness to learn about others. Through this form of training, other cultures are placed under a spotlight where all employees have the chance to learn about these unique cultures, and recognize the differences between how they present themselves and their motivations, vs how you would.

Secondly, building trust and a moral connection with a coworker is extremely important. I mentioned in a previous post about mental health in the workplace that once you start to open up, and establish a common ground with your desk partner, you may be able to produce better work, learn to communicate more effectively and a wide variety of other things. CCT results in greater trust. If I am someone who has recently immigrated or just has different beliefs than a coworker, I would feel comfortable knowing that my cultural viewpoints are respected, and I would feel comfortable pursuing my beliefs in a work environment. Once trust is established, altruistic tendencies tend to morph into greater cooperation and a more productive workplace.

CCT teaches employees the importance of hierarchy perception. I like to think of this as a way to simplify information, and make decisions. Creativity, and approaching a situation from different perspectives is something that every workplace needs within their decision making process, but a hierarchical system does not have room for visionaries and opinions. Those in greater power are often perceived as less open and more controlling of an employee’s approach towards workplace orders. Often, those coming from different walks of life have different ways to approach situations as a result of their past experiences. It is through CCT, that we teach how cultures perceive hierarchies, and lines not to cross within management. Hierarchy perception determines if a person in power has the right to actually be in that role which helps to promote diversity and inclusion, so that these decisions aren’t dictated by biases that have nothing to do with work, but rather the person.

So, you now have some knowledge on why cross-cultural training is valuable and how it can enhance productivity in a workplace, but the bigger question is, how can this training be presented to employees? Well, effective presentation is the most important thing here. When preparing a cross-cultural training program, employers should heavily take into consideration who they are actually presenting too. A workplace/audience may have multiple employees that don’t understand English as well as others, so, it would be appropriate to deliver the program in the language that each employee understands (a translator may be necessary in this instance). Prepare handouts or a slideshow with information and knowledge about one’s culture.

The ability to learn different aspects of a new culture is not something one can learn quickly, but it is also important to keep in mind that the employee that has recently immigrated or has different beliefs than you is doing the same thing. Encourage your employees to ask questions (in a respective manner). CCT should be able to combine native culture with foreign culture and have them intertwine in a beautiful manner.

Sources

Immigration, R. and C. C. (2022, June 6). Infographic: Immigration and Canada’s economic recovery. Canada.ca. Retrieved July 23, 2022, from https://www.canada.ca/en/immigration-refugees-citizenship/news/2022/02/infographic-immigration-and-canadas-economic-recovery.html

Palladino, P., Author Peter Palladino , (2021, March 3). How to create an effective cross-cultural training program. Sales & Marketing Management. Retrieved July 23, 2022, from https://salesandmarketing.com/how-create-effective-cross-cultural-training-program/

This article was written by summer student Bayden Summers and edited by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.

Mental Health in the Workplace Part II

Welcome to part two of “Mental Health & Its Impact in the Workplace.” In part one, I emphasized the theoretical illustration of mental health and its negative impacts in a business setting. In part two, I will be discussing physical practices that could be viewed as a way to ease the minds of employees in different work environments, varying from fast paced/high demand to euphonious/relaxed. After reading that, you’re probably thinking: “why should someone working in the medical field, endeavouring to save lives, be treated the same as a massage therapist in regards to mental health treatment?” My answer to you, as I stressed in part one, is that we are all extremely different as individuals, and one person may be struggling much more than the other. Therefore it is vital to recognize there is no one “right way” to create a mentally healthy workplace.

First and foremost, I believe that every workplace should have a meditation station, or a designated meditation break implemented into employees’ schedules. Meditation is considered a type of mind-body complementary medicine (Mayo Clinic 1) . When pursued, one can indulge in paying attention to breathing patterns and heart rate speeds, which helps to eliminate the overcrowding thoughts of how am I ever going to complete this project for my boss in time? and how will I get my kid to soccer practice when I am scheduled to work overtime? This process has been proven time and again to enhance physical and emotional well-being. Meditation brings people a sense of calmness and peace. But the beauty of it is that you can also use meditation to relax in the midst of a hectic environment and cope with stress of finances, family issues, and other anxieties by refocusing your attention on a soothing voice with easy instructions.
Meditation is something that I personally pursue on a daily basis. Being a university student who is expected to produce assignment after assignment, study for hours, and juggle infinite other responsibilities, it is extremely easy for me to get caught up in a stressful mindset. One of the biggest reasons I recommended meditation in the workplace is because that short, fifteen minute session can help set the tone for the rest of your day and influence how you choose to look at the challenges you may face. How might a workplace go about implementing such a break? An employer could designate a room for quiet meditation, providing headphones to enhance the experience. Each employee can be provided with a designated time throughout their shift to go to this room and be one with their thoughts and feelings. And hey, maybe provide a blanket or two to maximize comfort levels.

We work with the same people everyday, but how much do we really know about each other? Bill and Anastasia may work side by side daily but does Bill know that Anastasia has recently lost her mother and has been struggling with severe depression? Does Anastasia know that Bill has drowned himself in student debt that he struggles to pay off every day, often forgetting to eat in fear of spending too much? Hosting an event such as a biweekly staff breakfast/lunch/dinner where employees can get to know each other on a personal level is critical to the strengthening of peer assessment and the work individuals submit together. While not everyone is comfortable with sharing their struggles (and that is more than okay), simply being open to the fact that some people struggle with poor mental health goes a long way, and the support from the people we regularly interact with matters. If we talk more about mental health, and share what we have been struggling with, it could potentially lead to more people seeking treatment and working towards combating the negative stigma around mental health. If a workplace were to arrange a meal or an outing with all staff members, Anastasia and Bill may have the opportunity to be honest and communicate about more non-work related topics. It could be a moment for Anastasia to discover that Bill has also been struggling with depression, and while their situations may be different, they are able to assist each other in the near future. And what better way to open up than over a delicious crepe breakfast? We are never alone in our battles, and it can feel extremely comforting to be in the presence of someone who relates to you. Now, Anastasia and Bill might come in to work the next day and produce one of the best pieces of work yet because they are comfortable with each other, and because they understand each others’ limits.

Finally, I believe every workplace should have a gratitude board where employees can pin sticky-notes with motivating or inspiring messages to keep one another going. Leaving a message can be an extremely easy task to perform in the midst of a hectic workday. Words go such a long way, and if you’re having a bad day, or a client was disrespectful to you, a simple message saying “keep going” or “wow, you’re doing great” can help to release the weight of negative emotions on your stressful afternoon. I’m going to utilize my science background here for a minute. The hippocampus and the amygdala (two important regions of the brain) are responsible for regulating emotions and daily functioning, and they are heavily impacted by feelings of gratitude. Gratitude helps regulate levels of dopamine, which can significantly reduce anxiety and depression by signaling the prefrontal cortex—the part of the brain responsible for managing negative emotions like guilt and sadness. In my high school, our student council would put notes on students’ lockers before exams with positive quotes or messages written on them to let the students know that they had done their best this school year and that they should be proud of their accomplishments. This went a long way for a student like me, who was constantly caught up in my grades and how well I performed. If cheesy letters aren’t really your thing, this board can also feature the numbers or websites of various counseling hotlines or nearby therapy offices for employees to seek professional help.

Thank you for reading my mini-series where I continually emphasized the importance of pushing for the right to have a healthy mindset throughout your workday. Remember that no matter how lonely you feel, someone loves and cares for you, and on your darkest days you are not alone.

Sources

Distress and Crisis Ontario. (2021, January 22). Gratitude and Mental Health. Distress and Crisis Ontario. Retrieved July 20, 2022, from https://www.dcontario.org/gratitude-and-mental-health/

Mayo Foundation for Medical Education and Research. (2022, April 29). A beginner’s guide to meditation. Mayo Clinic. Retrieved July 20, 2022, from https://www.mayoclinic.org/tests-procedures/meditation/in-depth/meditation/art-20045858

This article was written by summer student Bayden Summers and edited by summer student Cossette Penner-Olivera. This article was funded by the Government of Canada.

Mental Health in The Workplace Part I

Disclaimer: There will be two parts to the “Mental Health & Its Impact in the Workplace” blog. The first part consists of the overarching “issue” and why it is important to address mental health in our day to day work environments. The second part will consist of physical and mental strategies I would like to see incorporated into the hussle of a 9-5 culture.

You awake to the unsettling pounding of your alarm at 7am sharp but to your surprise it is 8:32. Running fashionably late to work, you throw on your attire that, may I mention, was more wrinkled than your fingers after a 40-minute bath. Why? Lack of motivation to iron your clothing stemming from the depression you acquired constantly pondering on your miserable, repetitive lifestyle . Okay, you’re out the door and into the car, but as traffic seamlessly pursues the idea of being late you’re lost in your thoughts. “Oh no, I forgot to eat breakfast” , “will I have enough money to feed myself this week” , “shoot! My brother’s birthday is next Saturday and I haven’t gotten him a gift” . Just like that you find yourself stressed, on top of the depression, anxiety, and eating addiction you have been fighting to overcome for the last few months. These thoughts eat away at you throughout your work day, and because you have been so caught up in all the things you have done wrong, you realize your boss wanted a project done you completely abandoned.

Many of us spend a majority of our lives at work, and struggling with a mental illness can be extremely difficult to recognize in our coworkers, and even in ourselves. Worldwide, an estimated 264 million people suffer from depression, in which many of these people also suffer from related symptoms/illnesses. What I found particularly interesting was that depression and anxiety disorders alone cost the global economy $1 trillion each year in lost productivity (World Health Organization 1), yet the leaders of our workplaces are doing little to nothing to improve this number. When mental health is not prioritized, poor communication and management practices, limited participation in decision making, and even the disregarding of health and safety protocols all become prevalent in a work environment that multiple individuals share. Quite frankly, If I am someone who has been struggling with anxiety over a drastic life decision awaiting response, why would I want to contribute to a decision that only affects a job I can not wait to get home from every night. Similarly, if I am someone who has been struggling with persistent suicidal thoughts, I may choose not to abide by the safety protocols in my workplace which puts everyone in danger. Now more than ever, mental health needs to be accommodated. Due to the recent events of the COVID-19 pandemic, people were trapped in their households and coming back to work can be a difficult transition for those that have completely altered their lifestyle, and have been able to hide away from the outside world.

My mother has worked in the mental health field for 20+ years, and whenever she gets home from work I often find myself wondering, has she been taken care of by her coworkers in an environment where she is constantly fighting to protect the will of other people’s lives? I spoke to her recently and she explained to me how different not just the performance of employees, but the attitude of the employees could be if there were more mental health practices implemented in the workplace which I will talk further about in part two. She said that her team is so focused on helping other people, that it is so easy to ignore the problems she may be experiencing that day. I have witnessed first hand that mental health workers are taught to not allow their own internal issues clash with the work they do for others, rightfully so, but these experts are just as vulnerable to the feelings of depression, anxiety, addiction etc. and often that is disregarded by head staff.

The most important takeaway here is that poor mental health not only hurts employees, it also reduces in-house profit. We are all extremely different as individuals, and one of us may be struggling much more than our desk buddy, so it is vital to recognize there is no one “right way” to create a mentally healthy workplace because every workplace is different. Maybe you work for a big law firm where you are constantly being thrown tasks, or maybe you work at a small journaling company, virtually where you have a flexible schedule, educating all staff members about the importance of psychological health in the workplace is equally as important across the board.

In part two I will dive into some activities/practices all workplaces can implement into the day to day chaos of a 9-5 luxury.

SOURCES
World Health Organization. (n.d.). Mental health in the Workplace. World Health Organization. Retrieved July 10, 2022, from https://www.who.int/teams/mental-health-and-substance-use/promotion-prevention/mental-health-in-the-workplace

This article was written by summer student Bayden Summers and edited by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.