Mastodon

Tag: Hannah Mastin

How is Systemic Racism Affecting Childcare Employees?

Childcare is an area of service that has shown to be the backbone of the economy. Without childcare, parent(s) would struggle to get out to work, making it an essential service. It also provides jobs to the three hundred thousand employees working within the industry in Canada. The Covid-19 pandemic has amplified issues within the childcare system that stem from the deeply rooted systemic racism that has cultivated within our society.

In our society today, we still see many examples of systemic racism that seep into every aspect of life. Those in racial minorities have to overcome hurdles that are not experienced by the racial majority and have a more difficult time obtaining the same opportunities. Occupational segregation, especially amongst high paying and white-collar jobs, spurs on a multitude of other inequalities; mainly income and housing. Due to this systemic racism, the demographic in many low-income neighborhoods is black, indigenous or other people of colour (BIPOC), furthering the pattern that has been laid out in the past. Many of these neighborhoods are in what is known as child-care deserts; defined as an area with an insufficient supply of child-care, making affordable childcare one of the most difficult services to find.

The Covid-19 pandemic highlighted this inequality as daycares and other childcare centres were forced to reduce the occupancy, making it challenging for parents to find suitable placements for their children – even more so in areas that were already lacking in childcare options. The over representation of BIPOC in low-income areas caused this change to affect them more so than those in the racial majority. Many families and individuals had to make the difficult choice on if they would be returning to work or remaining at home to take care of their child(ren).

Outside of the family, the pandemic negatively impacted those working in the childcare industry, many of whom are members of BIPOC communities. The reduction in capacity equates to a loss of revenue. With fewer children in their care and less revenue, a portion of employees were let go as they were not required. In an industry population where BIPOC individuals are overrepresented, these communities were heavily affected. According to Stats Canada, one third of workers in the childcare industry are immigrants or non-permanent residents, and even more identify in a visual minority. Not to say that this did not affect members of the racial majority, but that it negatively affected BIPOC exponentially more.

The Canadian government did offer some financial assistance to those working in designated essential services, who were unable to work from home, and required childcare. However, this assistance only helped in specific circumstances. Many families were left questioning what they were going to do in terms of childcare for the foreseeable future, especially those in jobs that were not remote nor classified as one of the designated essential services.

Hopefully the issues in access, cost, and employment that arose during the pandemic were enough to urge the government to make strides towards the implementation of a universal childcare system, as well as the improvement in the cost and location of childcare. At a minimum there should be an increase in the funding provided by the government, to keep the system running smoothly. The government should also increase the level of support they give, by making it easier for visual minorities to reach out and access aid. Besides those changes, the government could work towards the implementation of more flexible work schedules or increase the availability of remote positions, especially for parents, even after the pandemic has subsided. It would allow more options for those who choose not to or cannot afford to send their children to any of the childcare services. In addition to that, companies that already offer childcare benefits for their employees should increase the amount given. Those that do not offer those benefits, should work to integrate such incentives into their company.

There are still many steps that need to be taken to dismantle this inequality in the childcare industry. To allow this system to thrive once again, the government must take action to repair and enhance this essential service, with the livelihood of the parents and the workers at the forefront of their minds.

References

https://www150.statcan.gc.ca/n1/pub/11-627-m/11-627-m2021051-eng.htm
https://www150.statcan.gc.ca/n1/daily-quotidien/210625/dq210625a-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.

Sexism at work

Sexism has deep roots in history and unfortunately it is still an outstanding issue today. Many issues that arise with sexism translate into the workplace so it is essential to recognize these issues on both a systemic and interpersonal level and how this form of aggression can impact one’s ability to work.

First let’s define sexism; Sexism is any expression that someone is inferior because of their sex. This type of judgement typically occurs towards those that are female presenting. These sexist actions can create an unwelcoming environment within the workplace. There are two main types of sexism that can be seen: hostile and benevolent.

Hostile sexism is an aggressive and obvious form of harassment that can be quite apparent in the workplace. Statements that generalize the behaviour of women, typically implying that women are less competent than men, are the main culprit. However, hostile sexism also includes the use of negative stereotypes, evaluation based on someone’s gender, sexual harassment, or the idea that women are unintelligent, overly emotional or manipulative. This thought process leaves women feeling alienated or unwelcome in the workplace.

The other type of sexism apparent in the workplace is benevolent sexism. This form of sexism includes the idea and assumption that women are inferior to men and should be confined to traditional gender roles or require protection and support from men. This can be seen in the workplace in many ways. For example, assuming that a female employee would be too busy with their family and not inviting them to a company outing or outings with those in higher positions, such as the CEO.

These limitations and forms of harassment exclude women from opportunities to move up ranks in the company, or even have the same acknowledgement for their role as their male counterparts. These issues are not exclusive to the workplace environment but are apparent on a systemic level as well.

Even today examples of systemic sexism exist within our society. One of the most notable examples of this is the wage gap. In almost every country of the world, including Canada, there is a difference in the average pay between men and women. On average, women are paid less than men, even when comparing the hourly pay of full-time men and women. In this instance, women make approximately 87 cents for every dollar a man earns. These limitations create what is known as a ‘glass ceiling’ for women, preventing them from rising above a certain hierarchy level within their profession.

This inequality is increased when looking at women of racial minorities. Indigenous women who work full-time throughout the year, make on average 35% less than non-indigenous men. Meaning that they make 65 cents to every dollar made by non-indigenous men. Women in other racialized communities make 67 cents to every dollar made by non-racialized men. These numbers can be attributed to both systemic sexism and racism that remains apparent in our social structure today.

The lack of women in leadership positions and those who hold jobs that are high paying is causing a delay in the progress of closing the gender wage gap. Once again, we see the ‘glass ceiling’ limiting women from climbing to the top of the corporate ladder.

There needs to be more representation and examples of women in power to prove that one does not have to be a man or possess traits that are typically masculine to succeed in a leadership position. Additionally, workplaces need to educate their employees on how to respect all coworkers, not just women, and to put their prejudice aside and not let it affect how they behave in the workplace.

Strides have been made to equalize the discrepancies and inequalities to women in the workplace. Though we have seen these changes and acknowledge them, there are still many barriers that women must overcome to negate the systemic and interpersonal sexism that exists in our workplaces today.

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.

The facts about workplace harassment

One of the most common issues that employees face within the workplace is harassment. Many Canadians over the age of 15 are likely to fall victim or be a witness to workplace harassment over the course of their career.

Workplace harassment is defined as objectionable or unwelcome conduct, comments or actions against an individual within the workplace. This unwelcome verbal or physical behaviour is done in a way that is expected to offend, intimidate, humiliate or degrade. These actions can cause one to feel unwelcome and in some cases unsafe, causing productivity and overall job satisfaction levels to drop. Some forms of harassment include offensive jokes, intimidation, assault, sexual harassment, amongst others.

The most common type of harassment experienced in the workplace or in work related settings is verbal abuse. According to Stats Canada, 13% of women and 10% of men have experienced this within the past year. From discriminatory language, shouting, spreading gossip and/or lies, interrupting or undermining colleagues; verbal abuse can present itself in many ways. These negative verbal interactions can cause animosity between team members and lead to a hostile work environment, which over time can have a negative influence on the mental health of employees.

Unfortunately, most workplace harassment cases go unreported out of fear of retribution, especially if those responsible for the harassment hold higher positions of power than the victim. This power dynamic instills fear, and deters them from reporting. In many instances employees have suffered consequences, such as demotion or losing their job, as a result of filing a complaint. Additionally, many companies and organizations do not have adequate human resource services, making it difficult and unworthwhile to report as it is unlikely to produce results that favour the victim.

The government has policies in place that work towards a safer work environment for all. The Directive on the Prevention and Resolution of Workplace Harassment and Violence was created to protect employees and to ensure that there is an appropriate response when a complaint is made. However, it is up to the independent employers to see that this directive is followed.

Companies should be following this directive and actively working to protect their employees from all harassment within the workplace. From prevention to direct action, there are several steps that can be taken.

Raising awareness has proven to be effective by alerting employees of the common struggles faced and the signs to look out for to detect instances of workplace harassment. Alongside that, making certain that all employees know what constitutes acceptable behaviour within the workplace and what does not.

The employer and those in leadership roles should be demonstrating and promoting a safe and positive working environment. They should consistently stay aware of the atmosphere within the workspace and directly address any tension or issues that may come up.

To combat the fear that comes with reporting, there should be open lines of communication within the workplace. Each individual that comes forward with a complaint should be taken seriously and treated fairly, regardless of position within the organization. Those listening should do so carefully and respectfully, keeping in mind the vulnerable position that the individual is in.

Employees should also be alerted of any and all possible consequences of their actions. Knowing the consequence works to deter individuals from partaking in the actions that would warrant such a response.

Workplace harassment is something that has become all too common, and there is still more work that needs to be done. Education and awareness are the key to enacting change, and creating a safe and welcoming working environment for all employees.

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.

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.

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.

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.