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Category: Voices of our Nation

Promoting Social Cohesion Through Diversity and Inclusion

Social cohesion refers to the social factors that bond individuals at the community, national, or universal levels. It occurs through the building of positive social relationships.

This involves the willingness of members of society to cooperate with each other in order to survive and prosper and an accessible community with a barrier-free environment. One that does not limit anyone’s participation in everyday life.

Diversity encompasses acceptance and respect. It includes an understanding that each individual is unique and recognizes the individual differences of people in a society.

Social inclusion improves on the terms that individuals and groups take part in a society. A socially inclusive society is where people feel valued by others. Their differences are respected. Their basic needs are met, so that people can live in dignity within the society.

Inclusion is a feeling of belonging, being treated fairly, and providing people with an equal opportunity to be successful. Social exclusion is a process where people are denied full access to various rights, opportunities, and resources that available to members of a different group in the society.
Diversity and inclusion can promote social cohesion. Social cohesion a means to bond diverse groups of people in working toward a common goal for the improvement of the society to benefit the well-being of everyone.

Social cohesion is when people live peaceful lives. When diversity is accepted in societies, they begin to be more productive innovators by approaching problems from different perspectives.
Some of the benefits of social inclusion cohesion are people experiencing a sense of belonging in community with an increased level of acceptance, providing valuable societal roles to increase individual self-worth, and developing stronger social bonds between people from a wider range of diverse backgrounds.

When people experience even some of these conditions in their life, they will more likely be happier and healthier. In non-inclusive societies, people are more likely to experience poor physical and mental health, loneliness, isolation, and lower self-esteem.

Several people with various disabilities unnecessarily experience life in a worse way. Unfortunately, these people may not have gained a sense of presence in their community due to not having adequate access to the social activities to significantly enhance their wellbeing.

People with disabilities may also lack opportunities to work, learn, and develop social relationships with others. Disabled people are sometimes not acknowledged in their community with their skills and unique perspective, where they are untapped or underutilized by society.

Strategies should be developed to promote social cohesion through diversity and inclusion. When a society becomes invested in promoting social cohesion through diversity and inclusion, every person can benefit and societies can be more successful by utilizing the skills and abilities that each member of society has to offer.

References:
Diversity and Inclusion Aids Social Cohesion
The Upside of Diversity and Inclusion
Why Diversity?: Advocacy and Issues
Why Social Inclusion?: Advocacy and Issues

This article was written by volunteer blogger Shan Simpson and edited by volunteer editor Scott Jacobsen.

Diversity for Productivity

According to the University of Florida, people are living longer and the world’s globalization will require further interaction from people who are more diversified and come from an array of backgrounds. Typically, they work in diverse and varied environments and this raises questions about tracking this trend and adapting to it. Companies want to perform better in the business world and many would like to advance diversity as well.

The importance of a diverse work and business environment is to be able to maximize and capitalize on workplace productivity and effective management. This places a lot of responsibility on supervisors and managers. We see that the workplace environment is continuing to evolve with the times and that the culture and workplace will follow suit. Based on the report, Diversity in the Workplace from the University of Florida, companies looking to embrace diversity and have inclusive organizational structures will likely gain greater productivity and competitive advantages. Thus, those workplaces that do not choose to evolve will potentially lose productivity.

There are some questions that arise from companies planning or thinking about evolving. How do you do it? What forms will it take? To do it is simply to build a structure from which to onboard people from diverse backgrounds. The forms that it will take will be much more diverse and inclusive from the managerial side all the way down to interns. Of course, as noted in the research, “there is no single recipe for success.” The manager’s ability to be able to understand teamwork and the dynamics of the team in the workplace is very important. A manager or supervisor wants to look into things such as equal employment opportunities in order to capitalize on the larger talent pool, especially when looking at a broader base of the variables for potential employees.

In addition, the manager or supervisor may want to look into the means through which those throughout the hierarchy of the organization can find advancement. If an intern, they can potentially be promoted to part-time or full-time employment. If a full-time employee, they may be able to be promoted to some sub-managerial or supervisory role. As the article summarizes, a diverse set of teams can bring a higher value to organizations in addition to respecting individual differences that can provide an organization or business with a “competitive edge” and increase in “work productivity.”

Many workplaces in the modern era have diverse backgrounds, people, educational experiences and certifications, and so on. If this comes into play, then it will eventually result in a higher productivity of the organization as a whole towards its stated mission, mandate, and goals.

References
Green, K. et al. (2002, June). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved from https://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf.

This article was written by volunteer blogger Scott Jacobsen and edited by volunteer editor Erin Murphy.

11 Tips on Respect & Inclusion in the Workplace

It has become a lot easier since back in the day, to express gender and sexuality issues in the workplace. When one could not express a fundamental part of oneself, it tended to hamper the outflow of work. However, with that being said, it does not mean that it has been easy for our current generation. There are still problems that one faces at the workplace in the aspects of respect and inclusion. A ‘closed’ environment can significantly impact an individual’s involvement in the organization, potentially resulting in low staff morale, increased absenteeism, decreased productivity and retention difficulties.

When employees have been working together for a long time, it is likely that they become a tight-knit group and it can make it difficult for new employees to become part of that group. New employees aren’t aware of the group’s internal dynamics yet and can feel left out if everyone is calling out ‘Pepperoni’ at 4pm and you are the odd man out. Therefore, Human Resources departments have come up with techniques to help new employees or an existing employee who is not quite settling in yet to feel included at the workplace. Almost 45% of the employees who leave the workplace do so because of their seniors. That can be a large factor in deciding whether to stay with the company or not.

Here are some Human Resources techniques to help new and existing employees:

i) Open and Effective Communication – provide open communication channels and feedback. This optimizes the opportunity for discussion of issues related to inclusion and discrimination. Having complaint boxes or walk in policies with one’s supervisor would encourage individual’s to open up about the issues bothering them, which would in turn lead to employees feeling more comfortable
ii) Political Differences – everyone has different opinions and they must feel comfortable sharing them with their colleagues, as long as they are work appropriate. This can help build bridges with people who may share similar opinions
iii) Build Relationships – learn about the cultural backgrounds, lives and interests of employees outside of the workplace. Building relationships through increased understanding and trust helps to foster inclusion. (Who knows you may even find someone who you have a lot in common with and could help you move up the corporate ladder)
iv) Get Involved – be creative, flexible and look for new opportunities to join events the company is having such as the annual company picnic
v) Equal Opportunity – This is geared towards employers, as they have to ensure all employees have the equal opportunity to take part in decision-making and planning for social activities
vi) Special Days and Events – it is important to recognize and acknowledge special days and events such as International Day of Persons with Disabilities, International Day to End Racism, Gay Pride celebrations, etc
vii) Create Intranet-based Multicultural Calendars – this helps avoid scheduling important meetings on major cultural holidays so that everyone feels respected and heard
viii) Permit Flexible Schedules – this helps employees who observe religious practices can arrange their schedules around their beliefs. This ensures that the employees know that you respect their faith and also being accommodating
ix) Acknowledgements of Faiths – there are many different faiths in a workplace and the employer needs to respect them. This does not mean employers have to throw parties at every religious holiday but acknowledging it and giving the leeway for a day off will go a long way in building rapport between the employee and employer
x) Accommodating for Employees with Disabilities – for employees that are blind, in a wheelchair or have visual impairment, the employer needs to be accommodating. Have signs in Braille, audiocassettes, make the office accessible with a ramp, elevators, handicap washroom and parking spot
xi) Mental Health – it is important for employees who are suffering from mental health issues to know that they can talk to someone and that they are not alienated. Keep communication doors open and ensure them that they are in a safe environment and provide them with people they can talk to if they need it.

This article was written by volunteer blogger Riya Prem Raaj and edited by volunteer editor Erin Murphy.

8 holiday issues in the workplace

T’is the season to be jolly, fa la la- la la, said no employer ever. The holiday season is where tough decisions at the workplace are at their highest. Holiday parties and holidays, in general, can be an opportunity for employers to improve workers morale such as using holiday bonus incentives. However, the holidays can also be a stressful time where efficiency goes out the window and employers need to have a handle on things and prepare accordingly.

It is that time of year where your office may do Secret Santa or simply exchange gifts with everyone in the office and it can be stressful picking out friendly but appropriate gifts. That is just the tip of the iceberg for employers as they typically will host either an office holiday party or take their employees out for lunch/dinner. As an employer, you hope that your employees know how to conduct themselves, but it is a good idea to make guidelines to ensure things don’t get out of hand. For example, employers could enforce a two-drink limit at a restaurant or simply have the party in the office where drinking would not be permitted. It is important to understand that office parties are not the same as getting together with friends. There may be similar elements such as uncomfortable flirtation or awkward tension between those who don’t see eye-to-eye. What is important for employees to remember is you are still representing the company and any misconduct, especially in public or within the office will reflect badly on you and your company.

Some issues that an employer needs to undertake and be prepared for are:

i) After the holiday party or lunch/dinner, making known to all employees that taxi services are available
ii) Drinking limits are strictly enforced (not allowing someone to give away their drinking ticket to someone else)
iii) Include all of your employees, invite everyone to lunch/ dinner or make sure everyone knows when the office party is so no one is excluded
iv) Have a budget set out for holiday parties and know what the company is able to spend
v) Include other religious holidays, Christmas becomes the dominant holiday while other religious occasions or beliefs are set aside
vi) Look out for sexual harassment, bullying, and aggression, especially when alcohol is in the mix
vii) Account for productivity and make it known amongst your employees what is expected of them before December hits. Not knowing how much work will get done may cost the company if shipments aren’t made in time or sale expectations weren’t met
viii) If an employer needs to fire an employee during the jolly month of December, it is good to try and stay in touch with your other employees. It may induce more stress on your employees if they think they will get fired as well.

It is important to know that there is a thin line between party and ‘partaay.’ Both the employers and employees must respect this line. Though holiday parties can be a lot of fun, we don’t want to see them get out of hand and end up costing the company in litigation fees.

This article was written by volunteer blogger Riya Prem Raaj and edited by volunteer editor Erin Murphy.

Our Co-op Experience

Our Co-op Experience

Ishita Malhan, B.B.A & M.B.A, Social Media Analyst
Patrick MacIntyre, B.A & B.Ed, Social Media Analyst

My colleague and I were employed as Volunteer Social Media Analysts for a not-for-profit organization known as Journey to Diversity Workplaces (J2DW) from October 2017 to mid-December of the same year. We are so thankful to have had this co-op opportunity available to us through our Research Analyst program at Georgian College. J2DW first caught our attention because it provided us with the ability to work from home and communicate with one another using different types of multimedia tools. We were motivated to work with an organization that we found so inspiring and shared similar perspectives on business ethics as we do.

The time we spent working for J2DW has granted us the opportunity to build and enhance our skill set that we will utilize throughout our career. There was no designated team lead within our social media analyst team, therefore, we approached each assignment with a very democratic perspective. Communication was a crucial factor to our success, as each member would offer his or her thoughts and opinions on the best approach to each task. Through this method, we were able to understand the importance of clarity on tasks at hand, allowing everyone to focus towards the same goal. Each member of the team had specialties and was able to provide a unique perspective on how to best approach each task. We held one another and ourselves accountable for assigned sections that enabled us to further develop our teamwork and communication skills.

After completing our co-op, we can honestly say that we have learned and developed new skill sets. Some of our assignments required collective work and at times it was challenging because we were not in the same city. Setting a plan, sticking to it and holding one another accountable while working remotely was not an easy task. My colleague and I had the privilege of working together prior to this experience, which was a great asset to the team. We had the opportunity to complete diverse tasks, learn new programs, problem solve and overcome challenges.

Below are examples of the tasks we assisted with during our co-op with the J2DW organization:

• Conduct User Analysis
• Social Media Platform Comparison and Trend Analysis
• Key Word Analysis
• Crowdfunding Analysis
• Post on various Social Media Platforms
• Conduct Research on various topics for the organization
• Google AdWords’ Marketing Campaigns
• MailChimp Marketing Campaigns
• Google Forms Survey Development, Distribution, and Analysis
• Drafting Policy Guidelines
• Blog Post

J2DW is an organization bent on setting the standard for diversity in the workplace and has been spreading its message and gathering new followers every day. By focusing on issues that influence the Canadian workforce, it is relatable knowledge that both employers and employees should be aware of. Subjects such as labour, education, and equality are things that are becoming more readily spoken about in public and J2DW is a resource bent on ensuring that employees know their rights. J2DW wants to set a workplace standard for equal treatment that will spread to other businesses, illustrating that equality is attainable.

This post was written by volunteer co-op students Ishita Malhan and Patrick MacIntyre. It was edited by volunteer editor Erin Murphy.

Communication and Other Workplace Barriers

Communication in the workplace is affected by a number of factors, some of which are recognizable to the worker while other are more complex and require a closer look. For example, there is a co-worker that you feel is unapproachable and as a result, you might prefer to procrastinate and not ask them questions or notify them of certain information. It could be any numerous of reasons that you feel this way, they looked at you funny, said a rude remark or cut you off in a meeting. However, without cutting to the chase of the problem and approaching them, you unconsciously created that barrier that made it difficult for you to approach them.

Over time, if there is no effective communication, it does weaken the bonds between the employers, employees and the organization as a whole. For example, a newly recruited employee is unsure if their work is up to par and if they completed it correctly, but they are intimidated by their senior. They may choose to go to a co-worker or other senior who may or may not be able to guide them as effectively and could consequently cause the work to suffer along with the credibility of the employee.

We underestimate the power of communication at a workplace such as sending quick emails, texts, phone calls, memos and of course the coffee breaks. Misunderstanding and miscommunications are common, hence it is important to overcome these barriers to build a healthy working environment.

Some common communication barriers are:

1) Distractions – getting distracted during a presentation or meeting and wanting to save face and not admit to these distractions, you don’t ask a colleague on what was said while your mind wandered (we do have an attention span of only 20 mins). Therefore you choose to input whatever you thought they said, which can lead to confusion and mistakes.

2) Shyness and Discomfort – these are real things that do hinder a conversation at a workplace. You have a great idea that you want to contribute but every time you are about to speak, the thought of having ‘all eyes on you’ and actually articulating this idea is too much and uncomfortable. Being too shy and uncomfortable in a workplace doesn’t allow for the worker to show what they are capable of doing and hinders the production of work overall.

3) Trivial Doubts – you might be thinking to yourself ‘why must I ask my senior such a trivial doubt such as rounding off one digit in a transaction’ and end up costing the firm thousands of dollars. Prevention is better than cure. It is a good idea to ask co-workers or management even a trivial doubt question (it may be a big deal and you’ll be grateful you asked) to prevent any further issues.

4) Body Language – I cannot stress enough how non-verbal body language speaks louder than words. Mixed signals (are they listening or not, should I repeat myself, how much have they understood) all cause confusion and work may suffer because of it. It is important to make sure (as my teacher used to tell us in class) that you are there both in body and mind. If you miss something because you got distracted for a few minutes, make sure you catch up either with a colleague or just ask them directly. They might appreciate the honesty (no one can pay attention 24/7 and the mind is bound to wander).

Some other barriers that one may face are:

5) Cultural Barriers – how people think, react and see the world can vary widely because of culture. This might give rise to stereotypes and other preconceived notions and sometimes make the person feel uncomfortable. For example, telling a person of Asian origin to handle the finances just because they are known to be good at math, is a gross violation of an employee’s personal merit.

6) Multitasking – with access to technology at work, employees feel that it’s necessary to check e-mail, answer customer calls and send text messages at the same time. Multitasking is a barrier to productivity because it can prohibit an employee from remembering important information and not being able to perform their job satisfactorily.

7) Stress – the amount of stress an employee feels when faced with many uncompleted duties prevents one from actually completing said tasks or opening up to a superior about it for fear of repercussions. Please speak up if you think your plate is too full. It is not healthy with regard to mental fatigue and physical health.

8) Physical Barriers – the closed doors and cubicles can be a subtle hindrance to communication. People in open rooms tend to talk more and walk about more freely.

These are just some of many different barriers that arise every day at one’s workplace. At the end of the day, open and effective communication between employers and employees goes a long way in solving issues and prevents new ones from cropping up.

This article was written by volunteer blogger Riya Prem Raaj and edited by volunteer editor Erin Murphy.

Causes and Solutions to Workplace Stress

“You are allowed to be human”

According to a number of surveys, a common type of stress that we see in everyday society is workplace stress. The files piling up on your desk, the phantom phone rings and the constant humming of the computers is a few of many parts and parcels of the workplace. These coupled with nepotism, ready to climb up the corporate ladder but being held back because of competition, lack of incentive and longer work hours all seem to be common causes of workplace stress.

We all have been at that job where we had a boss we were terrified of making a mistake in front of or wanted 25 hours of work in a 24-hour day (sleep was for the weak). The one who wanted you to put in all your waking hours on the job and still withheld that promotion because they “did not feel you were up to the task.” Those bosses are now responsible for half of the psychologists’ clients all around the globe.

Some of the common workplace stressors are increased responsibility, higher production demands, fewer benefits, pay cuts, layoffs, etc. Even bosses and senior management face workplace stress because they need to keep productivity levels high in order to keep the company running successfully and meet certain demands. They face hard tasks such as laying off employees that may have been with the organization for years, making cuts (budget and salary) and doing what is best for the company even at the cost of being called a tyrant. Some common workplace causes are:

• Overload of tasks – Heavy workload, infrequent breaks, long work hours and shift work. Hectic and routine tasks with little inherent meaning, lack of skills required, and little sense of control

• Management style – Lack of participation by workers in decision-making, poor communication within the organization and lack of family-friendly policies.

• Interpersonal relationships – Poor social environment and lack of support or help from coworkers and supervisors

• Work roles – Conflicting or uncertain job expectations, too much responsibility and too many “hats to wear”

• Career concerns – Job insecurity and lack of opportunity for growth, advancement, or promotion and rapid changes for which workers are unprepared

• Environmental concerns – Unpleasant or dangerous physical conditions such as crowding, noise, air pollution, or ergonomic conditions*

If you are feeling overwhelmed by the causes of stress mentioned above, don’t worry there are solutions to these causes. Below are some of the solutions we think could help you adapt and get a better outlook. Something for supervisors and company management to keep in mind to help reduce workplace stress are:

• Recognition of employees for good work performance

• Opportunities for career development

• An organizational culture that values the individual worker

• Learning to give them free time for personal life, as they might have families that require them too.

Some things you could try to alleviate your own stresses are:

• Prioritize – you are allowed to step back and evaluate your life, to say no to additional work, to say no if you will be missing your anniversary dinner (but you need to understand when to exercise this option)

• Talk to someone – Talk to a friend, family member or a counselor/ psychologist when you need some guidance or just want someone to vent to when you see yourself burning out (common signs include being irritated, frustrated, feeling depressed, withdrawn from friends and family)

• Exercise – this helps clear the mind and gives you the necessary focus to get through your day (healthy body = healthy mind)

• Get a regular sleep schedule – Whether you work the night shift or regular day hours it is crucial to allocate time for your body to rest (as difficult as this sounds, less sleep causes more health problems in the long run)

These are just some of many solutions to help reduce workplace stress. Find what works best for you and apply it. You are only human after all.

* Helpful list by The National Institute for Occupational Safety and Health (NIOSH)

This article was written by volunteer blogger Riya Prem Raaj and edited by volunteer editor Erin Murphy.

The Pros and Cons of Hiring Older Employees vs. Younger Employees

Ever thought you would one day be in a position where you would have the decision on your hands to make or break someone’s career? Well if you are, here is something that you might come across depending on the nature of your job. This article aims to analyze some of the main factors to consider while picking the right person for the job. At the very outset, I must make it clear that I am referring to older as in more experienced professionals and not just being ageist.

What are the things one could consider? We have tried to lay down factors that could influence one’s decision below in a concise format. Hope it helps you come to a conclusion about your Sophie’s choice.

I have tried to first evaluate the pros of hiring older employees as opposed to younger employees before proceeding to the cons.

1) Experience – for certain jobs, job experience is a huge factor. Experienced employees bridge the gap from teaching from scratch to jumping right into the thick of things.

2) Less supervision – they definitely do not need as much supervision as a just out of college hire.

3) Fewer chances of mistakes – they have made their mistakes and hopefully learned from them.

4) Takes lead – having probably worked at other places before, they feel confident enough to take charge and lead the team.

5) Mentorship – older employees are able (and willing) to mentor younger, less-experienced employees.

6) Clients – older employees might just have a list of contacts and networking that will be useful in the growth of the firm.

7) Patience – apart from the odd temper tantrum, they display more patience to teach and to communicate with the team.

8) Loyalty – it comes with the package.

9) Punctuality – this is one of those old tradition school things but punctuality is common and important to their generation.

The pros of hiring younger employees as opposed to older employees can be listed as follows:

1) Adept at technology – younger employees have grown up in the lap of technology and are therefore much more proficient at it than the older generation.

2) More risk-taking – they just might be more open to the idea of risks (this might not necessarily go down well for the company but they at least had the courage to take that chance. Older employees are more cautious and less open to something and who knows, the risks might pay off).

3) Dynamic – I do know of 60-year-old CEO’s who have been nothing but dynamic all their lives and that is why they are at the top. But younger blood with more ideas, fresh out of college and enthusiastic might be just what is needed to revitalize the company.

4) Flexibility – older employees tend to have their own set of ideas and notions and cannot adapt easily to the changing mindset. Younger employees generally have a flexible attitude because they are more adept at changing (it’s a millennial thing maybe) and can pick up on such changes sooner (without grumbling).

5) Expectation of Salary – the older employees come with some experience and want to be compensated for the fact that their previous skill has saved some training of the employers and therefore they must be compensated for the same. Younger employees are more than happy that they are being paid as the job is a place where they start off and learn (they know that their salary is not going to be through the roof).

6) Physical attribute – though it sounds ageist, it is true that older employees do face certain physical drawbacks as compared to younger employees and the strenuous work can take a toll on their health.

Several more pros and cons could be listed. However, the important take away from this article is that at the end of the day, the circumstance, the company and the post being recruited for is what will ultimately decide as to who stays and who does not.

This article was written by volunteer blogger Riya Prem Raaj and edited by volunteer editor Shan Simpson.

Whitewashing Hollywood

We all watch them, use them as forms of entertainment, and follow the news leading up and after them. But did you know that there is an entire strategy behind how movies and Hollywood pick their actors and actresses to skew the racial distribution?

The term used to best describe this practice is “white washing” and can be defined as the entertainment industry’s attempt at making ethnic characters more appealing to the white, money-spending masses by making exotic characters less ethnic and more “white.” An example of a whitewash would be an Asian movie cast with half Asian actors and actresses instead of ethnically Chinese actors, even if the roles required the actors to be full Asian.

Such whitewashing not only plays a role in direct consequences for the viewers of the film, it also plays an important role in propagating its effects into society’s realms. Numerous times, Middle Eastern, or people of colour, have been asked to play roles as criminals or terrorists in films. Statistically, the majority of terrorists around the world are not Middle Eastern and criminals are not always people of colour.

In an article recollecting 7 Middle Eastern actors and their experiences with such discrimination, one actor says “…I had an epiphany. I called my agent: ‘Hey! Don’t send me out on these terrorist parts anymore. I’ll be open for anything else, but not the terrorist stuff.’ “After that, she never called. [She used to call] three or four times a week.” (GQ online magazine).

The statistical evidence by the FBI is that 94% of terrorist attacks in the USA from 1985 to 2005 have been by non-Muslims. Putting that into perspective, an American terrorist suspect is over nine times likely to be not Middle Eastern than Middle Eastern. According to the same report, there have been more Jewish acts of terrorism than Muslim, but when was the last time you saw a Jew being cast as a terrorist in a movie versus a Muslim Middle Eastern?

A recent example of such colour whitewashing has been the casting of Scarlett Johansson, a blonde white actress in a Hollywood remake of classic Japanese anime Ghost in the Shell. The argument used by the movie producers and directors for such Asian white-washing is the argument of green colour, the amount of money the movie would gross if they would not hire a white actress.

The argument of money should not be valid anymore as the world progresses towards eradicating racism. An increasing number people are becoming accepting of people of a different colour and will definitely pay to see a movie even if the lead character is non-white. Many scholars have partially blamed the entertainment industry for the racism that exists in the world today and it only makes sense for the same industry to solve the problem.

Another common argument Hollywood uses for casting non-minorities in their movies is simply that there exists no talent in the minorities. However, this argument does not hold much water. In fact, Hollywood has recently developed a strong reputation for casting relatively modest actors and actresses in blockbuster films. One look at the Marvel Studios model shows at the time of their initial casting actors and actresses such as Robert Downey Jr., Chris Hemsworth, Chris Evans, Chris Pratt, and Scarlet Johansson were not guaranteed box office commodities. So apart from it being Marvel Studios, and most of them having the first name “Chris,” why were these actors considered safe risks while Asian actors aren’t given the same luxury? The only other variable is that they are white. Hollywood will risk box-office uncertainty on Caucasian actors, while not risking box-office uncertianty with Asian actors, but not all is lost with whitewashing. An actor, Ed Skrein, exited a movie once he figured out that the role was whitewashed. It seems like the more awareness we generate about this, the more likely the problem will go away.

This article was contributed by volunteer blogger & co-op student Mohammadali Saleh.

Developing a Positive Workplace Culture

A workplace’s culture is composed of the values, beliefs, attitudes, and behaviours that the employees share, and use frequently, within the workplace. The workplace culture determines how employees describe where they work, how the employees understand the workplace, and how the employees see themselves as an essential part of a productive workplace. The workplace culture is what makes the workplace unique. This culture is very important, because the workplace culture can either strengthen or weaken the objectives and goals that the workplace is trying to achieve.

Every workplace has a unique style which contributes to developing a workplace culture. The beliefs, principles, and values of individual workplaces form the workplace culture. A positive workplace culture encourages the employees to stay motivated and loyal to their employees and also committed to the goals of the workplace. The culture of the workplace controls how employers and employees behave within the workplace as well as managing behaviours in regards to interactions with people that an organization may do business with outside of the workplace. A positive workplace culture encourages employees to behave in responsible, ethical ways, resulting in higher workplace morale, employee collaboration, and empowerment.

A positive workplace culture allows individual employees to be clear about his or her role and responsibilities in the workplace. A positive workplace culture can increase productivity and improve employee satisfaction. A workplace culture should be established where employees are treated equally. Every employee should be made to feel valued and respected within the workplace. Workplace policies can help to develop a positive workplace culture as these policies assist to guide the employees’ conduct. Policies also give employees a sense of direction at their workplace. A positive workplace environment can lead to significant benefits for employers and employees as the workplace is more likely to be successful when a positive workplace environment is established.

A negative workplace culture can decrease productivity and also reduce employee satisfaction. Employees can become uninterested or disengaged, in their job, which will cause significant workplace issues. Workplace stress has been linked to serious health problems and absenteeism which can be costly for workplaces. Workplaces can improve their culture by addressing negative issues promptly and effectively. Workplaces should make it clear what types of positive behaviours are expected to reduce the impact of a negative workplace culture.

Changing the workplace culture might seem like a quick and easy process. However, changing a negative workplace culture can be challenging when negative workplace habits have been allowed to continue over a significant amount of time. Adjusting the workplace culture will require setting policies with clear boundaries and consequences. The long term goal will be to change the negative workplace culture, but this process usually requires changes in the behaviour of individual employers and employees before there can be a noticeable difference in all aspects of the workplace culture. Improving the workplace culture may require letting go of disengaged or unproductive employers and employees which could present temporary challenges, such as an increased employee turnover before workplaces will benefit from a more positive workplace culture. Developing a positive workplace culture will typically require patience and also a commitment from to employees and employers to improve their workplace habits.

A positive workplace culture can be achieved by encouraging good communication, employee input, cooperation, participation, and trust. Better productivity is accomplished through increasing employee satisfaction along with paying attention to the physical and emotional needs of individual employees. Policies should be implemented that will promote the success of workplace. These policies should be evaluated and adjusted to ensure that workplace policies can remain effective in the future. The development of a positive culture leads to greater workplace effectiveness, which positively affects financial workplace performance, customer satisfaction, employee engagement, and also an overall improvement in workplace productivity. When employers and employees are willing to cooperatively to create a positive workplace culture there is a better chance of ensuring that workplaces will be successful.

Sources:
Challenges to Promoting a Positive Workplace Culture
Importance of the Workplace Culture
Statistics Canada
The Impact of a Positive or Negative Workplace Culture

This article was written by volunteer blogger Shan Simpson.

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