News | Journey to Diversity Workplaces

Profiles of Diversity -:- Shan Simpson

Profiles of Diversity is a series in which we profile in each post one of the members of our Board of Directors or volunteers.

Today’s profile is Shan Simpson.

Shan has a physical disability. He tell us his greatest strength is resiliency. He is driven to succeed. He earned his Eagle Scout badge at age 14.

Shan’s hobbies include sports, reading, listen to music, and blogging. He really enjoys basketball as he can play it with his disability.

Shan got interested in J2DW because he thought it was a good idea. He lives in a small area with little accessibility. His proudest achievement was going back to school and earning his Bachelor’s degree in criminal justice. He’s also proud of his Eagle Scout Award.

In 5 years Shan sees J2DW having expanded to more areas and with a more global reach, especially to smaller communities.

E-mail Shan!

Workplace Discrimination

In an ideal world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we constantly face all kinds of neglect based on different attributes. All over the world, certain people treat others with prejudice because of particular features they possess. Unfortunately, this happens even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This phenomenon is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Workplace Discrimination

What exactly is workplace discrimination? It can be defined as a less favorable treatment towards an individual or a group of individuals at work, usually based on their nationality, skin color, sex, marital status, age, trade union activity, or other defining attributes (Australian Human Rights Commission). It can appear as a denial of certain rights, negligent treatment, intentional underestimating of a worker’s personality or work results and achievements, and so on. A person can be discriminated by their employers, or by their coworkers as well. Discrimination can result into severe psychological consequences for the victim, such as emotional stress and anxiety. Discrimination often causes an employee to leave the workplace, resign from a position, or in severe cases, to commit suicide or act violently against the discriminators.

Workplace discrimination can take more open and threatening forms, which are known as workplace harassment. It occurs when an employee is made to feel intimidated, insulted or humiliated, based on such features as race, ethnic origin, gender, physical or mental disability, or on any other characteristic specified under legislation (AHRC). The two most radical forms of workplace harassment are the application of physical violence, or sexual harassment; women are especially exposed to this kind of discrimination. Workplace violence can take several forms: the direct exercise of physical force against a worker which causes or could cause injuries to the worker; an attempt to exercise such physical force; or a statement or behavior which a worker can reasonably interpret as a threat to exercise physical force (Ontario Ministry of Labor). Sexual harassment can take the form of obscene jokes and allusions; intrusive body contacts; inappropriate gestures, or even direct actions aimed at sexual contact.

There are several ways to deal with workplace discrimination; such measures can be held both on the individual and on the collective level. Individuals who have experienced discrimination or harassment at work, are recommended to stand firm under verbal attacks, remain confident about their own abilities and judgments, and try not to stay alone with the abusive person (UnionSafe). At the same time, collective measures can be taken as well. They usually include calling for a meeting in a quiet confidential place in order to admit and discuss the problem; complaining to competent authorities; developing respective policies together with sanctions applied in case there is an infringement enacted by workers.

Unfortunately, we do not live in a perfect world, and not all people can enjoy equal opportunities and rights. This refers not only to our personal lives, but to our working environment as well; employees can be discriminated and abused because of certain features they possess, such as the color of skin, their ethnicity or gender, age, marital status, disabilities, and so on. To eliminate workplace discrimination, both individual and collective preventive measures should be made.

References

What Is Workplace Discrimination and Harassment? (2013) Australian Human Rights Commission. Retrieved from http://www.humanrights.gov.au/what-workplace-discrimination-and-harassment

Preventing Workplace Violence And Workplace Harassment. (2011) Ontario Ministry of Labor.(sic) Retrieved from http://www.labour.gov.on.ca/english/hs/sawo/pubs/fs_workplaceviolence.php

Bullying and Harassment in the Workplace. (2013) UnionSafe. Retrieved from http://unionsafe.labor.net.au/hazards/10717236108849.html

We got this essay from:

Workplace Discrimination (2013) Academic Help Retrieved from https://academichelp.net/samples/academics/essays/definition/workplace-discrimination.html#sthash.byNueAtv.dpuf

Sexual Harassment and Diversity in the Workplace

Introduction
Workforce diversity is a new term in business and industry. It is a term that is still uncommon in various areas of the world. Diversity can be considered by taking two different perspectives. Firstly, there are those fundamental individual attributes that make everyone on the earth unique for example disability, personality among others. Secondly, there are those differences that exist based on group membership for example race, ethnicity, and cultural differences among others (Barak, 131). Diversity is being an associate of either an indiscernible or discernible groups that are believed to be mainstream in the society (Barak, 131).

Pluralism, on the other hand, is the distribution of supremacy among the many groups of the society (Carroll and Buchholtz, 8). In other words, pluralism means decentralization and diversification of authority from a group of few individuals from the top to the majority at the bottom of the societal hierarchy.

Workplace diversity brings about a variety of ethical issues in the places of work. For example, sexual harassment due to sexual orientation, racism and ethnicity, gender issues among others. Sexual harassment is characterized by annoying sexual advances and innuendos meant for others; who think that such actions violate their right or interfere with their work. People take part in sexual harassment because of their sexual desires, or when, they want some sexual favors; prompted by the prevailing situation. For example, employees may be harassed sexually, by their managers, so that they get promotion. Sexual harassment is one of the ethical issues that face managers and employees alike. If it is perceived in an organization, it can strain the relationship between the organization and the society (Carroll and Buchholtz, 4).

My personal view
Regarding sexual harassment, I personally think that people need to have a more mature way of dealing with issues of sexuality. We need to go about them more carefully and privately. Sexual advances can be made provided the two individuals consent on the same. These advances should not be pegged on certain expectations on favoritism in workplace but can be for the continuity of the genealogy or for the purposes of procreation.
Various cultural practices have seen various forms of sexual relationships that exist within the society. As a Christian, I think is wrong and unfair to engage in irresponsible sexual behaviors like sexual harassment. We should bear in mind that it is against Christian teaching and against the ten commandments of God. I strongly believe that matters of sexuality and sexual harassment are matters of personal commitment to one special individual and having personal principles to adhere to.

In many places of the world, sexual harassment has prompted the enactment of various legal frameworks to guard against the vice. Besides, various nation-states have various definitions of what constitute sexual harassment. At workplaces, various suggestions have been postulated to deal with sexual harassment. For example, telecommuting, career development, education and training on what is tantamount to sexual harassment (Barak, 258).
Telecommuting is a program where one can work from home and not necessarily be present at workplace. Besides, education and training of workers and sensitizing on their rights as well as the course of action that they need to take when faced with sexual harassment and lastly, there should be clear paths for career development and advancement for those vulnerable to sexual harassment.

In conclusion, there are several ethical issues that arise in business and industries. It calls for every individual to counter these perceived vices in society. Thus, matters of inclusion and personal intuition are very paramount to be alive in a world which is more ethical.

Works Cited

Barak, M. (2010) Managing Diversity: Toward a Globally Inclusive Workplace. Los Angeles: SAGE

Carroll, A & Buchholtz A. (2008) Business and Society: Ethics and Stakeholder
Management Mason: Cengage Learning

This essay is from:
123help.com (2016) Sexual Harassment and Diversity in the Workplace. 123HelpMe.com. Retrieved from http://www.123HelpMe.com/view.asp?id=238070.

Challenges to Rural and Urban Workplace Diversity

The concept of diversity encompasses both acceptance and respect. Diversity requires understanding that each person is unique while recognizing the differences between each employee. These differences can include race, ethnicity, gender, sexual orientation, age, physical abilities, religious beliefs or political beliefs. A diverse workplace requires the exploration of these differences in a positive environment. Diversity is about understanding each other and moving beyond simple tolerance to embracing the richness of diversity contained within each individual.

Workplace diversity refers to the variety of differences between people in an organization. Diversity related challenges are present in almost every Canadian workplace from the larger, urban corporations to the smaller, rural businesses. Diversity not only involves how people perceive themselves but how they perceive others. Those perceptions affect the daily interactions within a workplace. A workplace’s success depends upon its ability to embrace diversity and also to realize the benefits of diversity.

There are significant challenges that exist when attempting to create a diverse workplace environment in rural areas. A lower rural population would decrease the number of perspective employees. Which in turn may limit the potential for a diverse workplace. Rural workplaces typically have modest resources available which in turn may prevent a rural workplace from offering a competitive salary/benefits in comparison to urban workplaces. The technological limitations and accessibility issues that exist within rural areas that may pose problems to overcome to when creating a diversified workplace.

There are also challenges to creating a diverse workplace environment in urban areas. In Canada, more than 80% of the population lives in an urban area, which is one of the highest rates for countries in the world. The important issues of urban regulation and monitoring urban land use affects Canadian urban businesses. A competitive job market may make it difficult for workplaces to retain employees which would be disruptive to cohesiveness and productivity within the workplace. Scheduling issues can be a challenge to workplace diversity when potential employees are not willing to work certain shifts or are only available to work part time. Financial issues can also be a challenge to diversity in urban workplaces as it can become expensive to accommodate the needs of individual employees even though it is important for businesses to make these specific accommodations. Typically more employees are required to effectively maintain a larger corporation in comparison to the smaller businesses in rural areas.

Rural and urban workplaces need to develop strategies and goals that will meet the specific needs of the workplace. Workplace diversity elevates businesses because it provides many different perspectives during decision making, broadens the business’s reach in the global market and allows everyone an equal chance for advancement. Staff training programs can promote workplace diversity by increasing the employees’ skills. A workplace must recognize and appreciate their employees by maximizing these employees’ skills and talents. Utilizing the available technology can increase the communication of a workplace and also can allow a workplace to be successful globally instead of merely having limited success in a localized area.

Developing a workplace environment of empathy, tolerance, and respect will help to promote workplace diversity. The benefits of diversity may not be seen immediately. However, workplaces should continue to encourage a diverse workplace environment that will further the goals of the workplace while also providing the workplace with a better opportunity to achieve long-term success.

This article was contributed by volunteer blogger Shan Simpson and edited by volunteer editor Parul Datta.

Why I am hopeful this holiday

If everyday was Christmas
If we could make believe
If everyone would care a little more
There’d be harmoney

~ Hey Santa! by Carnie & Wendy Wilson

So our world leaders have come to an accord in Paris, France during COP21 – United Nations Conference on Climate Change. This gives me hope, though George Monbiot seems to disagree about that, with him thinking the politicians undermined the deal’s potential. Here in Barrie the temperature averages anywhere from 0 – 10 degrees celsius, and we still have no snow on the ground. Global warming, anyone?

I always enjoy a Christmas day with snow, it’s just a classic holiday for me. Not everyone celebrates Christmas. Some celebrate Hanukkah, Kwanzaa, Diwali, Winter Solstice, Festivus, and many other festivals this time of year. (Airing of Grievances, anyone?)

I am thankful for my friend Shawn who helped with the transition from our previous web host to this one, and for his help in installing our SSL certificate! (See the green lock in the left corner of your browser address bar? That’s new!)

I am thankful for Susan, Lucas, Stephen, Caitlin, and Craig, who are our board members! I am also thankful to Silvia, she knows who she is, and she’s super smart!

I am hopeful for good food, friends, and company. That’s what Christmas means to me. It’s a time to reflect, be thankful for what we have, and spend time with loved ones, and friends. To take the time out of our busy lives to play that board game, or enjoy a cup of hot coco (or if you’re my parents, hot apple cider.)

Finally, I am thankful each day for those who have chosen to support Journey to Diversity Workplaces. Without you, none of this would be possible.

On behalf of the board, I’d like to wish you Happy Holidays, and all the best for 2016.

Peter V. Tretter
President & CEO
Journey to Diversity Workplaces

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Workplace wellness

Workplace wellness is any workplace health, promotion, activity or organizational policy designed to support healthy behavior and improve health outcomes. Employee wellness programs are attractive for potential employees and major perks for existing employees. Before incorporating a workplace wellness program, employers should carefully weigh the pros and cons of each program.

Chronic diseases such as depression and hypertension can lead to a decline in the overall health of employees in a workplace, contribute to an increase in health-related expenses for employers and employees, and lead to lower productivity and/or days of work missed. Some workplaces have realized the benefits of health promotion, and to curb the costs of rising health care, offer workplace health benefits to their employees. Ideally, the office should be a place protecting the safety and well-being of employees while providing opportunities for better long-term health.

Employee wellness programs can boost office morale and strengthen employee relationships. Whether a workplace institutes a weight loss challenge, a runners group or an on-site gym, a workplace is bringing employees together in interest groups with likeminded colleagues. Changing how employees interact and support one another can translate to a more supportive and positive work environment. A healthy work environment in turn positively affects productivity.

The cost of employee wellness programs is something that every employer must consider. Building a gym or bringing in a nutritionist will cost money and some workplaces may not have the sufficient resources available to implement wellness programs. Some of the wellness employees a workplace brings in can be paid a salary like other employees, but facilities will generally need upfront cash in order to begin building.

Workplace wellness programs also include policies intended to facilitate employee health, including allowing time for exercise, providing on-site kitchens and eating areas, offering healthful food options in vending machines, holding “walk and talk” meetings, and offering financial and other incentives for participation. Effective workplace programs, policies, and environments that are health-focused and worker-centered have the potential to significantly benefit employers, employees, their families, and communities.

However, workplace wellness programs may inadvertently discourage employees from participating in the company’s health benefits. The health within the workplace is made up of numerous factors and some are out of a person’s control. Some employees can be genetically predisposed to high blood pressure, high cholesterol or diabetes, and it is important to take these factors into consideration when developing an effective wellness program for a workplace. For some employees, the idea of required participation in a wellness program is intimidating. If an employee doesn’t reach the workplace’s goal and money is involved, it can potentially add stress within the workplace. Participation then becomes unaffordable and an employee may seek health benefits elsewhere.

While it remains unclear how well workplace wellness programs are doing at achieving all of their original goals, one thing that is clear is that there are benefits to both the employee and the employer. Wellness programs have led to higher productivity, lower absenteeism and greater job satisfaction. Investing in clinically-proven wellness programs fosters healthier, more productive, and happier employees. Making wellness a priority by providing incentives shows that a workplace cares about the well-being of employees which will make the top employee prospects want to work for you. Between health benefits, financial incentives, and possibly even improved job satisfaction, workplace wellness programs may be worth implementing in the workplace.

This article was contributed by volunteer blogger Shan Simpson, and edited by volunteer editor Parul Datta.

Accessibility Barriers in the Workplace

Accessibility refers to the design of products, devices, services, or environments made available for people with disabilities. There are several types of accessibility issues that can act as a significant barrier within a workplace including physical, technological, and attitudinal accessibility issues. In order to have a fully inclusive workplace, a work environment must be created that is physically, technologically, and attitudinally accessible for all.

Physical barriers are the physical features of the workplace that are act as obstacles putting disabled people at a substantial disadvantage compared to non-disabled people. Some countries have legislation requiring physical accessibility. In Canada, relevant federal legislation includes the Canadian Human Rights Act, the Employment Equity Act, and the Canadian Labour Code. Workplaces must make reasonable adjustments to overcome the physical barriers for disabled people. Workplaces can do this by removing the physical feature altogether, changing the physical feature so it no longer creates a barrier, or providing a reasonable method of allowing disabled people to avoid using the physical feature so that it does not reduce a disabled person’s effectiveness by impeding disabled people from doing their job. Physical barriers need to be addressed to maximize the job performance of a workplace.

Technology is being used in almost every workplace to accomplish specific tasks. Technological advancements have changed the way employers and employees accomplish these tasks. Several workplaces are using various technologies to change the way their employees interact and communicate. Technology reduces human errors which can be caused by stress. Technology has also eliminated some workplace boundaries and can facilitate the quick movement of information across the world, which can accelerate decision making at the workplace.

Technology can also decrease the effectiveness of the workplace if employers and employees become lazy in their job performance. Technology can be expensive and some workplaces do not have the financial resources to implement the most modern technological advancements. Technology can be a significant distraction that can negatively affect the employers and employees. Some workplaces have decided to block access to specific websites, such as social networking websites, because of the unlimited distraction these websites can cause. Workplaces should decide whether the available technology will realistically increase productivity and also assist in accomplishing the specific goals of the workplace.

Attitudinal accessibility refers to eliminating attitudinal barriers that discriminate against people with disabilities. Attitudinal barriers include thinking that people with disabilities are inferior or assuming that a disabled person with a speech impairment never understands you. Discrimination is an action or a decision that treats a person or a group negatively based on their race, age or disability. Canadian employers are not allowed to discriminate against their employees. Employers are obligated to make every effort to accommodate an employee’s individual circumstances that relate to protected grounds of discrimination.

Discrimination can be decreased when there is awareness of the potential misconceptions or negative attitudes towards employees, including disabled persons, within the workplace. Employers must not discriminate on the basis of a disability or a perceived disability. Employers must make it clear that harassment in the workplace will not be tolerated. Harassment must be investigated and corrected as soon as employers become aware of it. An effort must be made to eliminate the various types of discrimination, and the associated social stigmas, that can exist in workplaces.

An accessible workplace effectively addresses the physical, technological, and attitudinal accessibility issues in the workplace. An accessible workplace can maximize productivity by eliminating barriers that can prevent people with disabilities from working to their potential. People with disabilities have skills, abilities and experience that can add value in the workplace. An assessment should be made of the accessibility barriers of the workplace. It is important for employers to be aware of accessibility issues and to make reasonable adjustments to meet the needs of employees within the workplace.

This article was contributed by volunteer blogger Shan Simpson, and edited by volunteer editor Parul Datta.

Diversity Trends All Workers Should Know

Canada is a nation of newcomers and diversity has played an important role in Canada’s history. Originally inhabited by Aboriginal people, immigration to Canada began with the French and British colonization in the 17th century. This trend continued through the 18th and 19th centuries with United Empire loyalists who fled the United States during the American Civil War.  A wave of immigration from Europe after the two World Wars brought many new cultures, languages and religious groups to Canada, resulting in many changes in government policy and the first laws to protect diversity.  During the last 60 years, immigration has continued to flourish with newcomers arriving from every corner of our world.  In 1971 Canada became the first country in the world to enact an official policy of multiculturalism, showing the value of diversity in Canada’s political and social landscape.  The Canadian constitution, implemented in 1982, contained a Charter of Rights and Freedoms that protected multiculturalism.  The Canadian Multiculturalism Act was introduced in 1988 and federal funds began to be distributed to ethnic groups to assist them in preserving their cultures.

Diversity in the workplace is natural to Canada with its multicultural population and more than 250,000 newcomers entering the country every year. One of the distinguished features of Canada’s current workforce is its growing diversity. It is a significant challenge for both employers and employees to learn to value of diversity and to embrace differences. There is a great need to learn about diversity by talking to people, asking questions and listening. Workplaces should know about differences and diversity issues. When workplaces understand the importance of diversity, it creates an environment where employers can appreciate and value each individual employee’s contributions to the workplace. Employers need to learn how to integrate and manage their diverse workforce while employees must recognize the challenges diversity brings, and then be adaptable to a more diverse workplace in these modern times. It is a process of cooperative efforts whereby everyone wins while acquiring new knowledge, leading to new opportunities. It is not possible to find effective workplace solutions without recognizing differences and finding similarities at the same time.

A diverse workplace is more quite common in Canada today. It is a reflection of Canada’s unique communities and philosophies. A diverse workplace can create a culture of innovative thinking by tapping into a broader range of ideas. The definition of diversity is not limited by ethnicity, culture or religion. It is important to be aware that diversity can include many factors including economic status, beliefs, gender, first language, religion, sexual orientation, skill-sets, inclusion of people living with disabilities and countless other factors. Having a positive work environment for all employees is an essential key to success for any business or non-profit.

Diversity in Canada extends beyond race and ethnicity but spans language, gender, religious affiliations, sexual orientation, abilities and economic status. Canadian employers have taken strides to ensure their workplaces are representative of the diverse Canadian population. If current trends continue, Canada’s labour force is going to change drastically over the next two decades. By 2031, 29% to 32% of Canada’s population—between 11.4 and 14.4 million people could belong to a visible minority group, which is nearly double the proportion (16%) and more than double the number (5.3 million) reported in 2006. In contrast, the rest of the population is projected to increase by up to 12%. Sustained immigration, and a younger population will bolster the minority population’s growth.

Canadian communities are diverse and workplaces with an emphasis on diversity can often understand their target markets better. A workplace should be a reflection of the people it serves where people within the workplaces feel empowered and thrive in a culture that recognizes, appreciates and utilizes the unique perspectives and background of everyone. When workplaces capitalize on the strengths of each employee, and leverage his or her differences, the workplace will be allowed to function more successfully as a diverse, inclusive and cohesive unit.

Source: Statistics Canada

This article was contributed by volunteer blogger Shan Simpson, and edited by volunteer editor Parul Datta.

What Happens When Workers Get Real About The Biggest Problem In America.

Workplace ethics and integrity are crucial elements of employment; both these elements contribute to workplace profitability. Every workplace should clearly specify what is acceptable behavior and what is not at the outset of hiring. It is important for workplaces to summarize expected conduct in job descriptions or outline these expectations during the interview process. Behavior guidelines should typically address topics, such as harassment, work attire and acceptable language. Employees who don’t follow the rules outlined in a code of conduct may receive written and verbal warnings, and ultimately be fired.

A key component to workplace ethics and behavior is integrity, or being honest and doing the right thing at all times. Workplace integrity starts with honesty and trustworthiness. Integrity requires following through with our word and being honorable with our actions. When employers and employees have integrity, it can create a workplace environment that is respectful and professional. Honesty should be valued in every communication and transaction between employers and employees. Integrity stems from employees being honest with themselves, completing tasks effectively and meeting workplace expectations. Ethical employees are what build a good reputation for a workplace.

Ethics are the glue that can hold workplaces together. Employers must understand the differences between moral values and ethical principals. Moral values are what guide our behaviour while ethical principals are the ways we are expected to act in the workplace. It is also important employees understand the meaning of each of these terms and understand what they can do to ensure their behavior aligns with workplace expectations.

Ethical and behavioural guidelines in the workplace often place a high amount of importance on dedication. Although possessing the necessary skills is essential, a strong work ethic and positive attitude can carry an employee a long way. Dedication is often viewed in the business world as contagious, meaning that employees putting forth a solid effort can often inspire their co-workers to give the same level of effort to their job – ultimately enhancing the productivity of the workplace. Employers and employers taking responsibility for their actions is essential when it comes to workplace ethics and behavior. This means showing up on scheduled workdays, as well as arriving on time and putting in an honest effort into completing assigned tasks while on the job. Employees who exhibit accountability are honest when things go wrong and then work toward a resolution while remaining professional at all times.

A vital aspect of the workplace is working well with others in all levels of a company. Ethics and integrity can help to increase the morale and productivity within a workplace. In many instances, those who are not considered “team players” can face demotion or even termination. On the other hand, those who work well with others can advance.

Following the outlined workplace behaviour may not always eliminate all unethical issues. The best defense against unethical issues is to train employees on how to properly handle unethical situations with integrity. Successful workplaces understand the causes and detrimental effects of negative ethical behaviour. Employers then attempt to limit the amount of unethical issues by creating a code of workplace ethics that encourages behavior that is professional and ethical. It is important that employers understand the strengths and weaknesses of each employee to be able to maximize the potential of each employee. When employers are willing to implement strategies that promote integrity along with ethical and professional behavior, it allows the workplace to be productive and successful.

This article was contributed by volunteer blogger Shan Simpson, and edited by volunteer editor Parul Datta.

10 Surprising Reasons to join a Volunteer Board

Whether be our own board, or another I serve on, I have come to realize there are lots of worthwhile non-profits in our community, and many of them need good, quality volunteers to join their boards of directors.

Perhaps you might consider joining such a board. Or you know something else who may be interested. Here I present 10 surprising reasons to join a volunteer board.

Professional development – Serving on a board looks great on a resume. But if you want to serve on a paid corporate board in the future, it’s a great way to gain experience. Both paid and volunteer board operate in the same ways.
Enhancing your own personal networks – It’s a chance to meet new people, and network with others you may not have met before.
Knowledge & skills – You can develop new knowledge and skills from various tasks you take on, as well as from the shared experience of your fellow board members.
Active role in decision-making – Show you can setp up and lead.
To have fun – Volunteer boards provide various outlets for fun.
Increase one’s profile in the community in order to advance political aspirations – When running for political office, it’s always beneficial to have volunteer experience to show off.
Giving back to your community.
Productive use of time – Volunteering is a great way to use downtime, and serving on a board that needs your experience.
Raising of standards – Serving on a board will help you appreciate where the bar should be, instead of where it is.
New friends – In addition to making new networking contacts, it’s also a great way to make new friends people!\

We are always looking for new board members, and invite you to apply!