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The Surprising Truth About Pride at Work Canada

Pride at Work Canada (PaWC)/Fierté au Travail Canada (FaTC) is a nonprofit that is dedicated to supporting employers in making the workplace more welcoming to employees regardless of their gender expression, gender identity, or sexual orientation. Their vision: “A nation where every individual can achieve their full potential at work regardless of gender expression, gender identity, and sexual orientation” (Pride at Work Canada, n.d.). Originally founded in 2008 in Toronto and Montréal, PaWC now works with employers across the country from St. John’s to Vancouver. On July 11, 2022, I had the pleasure of speaking with Communications Coordinator Luis Augusto Nobre, who offered an insight into the organization’s work, and shared his advice for how employers can help to make their workplaces more inclusive. 

This interview has been condensed and edited from its original format.

Cossette (J2DW): Would you like to begin by introducing yourself? 

Luis: My name is Luis Augusto Nobre. I’m currently the Communications Coordinator here at PaWC/FaTC. My pronouns are he/him and I go with il/lui in French. I am in Tsi Tkarón:to/Toronto, which is situated within the “Dish with One Spoon” Wampum Treaty territory and covered by Treaty 13. I’ve been with the organization for almost three years, so in the team that I’m in now, I’m one of the seniors. So we could witness the growth over the past two years. When I joined PaWC… our team had five staff members in 2019, and today we have 15. So it’s a nice movement, because we see that more people are taking diversity and inclusion more seriously, and consider us to be one of the main sources to support their journey to help them. 

J2DW: Could you give me a sense of how PaWC was born in 2008? 

L: I consider it to have to do with the way the work was organized at the time, with people still experiencing every issue. Some of the laws that we have today to protect trans and queer communities in Canada were not in place at that time. So, a group of queer professionals just decided to create PaWC, on a more volunteer-based aspect…. So we have 12 founders, and they come from more personal initiatives with employers’ support, because at PaWC we serve our communities nationally, but at the same time we work with employers. That’s one way we can ensure that we’re not just addressing people’s needs, but the whole community’s needs… So this is how we as a community—we as communities and a large group of people from different provinces with different backgrounds—can build something to support our future generations.   

J2DW: What have been some of your major achievements as an organization?   

L: One of the major achievements that I’ve witnessed…is how people are taking topics related to diversity and inclusion more seriously… They want to build a place where we can be our authentic selves. 

Since 2008, we have seen the growth of partners that we call our “proud partners.” We started working with 12 employers in 2008. By 2014, we had 35. And just recently, we achieved the milestone of 250 proud partners. We have also developed a community partnership program, with more than 60 community partners—those are organizations and employers that tend to be non-profits in different provinces.… We have also developed documents that help people improve their own journey and to change their workplace by using those documents, which have guidelines on how to improve on diversity and inclusivity there. 

We’ve also developed our e-learning, that is another milestone. It’s easier for people because we can connect with employers…. at the individual level. And at the same time we can work with other organizations on a corporate level to spread the message as we try to have everyone on the same page to relate to some new knowledge. We are not here to develop experts on all sides —we have the expertise. But if you’re an employer and you know at least the minimum, if you’re aware of that, you could be an actor for change and have a more inclusive workplace. And when I say that, I’m not just considering 2SLGBTQIA+ inclusion, but that you will start considering other intersectionalities. Because everyone does not just have one aspect to their identity. We have multiple aspects. So with that understanding, you would start seeing a difference… 

We also try to develop a new employee resource group, where people with similar goals and identities come together and they try to work internally to improve something. It could relate to queer and trans communities, it could relate to Indigenous people, it could relate to Black communities in Canada and even those overseas. So I think those achievements come with this building of the expertise that we have now to support our proud partners with research, with facts, with data, that will just show that we know what we are doing. 

J2DW: And what have been some of the major setbacks or barriers you’ve found that your organization has met in terms of meeting your goal? 

L: I think that some employers have an understanding of diversity and inclusion for some people, they might consider… diversity and inclusion to be just a checklist. And it’s not, but that is one of the challenges we face. It comes up every year, when we don’t or cannot work with some of our partners to go beyond those aspects. Sometimes they come to us with questions that seem to be a checklist — “oh, because I have this, this, and that, I’m done, diversity and inclusion is happening here” — when really it’s an ongoing process. And I don’t see an end to that. Today, you have realities that are different from 20 years ago, and they will be different again in 20 years. The new generation, the future generation, will come with other aspects. And we need to consider the intersectionalities of those barriers. The economic crisis and pandemic aspects. Everything is overlapping. You need to be creating, you need to adjust to that. 

We are constantly working and developing content to help our proud partners… To show that it’s not just a checklist. It’s not just using pronouns, for example… Pronouns are just one of the initiatives, but it really goes beyond the pronouns. It’s about why you are using them, and not just how. It’s not just how, it’s why.  

J2DW: What are some particular examples of those narrower questions that people tend to ask, of course without giving away the identity of any companies? How can companies improve on those? 

L: Sure. I was talking about pronouns earlier, and sometimes you see others sharing the pronouns, but they don’t know why. They’re just mirroring the language in a more shallow way instead of going in deep…. In Canada we are a bilingual country, we can experience more advanced English for the Anglophones when it comes to gender neutral language, like using pronouns…. But in romance languages, the language is gendered, so it’s a challenge. We have to ask: how can we internally support the discussion of neutral language? … How could the immigrants that are here promote some discussions to create a space for their own identity in their own languages, and how can Canada use that language? That way we can reflect on the language that we use. 

J2DW: That’s a great point about using gender neutral language in French.  

 L: Yes, we are a bilingual organization so it’s important for us to have that discussion, and we do have the expertise. We understand that the way we engage with Francophones is different because of the French language, and language is also related to culture. 

As a second example, many people also connect with us to ask, “What is the right acronym to use for queer and trans communities?” That is more related to the kind of engagement that a person and the company has for the community, and for all aspects of identities. 

We have been using 2SLGBTQIA+ in a way that allows us to expand more. The 2S at the beginning of the acronym shows our commitment to do something both internally and externally to support two-spirit members of Indigenous communities of North America. But we are building an effort and a commitment to ensure that we are with them, regardless of the sexual identity they experience. When you have the 2S at the beginning, it shows another aspect of intersectionality that diversity and inclusion work is trying to achieve. The A is not for ally, but for asexual. Ace people do experience many challenges and we want to include that. So it becomes a common acronym, having the I and A at the end, for intersex and asexual people. 

So it’s one common aspect of people coming and asking us “what is the right acronym?” and we don’t have a right acronym for that. It’s about your commitment and what you’re doing. You even have people that don’t use the acronym! You have people that use SOGIE: Sexual Orientation, Gender Identity & Expression. It’s just a different way of expressing how the acronym was built. 

J2DW: Branching off of that, how has PaWC worked to overcome those barriers? 

L: With the research and the data that we have—not just our own, but from other organizations. By exchanging information with other organizations. We consider some organizations in our network to be very important, we don’t want to take their space. So it’s just working in a more collaborative way, even if it’s not a more formal partnership. Just sharing resources, and building that network support to our communities. So that is one of the good ways to overcome barriers… We have many other organizations doing similar or different work, but everything relates to diversity and inclusion… to queer communities, trans communities, and we can bring those facts and that data, the numbers to show that we have to move. We have to do something else. Without community support we cannot overcome any barrier. 

 J2DW: How do you think queer inclusivity varies across different industries and across different levels of employees within those industries?  

L: We have multiple voices and multiple identities….  so we cannot ensure that the same place will be welcoming to one person as they would be welcoming to another one. And when you add personalities as well…  It’s hard because you have to consider all that for the good and the betterment [of your company]. It’s building empathy with multiple identities, and respect. Respect for who people are… and how they want to be their authentic self at work. They feel confident enough to be open about their own identity. Sometimes they won’t be out at work because of the kind of environment they are in, but at the same time they are open with their family. Or the opposite, where the workplace is so open that they can be themselves…while for the family it doesn’t matter the reason, it’s a challenge just to come out and say, “I’m queer” or “I’m bisexual” or “I’m a trans person.” So I think that the best way… is to just have empathy and respect for people in general.  

J2DW: Yeah, queer is an umbrella term, but there’s so many different identities under that umbrella and sometimes people see those identities in different ways.  

L: Yeah, and with the training and education you have everyone on the same page, at least for the basic stuff. You don’t need to be an expert in diversity and inclusion to work with diversity and inclusion. You don’t need to know and read everything. But if you know enough and you respect and meet our language, relate to some people’s identities and how they introduce themselves, then you are in a good way for your diversity and inclusion journey.  

J2DW: How does PaWC try to incorporate intersectionality into its work and the experiences of queer workers who fall within other marginalized groups? 

L: We just use 2SLGBTQIA+ inclusion to start opening doors, but we always consider how intersectional human beings are, with multiple identities…. So when we organize an event, or when we are helping our proud partners and community partners to organize an event, we just tell them for example…. “You’re talking about Black History Month. Why not include some Black queer speakers on that?” …. And that way, you would be avoiding tokenism. So it’s about  considering that people have their multiple identities, they’re intersectional, but then you need to consider how you can have that intersectionality in your strategy when you are organizing an event, when you are doing something else. 

We have people that we share data with for cases in which folks experience prejudice for more than one side of their identity. Recently we had a panel related to religion and queer identities, and one of our speakers was sharing how he couldn’t embrace his faith as a gay Muslim. He was experiencing Islamophobia at the same time he was experiencing homophobia. 

We had another conversation with Indigenous folks that had similar experiences. Sometimes the way that things are built, they experience some prejudice because they are Indigenous and when they seek support and refuge within their own community they might also experience homophobia or transphobia. It’s why we need to consider multiple voices in our events… We have more people sharing their own history, who they are. It’s a kind of storytelling that gives people the opportunity to share. And they have the expertise—not just for their own identities but for their whole community. I cannot speak for and represent their community, but I have the knowledge that it is happening. And that’s one way to ensure that you have intersectional voices coming together.

J2DW: What has been the most gratifying or valuable moment for you personally since joining PaWC? 

L: Joining PaWC! … I worked for many years in corporate responsibility, social responsibility… with some community engagement. I’ve been in Canada for over six years, but I used to consider myself a newcomer. Let’s say I’m the first generation of my generation to live here. So I know how hard it is for immigrants to find a job, to come to the workplace with their identities, and I found that at PaWC, I feel embraced and it’s one of the greatest jobs I’ve had in my life. I’m happy here, having the opportunity to serve our communities. To be a factor in the change I expect to see. Not just for myself and for folks alive now, but for people who will be born in 50 years. It’s like my activist side is happy in a way that I just continue the legacy from all the names like Stormé DeLarverie, Marsha P. Johnson, and Sylvia Rivera, the three main names related to the Stonewall Riots. 

And we have so many other human rights and queer activists. Being here, I have the opportunity to do a great job, to work on things with which I’m in love—in my case communications and diversity and inclusion—and just helping to change the world…. It doesn’t matter if it’s fast or slow. We can see the change. We are moving, we can see the flow and that is really important. Even when we experience some barriers or setbacks as we have from some legislation happening in the U.S. and the UK and other countries right now… I really hope that the work we’re doing here—not just at PaWC but with employers, with the communities in this country, we can influence and inspire other organisations and other people to view those changes through their own lens and in their countries and their cultures.  

J2DW: Now the last question: is there anything I haven’t asked you that you’d like to discuss? 

L: I think the work we do here at PaWC is really important, not just for queer and trans communities but for people in general. We do support other identities, even if you’re not queer or trans. We cannot do the job that we do without people supporting us, people learning, people understanding that we have to do more. That what is happening now in the US with the change in the law is not just affecting women, but will be affecting many other groups, minority groups. We have to consider that some of those movements have a domino effect. And we need to build a sense of community so that we are not alone: we are here for you, and we expect that you will be there for us when we need it. So PaWC/FaTC is a really important player, not just within Canada, but within an international contribution to support queer inclusion and trans inclusion… So we will have more folks being who they are, and being proud of that. To be who they are in the workplace, they can be their authentic selves. And when you are your authentic self you do more, not just at work but for your community, your society, your family, for yourself. The important thing is to be who you are. 

 

Sources

About. Pride At Work Canada. (n.d). Retrieved July 14, 2022, from https://prideatwork.ca/about/

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

The Unemployment Crisis of Indigenous People in Canada

How many Canadian Indigenous voices will it take for us to remember that unemployment is an intersectional issue? Unemployment among Indigenous communities is definitely not rooted in a singular factor, but rather, is a quilt of a multitude of reasons spanning generations.

The Indigenous population comprises 4.9% of the Canadian population, totalling a rough estimate of 1.67 million people. Of this, the unemployment rate of Indigenous people is 11.6%, compared to that of non-Indigenous people is 7.6% from June to August 2021 (Bleakney et al., 2021). Why do Indigenous people have substantially higher unemployment rates? What barriers might they face in their pursuit of employment?

It is undeniable that Indigenous communities in Canada suffer from socioeconomic disparities fueled by a long, tragic history of mistreatment. Through the Residential School system, the ‘cultural genocide’ enforced by foreign settlers, as per the Truth and Reconciliation Commission, established a deeply painful chain of generational trauma, the effects of which are still evident today. Generational trauma is passed down in the family through genetics, and is experienced through specific behaviours of family members and their treatment of a child during early development. These behaviours give rise to problems like self-esteem issues, loss of identity, depression, mistrust, fatigue, and imbalanced immune responses, as well as a family history of diseases (Gillespie, 2020).

With such an array of interpersonal conflicts, it is expected that the Indigenous population of Canada should also receive comparable assistance from the government. Unfortunately, that is not the case. Indigenous communities receive little to no mental health aid that is actually accessible, explaining its adverse impact on employment rates. How is it equitable to expect trauma-ridden individuals to focus on job stability when they are still striving for a chance at mental stability?

Along with intergenerational trauma, Indigenous communities face socioeconomic and environmental disparities, creating a gap between the resources accessible to Indigenous versus non-Indigenous populations. One significant example of that gap is the inaccessibility of funded educational services. Indigenous communities on reservations do have access to one or two schools on the reserve for children under 18, however, these educational institutions tend to be so remote (or rather, the Indigenous reserves are), that countless children are sexually assaulted, kidnapped, and murdered on their way to and from school and never make it home. And even out of those who get home safely, their dreams of pursuing post-secondary education are often crushed once tuition costs and location are factored into the picture.

In 2018, Indspire, a charity focused on making education financially accessible to Indigenous students in Canada, published a summary of an in-depth survey of the experiences of Indigenous students pursuing post-secondary education (Post-secondary Experience of Indigenous Students, 2018). The most common message in the students’ testimonies was the lack of funding and accessibility to financial aid in Canadian post-secondary institutions. Some students had no choice but to bring their children to class because they were unable to pay for childcare and were too far away from their family and community (Post-secondary Experience of Indigenous Students, 2018).

Stemming from this, another issue that the survey-takers mentioned is that without adequate financial aid for housing, childcare, food, and tuition, many students inevitably chose to drop out of school to work minimum wage jobs (if hired) to sustain themselves, and/or focus on their home life. Without a solid educational background and access to any external career-building resources, the youth remain unqualified for high-paying, stable jobs, and the unemployment rate increases.

Other major factors affecting Indigenous Canadians’ employment struggles include environmental racism, mental illnesses — which often inform alcohol and drug usage — and poverty. An example of environmental racism would be strategic policies, creation and locations of institutions and houses surrounding a target community, which gives that population a specific disadvantage. Indigenous reserves often receive muddy, dark brown, contaminated water, a problem which issues the Boil Water Advisory, and the prey that they consume is ridden with dangerous contaminants, because of their proximity to mining rigs (Luo, 2021). This results in chronic illness, gastrointestinal disorders, and cancer. Due to the remote nature of Indigenous reserves, most individuals don’t have quick access to reputable hospitals, public transportation, and driving tests, and cannot afford a car or be eligible for insurance.

There is also a very limited selection of minimum wage jobs in nearby communities. As a result, job security is scarce. When you pile on drug and alcohol usage triggered by mental illness and physical health issues, it is evident that an individual cannot possibly ace a job interview, or work efficiently in these conditions.

These socioeconomic factors tie into self-esteem issues and the emotional and physical effects of intergenerational trauma. This is hardly a position conducive to job interviews and employment, is it? And the undeniable, glaring topic of racism in the hiring process and work environment has not even been touched upon yet.

It is clear that there are many hurdles that Indigenous job seekers in Canada must overcome to simply get a foot in the door. Most non-Indigenous Canadians have never had to, and may never will, think about these issues, further contributing to negligence from recruiting agents and coworkers. It is important for all of us to stay educated and aware, seek out ways to help, ensure we are not unconsciously contributing to the aforementioned negligence, and have compassion when amplifying Indigenous voices.

SOURCES
Bleakney, A., Masoud, H., & Robertson, H. (2021, November 16). This article uses data from the Labour Force Survey to examine trends in employment, unemployment and labour force participation among indigenous people in the 18 months following the onset of the COVID-19 pandemic. trends for indigenous and non-Indigenous people, by age group, sex, region and occupation, as well as for First Nations people and Métis, are presented. Labour market impacts of COVID-19 on Indigenous people living off reserve in the provinces: March 2020 to August 2021. https://www150.statcan.gc.ca/n1/pub/45-28-0001/2021001/article/00037-eng.htm

Luo, C. (2021, November 14). The water crisis in Canada’s First Nations communities. ArcGIS StoryMaps. https://storymaps.arcgis.com/stories/52a5610cca604175b8fb35bccf165f96

Gillespie, C. (2020, October 27). Generational trauma might explain your anxiety and depression-here’s what it means. Health. https://www.health.com/condition/ptsd/generational-trauma
Post-secondary experience of indigenous students following the Truth and Reconciliation Commission. (2018, September). https://indspire.ca/wp-content/uploads/2019/10/PSE-Experience-Indigenous-Students-Survey-Summary-Sept2018.pdf

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

Mental Health in The Workplace Part I

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

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

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

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

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

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

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

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

J2DW Announces 2022 New Board Directors

J2DW Announces 2022 New Board Directors

 

For Immediate Release

Barrie, ON, 18 May 2022 – Journey to Diversity Workplaces, a leader in the promotion of a new progressive workplace, announces three new board directors for two-year terms.

Current board members include:

Cynthia Gordon, Past Chair, joined the Board in 2018.
Heba Roble, Privacy Commissioner, joined the Board in 2021.

New board members include:

Dr. Leland Harper, Chair, ratified 12 May 2022.
Frank Tuzi, Secretary, ratified 12 May 2022.
Muddasir Zaib, Director, ratified 12 May 2022.

Dr. Leland Harper is Assistant Professor of Philosophy at Siena Heights University. His research focuses on philosophy of race, particularly issues of racial solidarity and racism. He is the editor of the Philosophy of Race series at Vernon Press and the organizer of the Great Lakes Philosophy Conference, an annual international philosophy conference. Leland grew up in Vancouver, British Columbia, and received a BA in General Studies from Kwantlen Polytechnic University, an MA in Philosophy from Toronto Metropolitan University, and a PhD in Philosophy from the University of Birmingham. In his spare time, he operates Leland Harper Consulting, a diversity, equity, and inclusion consulting firm based in Toronto, spends time with his wife and two children, and can be found cheering on the Boston Red Sox and the Los Angeles Clippers.

Frank loves spending time with his wife and 3 kids aged 6, 5 and 2 and currently lives in Ottawa. He really enjoys a great story. The topic or the format doesn’t matter as long as it is a great story. He has worked in the mortgage industry for 18 years, working his way up from a summer student to various leadership roles in mortgage underwriting. He is excited to contribute to J2DW’s growth and is eager to learn and grow along with the organization.

As a corporate lawyer, Muddasir has been involved in many large and small business transactions with Canadian, the US and European organizations. In the course of these dealings, Muddasir has worked with many other lawyers and professional advisers in providing range of legal services including business incorporations, contract drafting and other regulatory compliance matters. Muddasir holds a bachelor of law, a master of business administration and is currently pursuing LLM (Business law) from York University Toronto.

“I think it’s fantastic that we have such a diverse board with such exceptional people with the level of experience that they have.” commented Founder & CEO Peter V. Tretter

Journey to Diversity Workplaces is a non-profit organization built on improving the business and social environment by championing diversity and the workers within those workplaces. J2DW was formed in 2013 by Founder and CEO Peter V. Tretter with the goal of introducing and maintaining progressive workplace policies. Ideas like higher wages and a four-day workweek are key strategic pillars for J2DW to improve the quality of life and social footprint that businesses have on their employees and communities.

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J2DW Announces Zak Madell as 2022 AGM Keynote Speaker

Barrie, ON, 10 April 2022 – Journey to Diversity Workplaces is pleased to announce that Paralympian and Wheelchair Rugby medalist Zak Madell will be delivering the keynote speech at our 2022 Annual General Meeting on Thursday 12 May 2022 on Google Meet.

Zak Madell is a 3X Paralympian in the sport of wheelchair rugby. He was a member of the silver medal winning team at the 2012 Paralympics in London as well as a member of the 2016 team in Rio, and the Tokyo 2020 games.

Journey to Diversity Workplaces is a non-profit organization built on improving the business and social environment by championing diversity and the workers within those workplaces. J2DW was formed in 2013 by Founder and CEO Peter V. Tretter with the goal of introducing and maintaining progressive workplace policies. Ideas like higher wages and a four-day workweek are key strategic pillars for J2DW to improve the quality of life and social footprint that businesses have on their employees and communities.

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Contact:

Peter V. Tretter
705-481-1674
Email us!

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Top 5 articles of 2021!

We are fortunate to see an increase in visits to our website in 2021 with lots of help from our active volunteers! Now we present the top 5 articles visitors read on our website in 2021.

5. What is Work Culture? Where does it come from and how do we change it?

There are few topics as broad, or fundamental as culture. Most of us only recognize the dimensions of our culture when we begin to compare our way of life to that of another. Workplace culture is built of all the customs, habits, traditions, values, skills, beliefs, and knowledge of the people included in the company. (Nelson, Quick, Armstrong, Roubecas, Condie, 2021) It affects everything that happens, every action taken, and is shaped by every person that is included. Culture regulates behavior through norms and values, and in so defines the character of a company. (Nelson, 2021)

4. 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.

3. 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.

2. Minimum Wage, Minimum Effort?

From beginning to end, challenging the status quo is the incremental path of social and societal evolution. When dust settles and senses rest on something out of place, what starts as an individual musing grows into initiative for change. From one mind, or more likely, a hearty discussion of many: a framework erects and is bolted together by sound reasoning and good intentions for the future. At last, change finds its way to the hands of a doer; a creator.

1. 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?

This article was mostly contributed to and edited by J2DW staff & volunteers!

A Moment on Conflict

I think everyone has experienced workplace conflict at least once in their life. Conflict is highly common and although it’s generally seen as a negative clash of personalities or needs, much like stress, there is a positive side to conflict that can yield internal growth. Depending on the length and severity of the interaction, conflict can be emotionally exhausting.  This is dependent on how resilient the individuals are to stress and conflict. It can be hard on some people. The good news for those that really don’t enjoy this part of life is that it’s something that does get easier with time.  Hopefully when you’re done reading this post, you’ll have some better tools to help frame your next conflict in a positive light.

Interpersonal conflict is enjoyed by few. It’s a highly documented topic that can be studied, and practiced, and with enough work can be made to work for you. Dale Carnegie in his famous people handling book “How to Win Friends & Influence People” offers a myriad of good advice for avoiding the triggers that tend to stir up an individual’s self defense mechanisms. A study of conflict in Canada found that 86% of reported conflict involved egos and personality incompatibility. 67% of reported conflict involved a lack of honesty. 76% of respondents said they have seen conflict led to personal insults. Despite these statistics, 77% said that conflicts lead to better understanding between individuals. Over half of respondents stated that conflict has led to better problem solving.

The beneficial consequences of conflict include stimulation of creativity, innovation, stimulation of change, helps people establish their identities, and helps to reveal problems that may be brewing within a group or team. When conflict results in positive results, it’s known as functional or constructive conflict. The alternative would be known as dysfunctional conflict. Any conflict tends to move through four distinct phases. The first phase is when conflict is latent, lying underneath the visible surface. In this phase all that is necessary is for personalities to clash and conflict will occur. The second phase is known as the trigger event, when the conflict happens and becomes known. The third phase is the actual conflict, when opposing views and feelings are being expressed, which is then followed by the final phase resolution and settlement. The outcome of each stage of conflict will refer to the personalities involved; depending on how strong each personality or belief is will determine how the individuals will act as they transition through the conflict.

Many individuals have significant difficulty handling conflict, due to fear or lack of understanding. Mishandling conflict is easy. Common behaviors that do not help deal with conflict are avoidance, hostility, retaliation, character assassination and coalition building. When two parties engage in conflict it can quickly spiral out of control. Choosing to avoid conflict usually results in it coming back later, as it tends to fester beneath the surface. Reacting with hostility and engaging in the conflict with retaliation just adds fuel to the fire. In some cases, one party may decide to spread rumors and turn others against the other party, escalating the issue. this also escalates the issue.

Instead, leaders should lead the charge in conflict resolution. When given organizational power, a leader should attempt to reduce conflict through education and mediation first. If education and negotiation doesn’t work, then a leader can opt to alter the workplace structure. A leader can make changes so that two parties interact less. They may also attempt to ease trouble by reframing the conflict so that both parties are focused on the same goal.

If you find yourself dealing with conflict the best solution is to educate yourself in conflict management. Understanding the mechanisms of conflict will help to properly manage the situation. If you can’t make it work on your own then enlist the help of your leaders, it’s what they’re there to do.

References
ORGB. (2020) Nelson, Quick, Armstrong, Roubecas, Condie. 

This article was written by summer student Adam Best and edited by summer student Hannah Mastin. This article was funded by the Government of Canada.

The Structure and Growth of Teams

Talent wins games, but teamwork, and intelligence win championships. – Michael Jordan

Few things are as important as teamwork and the intelligence required to steer the team. From the systems of government to the microchip that processed this document for you to read, all of humanity’s greatest achievements came from groups of people working together. Let’s look at team formation and the benefits of dialling in the social parameters surrounding them.

In the beginning a group may be formed from the shared interests of its members. To become a team, there must be an underlying goal that is to be accomplished. Most teams are built of members that hold complementary skills to each other and hold each other accountable for the success of the group. There are a variety of theoretical models that describe the formation of groups. The general idea is that groups progress from their initialization to their end moving through common steps along the way. In the beginning, they must organize themselves for the task ahead and sort out any conflicts. Once the way is clear the group can move on to their purpose and focus on the achievement of the goal.

It’s highly possible for a team to have multiple leaders that split management tasks amongst themselves. The effectiveness of a team depends significantly on two factors: norms of behaviour and group cohesion. Norms of behaviour are a cultural benchmark for action. The signals for what is acceptable and unacceptable might come from within the group; this would be known as an organizational subculture. They may also come from the organization itself. These norms will influence several dimensions of performance as they define the competitiveness, values, and adherence to policy within the group.

Group cohesion is the level of influence members have over each other to hold each other accountable for the success of their mission. Cohesion typically forms over time as members get to know each other and the accepted norms at play. Cohesion is a powerful factor that is often planned for by business leaders that are attempting to maximize results.

Team building is an important activity that we have all engaged in at one point in time or another. The focus is to develop group cohesion, define role expectations, and develop interpersonal relationships. Exercises where we introduce ourselves and talk a bit about ourselves help to get the ball rolling but there are many more options; many of which don’t shy away from making fun their primary function. Fun can certainly bond people together.

Teams come with their own sets of advantages and disadvantages. Diverse teams can bring many perspectives into focus on a single problem, opening the door to greater innovation and creativity. Groups also have the benefit of being able to check their own work. Whereas an individual may not be able to see their own mistakes a group has more opportunity to clean up after each other. When a team is functioning well it can produce more work in a shorter period than an individual may. When the team is not coordinating so well it is entirely possible to be less productive, known formally as a process loss. Teams also bring fulfillment to individuals through shared achievement.

Studies have shown that teams frequently do worse than individuals do. What gives? Here are the main problems: Poorly defined team goals can cause the group to have a hard time falling into step towards their goals. Weak leadership leads to poor coordination and lack of direction and so is a necessary pillar of success. Team members must do their part to make the teamwork, if too much time is spent resolving conflicts or developing relationships the team itself can falter. The challenges of coordination can drag a team down with their sheer gravity. Performing as one can be very demanding to get right. Lastly an imbalance between collectivism and individualism can stifle the individual’s voice which will silence the innovative benefits of a diverse team.

In the end, a team requires a lot of work to perform at its peak potential. It’s important to know what it takes to develop and run a team, or you can quickly find yourself wishing you had just left it to the individual. To quote Henry Ford “[if] everyone is moving forward together, then success takes care of itself.”. Teamwork makes the dream work, but you have to get that team locked in and ready to perform.

References
ORGB. (2020) Nelson, Quick, Armstrong, Roubecas, Condie. 

This article was written by summer student Adam Best and edited by summer student Hannah Mastin. This article was funded by the Government of Canada.

Inclusion, The Global Directive We Love

Hello Traveller! Today I am fortunate enough to be able to write about something I feel close to, inclusion. Inclusion matters because it is a critical component of a high functioning team, and it is an excellent philosophy to practice as the world is becoming more diverse. Please adjust your thoughts now and focus on inclusion, a state of being included. A recent study by Mckinsey, and the ensuing “slew” of articles that followed, has been looking at the idea that diverse and highly inclusive workplaces can lead directly to higher sales, and innovation. This seems to be great news if you’re in favor of either money, technology, or the cultural revolution we are headed through now. I’m speaking of course about the abolition of hate speech directed towards traits and differences; notable segments, like the education field, business and tech, the United Nations, government, and invested citizens, are voting inclusion with their actions and words, which is a good thing because the population may want to work together on account of the planet heating up and the icebergs melting.

Now inclusion, has been identified as separate and vital to achieving a diverse workplace and being able to use the benefits as such. Meaning, you might hire people who are diverse, but said employees must also interact, and develop as a team that manages inclusion in good faith. A different report from Mckinsey recommends having diversity in all levels of the business. Making diversity and inclusion (DI) every manager’s job from top to bottom level, developing transparency for rewards and promotions to reduce ambiguities. Adopting a zero-tolerance policy towards discrimination to allow for people to feel more relaxed, and actively embracing new types of diversity that are receiving attention. This sounds like it would bring inclusion front and center, but like everything else it will require oversight to ensure progress is being made and ethics are being upheld.

DI strategies have developed in recognition of the fact that there must be time spent managing and promoting inclusion for it to thrive. People must feel the positive connections that come from trust and close relationships to reach their potential in the workplace. To access the potential gains of diversity, we must be allowed to relax a bit. One must be able to be their true authentic self to get there. Furthermore, feeling included can lead to the development of loyalty and group cohesion. Cohesion is how groups hold each other accountable and more developed cohesion will increase their ability to reliably complete their group tasks. It seems fitting to discover that in business it is good to work with diverse people when put it in contrast to growing legislation and deliberation on reducing racism.

So, it becomes no wonder that inclusion is the topic of the day then. By opening ourselves to others we craft a community and find enrichment in our lives. This a marathon though not a sprint. By leading the way in inclusive and ethical business we are opening the doors for a better future in communication. Thankfully, this will mean fostering a global outlook in all our dealings, ideally until it has become the standard of business in the 21st century. The positive effects of good faith business practices on our society and conscience can not be overstated.

Attaining true inclusion culture for the long term isn’t a walk in the park though. To be inclusive a company needs to make sure its employees are inclusion minded and share the same values on the matter by checking, constantly. This can mean a lot of training and repetition until the values of the training set in. Eventually though, with enough hard work a culture can become inclusive and diverse and may even reach into the next level of innovation and performance.

References

https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters
https://www.cio.com/article/3262704/diversity-and-inclusion-8-best-practices-for-changing-your-culture.html
https://knowledge.wharton.upenn.edu/article/inclusion-helps-companies-succeed/
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters

This article was written by summer student Adam Best. This article was funded by the Government of Canada.