Evelina, Dog Owner. Why Labels Suck.

Evelina Silveira, President, Diversity at Work

I usually like to start my day off with reading news stories from around the world, hoping to capture a balanced view of what is actually happening.  It is not always so easy to piece it all together.   One thing stands out for me for sure. The presence of labels: when, how and if they are used to describe protagonists and antagonists in the stories.

We are uncomfortable with applying specific labels when we see large groups  doing nasty things.  You are more likely to see an avoidance  of labels  with Canadian television broadcasters or more socially oriented European media.   The concern is about stereotyping, backlash, and creating fear.  On the opposite side of the spectrum when the media, social movements, governments and others want to draw negative attention to a group – the labeling comes in really handy.

Sampson 015 (1)

My Twitter feed was laden with sexist and racist exposés from journalists covering the Olympics in Rio. I also read about the hateful interactions of Arab athletes against the Israelis.  Clearly, “Israeli” or “Jew” a divisive label, was preferred over a more conciliatory one of  “fellow-athlete”.   How sad!

Labeling is tricky.  Gabby Douglas, the American Gold Gymnast had her share of labels thrown at her during the Olympics.  A lot of them weren’t very nice.  It was interesting to note how Gabby’s “blackness” was plastered around Twitter by black groups.  Then to my surprise, I saw again in my feed an article about how Gabby Douglas credits her Jewish upbringing with helping her to succeed.  Two cultural/racial groups wanting to make her their own and confer their label as a celebration of membership.  For individuals who judge people on one-dimensional characteristics: where does someone like Gabby fit in?   Since she is Jewish, does that mean she fits into the white privileged category that oppression activists would categorize, even though hatred against Jews is now considered to have reached the levels of pre-Second World War times? Or is she black?  Here lies the problem with looking at human beings so simplistically.  We are not one-dimensional.   It is time to reconsider the limitations of dangerously divisive thinking.

Labeling has been on my mind for a while, and more so now as I connect with Americans. My race seems to always come up.    Along with that, it becomes important for them to tell me their race when we are speaking over the phone.  I don’t understand it, maybe I will in the future.  In my opinion it is irrelevant, and so I wish my race was too.  I don’t think there is a universal “white” or “black” way of thinking.

I am Evelina: a multi-dimensional human being and so are you.  If it makes you happy to label me, why don’t you categorize me as  Evelina,  dog owner? I much prefer that.




What the Brits’ Telly Can Teach Us About Diversity Dialogues

Evelina Silveira,  President, Diversity at Work When you think about British television, what comes to mind?  Well, if you are not British most of us would probably say Coronation Street  because i…

Source: What the Brits’ Telly Can Teach Us About Diversity Dialogues

What the Brits’ Telly Can Teach Us About Diversity Dialogues


Evelina Silveira,  President, Diversity at Work

When you think about British television, what comes to mind?  Well, if you are not British most of us would probably say Coronation Street  because it has been around forever on Canadian televisions. But there is so much more to discover!  Deciding to join the cable cutting crowd, I have opted for YouTube instead, for my nightly viewing. And British TV is it!

I have been so impressed with the wide range of British television programs devoted to social experiments in the form of reality TV.  To their credit, it appears the Brits are sincerely trying to understand “the other” through their programs of cultural exchanges of various sorts.  They’re not your regular run-of-the-mill low budget reality programs but thoughtful, out-of-the-box productions that are not afraid to ask the tough questions.

Why do I find the programs to be so remarkable?  Because the participants in the social experiments get a chance to “walk in the other person’s shoes” and freely ask questions without being afraid of a label of “homophobe”, “racist”, “islamaphone” “xenophobe” etc.  You get to see the good, the bad and the ugly.  Nothing is held back and I like that.  At least, when everyone has their preconceptions on the table you have something to work with instead being terminally superficial and polite.

What I began to notice in British television was delightfully refreshing.  The Brits actually engage others in a conversation about diversity.   I don’t see that happening in Canadian television.  All  we ever see is one side of a story and you either accept it or you don’t.  There is rarely an opportunity for two groups to come together and learn about one another and gain sensitivity, empathy and insight into the other group’s world.  The Brits seem to love programs devoted to “social experiments” and I have to tell you as a lover of sociology and anthropology — these types of programs score high for me.

It must have been a television genius who came up with the subject matter.  I have watched at least one  episode with the following themes:

  • A small group of Brits who have to live like a Muslim for a designated period of time.
  • Six men from a variety of backgrounds and lifestyles who go to live in a Benedictine monastery and must follow their rules
  • Nasty British teenagers who are sent to live with an American Amish family to help them reform their ways
  • Bad behaving British teenagers who are sent to live with another family in a foreign country which is known to be “very strict”
  • Several English citizens who feel they have been negatively impacted by immigration are matched with immigrants to challenge some of their assumptions

What so good about these experiments? What do participants often learn from the experience?

  • There is greater understanding that can come from honest and often challenging conversations. You might either become stronger in your conviction or  more empathetic to the other’s experience.
  • There is value and meaning in learning about other people’s rituals even if they seem far off.
  • We can be enriched by others’ experiences and might find adopting aspects of their lives to our own.
  • Having your assumptions challenged is not a bad thing and it contributes to your own personal growth.  You can also help others grow by letting them express their biases/stereotypes and prejudices and work with them.
  • You can’t live in a liberal democracy without expecting to be offended occasionally: a price of freedom of expression.

For example, in the BBC documentary a young British-born  worker is matched to a Polish immigrant who owns his own construction business.  The young man contends foreigners are taking all of the jobs.  He gets to meet Mariuscz  a business owner and notices that his whole shop is full of only Polish workers which fuels his negative perception.   However, when he has a conversation with Mariuscz he realizes that these workers have a starting wage which is much lower than he would accept.  Mariuscz says he started at a low salary and worked his way up in a shop and finally decided to open his own business.  Mariuscz however is challenged to see that hiring only Polish workers is discriminatory and that he could benefit from English-speaking employees.  He is open to accepting this criticism and comes to see that his workers would learn English if there was someone around who would be prepared to speak it.  The result of this dialogue?  I would say a win-win for both participants.  Each was open to hearing the other’s point of view and challenge their own thinking.

British television shows me how much we Canadians have in common  However, I would have to say a few programs that I watched momentarily would never survive in Canada.  They are just too mean! Programs like Fat Families and Life on the DoleLife on the Dole  does not seem balanced at all.  Most of the cast consists of drug addicts, people who don’t want to work and ex-cons.  We don’t see many examples of the working poor.  If the purpose of Life on the Dole  is to make working people angry about the poor, than it succeeds in that regard.  If this program was filmed in Canada the slant would be different.  It would be aired to bring about empathy and awareness of the poor and set in a more compassionate light and with less of a classist tone.

All in all, British television rocks!  I need to run —-  Wife Swap UK is on!



The “Over-Qualified Bias”: What does this mean to employers and candidates?

MP900443225[1]Evelina Silveira, President, Diversity at Work in London,co-author  The No-Nonsense Guide to Workplace Inclusion

The topic of implicit bias has become increasingly popular in diversity and inclusion discussion circles.  Racial, gender, ability, age, cultural and other biases often play a part in deciding whether a  candidate is interviewed, offered, retained and promoted in a job.  Have you ever taken into account that an “over-qualified” label can also have serious ramifications for both your organization and the candidate?

With global unemployment as an epidemic, it naturally makes sense that many applicants may apply for work they have done before, with ease and for an extended period of time.  When these individuals then go to apply for a job which  is similar to what they have done before they are considered “over-qualified” and thus overlooked.  When employers go the “over-qualified” route, they believe that this is a nice way to let applicants down; telling them in a nutshell – “you are too good for this job”.

Next time you consider dismissing an applicant because they are “over-qualified’ it is worth reflecting on the following points:

  1.  The candidate applied for the job and this means they are interested just as any other.
  2.   You may think they are overqualified but they might feel otherwise.
  3.   They may be fine with lateral moves – not everyone wants to climb the corporate ladder.
  4.   They are looking for a less stressful job that they can balance more easily.
  5.   They have outside interests which they may want to devote more energy; and that is why they have chosen to apply for a job which they can perform easily.
  6.   An overqualified candidate can be your best asset. They can bring industry experience which can help your organization soar.
  7.   Do you want to eliminate a candidate from the pool because you fear they will take your job?
  8.   Different people approach work differently. This means that the candidate may find a new way of doing the work that will make it more stimulating and thus more inclined to stay.
  9.   You may be getting more value for their work.
  10.   Over-qualified is a label associated with mature workers. Could you be prejudicing the employment of mature workers?
  11.   Not all over-qualified people demand high salaries which is an assumption that is made all to often.

Before you think a candidate will be “bored in a second and gone in a minute” try some probing questions in the interview to determine whether the risk is high.

  1.   Where do you hope to be in 2 years?
  2.   What are you hoping to learn in this job?
  3.   What motivates you at work?
  4.   What is the ideal job for you?
  5.   What are you looking for in a job?

You may find the job is a perfect match for the candidate you have slotted as “over-qualified”.  There is no guarantee anymore that an employee is going to stay with a company for 10 years.  But realistically, job seekers are not doing a lot of job hopping when there are few options to go to.  If you are concerned their skills are not adequately being used asked them for suggestions.  With work experience under their belt they may make a fantastic mentor which is an exceptionally good way to recognize their value.


CHRR2159-16 HR_readers choice_div-emp-equity

The Guide to Workplace Inclusion

Preview and Purchase at www.yourdiversityatwork.com/ebook/

Read  below what others have said about our book:

linked in


This is an important and timely book for those who want more inclusive workplaces. It moves seamlessly from concepts and terminology and translates them into practical and actionable ideas. All readers, no matter where they are on their diversity and inclusive journey, will find something valuable in this book. Evelina Silveira and Jill Walters have created an impressive resource that includes examples of promising practices from across the globe. This should be every HR professional’s companion!

~Ratna Omidvar, executive director, Global Diversity Exchange, Ted Rogers School of Management, Ryerson University

The No-Nonsense Guide to Workplace Inclusion provides a thorough and engaging roadmap of the journey toward organizational inclusion. The authors write from a position of rich, credible experience, with the result that this Guide can help companies capitalize on opportunities and skirt problems on the road to fuller inclusion of an increasingly diverse workplace. Filled with examples and evidence-based solutions, this Guide is a valuable tool for any organization working on building and strengthening its culture of inclusiveness.

~Alison Konrad, PhD, professor of organizational behaviour, Ivey Business School, London, Canada

Managing diversity and creating inclusive workplaces can seem like a daunting challenge for many organisations, but Evelina and Jill have produced a really accessible, highly practical guide to help organisations get going. What we particularly liked was that it was packed full of real examples and illustrations and lots of useful links and tools.

~Tracy Powley, director, Focal Point Training and Consultancy Ltd, United Kingdom

Because inclusion is one of the core values of the USTA, it is important for me to lead, motivate and work well with individuals of diverse backgrounds, capabilities and interests in order to achieve the outcomes we’ve set for ourselves. This book is a great resource for any organization looking to create a successful culture of inclusion.

~D.A. Abrams, chief diversity & inclusion officer, United States Tennis Association/ author, Diversity & Inclusion: The Big Six Formula for Success

This book goes a long way in addressing the systemic discrimination faced by the LGBTQ2 community in the workplace. It tells you what you need to do and gives you the resources to do it. It makes it easy for any workplace to become more inclusive in their hiring, recruitment and retention practices. I highly recommend it for every workplace.

~ Deb Al-Hamza, past president, Pride London Festival/ diversity social worker, Children’s Aid Society of London & Middlesex

I think this book is very comprehensive! There is very valuable information from ‘Foundations for creating an Inclusive Business Environment’ to ‘Best Practices in Diversity.’ I see the value for small to medium businesses that lack a dedicated human resources professional or lack the experience with implementing policies and procedures to promote an inclusive environment; however, larger businesses can also benefit greatly from the examples, detail and strategy offered. I will continue to visit many of the resources offered in the future and have made note of some of the examples.

~Lesley Oliver, diversity & accessibility coordinator, Equity & Human Rights Services, University of Western Ontario

The book is strategic, concrete and to the point. The various examples make it relevant to readers and practical. I also like the fact it is rooted in personal experiences and takes a holistic approach. The book makes one reflect on what is not obvious, helps avoid assumptions and discusses unconscious bias.

~Magali Toussaint, international career and cross-cultural coach/ diversity professional, Netherlands, http://about.me/magali.toussaint





Political Correctness: Haven’t We Gone Too Far?

By:  Evelina Silveira, President, Diversity at Work

“Evelina, I don’t know how to say it, because I don’t want to sound bad or offend anyone but…”   “Just say it!”  I declare.   “You don’t have to be politically correct with me, if I don’t know what the problem is, I can’t help you!”  The tension automatically dissipates; and a looser more relaxed tone settles in and then the client begins to tell me an uncensored version of what is happening.

This happens regularly to me when I receive a call from a client. Usually they are stressed about a situation and they want answers but they don’t want to be judged.  They have learned they cannot criticize certain groups because they will have a label hurled at them or get slapped with a human rights complaint –-the biggest threat and silencer of all.

I am writing this article because I believe in truth and fairness. I believe in a balanced approach to diversity and workplace inclusion.  Political correctness is not always “correct” when it comes to truth and fairness.

Politically correct language is not a bad thing. I don’t want to be referred to as a “girl” “chick” or “bitch” but a woman.  Using the “right words” is positive.  It demonstrates the progress we have made in our understanding of the equality of human beings.  I like that!  Perhaps we should have left it at that.

Political correctness is responsible for:

  • Creating animosity amongst different groups and perpetuating all of the “isms” where none have existed.
  • Suppressing the truth.
  • Removing ourselves from our moral obligations to help marginalized groups.
  • Perpetuating a double-standard when it comes to acceptable  behaviour.
  • Preventing us from talking to one another.


How Political Correctness Creates Animosity Amongst Groups

The Christmas holidays are a prime example. I have never met a Jew or a Muslim in Canada who was “offended” by celebrating Christmas in the workplace.  Yet, each year there is a rush to plan a holiday festivity which sounds like a Christmas one – but  it isn’t supposed to be. Or the gathering is cancelled altogether because the organization has just hired a Jew or a Muslim, or any other non-Christian.  The end result: dislike for those of minority faiths and the cancellation of a celebration which would have otherwise brought employees together. In our effort to please everyone –we please no one. Instead, “well-meaning”, “religiously-sensitive”  gestures spring into micro-aggressions in the workplace where none has previously existed.

How Political Correctness Suppresses the Truth

It’s seems like it wasn’t that long ago when CBC’s Marketplace made a formal apology  for publishing inaccurate test results  about vitamin supplements.  But I am unaware of any such apology with the Fifth Estates’ problematic reporting of the incidents which lead to the death of little Aylan Kurdi.  His precious life could have been saved. Instead, they aired a report which infers that the Canadian government was responsible  for Aylan’s death since his family’s application  wasn’t approved in time to immigrate to Canada!   Around the same time, European and Turkish papers had reported about Aylan’s father’s disregard for his own son’s life (did not give him a life jacket but wore one himself) and that he was actually a human smuggler who was trying to get to Germany to get the State to pay for very expensive dental work. And to make matters worse, Aylan  wasn’t the only member of his family who perished as a result of his father’s negligence it was also his mother and siblings. The last I read his father was going to prison.  I don’t recall a correction notice on the Fifth Estate or any other media sources for that matter. It’s not politically correct and it certainly wouldn’t fit in with Liberal politics.

Canadians have been led to believe that we are saving thousands of people from Syrian refugee camps, but sadly we are not. According to the April 13, 2016 edition of Hill Times confirms that “very few are coming from refugee camps”.  Rushing to bring in thousands of people into the country without a good plan and then saying we are saving lives is deceptive. Stop leading Canadians to believe that we are helping more people than we actually are  — we are not!

My friends from former communist countries have noted that the CBC is no different than the propaganda they had to put up with back in their country of origin. It seems that our media on the whole has a disdain for simultaneously broadcasting opposing points of view.  There’s a name for that:  media bias.

Internationally and at home, journalists, police officers, and government officials are not allowed to report what is going on because they are afraid of an uprising and backlash against refugees and migrants. Since when is censorship a part of living in a democratic country?  I ask myself: What must it be like to be a muzzled journalist these days?

Yet the sexual abuse of children at the hands of Catholic priests seems to be okay to broadcast around the world. Christian-bashing has becoming so acceptable in our modern society that we hardly notice it.  Rarely do you ever hear anyone sticking up for Christians. So who makes the decision of what truths can be disclosed and which will be suppressed? Political correctness does.

Political correctness slaps a “xenophobe” or “racist” label whenever you disagree with a leftist mentality. Very strong words, improperly used when citizens start asking questions about the politics of their country.  I would argue by using these words so regularly  actually takes away from the experiences of those who truly live them each day.

How Political Correctness Removes Us From Our Moral Responsibility

Where are the voices of Western feminists when it comes to advocating for the rights of women globally?   In some ways, today’s feminists haven’t evolved much from the 1960’s.  Female genital mutilation, child marriage and honour killings are off-bounds.  I would encourage any feminist who thinks it is culturally insensitive to challenge the violent practices of other cultures to meet the women who have endured them.  In my work with immigrant women, I have met those who have suffered these horrendous, traumatic practices and who have been marred physically and psychologically for the rest of their lives.  If we don’t try to help our sisters globally we are making the statement that their lives are less valuable.  Is the life of a Yemenite, Sudanese, Indian girl or other any less than a Western life?  Of course not. It is not racist to advocate for the rights of people who are often voiceless. It is the right thing to do!

How Political Correctness Makes Us Accept Intolerable Behaviour 

When we accept poor work performance or belligerent behaviour from a person of a designated group we are being unjust.   We are telling  ourselves that we cannot expect better behaviour because of “x” number of reasons and consequently we reduce them to a lower level of expectations. Translation:  we don’t feel they can attain our standards.  Isn’t this kind of like the “racism of lower expectations”?

What would happen if you walked naked down the street? There is a good chance the police would be called and you would be arrested for violating the public decency laws.  Most people I say don’t really care if there is a Pride Parade, but they do care if there is nudity involved.  Why do the Toronto police turn a blind eye to nudity at the Pride Parade when it is unlawful?  Since when does one group of people get to break the law without consequence and others can’t?  No one can argue that the LGBT community has a lot to celebrate and they have had a long history of oppression but that does not give them the right to be naked on the street.  One law for everyone, please! No exceptions.

Political Correctness Prevents Us From Talking To One Another

Many years ago, I had a wonderful opportunity to bring Jewish and Arab-Muslim women together for a dialogue group. These forward-thinking women through mutual learning wanted to “create a pocket of peace” in the city they lived in, by reducing hate and stereotypes.  It was one of the most difficult and rewarding groups I have ever facilitated as it  was so emotionally charged.  At the outset, these women denounced “terminal politeness”.  We all understood what it meant:  no phoniness and no political correctness.   Consequently, these women spent many weeks together, shared meals and prayers of peace.  As the facilitator, I can recount how the women expressed similar feelings about the impact on the Israeli-Palestinian conflict.  It was interesting to know how each group felt the newspapers were biased against them.  Did long-lasting friendships happen?  Not really, but respect did.  These were bold woman who were willing to ask and speak without judgment and fear and consequently they got the answers they were seeking.  This wouldn’t have happened if they had been politically correct.

What can we do as individuals?

1. Accept diversity of opinion. With embracing diversity comes the expectation of accepting  differences of opinion, even when it doesn’t suit you. . You cannot have one without the other.

2. Don’t accept one truth only. There are different sides to every story. Challenge bias when you see it. Whether it’s the media,  the authors of your children’s textbooks, or institutions and even yourself.

3.  Stop the silence and take a chance and speak out against political correctness.  I can guarantee that you’ll be a hero.  You won’t be alone.


Hurray! It’s Hockey Night in Punjabi!

By:  Evelina Silveira, President Diversity at Work

What is more Canadian than hockey? Maple syrup or poutine? No, not even that!  So what do you get when you add our favourite symbol with a sprinkle of Indo-Pakistani culture? Hockey Night in Canada in Punjabi!

You don’t have to understand Punjabi to appreciate the game. In fact, some of the enjoyment comes from listening to the broadcasters shout out a score.

The elation is magnified in Punjabi!

On the surface, Hockey Night in Punjabi may seem like just a hockey game moderated in another language, but its impact is far-reaching.

It’s a testament to:

  •  the “power of the buck”. It makes for great business. Punjabi is one of the most widely spoken of immigrant languages in Canada. This is a great way to expand the brand and sell! Market segmentation allows for new opportunities for growth.       Whoever thought of this was a genius!


  • from an integration point of view, it shows you can adapt and enjoy cultural aspects of a new country and make them your own.


  •  it tells us sport can bring people together whether you are an Indian-Punjabi speaker or a Pakistani one, cultural differences can be set aside to enjoy the game.

Not unlike the Punjabi spectators, when my parents came to Canada they had never seen a hockey game.  Football (soccer) was their sport of choice back home as ice rinks and snow were no where to be found.  However before long, they discovered the joys of watching Hockey Night in Canada every Saturday.  My mother could enthusiastically rhyme off the names of her favourite team — The Toronto Maple Leafs (this was the  70’s); complete with a Portuguese version of their name.  Before long, each trip to the corner store meant I had a new set of hockey cards with pictures of toothless Darryl Sittler and Eddy Shack!  I never really got into the game on TV, but did not want to break my mother’s heart. I accepted the hockey cards just the same appreciating them for the stick of bubble gum.

Integration into a new culture is not an easy thing to do, but every effort must be made to look at the brighter parts of what it can offer. Hockey Night in Canada in Punjabi tells us while cricket may always be the beloved sport in India and Pakistan, cultural adaptation is possible and necessary.

From a business perspective, it shows us immigrants have spending power and taking a one-size-fits all model may mean missing out on economic opportunities.

So, hurrah for Hockey Night in Canada in Punjabi!  You score on many levels!





English Language Pronunciation for Professionals


Two young businessmen and a young businesswoman looking at camera


Is your English pronunciation interfering with you getting ahead in the workplace? 

Are you losing sales because your customers may not understand you?
Does the thought of speaking in front of a group of native speakers scare you?
Is an employee’s pronunciation preventing you from promoting them?
Learn more about our rapid and customized lessons delivered by an internationally recognized pronunciation expert.

Pickles on Pizza: Is Your Customer Service Up To Par?

canning-728269_640Written by:  Evelina Silveira, President, Diversity at Work

It’s a weekday lunch hour and my  Russian friend Natasha and I, dart to Subway for our  repas.  Deviating from our regular sandwich choice, we go for the Pizza.

Now, time to build our pizza and the clerk asks us what we would like.  I look at the choices and say:  “Olives and peppers, please.”  Natasha follows me but adds “pickles.”  “Pickles?” the clerk asks.  “Yes, pickles” my friend replies.  With an odd look on her face the clerk replies:  “No, we can’t do that!”  “Why?” my friend asks.  “You have lots of pickles!”   The clerk said:  “I’m sorry we don’t serve pickles on pizza.”  While all of this was happening I was chuckling and my friend did not know why.  I did not realize that perhaps I was being insensitive.  But I was analyzing this experience from a cultural and a customer service lens.

A pizza consists of many ingredients we often find in sandwiches.  Bread, meat, cheese and sometimes vegetables.  In a way it is an open-faced sandwich (I’m sure my Italian readers will hate me for this!).  And Slavs like pickles especially on their sandwiches.  So if you analyze it from this perspective it makes a lot of sense about why Natasha would  want pickles on her pizza!  However, I was trying to tell my friend that perhaps one of the reasons why the clerk was not allowed to give her pickles on her pizza was because it would interfere with the profit margin. Probably the pizza had been priced based with only a few toppings?

In any case, this left a bad impression.  What would you have done?  I would have given her the pickles even if it costed more.  Each customer experience should have a happy ending.

Is there a pickle problem in your customer service delivery?  Are you creating unnecessary barriers or being too inflexible and thus missing out on much needed ethnic and niche market sales?  It could be a simple fix that could make a difference between acquiring a whole new group of customers or turning them off. Having various feedback mechanisms in place to see what is working and what needs improvement is a good place to start.


fifty-706883_640                   It’s our way of saying thank you for supporting our work!.

Visit our website http://www.yourdiversityatwork.com,  PREVIEW, PURCHASE and DOWNLOAD your copies today!

  • Subscribe to ‘The Inclusion Quarterly’

  • Enter your email address to follow this blog and receive notifications of new posts by email.

  • Get started with Workplace Inclusion Today!

  • Webinar – Diversity Awareness 101: A Canadian Perspective

  • Webinar Understanding Intercultural Communication

  • Soft Skills/Cultural Interpretation Coaching

  • Find us on Facebook

  • Get started today with diversity and workplace inclusion

  • Follow me on Twitter

  • Preview DyNAMC Magazine

    Preview DyNAMC Magazine

%d bloggers like this: