All posts in category Ontario Human Rights Commission

O Canada! My Home and Messed Up Land


Written by:  Evelina Silveira, President, Diversity at Work

I am having trouble recognizing my birthplace and the country to which my family decided to immigrate. Canada, a fractured massive mess embroiled in identity politics and devoid of logic and forecast.

We call people bigots for wanting to preserve Canadian values. Why? Canadian values, for the most part, have kept this country lawful and peaceful.  Do people immigrate to Canada for Chinese or Saudi Arabian values?  No!  They come because Canada is a safe homeland for all. Well, even that is debatable.  Especially, if you are an Indigenous youth or woman.

Many immigrants and former refugees I have spoken to feel the same way.  Some are even thinking of moving back to their country of origin because they no longer like what they see. Freeing communist Poland as a refugee, my husband, for instance, feels the growing loss of freedoms is becoming strikingly similar to what he left behind.

Here are ten  Canadian diversity issues which have left me wondering:  What kind of country am I living? (They are not in any particular order)

1.  A terrorist still gets to keep their citizenship because our Prime Minister says that:  ” a Canadian citizen is always a citizen”.

2. The Canadian government is going to spend millions of dollars to celebrate Canada’s 150 years of colonizing Indigenous People.  I honestly would rather them skimp on the celebrations and provide Indigenous People with clean water and mold-free schools and decent housing.  I am surprised no one thought of that.

3. Violent protests are erupting at universities and other locations conservative speakers have been booked. A diversity of opinion is not considered a strength.

4. Christian bashing has become normalized even though this is the faith of over 50% of Canadians. Check out this highly offensive article poking fun at the holiest day of the Christian liturgical calendar.  https://www.thebeaverton.com/2017/04/christ-sees-shadow-predicts-6-weeks-easter/

5. Canadian Black Lives  Matter leader Yusra Khogali declares white people to be “sub-human”  and tweets to Allah to stop her from killing them. Surprisingly,  Khogali, is celebrated and asked to speak at anti-racism conferences? As much as Trudeau, is not my guy, Khogali is way off-base when she calls him a white-supremacist.  The BLM Canada movement will lose its credibility if it takes this hateful approach and tries to hijack the Toronto Pride Parade and cause division between the police and Pride.  Pride is supposed to be a fun time to celebrate the rights and freedoms of the LGBT community no matter your skin colour!

6. The  Ontario NDP government wants to support a Boycott Divest and Sanction Israel policy. Why?  Does anyone know why there is an armed checkpoint to get to the Israeli side?  It is because  Palestinian’s were bringing bombs over and then Israelis became maimed or died.  Since the checkpoints are in place, they have been able to prevent deaths this way.  Even if you are anti-Jewish, answer this question:  Is it a government’s prerogative to ensure the safety and protection of its citizens?  The answer is Yes!  So before you, BDS followers bash Israel, ask yourself if you would want the government to do what it could from stopping your friends and family from getting hurt. This is the same country which takes wounded Syrians into their hospitals regardless of their faith or ethnicity.  Get informed before you make these decisions.  The only reason why the NDP conjures up maniacal ideas like this one is so that they can capitalize on the political correctness of antisemitism thus broadening their voter demographics.  Why doesn’t  the NDP take this stand with Saudi Arabia?

7. The fact that our Ontario Sex Education program had input from a convicted pedophile, Ben Levin, speaks volumes. https://www.lifesitenews.com/news/child-sex-offender-ben-levin-said-himself-that-he-was-in-charge-of-crafting    Concerns raised about how the curriculum groomed young children for sex is now coming to light. If you have ever talked to kids who have gone through this sex education program, they will tell you that it has only made them more confused about their sexuality.  One ten-year-old girl once disclosed to me that she must be “asexual” because she was not interested in having a relationship with a boy or a girl.  A 10-year old girl!

8. New Age Feminism has taken a dangerous tone.  Our Prime Minister does not condemn barbaric practices against women and girls nor the lack of rights of women in Saudi Arabia and others.  Our new  Minister of the Status of Women, Maryam Monsef has indicated that she is interested in sharia law and she does not see aborting female babies as gender-based violence.  Honestly?  Deciding to end a pregnancy because the sex of the baby is the grossest act of violence against girls. Is Monsef an actual advocate of women and girls?

Our so-called feminist Prime Minister, Trudeau also uses women in parliament to avoid responding during Question Period.  Instead, he defers to the House Leader Bardish Chagger to address Progressive Conservative, Michelle Rempel’s   questions. It is a painful, humiliating scene to watch for those of us who are sincerely concerned about women’s rights.  Not only is it a woman who is made to do Trudeau’s dirty work but a woman of colour –which makes it doubly-abusive: a prime example of Trudeau’s disrespect for women and his arrogance.  Check out this video  http://www.huffingtonpost.ca/2017/03/22/rempel-bardish-chagger-question-period_n_15547002.html

9. Our media is covering up stories about violent crimes committed by Syrian refugees which puts us in danger—especially women and girls.  Even if you don’t like Rebel Media or Ezra Levant for that matter, get passed your bias and watch the clip below. It’s not as sensational as you may expect, especially when Faith Goldy obtains hard evidence a result of Freedom to Access of Information. Are we going to still deny there is a problem?  It is frightening, and clearly, the government had no plan for these refugees when they came here.  These are not isolated incidents as you will see that Goldy has reported from across school boards in Canada.  https://www.youtube.com/watch?v=tiD5cDCT_3g    This is another example of how refugees and immigrants are not given adequate information about expected behaviours – especially in the classroom.

10. Motion- 103 regarding Islamaphobia crafted by a Pakistani immigrant, Liberal  MP,  Iqra Khalid leaves me and my friends from former communist countries wondering – what is happening in Canada?  How does someone who immigrated from a country which has blasphemy laws and led the York University Muslim Student Association (which distributed pamphlets on how to beat your wife); has any right to curtail criticism of Islam like this?

Shockingly, there appears to be a double-standard when it comes to protecting Canadians from religious hatred. Recently, there have been two clear cases of imams calling for the genocide of Jews and spewing hate. Most people haven’t even heard about them. Check these videos out for yourself  Montreal https://www.youtube.com/watch?v=4FRuTP-ao9U , and  Toronto http://en.cijnews.com/?p=208986  no one bats an eye.

And contrary to our neighbours in the south who challenge antisemitism, cowardly Canadian diversity and equity consultants remain mute; confirming it is on the rise when those whose role is to confront hate and bias feel justified in keeping silent.  Being a bystander and a diversity/ equity consultant/practitioner is not only a contradiction but lacks integrity.  If you don’t feel like challenging these kinds of issues — you are in the wrong field.  How can you train others about anti-bias when you are not prepared to confront it yourself? Let’s not forget all of those who remained silent before and during World War II and all the other bystanders throughout history who collectively could have saved generations.

O Canada!  I haven’t given up on you yet but you must act quick so we remain “glorious and free”.

 

 

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by diversityatworkinlondon on April 27, 2017  •  Permalink
Posted in Christianity, Cross Cultural Differences, Cultural Adjustment, diversity of opinion, diversity of thought, Government Waste, Hate speech, Homosexuality, Immigrants, islamophobia, LGBT, New Canadians, New Canadians and Ethnocentrism, Ontario Human Rights Commission, Racism, Racism Against Canadians, Racism in Media, Roman Catholicism
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Posted by diversityatworkinlondon on April 27, 2017

https://diversityandinclusionatwork.com/2017/04/27/o-canada-my-home-and-messed-up-land/

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.

 

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by diversityatworkinlondon on April 13, 2016  •  Permalink
Posted in Christianity in the workplace, Christmas in the workplace, Cross Cultural Differences, Cultural Adjustment, Cultural Dialogues, Cultural differences in eating rituals, Cultural Exchanges, Employer accommodations, employment equity, Government Waste, Homosexuality, Immigrants, Immigrants in the Workplace, LGBT, Ontario Human Rights Commission, performance management, Political Correctness, Pride Month, Racism, Racism Against Canadians, Racism in Media, Religion in the Workplace, Religious accommodation, Religious minorities in Canada, Roman Catholicism
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Posted by diversityatworkinlondon on April 13, 2016

https://diversityandinclusionatwork.com/2016/04/13/political-correctness-havent-we-gone-too-far/

“You Just Don’t Fit In!”


By:  Evelina Silveira, President Diversity at Work in London Inc.  Publisher, Inclusion Quarterly

The interview has ended and you turn to the other members of your selection team and say: “He wouldn’t fit in” and they agree, passing over this candidate in favour of a less qualified one. You site all kinds of reasons like: “he is too old”, “we want people who will be fun to work with and he seems too professional”, “he seems to know more than we do”, and “his cultural dress wouldn’t fit the corporate image we’ re trying to project”. All of these are poor excuses for turning down a candidate especially if they are qualified for the job. Telling someone “they don’t fit in” is a proclamation of personal bias. Period. The ideal staff person cultivated in your head does not match the person sitting in front of you. Perhaps you were looking for a man? Someone who is of the same race as you? Or a person who doesn’t have a disability?  Were you specifically seeking a straight candidate?  You wanted someone under the age of 40?  A person who thinks like you? Someone who is less intelligent and won’t challenge you in any way?  Or who seems to lack confidence?

I remember getting hired for a job when my manager was on holidays. Figuring out that she would not want to consider me for the job because of my experience, I later learned the selection team strategically held the interviews while she was away. I was 35 and she was used to working with young women who were fresh out of school. Having “been through the trenches” of the not-for-profit world, I was full of enthusiasm and ready for the challenge of re-energizing a fledgling program. Introduced to me after coming back from her vacation, she declared: “I wanted someone who was younger and who I could mould”! Can you imagine how I felt? Clearly, I did not “fit” her ideal image of the staff she wanted to have, even though there was absolutely nothing wrong with my work.

Recently, my friend recounted a similar situation about an interviewer. Noting that she liked having young energetic staff, she  conveyed she was impressed by his many years of experience, but  added: “I just need to know that you will fit in, because everyone fits in here and I am not so sure about you”. He thought it was an odd comment to make, but decided that he would just forget about it. After getting hired, in his first week, his boss called him into her office and had some peculiar personal comments about him that had nothing to do with his work. He’s a rather introverted man who is reserved until he gets to know people.  She said: “I am really not sure you are fitting in”. You keep your door closed and you are not really interacting much with the staff”. You seem really unsociable!” B. had his door closed to block out the noise to accommodate his disability, ADHD.  This was mentioned  during his interview. While he was friendly to all staff,  he wasn’t hanging around in the hallways or in their offices gossiping as so many others were. He had a work ethic! Apparently, that was why he “wasn’t fitting in”?
If you are making hiring and retaining decisions not based on a person’s ability to do the job, but on something about them you don’t really like, (which is really what “not fitting in” is all about) this is a bad move that could end up costing you a bundle in legal fees.

As an employer you could easily be playing with fire when it comes to human rights, legislation protecting people with disabilities in the workplace and laws against bullying and harassment.

Hiring someone because they are the best person to do the job is always the right decision and having standardized documentation to support all phases of the hiring process is the way to go.

Next time, you think “that person doesn’t fit in”, challenge yourself to look at what they do bring to the workplace instead of imposing unnecessary superficial expectations on them. Take the time to understand what is happening for them. After all, a good leader makes everyone feel included no matter how different they are. It is up to you to help them “fit in” and be accepted and respected.

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by diversityatworkinlondon on February 1, 2015  •  Permalink
Posted in equitable hiring practices, Generational Differences, job ads, discriminatory hiring practices, discrimination against poor and disabled, workplace inclusion, equitable hiring practices, workplace accommodations, Ontario Human Rights Commission, Racism, Religion in the Workplace, Religious accommodation, Religious minorities in Canada, workplace accommodations, Workplace Bullying and Harassment, Workplace diversity and inclusion
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Posted by diversityatworkinlondon on February 1, 2015

https://diversityandinclusionatwork.com/2015/02/01/you-just-dont-fit-in/

Pride Is Not For Everyone


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Written by:  Evelina Silveira, President, Diversity at Work in London Inc.

Change is often a good thing. When it comes to equal rights for the gay, lesbian, bisexual, transgendered groups, increased awareness and advocacy has contributed to their greater inclusion in the workplace and in our communities at large.

The Pride Parade in London is not the raucous as it is in other cities notably Toronto. Just like everything in London, Ontario it is far more subdued and conservative focusing more on family, friends and allies and less as a spectacular show or tourist attraction.

Pride is about honesty, sexual expression and having a “safe space”. The parade and its other events support this freedom. But Pride is not for everyone, and participating in these events is  a choice. Agencies and businesses alike often exploit this event to advance their strategic or advocacy agendas with little thought into what it represents and who the right people should be to participate.

My business had a booth a few years ago at Pride in London, and I had a number of disturbing observations.

Arriving early in the morning, I began to set up my booth, with employees from various large and multinational corporations, falling closely behind. Setting up their tables and fleeing for the rest of the day, they only came back at the end when everything was over and ready to pack. Merely, leaving brochures and business cards, there was no intention to engage with the crowd. Yet, I surmised that the representatives were from companies who placed hundreds and thousands of dollars in sponsorship but did not have the decency to stick around. That smacks of a phony commitment to LGBT in my books!

And let’s not forget the young man in the booth next to me who was selling phallic-like hats and similar paraphernalia. Every half an hour or so he would reach over to his girlfriend and start kissing her and more. Do you suppose he might have been a little uncomfortable with attending a gay event? With all of the other opportunities one comes across in a day to safely express one’s heterosexuality, was it so necessary to do so in an event that seeks to stamp out heterosexism? I think not. As they say: “Get a room!”

Finally, a New Canadian spoke to me about the service he was getting at a local agency. He was really pleased with how they were trying to get him out of his house and make him more sociable. He recounted how he was “invited to a ceremony” in which “he was part of a parade” and given “a colourful flag”. The event was Pride in London. The man was not gay. He was a married man from the Middle East and a devout Muslim. He had no idea what he was attending. This televised event could bring a lot of grief for him. What would his family say if they see him? What might his reaction be when he finds out what he attended? Inviting clients to attend Pride Events without fully disclosing its meaning is simply: disrespectful, dishonest, irresponsible, culturally and religiously insensitive. Numbers are not everything!

Pride events often take place on weekends and evenings. Just because you don’t want to be a part of the Pride event doesn’t mean you don’t support LGBT rights. You may prefer to have stricter boundaries between your work and personal time. Additionally, if employers provide no  compensation for attending these events to support agency goals through pay or time off, they should not expect employees to take time away from their existing schedules to do one more thing for their job. Lack of participation should not be interpreted as you don’t care about LGBT rights. It could simply mean that you don’t like attending parades or that you really are pressed for time.

After all, when you compare how abysmal the attendance at Women’s Day events is: Do we interpret this as an expression of our Community’s disinterest in women’s rights? I don’t think so. Some people have different ways of showing support and advocacy. That needs to be respected.

Next time you think about having your company be a part of Pride Events, ask yourself if you are sending the best representative. Give employees a way out without judgement. If they go and feel uncomfortable, they may end up staining your corporate image like the guy in the booth who was compelled to display his heterosexuality. Be honest with what the event represents and if you plan to invite New Canadians to participate, you must take extra steps to ensure cultural sensitivity. We need to be mindful that in a good part of the world, openly gay men are still murdered, tortured and imprisoned. Going to a Pride Event may be a big leap that they are not ready to make as of yet.

 

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by diversityatworkinlondon on August 6, 2014  •  Permalink
Posted in Cross Cultural Differences, Cultural Adjustment, Cultural Dialogues, Homosexuality, Immigrants, Law in Canada, LGBT, Millennials, New Canadians, Ontario Human Rights Commission, Political Correctness, Positive Spaces, Pride Month, Safe Spaces, Uncategorized, Workplace Communication, Workplace diversity and inclusion
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Posted by diversityatworkinlondon on August 6, 2014

https://diversityandinclusionatwork.com/2014/08/06/pride-is-not-for-everyone/

Individual Versus Group Rights: The Diversity Challenge


Evelina Silveira, President, Diversity at Work in London

 

Depending on where you work, speaking foreign languages on the job can open up a big can of worms.    While it is an individual’s human right to do so, it can create huge issues of mistrust and cliques which can ultimately lead to racism.  No where is this more pronounced than in the manufacturing sector which is often fuelled by immigrant labour.

 After completing a recent sensitivity training session with a worker who was accused of making insensitive remarks to a group of foreign language speakers in the lunch room, I realized how complex and divisive this topic can be.   The situation becomes intensified when the workers are fluent in English but choose to speak another language over breaks and in their lunch room.   

 When my parents came to Canada in the 1960’s they did not know English and there weren’t any supports for people like there are today.  But English language fluency is much higher these days than in the past for several reasons.  With stricter health and safety standards workers must be more fluent to understand the workplace hazards.   The Canadian government has a fluency standard for immigration and there are more free programs for New Canadians to access to learn English than ever before.

 Breaks are a time to relax.  When you are not completely fluent in English, speaking it during the day becomes very tiring.  It makes sense that you don’t want to continue to make the effort because you need to refuel for the rest of your shift.  But, what if you are fluent in English and choose to speak another language during your lunch hour or breaks?  Indeed you have the right to do so, but this does not always mean it is the best choice and without consequence?  

 In Canada we also have the right to ask for religious and cultural accommodations in the workplace.  But is it always the right thing to do?  You can argue that it is “your right” but sometimes our individual rights clash with what is good for the group.  What if your team has an important deadline to meet and you must leave early from work to accommodate a religious obligation and they really need your help?  Are you going to leave and hold them completely responsible for finishing the task?  This may be your right to do so, but how are your co-workers going to feel about you tomorrow?  It all depends.  For example, did you do whatever you possibly could in advance to help them with the project? Might you be available in case of an emergency? 

 A key component missing from the dialogue on exercising individual rights in the workplace is the impact that it can have on your co-workers.  Creating exclusive lunch rooms segregated by language and shrugging off workplace responsibilities because of cultural/religious obligations do not make a recipe for harmonious  interpersonal relationships.   

 When we exercise our individual rights in the workplace we must also consider the impact it may have on our fellow co-workers and do what we can to alleviate the burden for them.  

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by diversityatworkinlondon on June 24, 2014  •  Permalink
Posted in Cross Cultural Differences, Cultural Adjustment, Cultural Dialogues, Cultural Exchanges, English As a Second Langugage, Immigrants, Language Barriers, New Canadians, Ontario Human Rights Commission, Racism, Racism Against Canadians, Religion in the Workplace, Religious accommodation, Second Langugage Acquisition, workplace accommodations, Workplace Bullying and Harassment, Workplace diversity and inclusion
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Posted by diversityatworkinlondon on June 24, 2014

https://diversityandinclusionatwork.com/2014/06/24/individual-versus-group-rights-the-diversity-challenge/

Tips for Avoiding Subconscious Bias In the Hiring Process


Evelina Silveira, President, Diversity at Work in London Inc.   Publisher, Inclusion Quarterly.

Let’s face it — we are human!  But when it comes to equitable hiring practices, our “humanness” can get in the way of hiring the best candidates.  There is a growing body of research that says that we are more likely to hire attractive people for certain jobs based on their appearance and not their qualifications.  Research shows that even small children think that people of colour are less trustworthy and not as friendly , and these biases continue on into adulthood and influence hiring practices.

The unfortunate reality is that the best people are often not chosen for a job because our subconscious bias gets in the way.

As a small business owner, I am conscious of this now more than ever.  I want to hire the best people, because if I don’t , I lose money and the reputation of my business.   Good people make me good as well. Business owners see and immediate connection with the bottom-line and are no doubt more likely to choose qualified people than looking for only “fit”.

It would be so easy if more people felt this way but they often don’t.   That’s why we need to build in processes to help reduce the occurrences of bias. When it comes to fair hiring practices, the key word is “structure”.  Structure allows for all members of the hiring committee to keep on track.  Problems arise when committee members “go off the script”.

Here are some tips to support the integrity of your hiring processes.

Check you biases at the door.  Remember the focus needs to be on skill rather than “fitting in”. If your goal is to hire “someone who will fit into the organizational culture” you will undoubtedly hire people who are the same as the rest and not necessarily the best employees.  Certain cultures and age groups and those with a diversity of thoughts and opinions, will be out of the running. Sometimes interviewers are afraid to hire the best because they fear losing their job to the candidate. But hiring the best people is a good indication of a progressive leadership team.

Map out your hiring process.  It is a good idea to use a flow chart or another kind of chart to identify who will be responsible for each stage in the process. Having a visual to work from will help you to see what links may need strengthening to increase the fairness of the process.  For example, one way to reduce beauty bias is to start with a preliminary online or standardized interview which removes the possibility of subjectivity.

Zoom in on the key competencies for the job, and structure the processes around it.  If your job posting requires an advanced level of technical skills in a particular area, be sure to have this tested within your screening process.

Involve multiple people in the interview process.  The screening committee should be made aware of fair hiring practices and be committed to getting the best candidate possible.

Ask the same questions of everyone.  Avoid asking extra questions of some and not of others.  You  give a candidate an unfair advantage.

Included a weighted scoring sheet.  Keep to the most important competencies and weigh them according to the job.  Relying on written responses alone is not enough.  This makes the process far too open to interpretation, bias and illegal hiring practices.  If your interview process is ever questioned by the candidate or authorities you can at least show that you had some structure in place.  Having a scoring sheet throughout the process:  recruitment, interviewing, and reference checking will cut down on the bias.  You owe it to the candidate and to the reputation of your organization to follow a structured system.

Focus on the key issues.  Can the candidate do the job? Based on their responses and prior work history, will they do the job?  If they have not done the job before, what qualities have they demonstrated in the interview process or skills have they obtained from other experiences that make the case that they can do the job.

Conduct reference checks.  Ensure that all candidates referees are asked the same questions.

Don’t forget empathy.  Looking for a job these days is harder than ever and there are so many people in need of one. Always keep in mind how you would like to be treated.  Think about how you would feel if someone less qualified got a job that should have been yours.

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by diversityatworkinlondon on May 14, 2014  •  Permalink
Posted in Cross Cultural Differences, discrimination against poor and disabled, Discriminatory Hiring Practices, equitable hiring practices, Generational Differences, Immigrants, Job Ads, job ads, discriminatory hiring practices, discrimination against poor and disabled, workplace inclusion, equitable hiring practices, workplace accommodations, New Canadians, Ontario Human Rights Commission, Racism, Religious minorities in Canada, Workplace Communication, Workplace diversity and inclusion, workplace inclusion
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Posted by diversityatworkinlondon on May 14, 2014

https://diversityandinclusionatwork.com/2014/05/14/tips-for-avoiding-subconscious-bias-in-the-hiring-process/

Planning Inclusive Meetings and Special Events


ImageEvelina Silveira, President, Diversity At Work in London Inc.  Publisher of the Inclusion Quarterly

Recently, I was perusing a business magazine that had a section dedicated to meeting planning. It was written by a professional in the field yet I could have sworn that the article was at least 20 years old. There was no attention to the new realities of planning business
meetings that host a wide range of guests from different cultures, religions and abilities. It was the same old same old. Someone reading this article may have thought that they had all of the information they needed to make their next event a success — but they didn’t.

No doubt, the business world is more complicated these days. It can be very intimidating, especially if you feel forced into thinking outside the box for the first time.

Don’t fret. Guess what? A lot of the ideas won’t cost you much or nothing at all, but they really make a world of difference when it comes to making your staff, co-workers and guests more comfortable with participating. Before you know it, it will become
just a regular way of doing business.

1. CROSS-CHECK THE PROPOSED DATE OF YOUR MEETING.
Does it coincide with any religious or cultural events? Are the dates of your meetings scheduled on days when children are off from school?  Tip: Keep a religious/ cultural calendar handy along with elementary school calendars.

2. INVITE ACCOMMODATION REQUESTS.
Ask participants well before the meeting to place their accommodation  requests in by a certain date.

3. CHOOSE AN ACCESSIBLE LOCATION.
Your venue should be equipped with ramps, elevators, accessible bathrooms etc. However, you will also want to consider having your event or meeting in an area that is easily accessible by public transportation.

4. CHOOSE A CATERER/MENU PLANNING.
Depending on your group of participants you may want to consider halal or kosher catering if you know that you will be having Jewish or Muslim guests. If in doubt always ensure that you have lots of vegetarian options.  Sit down meals are best if you are expecting guests with mobility challenges. If you choose to have a buffet, assign a volunteer to assist the participant with getting their meal.

5. IF POSSIBLE PROVIDE MEETING MATERIALS IN ADVANCE.
By doing so, you give participants an opportunity to ask any questions, obtain translations if required or just give them more time to absorb the information if they have challenges with reading comprehension.

6. PROVIDE CLEAR SIGNAGE AND NAME TAGS AND MATERIALS.
Use large print contrasting colour signs and high contrast name tags. Each  participant should have a name tag if there is a new member to the meeting. Consider the above with your PowerPoint presentations and handouts. Opt  for a larger font size like 18 and fonts like Verdana and Arial that are sans serif.

7. ALLERGY ALERT.
Ensure that your promotional materials indicate a scent-free environment. If you are planning to use balloons , choose a non-latex brand. Food allergies should be taken care of early on in the planning stages when you invite requests for accommodations.

8. CHAIRING THE MEETING.
Remember to indicate any changes in topic, break times and adjournments. Whenever possible, try to stay on schedule as some of your guests may have medical issues that they need to take care of during a break at a certain time.

9. KEEP ISSUES ABOVE BOARD.
While it is nice to get support for your position, trying to create a lobby group outside of the meeting spells exclusion. As a practice, strive to keep all related discussions within the meeting to avoid some members having an unfair advantage over others.

10. ADDITIONAL GUIDELINES.
While it is sometimes difficult to do, challenge participants who are trying to “pull rank in the room”. Remind meeting participants of simple rules like speaking one at a time, attentive listening, respect for different opinions and for confidentiality.

While these suggestions may not seem like a lot, by following these tips you will have opened the door to many more people to participate and enjoy your event more freely.  Creating inclusive events requires us to put ourselves in the shoes of many other people and look at the barriers that might be present and seek solutions.

 

 

 

 

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by diversityatworkinlondon on April 14, 2014  •  Permalink
Posted in Chairing Meetings, Cross Cultural Differences, Diversity Training, English As a Second Langugage, Immigrants, Language Barriers, Meetings, Ontario Human Rights Commission, Religion in the Workplace, Religious accommodation, Staff Meetings, Team Building, Uncategorized, Workplace diversity and inclusion

Posted by diversityatworkinlondon on April 14, 2014

https://diversityandinclusionatwork.com/2014/04/14/planning-inclusive-meetings-and-special-events/

Signs the Political Correctness Police Has Taken Over Your Workplace


Evelina Silveira, President, Diversity At Work in London Inc.,  Author of Diversity and Inclusion on a Budget:  How to have a more engaged and innovative workforce with little or no dollars.

 

Image

 

“When I grow up, I’m gonna marry a tinker, tailor, soldier, sailor, rich man, poor man, beggar man, thief, doctor, lawyer or Indian chief”.

In the 70’s, this was the skipping song we chanted as little girls. The goal was to land on the “rich man” or the “doctor”. Any other kind of a husband signaled a doomsday marriage. Fortunately, a lot has changed for the better and our evolving language has captured the humanness, equality and the need for all people to be included.

In this effort to restore equity to groups which have been on the margins forever, have we in the process gone too far with creating other inequities in the workplace? I think that we have. We are a long way from having a balanced workforce. Let’s take a look at some typical examples you find in the workplace. Is your workplace guilty of any of these?

• You don’t have a Christmas celebration in the workplace even though over half of Canadians identify themselves as Christian and even those who don’t still celebrate some aspects of Christmas.
• You appease the demands of one group in the workplace at the expense of the other, because you don’t want to be labelled as a _______.
• You withhold information that could advance social change or contribute to the betterment of the community because your findings shed a negative light on a group or groups of people.
• You allow behaviours from certain groups of people who you would never allow from others.
• You ignore performance issues from people of designated groups because you don’t want to ruffle any feathers.
• Diversity of thought and politics are not permitted.

In these cases, we are talking about “Fear” which seems to be the norm in organizations that have swung too far on the left of the pendulum when it comes to political correctness. Legislation for sure makes people scared; there is more of it now than ever before. Many organizations let too many behaviours slide because of the fear of law suits and complaints. It is better to take proactive steps at creating workplaces that everyone can work in, instead of trying to police everyone’s thoughts, words and actions.

 

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by diversityatworkinlondon on April 10, 2014  •  Permalink
Posted in Christianity in the workplace, Christmas in the workplace, Discriminatory Hiring Practices, Diversity Officers, Diversity Trainers, equitable hiring practices, Ontario Human Rights Commission, Political Correctness, Racism Against Canadians, Religion in the Workplace, Religious minorities in Canada, Team Building, Uncategorized, workplace accommodations, Workplace diversity and inclusion
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Posted by diversityatworkinlondon on April 10, 2014

https://diversityandinclusionatwork.com/2014/04/10/signs-the-political-correctness-police-has-taken-over-your-workplace/

Religious Accommodations Need Limits


Dr. Grayson of York University in Toronto, Canada should be commended for the brave action he took by denying a student’s request for religious accommodation.  According to his beliefs, the student could not meet with his fellow female classmates to work on a school project.

I sent Dr. Grayson an e-mail of support and so did many others, championing his commitment to women’s equality and his respect for secularism. In his article in The Globe and Mail, Dr. Grayson defends York University noting that their decisions were based on on what was dictated by the Ontario Human Rights Code — even if  flawed.

I have a question for the Ontario Human Rights Commission: Since when is it acceptable to perpetuate sexism in the name of religious accommodation in Canada?  Let’s not forget that women in this country have fought for equality and it was less than 100 years ago that we were legally recognized as “persons”. This is a secular country, attracting immigrants fleeing theocracies who don’t want religion to control every aspect of their life.  Why are we even entertaining the idea that segregation of the sexes is acceptable when it can have such a negative impact on a huge demographic?

Dr. Grayson points out that since many elementary schools are making these concessions,  students will naturally expect the same when they attend a post-secondary institution.   Allowing this to happen in public funded institutions is wrong and problematic from many perspectives.

If we agree that the goals of post-secondary institutions are to prepare students for critical thinking, career exploration and finding employment, then we are doing these students a disservice.  Giving them the impression that we are prepared to segregate our workplaces along the lines of sex to accommodate one person; we cannot blame them for thinking this is possible if it has been done all along.

 Here are a few examples of religious accommodation that I have come across in my work with post-secondary institutions:

  • Female students with face-coverings who can only work in female groups.
  • Male co-op students who insist that they can only work in male workplace settings.
  • Nursing students who cannot follow through on in-class demonstrations that require touching students of the opposite sex.

Unless the labour shortages become extremely intense, I really doubt that the average Canadian employer would be able to accommodate the above requests. By doing so, could spell disaster for both the employees and employers in both monetary and human terms.  It tears at the very soul of this country which values equality.  And while workplaces are trying to becoming more inclusive,  accommodating one of these requests will only have ripple effects, negatively impacting many employees and ultimately the one initiating the request. Resentment and vilification will spread.  We only need to look at the reaction the York University student has received.

 Those working in employment services with religious minorities should discuss workplace accommodations.  Be very honest about the impact their request may have on their ability to obtain a job and retain one. For example, I may say:  “Yes, it is your right to not shake the hand of the opposite sex”.  But add:  “In Canadian culture, shaking hands is a standard greeting and expected business practices, it in no way has any sexual connotation”,    “If you don’t shake someone’s hand when they offer it, there is a good chance they will feel offended that you didn’t think they were worthy of this greeting.  Or, that you are arrogant”.  I also add that they have to ultimately make the decision whether they will carry on with some of their practices in public because of the effect they can have on employment and forming relationships outside their religious groups.

 I am not entirely against religious accommodations. Dietary accommodations, and days off for observance are reasonable requests which have little impact on others especially when they are anticipated.  But, the Ontario Human Rights Commission needs to have a better pulse on what is happening in our workplaces when its values conflict with those of most Canadians.

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by diversityatworkinlondon on January 20, 2014  •  Permalink
Posted in Cross Cultural Differences, Cultural Adjustment, equitable hiring practices, New Canadians and Ethnocentrism, Ontario Human Rights Commission, Racism Against Canadians, Religion in the Workplace, Religious accommodation, Religious minorities in Canada
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Posted by diversityatworkinlondon on January 20, 2014

https://diversityandinclusionatwork.com/2014/01/20/religious-accommodations-need-limits/

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