It’s taboo to talk about intimate partner violence in the workplace, but employers could be doing more to erase the stigma.fizkes
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Gender-based violence isn’t something that’s often spoken of at work.
But with one-third of women worldwide affected by gender-based violence and an increase in reported domestic or intimate partner abuse during the COVID-19 pandemic, it’s an issue that can’t be ignored, says Paulette Senior, president and CEO of the Canadian Women’s Foundation.
“We all know someone that has experienced gender-based violence at home,” Ms. Senior says. “They exist in our workplaces.”
Incidents of gender-based violence increased by as much as 30 per cent during COVID-19 lockdowns in Canada, with racialized women disproportionately affected. Women’s organizations, shelters and support groups received more calls for help at the height of the pandemic.
Perhaps the most profound impact is that victims have untreated trauma and cannot live up to their potential, says Sue Bookchin, executive director of Nova Scotia-based Be the Peace, a non-profit that works to end gender-based violence.
“Lost productivity is only part of the picture. The victims lose potential promotions. Think of the lost leadership of women [because of gender-based violence],” she says.
Read the full article for how employers can help.
Employee burnout is getting worse. Employers have work to do
Employees at Clio can take their dogs to work and have access to a flexible paid time-off program. Staff at Schneider Electric Canada can save up their paid time off that the company will augment for a paid leave of absence down the road. And Capital One gives its employees an “Invest in Yourself” day every month to do whatever recharges their souls.
These are just some examples of what employers across Canada are doing to prevent burnout among employees and help them manage their mental health.
The Burnaby, B.C., headquarters of Clio has a yoga studio, a games lounge, community gardens and libraries. In addition, the company provides every employee with $2,000 a year for counselling services and a monthly wellness allowance.
But the jewel in Clio’s wellness crown is the flexible paid-time-off program launched this year. Instead of allotting vacation time by years of service, the legal practice management software company allows for flexibility at employees’ discretion.
Read the full article for more ways employers are preventing burnout.
Greater Toronto’s Top Employers 2023 lead the way in workplace innovation
As we look to the future, Greater Toronto’s Top Employers 2023 are leading the way in shaping the post-pandemic workplace.
While many initiatives are still being piloted, the winners of this year’s competition – selected by Mediacorp Canada Inc. – have been quick to respond to employee feedback about how, when and where they want to work. It turns out people like working from home, at least part of the time, even if the kids are occasionally underfoot. So for any organization competing in the GTA’s fierce talent market, flexibility is de rigueur, with full-time in office, hybrid and remote options on offer where possible to accommodate individual needs for work-life balance.
Typically, it’s not the same old office. Many employers used time over the pandemic to reimagine their physical space, redesigning for collaboration and upgrading communication technologies so employees can connect seamlessly with others from wherever they’ve chosen to work that day.
Read about the GTA’s top employers for 2022 and the perks that are winning over employees.
In case you missed it
Do you need a career coach?
Bibigi Haile thinks every woman needs a competitive edge as they ascend the corporate ladder.
“What got you here, won’t get you there,” says Ms. Haile, a Montreal-based personal branding and communications advisor who works with women in senior management roles.
“A lot of women will keep their head down, do great work and assume recognition and promotion will follow,” she adds. “But women sometimes need someone to hold up a mirror to them and help them see all that’s possible for them to achieve.”
Ms. Haile says she helps clients take charge of their stories, overcome imposter syndrome and get noticed by the right people. She also helps them dismantle any “mental barriers” that may be preventing them from reaching their potential.
“A lot of women – myself included – feel fear about something, and because we believe the fear, we don’t do the ‘thing,’” Ms. Haile says. “The message I want to send is – it’s OK to feel the fear but hold yourself preciously around the fear and do the thing anyway. Take the risk.”
Read the full article.
Think you’re too nice to be an effective leader? Consider ‘quiet leadership’
When Keka DasGupta was interviewed for one of her first jobs in public relations, she was given the dreaded request, “Describe yourself in one word.” Forgoing a standard power term, she went with her gut and said, “I’m nice.” It was a risk – in the corporate world, being nice is often perceived as a sign of weakness or being a pushover.
Ms. DasGupta got the job and her “niceness” worked to her advantage in the stressful PR industry, making a hectic role easier to navigate for not only herself but the teams and producers she worked alongside.
Extroverts are generally celebrated and seen as natural leaders, but Ms. DasGupta doesn’t believe in “introvert” or “extrovert” labels. “We have moments of [being] one or the other, or we [may] identify as both in different circumstances,” she says.
Read about the benefits of “quiet leadership” here.
Ask Women and Work
Question: Ever since I announced my pregnancy with my first child, I feel like I’m being left out of planning for future projects. I plan on only taking 3-6 months off after I have my child, but my female boss has repeatedly said “Just you wait,” and it seems they are all writing me off unfairly. How can I handle this pregnancy discrimination?
We asked Samantha Seabrook, employment lawyer and founder of Toronto-based Seabrook Workplace Law (SWL), to field this one:
I am sorry you are experiencing this behaviour, as it sounds like your boss is projecting her thoughts about pregnancy and motherhood onto you.
The SWL team and I suggest you take the following steps to address this situation:
1. Make a list (with backup documents, like emails, Slack messages, etc.) of projects or work that you were previously assigned before advising employer that you are pregnant, and those from which you have been excluded after the announcement.
2. Meet with your boss to discuss your maternity and parental leave. I suggest that you have a defined timeline of when you are going to start maternity leave and when you plan to come back. While you have every right to change that timeline later on, for the purpose of this discussion, having an established timeframe for your leave will be helpful.
3. In the meeting, present a list of projects you are currently being excluded from that you can participate in based on the planned timing of your leave. Ask your boss to work with you on a plan for your current involvement in these projects and for how you will pick up on the projects after you return from your leave.
4. Take notes either during or immediately after the meeting with your boss and send her a follow-up email summarizing what was discussed and agreed to for the record. Ensure that you also retain a copy of this email for your records
If your boss declines to work with you on a plan, I suggest you go to human resources and have a blunt conversation about how you are being excluded from work since announcing your pregnancy, using examples and back up documents.
By taking these steps, I hope your employer will change its behaviour. If not, you may have a case for violation of human rights legislation for pregnancy discrimination. You have the right not to be passed over for employment opportunities and benefits because you are pregnant. Further, you are protected from reprisal for raising concerns about discrimination or seeking to enforce your human rights in the workplace. I suggest you consult with an employment lawyer to understand your rights and the potential damages to which you may be entitled.
Also, be mindful of the job you return to when you come back from your leave. You have the right to be returned to the job you most recently held before you began maternity and/or parental leave, unless it does not exist anymore. When you do return to work after your leave, observe whether you are being passed over for projects because you have a young baby, as this type of employer conduct could be discrimination based on family status.
Submit your own questions to Ask Women and Work by e-mailing us at GWC@globeandmail.com.
Interested in more perspectives about women in the workplace? Find all stories on the The Globe Women’s Collective hub here, and subscribe to the new Women and Work newsletter here. Have feedback? Email us at GWC@globeandmail.com.