Introduction
Picture yourself stepping into a workplace where everything seems fine on the surface. People are busy with their tasks, meetings are happening, but there’s an issue simmering beneath it. Despite all the conversations and initiatives about diversity and inclusion, there’s a silent but powerful problem lurking beneath – harassment, unfair treatment, and discrimination. These issues don’t just stay within the office walls; they seep into people’s lives, affecting their well-being. In this essay, we’ll delve into these workplace challenges and discuss actionable steps we can take to create fairer and more equal workplaces.
Observed Challenges
In many workplaces, we can see people struggling with significant challenges like harassment, unfair pay, and discrimination. These issues aren’t just minor annoyances; they deeply affect individuals and poison the work environment. Unfortunately, they often go unnoticed or unaddressed, contradicting the very principles of fairness and respect that workplaces claim to uphold. We must come together, guided by our leaders, to confront and resolve these challenges, creating a genuinely equitable and supportive workplace for everyone.
DEI Concerns
When we delve into Diversity, Equity, and Inclusion (DEI) concerns within the workplace, it becomes apparent that these aren’t just theoretical issues but real-life challenges impacting individuals daily. Harassment, unequal compensation, mistreatment, and discrimination form a pervasive undercurrent that undermines workplace morale and well-being. Harassment, whether it’s through verbal abuse, unwelcome advances, or discriminatory behaviour, fosters an environment of fear and discomfort, affecting individuals’ mental health and job satisfaction.
Similarly, unequal pay perpetuates disparities and diminishes employees’ sense of value and fairness. Mistreatment and discrimination based on race, gender, age, sexual orientation, or disability create feelings of exclusion and marginalization, eroding trust and cohesion within the workforce. Addressing these concerns requires a comprehensive approach, including policy reforms, robust training programs, and fostering a culture of respect and inclusion.
Leadership must be pivotal in championing DEI principles, ensuring every employee feels valued and empowered to succeed. In particular, HR leaders need to champion DEI, address concerns, and promote empathy (2022, Gartner). By embracing diversity, promoting equity, and fostering inclusivity, companies can create a workplace where all individuals thrive and contribute to their fullest potential.
What Co-Workers Can Do
Coworkers are so crucial in making our workplace a better place for everyone. First, being there for someone going through a tough time because of issues like fairness or inclusion can mean the world. It’s all about lending an ear and showing we care. Also, if we see someone being mistreated, we must speak up about it.
We can bring it to the attention of our bosses or HR so they can sort it out. Plus, suggesting that we all get some training on diversity and inclusion can be super helpful. It’s about making sure we all understand why it matters. And let’s not forget about creating a vibe where everyone feels welcome. That means using kind words, standing up against anything that’s not fair, and making sure everyone feels respected. Lastly, let’s be allies to those who might need a little extra support. By lifting each other, we can make our place of work where everyone feels valued and heard, no matter who they are.
What Supervisors Can Do
As supervisors, we can positively impact our workplace’s inclusivity and fairness. Our initial step is establishing an atmosphere where all team members feel safe and respected. It means actively listening to their concerns about discrimination or unfair treatment and demonstrating our commitment to supporting them. Additionally, we must ensure everyone understands the importance of diversity and inclusion. That’s why I believe organizing training sessions for staff members is crucial. These sessions can help us understand why diversity is significant and how to create a more inclusive workplace collectively.
Moreover, we should regularly review our workplace policies to ensure they promote fairness and equality for everyone. It’s about establishing an environment where everyone can thrive equally. Lastly, leading by example is paramount. Our team looks to us for guidance, so we must embody the principles of inclusion and respect in all our actions. By taking these steps, we can cultivate a workplace where everybody feels empowered and valued to perform at their best.
Differences Between Countries In Addressing DEI
Canada and the Philippines approach Diversity, Equity, and Inclusion (DEI) in their workplaces differently, influenced by cultural, legal, and historical contexts. Canada boasts a robust legal framework, including laws like the Canadian Human Rights Act and the Employment Equity Act, which proactively promote DEI and ensure accountability. These laws establish clear guidelines and mechanisms for addressing discrimination and promoting equity in the workplace. However, a study in 2023 reveals that while Canadian corporations committed billions of dollars in recent years to address the DEI concerns, delivering on DEI remains to be seen (2023, Imagine Canada).
On the other hand, the Philippines’ approach is often more reactive, with laws such as the Anti-Sexual Harassment Act and the Magna Carta of Women providing legal protections against harassment and discrimination. While these laws represent essential strides toward promoting DEI, their enforcement and implementation may vary due to cultural and institutional factors. Interestingly, some organizations in the Philippines, such as the NextGen Organization of Women Corporate Directors (NOWCD), a non-profit organization, promote gender diversity (n.d., KPMG). It’s a baby step, but it’s going in the right direction.
Both nations are moving towards more inclusive workplaces, albeit at different paces, guided by their distinct societal drivers and challenges.
Conclusion
In conclusion, addressing workplace challenges such as harassment, unfair pay, and discrimination requires collective effort and commitment. Promoting a mutually supportive, fair, and respectful culture can build workplaces where we feel valued and empowered. While there may be differences in how countries like Canada and the Philippines approach DEI, the ultimate goal remains to create environments where equity is the norm, diversity is welcomed, and inclusion is embraced. With dedication and understanding, we can work towards achieving this vision and build a better, more equitable future for all.
References
Dei efforts: How to deal with Pushback and obstacles. (2022). https://www.gartner.com/en/articles/how-to-navigate-pushback-to-diversity-equity-and-inclusion-efforts
New Study reveals Canadian corporations not delivering on equity practices. New study reveals Canadian corporations not delivering on equity practices | Imagine Canada. (2023, January 24). https://www.imaginecanada.ca/en/press-release/new-study-equity-in-corporate-philanthropy
Advancing diversity, equity and inclusion in the Workplace. KPMG. (n.d.). https://kpmg.com/ph/en/home/insights/2023/09/advancing-diversity-equity-and-inclusion-in-the-workplace.html
Photo borrowed from Pexels. https://www.pexels.com/photo/photo-of-people-holding-each-other-s-hands-3184423/
Grammarly. “Check spelling and grammar.” Edmonton, AB, 16 March 2024.
Allan Mangune 