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All in HR
If you have seen the movie The Devil Wears Prada, you will remember Andy’s first weeks at Runway Magazine. Her nervousness was exacerbated by the fact that she was thrown into the lion’s den. Andy received neither a formal orientation nor training and even got a scolding from the “Devil” (her boss) on her choice of footwear. If you were in Andy’s shoes (pun intended), what would you want as part of the on-boarding process at your new organization?
Promoting positive mental health in the workplace has become a primary concern for employers globally. Employers can ensure they are promoting mental health in the workplace by:
Assessing their level of support for mental health in the workplace.
Creating a culture of openness about workplace pressures and mental health
Reviewing all workplace policies/procedures and workload distributions.
Measuring employee mental health and work through employee surveys.
Workplace investigations are a legislated requirement for Ontario employers. All workers are entitled to a safe and healthy workplace and employers have an obligation to investigate any incidents or complaints of workplace violence and harassment.
In light of National Day for Truth and Reconciliation, September 30th
The government has recently passed legislation to make September 30th a federal statutory holiday called the National Day for Truth and Reconciliation. This day is intended to recognize and commemorate the legacy of residential schools.
Ontario has not made this a provincial statutory holiday; however, many provincial organizations are looking to recognize this day and its mandate.
“It’s Not Me, It’s You”
Do you have the urge to want to make a run for it when someone is talking your ear off with complaints after complaints? Do they seem to find fault in everything (and everyone) and strongly believe that they are always in the right? People behaving this way will point fingers rather than raising a helping hand or looking in the mirror.
We know the topic of gender can be awkward and uncomfortable, we are afraid of doing or saying something wrong and instead of talking about it, we avoid it. Well, this approach can be very damaging, and we won’t make any progress by not addressing it. Gender identity in the workplace can be hard, but we make it harder by not making any strides in the right direction.
