Individuals who feel they are being treated unfairly in the workplace are likely to experience low morale, reduced productivity, and poor job satisfaction, leading to high turnover. Conversely, individuals who feel they are treated well by their managers and organizations are often motivated to perform at higher levels. They have a greater sense of team spirit and overall job satisfaction. Furthermore, individuals who feel valued and are treated fairly at work are more engaged and productive.
Overcoming Challenges: The Experience of Racialized Individuals in the Workplace
During one of the jobs, I had in my early years of resettlement in Canada after fleeing the war in Syria- I still held the deep belief that no discrimination was practiced in Canada. However, as a racialized person, I experienced unfair treatment in the workplace. While my direct manager, who was also racialized, was very supportive, the overall environment of the organization was toxic.
At the organization, there was a pervasive sense of micromanagement perpetuated by a white Canadian VP, particularly towards employees of color, including myself. Despite possessing a wealth of knowledge and experience, including an LLM from the UK and senior positions at international organizations, that required managing more than 250 staff and traveling overseas to meet international donors to formalize and mobilize grants, I felt consistently reminded of my background and how I was given favor simply by being employed within that organization.
Neither my direct manager nor I had any meaningful input in managing our program. Every decision, no matter how small, had to be approved or altered by the VP, disregarding our expertise and our clients’ experiences. This constant criticism created an atmosphere of discontent, leaving the staff feeling powerless to manage their own programs according to their best judgment. I was not aware that other employees were going through the same situation until the day I resigned, when everyone was wishing they were in my place.
At the beginning of my employment, I was looking forward to working with an organization that served a great cause and had high expectations for my impact and performance. However, instead of receiving handholding and mentorship, I was merely informed of what I was not allowed to do and what was expected of my performance. The constant micromanaging of employees who were there for years, instilled fears in my heart as a newcomer and new hires to the organization. I had to take on more responsibilities and work over weekends. We were understaffed, and I was unable to take time off, even for critical appointments related to finalizing my status in Canada. My mistakes at work started to increase, and though I was unsure of the reasons, I always attributed them to a lack of Canadian experience and an inability to fit in, as those were the statements I repeatedly heard. My self-esteem and ability to perform gradually diminished.
Battling Depression in a Toxic Work Environment
As someone who was forced to leave my own country, leaving my entire family behind, and experiencing loneliness while struggling to create my own social safety net (an important part of the Syrian community fabric), I was more vulnerable and susceptible to falling into depression. I had persistent physical symptoms, including stomach-aches, loss of appetite, and difficulty sleeping or focusing. Eventually, I was diagnosed with severe depression. Due to the stigma surrounding mental health in my home country, I could not openly discuss or seek support for it. To make matters worse, I refused to take medication or see a psychologist out of fear of the associated stigma. This further eroded my trust in myself and led to more mistakes, both professionally and personally.
Transformation through Inclusive Workplaces
I was not aware that my depression stemmed from the toxic work environment until I moved into another workplace, where my personality underwent a complete transformation, allowing me to return to my true self. In my new job, diversity was celebrated, and the majority of the staff were people of colour. I was valued for my background, and my bilingualism was considered an asset. My previous experience was highly appreciated, and I was given the autonomy to manage the program independently. My manager was supportive, and my colleagues were available for brainstorming and support at any time. I felt incredibly positive and self-motivated to create new projects and programs. Consequently, I wanted to showcase the best of my abilities. I was proud of myself and constantly sought to improve. I pursued additional courses to enhance the quality of my work. I viewed my program thinking as something that is part of me and needs to grow constantly. As a result, I received multiple promotions, which gave me hope that one day I could attain a similar high-level position as the one I held before leaving Syria.
Motivated by this hope, I enrolled in an MBA program to gain more knowledge about management theories and effective human resource management. Continuous recognition of my competence and achievements instilled immense confidence in me, empowering me to take the next step in my career. It was during this time that I felt the confidence and courage to establish my own practice. Having volunteered in family mediation since arriving in Canada, I was inspired to start my own firm in this field. Working in the Equity, Diversity, and Inclusion domain, and obtaining a Global MBA, further motivated me to diversify my practice and specialize in workplace fairness assessment and restoration.
Creating a Healthy Workplace: The Key to a Healthy Community
The course I took at Workplace Fairness International was nothing but an affirmation of my belief that a healthy workplace has a massive impact not only on the productivity of the employee and the employer, but also on the mental and psychological well-being of the person. A Healthy workplace is a crucial factor to create a healthy community where mental strain is not taking a massive toll on us. Not only by ensuring fairness and equality for everyone, but also through creating a positive atmosphere where employees feel empowered, valued, and a sense of belonging. This requires an organization to work on creating equitable and transparent systems and implement processes that allow for fairness to all. Fairness in the workplace refers to an aspect of organizational justice with regards to both process and outcome impartiality and it is supported by factors such as mutual respect, strong interpersonal relationships, and honest communication.
While it is my understanding that the majority of Canadian provincial governments have enacted the right to “equal treatment with respect to employment,” a bigger question remains: How do we transition from implementing fairness for the sake of legal compliance to implementing fairness for the sake of the individuals who invest the majority of their time and efforts in the workplace?
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