Employers miss out on untapped potential when they overlook or discount abilities in the workplace.
Establishing an inclusive and accommodating work environment for people with dyslexia can foster a diverse workforce and improve productivity, innovation and performance.
Employees need resources, information and support from colleagues to be truly empowered.
Layla Bird/E+ Collection/Getty Images
An expert on employee motivation explains four challenges companies should address if they truly want to empower their workers.
Researchers found that ex-entrepreneurs are “burning up upon reentry.”
Returning to a 9-to-5 job is more challenging than many expect.
Individuals with disabilities are under-represented in the Canadian labour market compared to their able-bodied counterparts.
One way to dramatically improve the lives of people with disabilities is by understanding time in a way that considers how people with disabilities experience barriers — something known as “crip time.”
Unless businesses deal with the root causes of employee burnout, they will struggle to retain their workforce.
Many Canadians are still feeling burned out at work. Companies can help by being more accommodating of their workers’ needs and addressing some of the root causes of burnout.
Canadians with invisible and on-again/off-again disabilities have been experiencing increasing amounts of illegal discrimination in the workplace.
Organizations that are serious about diversity, equity and inclusion in the workplace need to actively and consistently work towards removing barriers to employment for employees with disabilities.
The job market is experiencing an influx of job-seekers at the moment, putting the responsibility on employers to attract employees to their organizations.
Workplaces are increasingly recognizing that productive employees seek out workplaces that prioritize mental well-being and offer flexible working conditions.
The Alberta government recently released a report on the effect of the previous NDP government’s minimum wage increase.
THE CANADIAN PRESS/Jonathan Hayward
The Alberta government’s report on the supposed ills of the minimum wage should be viewed within the vast, diverse spectrum of economic literature, not just standard economics.
A temporary foreign worker from Mexico works on a berry farm in Mirabel, Que., in May 2020.
THE CANADIAN PRESS/Graham Hughes
Amendments to the Immigration and Refugee Protection Regulations fail to address the power imbalances at the heart of the temporary foreign worker program.
Multinational enterprises are struggling to retain many of the employees they send abroad on international assignments.
Multinational enterprises are facing a high rate of repatriate turnover from employees returning back home from international assignments.
An innovation strategy is a requirement for companies that want to be successful in the dynamic post-pandemic market.
To improve firm performance and promote fiscal economic growth, corporations should strengthen and implement an innovation strategy.
By experimenting with more part-time working patterns, companies could unlock a much-needed trove of new employees.
With a greater reliance on remote workers, how can people forge good relationships at work?
Luis Alvarez/DigitalVision via Getty Images
Hybrid and remote-heavy work setups have fundamentally changed how people interact at ‘the office.’ What do workers and managers want out of the workplace now?
A rally for Uber and Lyft drivers in 2019 reflects desire for workers to have same benefits as employees.
AP Photo/Rich Pedroncelli
What a ‘gig worker’ is remains ill-defined, which can suit employers. But the spread of the gig economy means more workers don’t have the same rights and protections as employees.
Workers take on side hustles not just for the money, but also to compensate for limited control in their traditional jobs.
Jeff Greenberg via Universal Images Group/Getty Images
‘Career portfolioing’ is a trend where people assemble different sources of income, such as side gigs, to give them a measure of independence from employers who provide little job security.
Elon Musk’s cold, impersonal approach to management treats employees like cogs in a machine instead of human beings.
(Patrick Pleul/Pool via AP)
If Elon Musk’s aggressive management style proves to be successful for Twitter, it could result in other business leaders following suit and turning to unhealthy leadership practices.
The Ontario Assembly on Workplace Democracy examined how everyday people experience work and what they want done to make work better and their voices heard.
Improving the ability for worker’s voices and perspectives to be heard in the workplace could have wide ranging benefits for employers and broader society at large.
It’s been two years since corporations jumped on the diversity bandwagon after the tragic murder of George Floyd. They spoke about anti-Black racism and asserted their solidarity but promises are different than action.
Corporations may have amped up their diversity statements, but their promises to promote anti-racist cultures without action plans can lead to greater blocks to success for racialized employees.
Inclusion goes beyond diversity by not just identifying differences, but celebrating and integrating them into daily work life.
If organizations truly want to retain diverse employees and have them be successful, they need to make consistent and sustained efforts to support inclusion.
Creating a compassionate workplace culture involves acknowledging people’s challenges,
even related to apparently small matters, in professionally appropriate ways.
It’s important that employers and employees understand sympathy, empathy and compassion, and consider these emotions’ roles in both job performance and employee relations.