New research from global staffing firm Robert Half suggests there's some truth to the saying, "people leave managers, not companies." About two in five professionals surveyed in Canada (39%) have quit a job due to a bad boss. "Managers set the tone for the office and have a considerable amount of influence over the daily experiences and satisfaction of their employees for better or worse," said David King, senior district director for Robert Half. "When supervisors show genuine enthusiasm for projects or new initiatives, and encourage open and frequent communication in the workplace, staff feel more engaged, and better supported in day-to-day challenges."
Scalar Decisions announced an inaugural survey exploring how aware and prepared Canadian employees feel when facing the unique cyber security and cloud security challenges of the digital era. The Digital Citizen: A Canada-Wide Survey on Security Awareness in the Workplace revealed a growing disconnect between how prepared Canadian employees feel to deal with cyber security threats and how much training they receive. While 75% of Canadians feel they are prepared to handle cyber security attacks in the workplace, the majority of Canadians (60%) say they have not received any form of cyber security training.
Of concern and revealed in The Digital Citizen, seven percent of respondents indicated their organizations do not take any measures at all to prevent attacks. A large percentage of Canadians also remain unsure about cloud security, what it means, and whether they've received any training regarding cloud security. Following these new findings, it is clear that Canadian organizations are presented with an opportunity to better future proof employees. In fact, one quarter (24%) of those surveyed revealed they have been the target of an attack at work, and a further third (31%) of respondents have been targeted at home. Employees in Alberta (36%) expressed the highest rates of at-home threats, while those in Quebec (26%) were the least likely.
Employers in Canada are expecting base salaries to rise by an average of 2.7% in 2020, according to Morneau Shepell's 2020 Salary Projection Survey. This is an increase from the actual 2.6% average increase in 2019. The forecast includes increases in salary structure, length of service, cost of living and merit pay, and excludes salary freezes and promotional adjustments. The expected 2.7% increase is higher than the projected rate of inflation for the year. In July, the Bank of Canada noted that consumer price index inflation is expected to rise to about 2.0% by the end of 2020. When looking at economic growth, according to the Bank of Canada, the Canadian economy is projected to grow by just 1.4% in 2019.
Many companies are realizing they need to go beyond providing traditional health benefits to address all the facets of employee well-being, finds a new survey from global staffing firm Robert Half. According to the survey, most employers offer physical (63%), financial (65%) and mental (73%) wellness programs. Organizations are also covering at least some of the cost for these physical and financial (51%) and mental (64%) wellness resources.
According to workers, the most valued wellness offerings include fitness facilities or programs (24%), ergonomic evaluations and equipment (22%) and incentives for engaging in healthy behaviour (18%). Flexible work schedules or telecommuting options (50%), paid parental leave (47%) and employee discounts (42%) are the most common perks offered at companies. In a separate survey of workers, health insurance (87%), retirement savings plan match (86%) and parking and commuting benefits (78%) were identified as the most-used benefits, perks and incentives.
A gender wage gap exists in Ontario nonprofits. A key way to reduce it is to use equitable compensation practices that address systemic barriers that women, especially marginalized women, face. The aim of the Ontario Nonprofit Network's guide, Bridging the Gap: How compensation practices can reduce the gender wage gap in Ontario nonprofits, is to assist senior leaders and boards of directors to assess what compensation practices they have in their organizations, and what they can do to ensure women earn fair wages especially immigrant, racialized, and Indigenous women, women with disabilities, and women who are part of the LGBTQ community. It also aims to support women workers in the sector to advocate for better compensation.
While more Canadians are recognizing depression (53%) and anxiety (41%) as disabilities compared to last year (47% and 36%), a stigma around mental health still exists, according to a recent RBC Insurance survey. Three quarters of working Canadians say they would either be reluctant to admit (48%) or would not admit (27%) to a boss or co-worker that they were suffering from a mental illness. Furthermore, the proportion who say they would not admit they were suffering from a mental illness is almost three times as high as it is for a physical illness (27% vs. 10%). The top reasons for either not admitting or being reluctant to admit a mental illness are:
- Believing that there is a public stigma around mental health (45%)
- Not wanting to be treated differently (44 %)
- Not wanting to be judged (40%)
- Fear of negative consequences, such as losing their job (36%)
Adding to the perceived stigma of mental illnesses, half (47%) of working Canadians believe that if they admitted they were suffering from a mental illness to a boss/co-worker, their ability to do their job would be questioned. An additional two in 10 (20%) say they feel their boss/co-worker would look at them in a negative light or distance themselves. In comparison, only 7% feel this way about a physical illness. Yet, when asked how they would react if a co-worker/boss admitted that they were suffering from a mental illness, 76$ said they would be completely comfortable and supportive, an interesting discrepancy.
One-in-four "Sandwich Generation" Canadians expect to put their own financial goals on hold as a result of providing financial assistance to both their children and their parents, new research shows. The Sandwich Generation Survey, a Leger poll of Canadians commissioned jointly by FP Canada™ and Chartwell Retirement Residences, demonstrates the financial squeeze facing Canadians who are providing support to both their adult children and their aging parents. The survey also reveals that a majority of Canadians do not have a financial plan to help them navigate these challenges.
Of the Canadians surveyed who have children and at least one living parent, one-in-three (30%) said they expect that they will need to provide financial assistance to both their children and parent(s) in the future. Females (35%) are more likely than males (22%) to say they will need to provide financial assistance to both their children and parent(s), and regionally, Ontarians (39%) and Albertans (37%) are most likely to say they will need to provide this dual support.
While casual dress codes are gaining ground, some employers expect more polish when meeting with job applicants, new research from global staffing firm Accountemps shows. In a survey of senior managers, 33% of respondents said candidates should always wear a formal suit when interviewing for a job; a similar percentage (37%) felt proper interview attire depends on the position or department at the company. Almost all respondents agreed that how someone dresses is important during the job interview: 40% reported it's very important, and 49% said it's at least somewhat important. Not surprisingly, the research also shows recommended job interview attire varies by industry: suits are more often preferred in finance, insurance and real estate (44%) than construction (21%) or retail (23%).
Monday and Tuesday, especially in the morning, are when employees are most productive, suggests new research from staffing firm Accountemps. More than half of workers surveyed in Canada said their productivity peaks at the beginning of the week, with Tuesday (35%) edging out Monday (25%) by ten points. After Hump Day (18%), worker productivity dips: 12% of employees do their best work on Thursdays, followed by 10% on Fridays.
Many professionals said they accomplish more work at the start of the day: 41% are most productive in the early morning and 31% in late morning, compared to 3% who like to burn the midnight oil. It's probably best to avoid scheduling meetings at noon: only 2% of workers surveyed said they get the most work done at lunchtime.
For peak productivity, where is as important as when to work, but employees are divided: 44% of workers say they work best in a private office with a closed door, according to the survey. Meanwhile, 33% prefer working in an open office with coworkers, followed by 19% who say they are most productive when working from home.
Employees were also asked about the single biggest distraction that impacts their productivity during the workday. Coworkers who are too chatty and social topped the list (28%), followed by office noise and unnecessary conference calls/meetings (tie; 23%), unnecessary emails (20%) and cell phone use (7%).
In accessing paid, decent work, refugee women face restrictive labor market laws, increased threat of violence, discrimination, as well as regulatory and administrative barriers. According to a new analysis conducted by the Georgetown Institute for Women, Peace and Security (GIWPS), in collaboration with the International Rescue Committee (IRC), refugee women could generate up to $1.4 trillion to annual global GDP if employment and wage gaps were closed. The key takeaways from the report are:
- Refugee women’s labor market participation is as low as 6%.
- Highest refugee women employment rates are seen in the US (40%) and Uganda (37%), but down to as low as 6% in Germany, Jordan and Lebanon.
- The gender pay gap is highest in Turkey, where there is a pay gap of roughly 94 cents per dollar between refugee women and host men. The gap is lower in the US, where the pay gap is roughly 29 cents per dollar earned.
- Refugee women could generate up to $1.4 trillion to annual global GDP if employment and earnings gender gaps were closed to meet the national levels of hosting countries, per analysis done in top 30-refugee hosting countries, which host 90% of the world's refugees.
- Refugee women in the US alone could contribute $1.6 billion to US GDP.
The report focuses on Turkey, Uganda, Lebanon, Jordan, Germany, and the US, and extrapolates findings to the top 30-refugee hosting countries, which collectively host approximately 18 million refugees.
A Catalyst study of over 700 Canadian women and men of colour found a worrisome story of Emotional Tax and consequent attrition. Emotional Tax is the combination of feeling different from peers at work because of gender, race, and/or ethnicity, being on guard to experiences of bias, and the associated effects on health, well-being, and ability to thrive at work. In Canada, Catalyst found that Black, East Asian, and South Asian professionals who are highly on guard have a dangerously high intent to quit, ranging from 50% to 69%. Key findings of the new report include:
Being “on guard” is a shared experience.
- 33% to 50% of Black, East Asian, and South Asian professionals report being highly on guard to protect against bias.
- In in-depth interviews, 77% of women and men of colour shared harrowing stories of exclusion and being on guard. In many cases, these stories did not come to light until well into the interview—indicating the importance of going beneath the surface to better understand the experiences of people of colour.
- Even when they are on guard, Canadian people of colour have a strong drive to contribute and succeed.
Emotional Tax is linked to Canada’s retention problem.
- 50% to 69% of Black, East Asian, and South Asian professionals who are highly on guard against bias have a high intent to quit.
Emotional Tax is associated with threats to health and well-being.
- 22% to 42% of Black, East Asian, and South Asian professionals who are highly on guard against bias report high rates of sleep problems.
Access the full report and Catalyst's recommendations on creating a more empowering workplace.
A new study published in Insights on Canadian Society finds that an aging workforce is affecting all occupations, but also that there is considerable variation in the extent and pace of aging across occupations. The study, titled "Results from the 2016 Census: Occupations with older workers", uses the Census of Population (1996 and 2016) and the Labour Force Survey (1996 to 2018) to examine changes in the age composition of occupations. The aging of the workforce can be examined by calculating the ratio of younger workers to older workers, which is defined in this study as the number of workers aged 25 to 34 for every worker aged 55 and older.
Health care and social assistance was the largest industry in Canada in 2016, accounting for 2.3 million or 13%, of all workers. This industry also had one of the most rapid growth rates in the number of workers from 1996 to 2016 (+68%). Despite the rising demand for health care services, workers who are providing health care to an increasingly older population are themselves aging. For instance, among registered nurses and registered psychiatric nurses—the largest occupation related to health care—about 1 in 5 was aged 55 and older in 2016, compared with less than 1 in 10 in 1996. In 1996, there were 4.5 female nurses aged 25 to 34 for each female nurse aged 55 and older. By 2016, that ratio had declined to 1.6.
Applications for CCVO's Nonprofit Leadership Development for directors and managers are now being accepted! Executive Directions Ascent is a six-month learning journey that will help you understand your role as a leader and develop the confidence to grow your career. Bring your leadership questions, challenges and aspirations to the small group each month, beginning this fall. Guided by specific topics and skilled facilitators, each session will include inquiry and conversations that can help you experience deep self awareness, connections, and growth on your path to becoming a more effective nonprofit leader. If you're ready to take action to grow your leadership network and advance your career, apply for the fall 2019 cohort of Executive Directions Ascent today. Early application for Ascent Cohort 4 is August 22.