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New videos designed to help Canadians navigate the human rights complaint process

June 23, 2015

The Canadian Human Rights Commission (CHRC) has produced a series of videos, now on its YouTube channel, to help people in Canada deal with discrimination and navigate the human rights complaint process. Using live actors as well as animation, “Human Rights and You: A video series” tells the stories of Lily and Dan — two fictional characters using the CHRC complaint process to deal with workplace discrimination. Lily’s story is about sexual harassment and Dan’s story is about discrimination related to age and disability after a workplace injury. The actors speak directly to camera, telling viewers their story and, in the process, the viewers learn what to expect when making a discrimination complaint. The CHRC hopes the videos, which are available in both official languages as well as closed-captioning, will be used as teaching tools by educators, social workers, lawyers, NGOs, community centres and human resources managers.



Calling Canada's brightest minds to build a better future for all of us as we age

June 16, 2015

Graduate students and postdoctoral fellows from the social, health and applied sciences across Canada now have access to research support from the AGE-WELL NCE through new Graduate Student and Postdoctoral Awards in Technology and Aging. The AGE-WELL NCE (Aging Gracefully across Environments to Ensure Well-being, Engagement and Long Life), was launched earlier this year under the federally funded Networks of Centres of Excellence (NCE) program. It is a national research network whose goal is to accelerate innovation in the field of technology and aging in order to improve the quality of life of older adults and caregivers and produce economic and social impact for the benefit of Canadians and the global community. Highly qualified candidates may be eligible for awards of up to $18,000 for graduate students and $40,000 for postdoctoral fellows. Successful candidates will also gain access to invaluable training and mentorship opportunities through the AGE-WELL NCE training program for Highly Qualified Personnel (HQP). The deadline for applications is July 10, 2015.



Canadian employees more aware of workplace presenteeism than employers

June 10, 2015

Morneau Shepell today released new findings and a full report from its national study into workplace absenteeism, which found that more than half of Canadian employees see presenteeism as a serious issue within their workplace. Presenteeism is defined as time spent at work while not productively engaged in work. The new report, centred on a survey of employees, employers and physicians across Canada, found that eight out of 10 employee respondents self-reported experience with presenteeism, with 81% indicating that they have gone into work while they were not able to perform as well as they would have liked. When asked why, 47% indicated that physical sickness played a role, followed closely by stress/anxiety (40%). Almost one in four (22%) blamed issues with their work/workplace or co-workers/managers and 15% specified depression.

The survey also showed that employees are more likely to see presenteeism as a serious issue than employers. The majority of employees (53%) indicated that presenteeism is a serious issue in their workplace, versus 32% of employers. Employees are also more likely to see presenteeism as a more serious issue in their workplace than absenteeism, while employers are more likely to see the reverse. According to the report, more than half of employers (52%) see absenteeism as a serious issue in their workplace compared to 43% of employees.



US survey shows people with disabilities are overcoming barriers to employment

June 8, 2015

A new US survey conducted by the Kessler Foundation has shown that people with disabilities are overcoming barriers to employment. The survey found that Americans with disabilities who are employed work an average of 35.5 hours per week, with 60.7% of those working more than 40 hours per week. Other findings show that Americans with disabilities are encountering – and overcoming – barriers as they look for work. The top three barriers included the lack of sufficient education or training, the employers’ assumption that they couldn’t do the job and a lack of transportation. In the workplace, the top three barriers were getting less pay than others in a similar job, negative attitudes of supervisors and negative attitudes of co-workers. A substantial percentage of employees reported overcoming these barriers. Responses indicated that workers were mostly comfortable disclosing their disability when necessary and requesting accommodations. The most common accommodations were flexible schedules — also greatly valued by employees without disabilities — as well as modified job duties and addressing building accessibility.



Managers, employees agree on most common workplace etiquette breach

May 28, 2015

The rules you were taught in elementary school — pay attention, don't be late, and if you can't say anything nice, don't say anything at all — also hold true in the workplace, a new survey from Accountemps confirms. It turns out managers and employees have similar views when it comes to issues of etiquette. The most common civility culprit cited by chief financial officers (CFOs) is gossiping about others in the office (30 per cent), with workers also pointing to gossiping about colleagues (31 per cent) as the most prevalent breach of workplace etiquette. Other common frustrations included not responding to calls or emails in a timely way (16% CFOs vs 19% employees); being distracted during meetings (e.g., checking a smartphone, writing emails) (14% CFOs vs 18% employees); running late to or missing meetings (10% CFOs vs 14% employees); and not crediting others when appropriate (10% CFOs vs 12% employees).



CharityVillage launches new Twitter channel for job seekers: @VillageJobs

May 14, 2015

Responding to requests from our core audience of Canada's job seekers to join them on social media, we are pleased to announce that we have launched a new Twitter channel just for those seeking work in the nonprofit sector, or researching a job shift from within the sector.

Effective immediately, CharityVillage will communicate job postings via Twitter at @VillageJobs.

As soon as a job posting appears live on CharityVillage, nearly every job posting will appear in the @VillageJobs Twiiter stream. We'll also be helping job searchers using this channel by including links to tips and advice on finding meaningful work in Canada's nonprofit sector.

CharityVillage will also maintain our strong sector presence and dialogue on our regular Twitter channel, @CharityVillage.com. Follow us on both channels for a complete picture of Canada's nonprofit sector and job market.



New research shows managing work-life balance is growing increasingly difficult

May 6, 2015

EY has released new research that shows one third of full-time workers say that managing work-life has become more difficult in the last five years. Younger generations and parents are harder hit than others, plus workers in certain countries. The online survey of close to 9,700 full-time workers at companies of varying sizes in eight countries (Canada was not included) explored a wide variety of areas including: younger generations moving into management, work-life and economic challenges, workplace flexibility around the globe, plus what employees seek in a job and why they quit. Among the key findings, the top reason one-third of full-time employees globally say it has gotten more difficult to manage work/family in the last five years is that “my salary has not increased much, but my expenses have,” which was about tied with “my responsibilities at work have increased.” The other top 5 reasons include increased responsibility at home, working longer hours and having children.



New handbook helps employers address workplace mental health

May 4, 2015

Mood Disorders of Canada has released a new handbook for employers called Workplace Mental Health. Mental Health in the Workplace is based on the results of a survey of Canadian employees and employers talking about their perceptions of mental illness, either as experienced themselves, or as observed in their co-workers. The survey also spoke to managers who reported that they often did not know that one of their employees was struggling with a mental illness and, even if they knew, were unsure what to do to help. This handbook helps employers and employees create and sustain a mentally healthy workplace. It is also a guide to employers for the development of programs that will support employees who are experiencing mental illness.



Submit your nominations for Canada's Safest Employers Awards - including psychological safety

April 30, 2015

The Canadian Mental Health Association (CMHA) defines mental health as being more than the absence of mental illness - it's a state of well-being. Given that most people spend approximately 60% of their waking hours at work, protecting psychological health and safety in the workplace is a critical component to supporting employee well-being, on par with physical health and safety. To coincide with CMHA's Mental Health Week (May 4 – 10, 2015), the Great-West Life Centre for Mental Health in the Workplace (the Centre) invites organizations to submit their nominations by June 1 in the psychological safety category in the Canada's Safest Employers Awards, offered by Canadian Occupational Safety.



Canadian workplace study shines light on changing work values

April 30, 2015

Is honesty the best policy for professionals who have been fired from a job? According to LinkedIn's New Norms @Work study, Canadian workers generally think not. Over half (56%) of Canadian respondents reported they wouldn't be completely honest about being fired, with millennials ages 25-34 least likely to be honest at 62%. The global LinkedIn study illustrates how Canadian full-time working professionals shape their professional brands for the modern workplace both online and on the job. It also shines a light on Canadians' changing work values, showing that Canadians want progressive workplaces that offer more than the standard benefits package. According to the study, we're over the 9-5 work day, with more than 50% of those surveyed stating that all companies should offer flexible work schedules. Maternity leave top-up was also a top priority, particularly in Quebec, with almost 30% of respondents stating that this practice should be mandatory. Ontarians, on the other hand, were less adamant, with only 17% in agreement.



Survey reveals disconnect between employee and employer performance goals

April 27, 2015

A new global career survey of employees released today by Right Management finds that only 10% of employees define career success as high performance and productivity. Right Management’s Global Career Aspiration survey also found that 45% of respondents rank work/life balance as their number one career aspiration, and the top definition of workplace success is enjoyment/happiness. Additionally, 26% of employees define success in the workplace as enjoyment/happiness, followed by salary (19%), doing the best work (18%), respect and recognition (15%), and high performance (10%). The top motivations for changing jobs are the desire for work/life balance and higher compensation (both 35%), followed by seeking a different work culture and wanting more challenging assignments (both 25%).



More than half of employees say illness was not a factor in recent work absence

April 1, 2015

Fifty-two percent of employees responding to a Morneau Shepell survey said the main reason for the last time they missed work was not because of illness. At the same time, 33% of employers responding did not list illness as one of the top three reasons why their employees are absent. The findings were part of the company's recent survey of employees, employers and physicians across Canada. The survey also indicated that 81% of employers address the issue of absenteeism with performance management (e.g. issuing warning letters, etc.), and the majority indicated that unscheduled time off is a serious or extremely serious issue for their organization. Employees in the survey who reported time off work due to non-medical reasons were more likely to report higher work-related stress.



Global study connects levels of employee productivity and well-being to office design

March 31, 2015

The Human Spaces report The Global Impact of Biophilic Design in the Workplace has revealed that employees who work in environments with natural elements report a 15% higher level of well-being, are 6% more productive and 15% more creative overall. The study of 7,600 office workers, in 16 countries, examined the impact of the physical office environment on employee well-being. Despite city dominated lives, the research found workers have an inherent affinity to elements that reflect nature and lack of natural light was linked to increased levels of employee stress. Yet, globally, nearly half (47%) of office employees have no natural light in their working environment, and almost two thirds (58%) have no live plants in their workspace.



Majority of HR managers report losing new staff due to mismatch with work environment

March 31, 2015

A successful job match is often more art than science when it comes to corporate culture, a new OfficeTeam survey suggests. More than six in 10 (64%) human resources (HR) managers interviewed admitted they have misjudged a candidate's fit with their company's work environment. Two-thirds (66%) of respondents also said their organizations have lost an employee because he or she was not suited to the work environment.



US survey finds 50% of nonprofits anticipate hiring at least one new employee in 2015

March 11, 2015

Nonprofit HR announced the results of its eighth annual, US-based Nonprofit Employment Practices Survey, which this year indicates the nonprofit sector is projecting a growth rate that is on target to outpace the corporate sector. According to the survey, 49% of nonprofit organizations increased their staff in 2014, and 50% of nonprofits plan to create new positions in 2015. However, despite this growth and optimism around staffing, few nonprofits have formalized recruitment and retention strategies or the budgets to attract new top talent. Key Findings from the 2015 survey include:

    Nonprofits are projecting job growth in 2015 that could outpace the corporate sector.
  • 50% of nonprofits anticipate hiring at least one new employee in 2015.
  • Despite the sector’s massive economic impact as an employer and its projected growth, 52% of nonprofits do not have a formal recruitment strategy.
  • Additionally, 67% do not have a formal recruitment budget.
  • An increase in the overall turnover rate (from 16% in 2013 to 19% in 2015, 14% of which are voluntary turnover) tells us employees have become increasingly more confident in the job market over the last year.
  • 27% of nonprofits cite an inability to pay competitively as their greatest retention challenge, followed by inability to promote (20%).



Beyond salary, what do employees really want in 2015?

March 11, 2015

As the focus on employee recruitment and retention sharpens, many executives may be undervaluing a perk their workforce wants most, suggests new research from Accountemps. When asked which workplace perk they think their employees are most interested in receiving this year, 41% of chief financial officers (CFOs) interviewed said better benefits, 26% said a more flexible schedule, and 17% said more vacation days. In a separate survey of workers, however, more vacation days topped the list (35%) as most desired in 2015, a more flexible schedule was next (17%), and better benefits came in third (16%).



New scholarship program invests in Canada's next generation of global leaders

March 3, 2015

Canada’s universities, the Rideau Hall Foundation and Community Foundations of Canada (CFC) are pleased to announce that more than 1,900 scholarships for university students will be funded through the new Canadian Queen Elizabeth II Diamond Jubilee Scholarships. With initial investments of more than $40 million, including $10 million from the Government of Canada, this initiative will build a dynamic community of young global leaders in Canada and throughout the Commonwealth over the next four years. Canadian students at the undergraduate and graduate levels will participate in internships or academic study for periods of three months to one year in another Commonwealth country. Scholarships will also be available to students from Commonwealth countries to attend a Canadian university for masters or doctoral studies. The Scholarships form part of university-designed projects that address pressing local, national and global issues.



US survey finds 50% of nonprofits plan to create new positions in 2015

March 3, 2015

Nonprofit HR announced the results of its eighth annual Nonprofit Employment Practices Survey, which this year indicates the nonprofit sector is projecting a growth rate that is on target tooutpace the corporate sector. According to the US survey, 49% of nonprofit organizations increased their staff in 2014, and 50% of nonprofits plan to create new positions in 2015. However, despite this growth and optimism around staffing, few nonprofits have formalized recruitment and retention strategies or the budgets to attract new top talent. Recruitment and retention challenges identified in the 2015 survey include:

  • Despite the sector’s massive economic impact as an employer and its projected growth, 52 percent of nonprofits do not have a formal recruitment strategy.
  • Additionally, 67% do not have a formal recruitment budget.
  • An increase in the overall turnover rate (from 16% in 2013 to 19% in 2015, 14% of which are voluntary turnover) tells us employees have become increasingly more confident in the job market over the last year.
  • 27% of nonprofits cite an inability to pay competitively as their greatest retention challenge, followed by inability to promote (20%).



AFP Foundation receives grant to expand diversity and inclusion efforts

February 26, 2015

The AFP Foundation for Philanthropy – Canada has received a multiyear grant, valued at $403,674, from the Ontario Ministry of Citizenship, Immigration and International Trade to create a fellowship program that will support and train fundraisers from diverse backgrounds. This is the second grant that the AFP Foundation for Philanthropy – Canada has received from the Ontario government. The first grant supported a three year project, From Diversity to Inclusion in Philanthropy: An Action Plan for Ontario’s Charitable Sector, which brought together donors, fundraisers, volunteers and charity leaders from twelve different communities to share insights about the giving traditions and interests of emerging philanthropic groups across the province. The second grant, which will cover a 25 month period, will create a pipeline of diverse fundraising leadership through specialized training, education and mentorship opportunities for new and mid-career fundraising professionals from underrepresented communities. The project will support 70 fellows across Ontario. Each fellow will receive intensive professional development and mentorship opportunities, and will participate in organizational policy development on inclusion and equity issues.



Conference Board of Canada releases new report on workplace bullying

February 24, 2015

A new primer report by The Conference Board of Canada, calls for employers to adopt proactive strategies to recognize and address increasing levels and the costly impact of workplace bullying. The report, Workplace Bullying Primer: What Is It and How to Deal With It, examines the issue of bullying in workplaces, the causes, and associated organizational and individual costs. It suggests that employers, who could be held legally responsible, need to take greater responsibility to address this detrimental behaviour. While there are no large-scale studies of the instances of bullying in Canadian workplaces, findings related to specific work groups in Canada mirror the range of workplace bullying rates found in other countries. The most common type of bullying is top-down bullying, where a superior bullies an employee. However, lateral bullying (peer to peer), and bottom-up bullying (employee bullies superior) can also occur in the workplace. One of the major means of bullying in the workplace is cyberbullying using email. Email allows people from all levels of an organization to place demands on each other, to jump the lines of authority, and to shift the work queue. It may also allow those doing the bullying to feel "anonymous".



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