Marginalized groups feel less valued at work: survey

Almost three in four (70 per cent) of Canadian workers with disabilities do not feel like they are valued at work.

This group is also twice as likely to indicate they cannot be themselves at work, according to a report from LifeWorks.

Canadians with disabilities are nearly two times more likely than individuals without disabilities to report their organization does not value diversity.

These Canadians are also nearly 50 per cent more likely than individuals without disabilities to believe that promotions in their organization are not merit-based, finds the survey of 3,000 respondents in November.

“While it is positive to see that many Canadians feel diversity is important to their organization, we are seeing a concerning disconnect between perception and reality for individuals who are part of marginalized groups,” said Michael Dingle, TELUS Health COO.

Marginalized groups

The survey also finds that LGBTQ2+ Canadians and visible minorities are 50 per cent more likely to indicate they cannot be themselves at work and nearly 50 per cent more likely to report their ideas are not valued at work.

Women are 25 per cent more likely than men to believe that promotions in their organization are not merit-based.

And Canadians with disabilities and individuals identifying as LGBTQ2+ are nearly twice as likely to experience negative comments from their manager, finds LifeWorks.

“It is critically important for Canadian organizations to commit to continuously listening, learning and embracing different perspectives – to cultivate a culture where everyone belongs, feels valued and knows they can thrive in a safe and equitable environment,” said Dingle.

“Not doing so poses significant risks to employee well-being, retention and business results.”

In April, the International Labour Organisation (ILO) updated its workplace guidelines on the inclusion of persons with disabilities for employers in Asia and the Pacific.

Here are some ways employers can ensure that workers with disabilities feel included, according to the International Labor Organization (ILO):

• Prove you’re committed to disability inclusion by making it company policy.
• Make sure disabled employees have access to all training and career progression activities.
• Have a good disability management/return-to-work programme.
• Contribute to disability inclusion by asking their suppliers to comply with disability legislation.
• Have employee networks and/or disabled employee networks and include both disabled and non-disabled employees.
• Make sure everyone knows about your inclusion initiatives.

Taking a closer look to re-evaluate how diversity, equity, inclusion and belonging is experienced by diverse groups day-to-day can uncover opportunities for improvement and a healthier work environment, said Paula Allen, LifeWorks global leader and senior vice president for research and total well-being.

“What do the daily interactions look like between managers and employees? How can all voices be heard and valued? Are there safe spaces for employees to share concerns? A workplace cannot be mentally healthy if there are vastly different experiences by some.”