Survey reveals most Canadians feel valued and comfortable at
work, but underlying issues persist for some
respondents1
TORONTO, April 28,
2022 /CNW/ - A new survey from ADP Canada,
conducted with Maru Public Opinion, reveals most Canadian workers
feel comfortable at their workplaces; however, Canadians who
indicate they are Black, Indigenous Peoples or people of colour are
more likely to report facing workplace challenges that may affect
psychological safety – the belief you won't be punished or
humiliated for speaking up, sharing ideas, asking questions, or
making mistakes at work.
Most Canadians feel valued and comfortable at work
Canadian employers appear to be fostering psychologically safe
workplaces, with close to nine-in-ten working Canadians indicating
they are comfortable being themselves at work and eight-in-ten
feeling they can bring concerns to their manager or senior
leadership team.
In addition, most working Canadians say they feel valued at
work, with 82 percent of respondents noting their unique skills and
talents are used and appreciated at work.
More than a third of racialized and Indigenous workers report
concerns around being undermined in the workplace
Despite feeling valued and comfortable at work, the data reveals
racialized and Indigenous respondents are nearly twice as likely
(36%) as white respondents (21%) to say they feel their colleagues
may deliberately act in a way that undermines their efforts at
work. This was particularly true for respondents in these groups
who identified as men (40%).
A similar sentiment was uncovered when respondents were asked
about making mistakes at work, with nearly half (49%) of
racialized and Indigenous workers saying they agreed with the
statement that making a mistake at work will be held against them.
Respondents in these groups were also more likely (35%) to say it
is difficult to ask colleagues or a direct manager for help.
Psychological safety is key to building strong connections
and promoting authenticity at work
Although employers appear to support inclusive workplaces, more
work is needed to ensure all employees feel seen, heard, and
valued. It's important to recognize that microaggressions – subtle
or unintentional acts of discrimination – can occur in the
workplace and psychologically impact employees, often leading to
feelings of not being connected.
Encouraging an environment that promotes open discussion and
action around disadvantage, including microaggressions, and issues
of inclusion can help employers create a workplace that promotes
psychological safety, a sense of belonging and a culture of
advocacy.
"We know strong connections are an indicator of inclusion – a
recent ADRI study determined employees who feel strongly connected
are 5x less likely to be experiencing discrimination at work," said
Heather Haslam, Vice President of
marketing at ADP. "It is crucial to acknowledge that psychological
safety plays a role in building strong connections. Leaders are
responsible for creating psychologically safe spaces that build
strong connections, create more inclusive environments and better
position opportunities to enhance employee engagement,
collaboration, and creativity," concluded Haslam.
Survey methodology
These are some of the findings of a survey undertaken by Maru
Public Opinion from March
8th to March
14th, 2022, of 1,002 randomly selected employed
Canadian adults who are Maru Voice
Canada online panelists. For comparison purposes, a
probability sample of this size has an estimated margin of error
(which measures sampling variability) of +/- 3.1%, 19 times out of
20. The results have been weighted by education, age, gender, and
region (and in Quebec, language)
to match the population according to Census data which ensures the
sample is representative of the entire adult population of Canada.
Discrepancies in or between totals when compared to the data tables
are due to rounding. The detailed tables can be found at Canadian
Public Opinion Polls | Maru Group
_____________________________________________
1 This survey polled employed Canadians, where
respondents self-identified as Black, Indigenous Peoples or people
of colour. The term "racialized" is preferred by human rights
organizations and is used in recognition that race is a social
construct.
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About ADP Canada
Designing better ways to work through cutting-edge products,
premium services and exceptional experiences that enable people to
reach their full potential. HR, Talent, Time Management,
Benefits and Payroll. Informed by data and designed for
people. For more information about ADP Canada
visit www.adp.ca or follow us on
Twitter @ADP_CDA.
SOURCE ADP Canada Co.