Canadian Employers Still Have Work to do When it Comes to Creating Psychologically Safe Workplaces - ADP Survey
Survey reveals most Canadians feel valued and comfortable at work, but underlying issues persist for some respondents1
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
These are some of the findings of a survey undertaken by Maru Public Opinion from
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