Canadian HR Reporter

E D I T O R I A L 6 www.hrreporter.com EDITORIAL Editor/Supervisor Sarah Dobson Employment Law Editor Jeffrey R. Smith Labour Relations News Editor John Dujay Production Editor Clare Alexander Contributors Lorenzo Lisi Simi Kamlesh Sharma CORPORATE Chief Executive Officer Mike Shipley Chief Operating Officer George Walmsley President Tim Duce Chief Information Officer Colin Chan Human Resources Manager Julia Bookallil ADVERTISING Business Development Manager Fred Crossley (416) 644-8740 ext. 236 fred.crossley@keymedia.com Vice President Sales John Mackenzie PRODUCTION Designer Ace Dequina Production Co-ordinator Ella Dayandante MARKETING AND CIRCULATION NAUK Subscriptions Co-ordinator Donnabel Reyes Marketing Co-ordinator Charlyn Macaraeg Global Head of Media Marketing Lisa Narroway ISSUE 34.06.2021 www.hrreporter.com Dealing with racism isn't black and white THE issue of racism and prejudice is no easy topic. It's about people's beliefs, back- grounds and behaviour, and it may not even be apparent to those with biased views. So, when employers decide to step up and offer diversity, equity and inclusion (DEI) initiatives, it's no easy task. Unlike more straightforward HR efforts such as skills training, benefits education or mentorships, anti-racism and DEI initiatives are about nuances. They often ask people to look deep within themselves, to embrace the uncomfortable and to appreciate differences. And while there's much to be celebrated in those differences, the people who choose to step up and proudly show their "authentic selves" need to know they'll be supported at their place of work. But that's not necessarily happening, according to a recent study out of York University in Toronto covered on page 7 of this issue in "Asians of Chinese descent looking to feel safe at work." In surveying nearly 250 workers, the researchers found that workplaces that encourage employees to share, display and appreciate the unique characteristics of individuals (the "integration of differ- ences") can actually make Chinese employees more vulnerable to incivility due to COVID-19-related prejudice. Ironically, an employer's attempt to honour people's varied backgrounds can end up targeting or harming certain groups. Does that suggest employers should avoid DEI efforts altogether? Are the risks not worth the rewards? I really hope not. I think it's more about employers and HR appreciating the complexities of anti-ra- cism efforts — that this is not a black-and-white scenario with quick fixes. This is much more than running a workshop and hoping for the best. This is about people's well-being and safety and performance at work, and it has to be done right. Employer attempts to raise awareness and stamp out prejudice may backfire, but workers deserve to know their employer has their back. And that means providing targeted mental health support, enforcing policies and checking in continu- ally with racialized groups to make sure they're not being isolated, ostracized or stigmatized. Sarah Dobson, editor, Canadian HR Reporter group Employer attempts to raise awareness and stamp out prejudice may backfire, but workers deserve to know their employer has their back. Contents of Canadian HR Reporter are copyright © 2021 Key Media Canada (HR) Ltd and may not be reproduced in whole or part without written consent. Key Media Canada (HR) Ltd disclaims any warranty as to the accuracy, completeness or currency of the contents of this publication and disclaims all liability in respect of the results of any action taken or not taken in reliance upon information in this publication. HST/GST # 79990 3547 RC-0001 Canada Post – Canadian Publications Mail Product Sales Agreement 41261516 International Standard Serial Number 0838-228X. The publishers accept no responsibility for unsolicited manuscripts, colour transparencies or other materials. Manuscripts or other materials must be accompanied by a stamped, self-addressed envelope. KEY MEDIA and the KEY MEDIA logo are trademarks of Key Media IP Limited, and used under licence by Key Media Canada (HR) Ltd. Canadian HR Reporter is a trademark of Key Media Canada (HR) Ltd. www.hrreporter.com Subscription price: Canada: $175 plus tax; US and International: $175 USD Canadian HR Reporter makes every effort to ensure accuracy in all items reported, but cannot accept responsibility for the representations or claims made by sources used. It is also not responsible for claims made by its advertisers. HR News at Your Fingertips THE LATEST NEWS Stay on top of essential late-breaking HR news and developments. THE BEST COMMENTARY Access trusted analysis and opinion on the cases and changes that are shaping the HR landscape. REGULAR E-NEWSLETTER Your profession can change quickly, which is why you need the freshest, most recent information. FOR READING ON ANY DEVICE Get the news and opinions you need on any device. Whether you read at work, or on the go, the newsletter adapts to your screen. SCAN TO LEARN MORE CHRR newswire sign up.indd 1 CHRR newswire sign up.indd 1 07/11/2020 2:02:27 pm 07/11/2020 2:02:27 pm

• Cover