business

Fact-Checking Card-Checking in British Columbia

In April, the British Columbia government introduced legislation that would change the Labour Relations Code and allow automatic certification in union organizing campaigns. This change would make it much easier for unions to become the legal workplace representative for employees. The usual pro-business pro-management organizations – Chambers of Commerce, the Canadian Federation of Independent Business, the Business Council of BC – are complaining that this change would “weaken the democratic right for workers to exercise choice through a secret ballot”.  The Business Council has also sent a letter to BC Premier John Horgan with a lengthy list of complaints about the legislation’s potential impacts.  And the “non-partisan” Fraser Institute has called the proposed legislation “unfair to workers”.

At best, these statements are misleading. At worse, they reflect an implicit belief that unions can only hurt businesses’ operations and profitability – a belief which is also highly inaccurate.

To understand why these statements are so troubling, it’s useful to know what automatic certification is. When a union (more…)

Medals Medals Medals*

2022 is an Olympic year, and as the Beijing Olympics unfold, the focus of a lot of the media coverage is on the medals. It’s great for any athlete to win, especially at such a high-profile event – but a lot gets lost when the Olympics, or any major sporting event, are framed mostly in terms of who wins.

Leadership theory tells us that a leader can’t be a leader without followers. Similarly, a winner is only a winner if they have competitors to beat. Everyone competing at the Olympics has worked incredibly hard, spent a lot of money (or a lot of their parents’, sponsors’, or sports federation’s money), and sacrificed opportunities to do other things. Viewership for Olympic TV and streaming broadcasts has been declining and maybe, just maybe, the nationalist focus on only the athletes who win medals is starting to wear a little thin.

Prior to the Games, the Globe and Mail newspaper ran an extremely interesting article on how Norway increased the number of medals won by its Winter Olympic athletes. Many countries have programs like Canada’s Own the Podium, which use medals as the measure of success in sport, and direct funding to the sports and athletes perceived as most likely to win medals. That strategy usually requires identifying potential medalists as early as possible, and then supporting those athletes in intensive training in a single sport. Norway took a completely different approach. (more…)

I See You: The Effects of Representation

Many organizations think that being inclusive is simply an issue of hiring members of underrepresented groups. But people hired on that basis are not going to stick around if they feel isolated or that they stand out, or that they’ve been hired just because they’re “diverse”. One very important element in inclusivity is representation; people want to see others like them, and also want to see those other people being respected and valued.

Part of a new study by a group of US researchers looks at the effects of representation in a place that isn’t often examined: the readings that students are assigned in university courses. There has been plenty of discussion over the past few decades about “the canon” in various academic fields and what determines whether a work is a “classic”  that all students should be familiar with. The researchers investigated whether the gender balance of assigned readings in a political-science course – the number of readings written by men and the number of readings written by women – affected female and male students’ self-efficacy: their confidence in their own ability to succeed. The study looked at (more…)

The Right to Disconnect

The boundaries between home and work became blurred when the COVID-19 pandemic caused many jobs to be shifted online. Workers who were not permitted to come into their workplaces were working on computers in their living rooms, dining areas, spare rooms (if they had one), and even closets and bedroom. But even before that, boundaries were already being blurred by communications technology such as cellphones, text messaging, and email, allowing employers to contact employees at any hour of the day or night – which for many workers made them feel as if they are never really off work.

Ontario’s labour minister has proposed a legal “right to disconnect” is a step toward solving the problem of employers expecting workers to always be “on”. This is an important initiative, and the problem needs to be addressed. But this on its own is not going to fix the more fundamental and widespread workplace issues that the pandemic has highlighted, and which should be more of a priority.

The legal “right to disconnect” was first implemented in France in 2017, allowing employees to not answer work-related emails or calls during their time off. Canada’s federal government struck a task force in 2020 to explore the possibility of similar legislation for federally regulated occupations.  Ontario’s proposed legislation would require organizations with 25 or more employees to develop policies around work-related communications, such as establishing expectations for response times to emails.

It might seem that policies like this could cause even more stress for workers and employers, by compressing working time while maintaining expectations of continued productivity. However, (more…)

“The Power of a Collective”: The Experience of Unionizing at a Chapters/Indigo Store

As an author and as a reader, I love bookstores. I want to support bookstores that treat their employees fairly and respectfully, because knowledgeable and enthusiastic staff are the difference between a good bookstore and a great bookstore. So I was delighted when the staff at my local Chapters/Indigo store became members of the United Food and Commercial Workers union, and recently reached their first collective agreement.

Traditionally, retail outlets staffed by younger or part-time workers have been perceived as challenging to unionize. I was curious about the process that led to the formation of the Indigo 771 union, so I got in touch with Ariel Popil and Alex Johnson, the two union stewards at the store. They graciously agreed to be interviewed via email about the experience of organizing the union.

[Note: since this discussion took place, workers at another Chapters/Indigo location, at Kennedy Commons in Scarborough, Ontario, have started a certification campaign.]

How many full-time and part-time staff work at Indigo/Chapters Pinetree? How many of those staff are in the union?

There are about 30 part-time staff members at any given time, and we have one full-time staff member. All part-time and full-time staff are part of the union.

When did the organizing campaign start, and why did it start? What was happening at the store that made the workers want to be represented by a union? (more…)

Change

As of May 31, I’ll be retiring from my position as Professor in the School of Business at the University of the Fraser Valley. I’m moving to a part-time position at the BC Council on Admissions & Transfer, which administers BC’s post-secondary transfer system.

But this blog will continue. This is a very interesting time for work and for organizations, with the changes that the COVID-19 pandemic has brought about. A lot of fundamental assumptions about how and why we work are being questioned, and there is lots to think and write about.

I’ve been posting irregularly of late, but I hope to post more regularly once things have settled down. Thanks to All About Work‘s readers, followers, and commenters for your continued support.

Cleaning out my office (credit: own photo)

Into the Gap

Happy 2021!

The Globe and Mail newspaper is currently running a series of articles titled Power Gap: a data-based investigation into gender inequality in Canadian workplaces. I’m really pleased to see attention and resources being directed towards understanding this issue. To date, the articles are doing a very good job of unpicking why there are more men than women in positions of power in Canadian workplaces, and why men are generally better-paid. But the series also shows how difficult it is to address these imbalances in a substantive way, because of data limitations. It’s hard to solve a problem without fully understanding what’s causing the problem.

The complete explanation of the Power Gap project methodology is paywalled, but to summarize it, the analysis relies on data from “sunshine lists” – lists of public sector employees with an annual salary above a certain level, which most Canadian provincial governments release every year. Because these lists are not consistently formatted across provinces – for example, not all provinces release employees’ full names – the data on the lists had to be combined and then adjusted so the data were comparable.

Also, since the purpose of the Power Gap project was to investigate gender inequality, the employees’ gender had to be added to the data set. Gender data were collected through several different methods, including (more…)

(Not) Helping Canadian Journalism

The Local Journalism Initiative (LJI) is a fund set up by the Canadian government in 2019 to “support the creation of original civic journalism that covers the diverse needs of underserved communities across Canada”.  News organizations can apply for funds to cover the salaries of newly hired reporters, if those reporters are assigned to specific beats that address “news deserts”.   To maintain editorial independence, the fund is administered by a group of news industry associations that oversee the application and adjudication process.

Media organizations everywhere are having financial problems, largely because of competition from free online content and because of advertising buys going to websites and social media. So the intent of the LJI is commendable, especially if it can help support local reporting – which, as we’ve recently seen in the US, is critical in keeping governments accountable, and in building democracy by keeping citizens informed.

But LJI funds should not be going to media organizations that have largely been the architects of their own financial misfortune – and which could also be blamed for creating the “news deserts” that the LJI is trying to fix. Two obvious examples of such organizations that LJI has funded are the newspaper chains Postmedia and Saltwire.

Jeremy Klaszus, publisher of the award-winning online publication Sprawl Calgary, posted a thread on Twitter this week, after Sprawl’s application for LJI funding was rejected for a second straight year. (more…)

Roundup: On organizational change rhetoric, strategic planning, and consultants — Minding the Workplace

Hello dear readers, over the life of this blog, I’ve sometimes taken aim at certain popular management practices. Here’s a roundup of some of my favorites: Using the empty rhetoric of change to justify or impose change (2015) (link here) — “With apologies to Bob Dylan, the times are always a-changin’. But if you buy into […]

via Roundup: On organizational change rhetoric, strategic planning, and consultants — Minding the Workplace

A Crisis at Work

There’s more than enough chaos going on in the world right now. But amidst the coronavirus crisis, a couple of trends in the world of work are becoming more important.

We have been told for years that (more…)