An organizational researcher argues that biases about who leads and who cares are baked into the structures of work itself, which is detrimental to women.
- RBC Professor in Responsible Organizations and Full Professor, Concordia University
Les pères québécois se démarquent à l’international pour leur implication à l’arrivée d’un enfant, même s’il reste du travail à faire.
Alors que l’épuisement professionnel reste un problème persistant au Canada, les formules de travail à distance et hybrides offrent une solution intéressante.
With burnout remaining a persistent challenge across Canada, remote and hybrid work arrangements provide a meaningful solution.
The most recent data from Statistics Canada shows that, while gender inequalities in the workplace remain fairly large between women and men, there are some notable exceptions.
Many Canadians are still feeling burned out at work. Companies can help by being more accommodating of their workers’ needs and addressing some of the root causes of burnout.
L’épuisement professionnel est un problème grave qui mérite toute notre attention. Cet article propose quelques conseils pratiques pour faire face aux problèmes liés à l’épuisement professionnel.
Labels that reflect our gender, racial or age-specific biases can often undermine others.
The COVID-19 pandemic exacerbated social and economic inequality for women. Women have lost ground in the workforce and have been slower to return to work than men.
Burnout is a serious problem that deserves all of our attention. An academic who studies the issue offers some practical tips to deal with the problems associated with burnout.
Les inégalités entre les hommes et les femmes découlent d’un système complexe qui inclut des éléments autres que les lois, ce qui rend les changements difficiles.
Ce que les PDG disent et la manière dont ils le disent sont essentiels. Leurs paroles peuvent donner le ton au sommet de l’entreprise et avoir des répercussions considérables.
Given the harmful consequences of trust erosion, leaders must consider how they can maintain trust. The two trust dimensions, knowledge and emotions, can provide a helpful guide.
What CEOs say and how they say it are essential. Their words can set the tone at the top of the firm and have far-reaching repercussions.
The recent federal election could be a game-changer for organizational gender inequality. The proposed Canada-wide child-care strategy could have a profound impact.
Trust is needed to curb vaccine hesitancy. Governments need to explain vaccines and other public health measures, while also speaking to the broader purpose of caring for the community we belong to.
Malgré une plus grande reconnaissance du problème par les entreprises, les biais inconscients lors de l’embauche favorisent encore et toujours les hommes.
La pandémie a mis un frein à 30 ans d’amélioration de la participation des femmes au marché du travail. Ce constat est inquiétant, car il nuit à la relève féminine dans les postes de direction.
COVID-19 has spotlighted structural injustice inherent in child care in Canada. Organizational leaders have a responsibility to work together, with child care stakeholders, to redress this injustice.
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