Loss of privacy is just the beginning. Workers are worried about biased AI and the need to perform the ‘right’ expressions and body language for the algorithms.
Articles on Workplace
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A scholar of South Asian religions explains how one lesson from the text, ‘nishkama karma’ – or acting without desire – may be useful for navigating the contemporary workplace.
The idea of a job for life is disappearing as the labour market transforms and new careers emerge as a result of automation and artificial intelligence.
Could the adverse effects of anti-work rhetoric spread beyond one’s own job perception? A sociologist’s recent research sheds light on the question.
You’d call the police if a stranger in public did what many bullies at work get away with. 2 researchers who study workplace violence describe the widespread phenomenon.
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.
When employees are able to reconceptualize jealousy as a motivating force, this opens up new venues to address, overcome, and even capitalize on the feeling.
When language falls short of its ability to facilitate communication in the workplace, it can lead to misinterpretation and a sense of disconnection or exclusion.
Recent research explores how women with non-native English accents — specifically Mandarin — fare in the Canadian job market.
We interviewed Indigenous business owners, managers and employees to explore how these businesses support strong levels of Indigenous employment.
October was Women’s History Month in Canada, but some challenges, such as the notable absence of Black women in the highest echelons of corporate leadership, are far from in the past.
Having a biased manager lowers productivity across the board – even for workers who aren’t targeted.
Workplaces committed to diversity and inclusion need to ensure they don’t overlook the importance of addressing mental health concerns.
To develop meaningful solutions, sexual harassment needs to be seen as an organizational issue and not just an interpersonal one.
The essence of bystander intervention is not just about stopping a negative act, but also about fostering an environment where respect, growth and collaboration thrive.
What organisations can do to avoid promoting people into management positions without the correct set of skills.
Traditional pay structures — like wage gaps, pay-for-performance systems, the belief that time equals money and pay secrecy — are stopping organizations from reaching their goals and thriving.
Gendered words can be offensive in certain contexts – it’s all in what’s being signaled, according to a sociolinguist
While a single shutdown is unlikely to push a government worker to quit, the cumulative effect of multiple shutdowns can lead to low worker morale and employee retention problems.
While blatant discrimination is easy to condemn because of how obvious it is, there are subtler, more insidious forms that also need to be rooted out.
Top contributors
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Professor and Ken Croft Chair in Management, Haskayne School of Business, University of Calgary
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Assistant Professor, Beedie School of Business, Simon Fraser University
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Associate Professor of Strategy and Organizational Theory, Mount Royal University
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Professor of Law, University of Oregon
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Program Director & Associate Professor Master of Psychology Health and Wellness & Master of Industrial-Organizational Psychology, Adler University
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Associate Professor of Organisational Behaviour, Bond Business School, Bond University
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Associate Dean and Future Fund Professor in Equity, Diversity and Inclusion, University of Calgary
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Professor of Organisational Psychology and Health, University of Manchester
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Senior Lecturer, Graduate School of Business and Law, RMIT University
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Distinguished Professor and Borden Chair of Leadership, Smith School of Business, Queen's University, Ontario
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Associate Professor in Economics, Queensland University of Technology
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Associate Professor of Management, York University, Canada
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PhD Candidate, Haskayne School of Business, University of Calgary
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Associate Professor, Business Administration, McGill University
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Professor of Management, Western Washington University