Skip to main content
 

Career Edge Blog

myths about ramadan

Common Myths About Ramadan in the Workplace

By Diversity and Inclusion

Ramadan is a sacred month observed by Muslims worldwide through fasting, prayer, and reflection. As workplaces grow more diverse, employers must create an environment where all employees feel supported. However, some common myths about Ramadan often lead to misunderstandings, unintended bias, and missed opportunities for inclusivity.

By debunking these misconceptions, employers can create a workplace culture that not only accommodates but actively supports employees observing Ramadan, leading to higher engagement, retention, and morale.

Here are some of the common myths about Ramadan in the workplace—and the facts that every employer should know.

Ramadan Myth #1: Fasting Employees Are Less Productive

Reality: Many professionals successfully balance their work responsibilities while fasting, and with minor adjustments, their productivity remains consistent.

Fasting during Ramadan involves abstaining from food and drink from dawn to sunset. While this might sound challenging, many employees have been observing Ramadan for years and have adapted to maintaining focus and efficiency.

A 2023 survey by Bayt.com revealed that 80% of respondents felt more productive during Ramadan despite 37% reporting a higher workload.

Employers can support them by offering flexible schedules, minimizing unnecessary meetings, and encouraging a results-driven rather than hour-driven approach.

How Employers Can Help:

  • Allow flexible work hours so employees can adjust their tasks based on their energy levels.
  • Avoid scheduling intensive meetings in the late afternoon when energy levels may dip.
  • Shift performance assessments to focus on output rather than time spent at a desk.

Ramadan Myth #2: All Muslim Employees Observe Ramadan the Same Way

Reality: Observance of Ramadan varies greatly depending on personal, cultural, and health-related factors.

Not all Muslims fast during Ramadan—some might be exempt due to health conditions, pregnancy, or other reasons. Additionally, levels of observance can differ based on personal beliefs and cultural backgrounds.

A study found that perceived religious discrimination negatively impacts employee commitment and engagement, highlighting the need for personalized accommodations.

Employers should avoid making assumptions and instead foster an open environment where employees feel comfortable discussing their needs.

How Employers Can Help:

  • Encourage a workplace culture where employees feel safe sharing their individual experiences.
  • Avoid making blanket policies that assume every Muslim employee observes Ramadan in the same way.
  • Offer accommodations without requiring employees to disclose personal health information. Read more about ways to accommodate your team in Ramadan

Ramadan Myth #3: Employers Should Avoid Talking About Ramadan to Avoid Being Offensive

Reality: Silence can be more alienating than acknowledging Ramadan in a respectful and informed way.

Some employers hesitate to address religious observances, fearing they might say the wrong thing. However, ignoring Ramadan can make employees feel unseen. A simple acknowledgment—such as wishing employees a “Ramadan Mubarak” (Blessed Ramadan)—can go a long way in making employees feel valued.

How Employers Can Help:

  • Send a company-wide message acknowledging Ramadan and offering support.
  • Educate managers and team leaders about Ramadan so they can lead with empathy.
  • Encourage colleagues to be mindful of their fasting coworkers by being inclusive in workplace events.

Ramadan Myth #4: Hosting Social or Team Events During Ramadan is Not an Issue

Reality: Scheduling work lunches or happy hours without considering fasting employees can be exclusionary.

During Ramadan, social gatherings that revolve around eating and drinking can unintentionally exclude fasting employees. While fasting employees may not expect others to change their habits, being considerate of scheduling can foster a more inclusive environment.

How Employers Can Help:

  • If hosting a work event, offer an alternative date or ensure it isn’t centered around food or drinks.
  • If your company is providing meals, ensure there is an option for fasting employees to take their portion home for later.
  • Encourage a culture where employees can opt out of events without feeling isolated.

Ramadan Myth #5: Ramadan Only Affects Work Hours and Meal Times

Reality: Ramadan is about more than fasting—it’s also a time of increased prayer, charity, and reflection.

For many, Ramadan is a busy month. It can involve additional prayers throughout the day, including late-night and early-morning prayers. This means employees might be adjusting their sleep schedules significantly. Some may also be more involved in community and charitable activities outside of work.

How Employers Can Help:

  • Offer prayer spaces where employees can observe their religious practices without disruption.
  • Allow flexibility in scheduling to accommodate late-night and early-morning commitments.
  • Recognize that employees may need time off for religious observances, particularly for Eid celebrations at the end of Ramadan.

The Business Case for Supporting Employees During Ramadan

Creating an inclusive workplace isn’t just about compliance—it’s about building a positive culture where employees feel valued and respected. Religious diversity enables organizations to attract and retain a workforce that reflects society, bringing diverse perspectives and experiences. 

A 2024 report found that 85.8% of Fortune 500 companies now mention religion in their diversity commitments, more than double the number in 2022, indicating a trend toward religious inclusivity. 

Companies that prioritize religious inclusivity benefit from the following:

  • Increased Employee Engagement: Employees who feel understood and supported are more motivated and committed to their work.
  • Higher Retention Rates: Inclusive workplaces reduce turnover by fostering a sense of belonging.
  • Stronger Employer Branding: Companies known for inclusive policies attract top talent and earn a reputation as great places to work.

Building a More Inclusive Workplace Beyond Ramadan

Supporting employees during Ramadan is not about special treatment—it’s about ensuring that all employees can perform at their best while feeling valued. By dispelling common misconceptions, employers can create a more inclusive and respectful work environment, leading to greater productivity and employee satisfaction.

Inclusivity doesn’t stop when Ramadan ends. Employers who embed religious inclusivity into their workplace culture year-round will see long-term benefits in engagement, loyalty, and company reputation.

If you’re looking for ways to improve workplace inclusivity during Ramadan and beyond, start by having an open conversation with your employees. Learn about their needs, offer flexible solutions, and ensure your policies reflect a commitment to diversity and inclusion.

8 Ways to Enhance Your Employer Brand to Attract Top Talent

By Employer

In today’s competitive job market, attracting top talent has become more challenging than ever. Job seekers are no longer just evaluating roles based on salary and benefits; they’re looking for companies with strong reputations, inclusive cultures, and values that align with their own. This is where your employer brand plays a pivotal role.

Your employer brand represents your company’s identity as a workplace—how it’s perceived by current employees, potential candidates, and the wider public. A well-defined employer brand doesn’t just help you stand out; it fosters trust, enhances engagement, and ensures you attract the best and brightest to your team.

If you’re looking to gain a competitive edge in talent acquisition, investing in and enhancing your employer brand is no longer optional—it’s essential. Let’s explore eight actionable strategies to elevate your employer brand and position your organization as a top choice for the world’s most talented professionals.

1. Define Your Employee Value Proposition (EVP)

Your Employee Value Proposition (EVP) is the foundation of your employer brand. It’s what sets your company apart and answers the question: Why should someone work for you instead of your competitors?
A strong EVP highlights:

  • Career growth opportunities
  • Company culture and work-life balance
  • Compensation, benefits, and perks
  • Organizational mission and values

2. Leverage Employee Advocacy

Your employees are your most powerful brand ambassadors. Authentic stories from current employees provide genuine insights into your company culture and work environment.

  • Encourage employees to share their experiences on social media.
  • Feature employee testimonials on your careers page.
  • Showcase employees in recruitment videos and blog posts.

Why it Works: People trust other people more than corporate messaging. Authentic employee advocacy builds trust and makes your brand relatable.

3. Invest in a Strong Careers Page

Your careers page is often the first place potential candidates go to learn about your company. Make it visually appealing, easy to navigate, and packed with valuable information about your culture, values, and open roles.

What to Include:

  • Compelling employee stories and testimonials
  • Videos showcasing the workplace environment
  • Diversity and inclusion initiatives
  • Clear descriptions of roles and benefits

Pro Tip: Ensure your careers page is mobile-friendly since many candidates apply via smartphones.

4. Prioritize Diversity, Equity, and Inclusion (DEI)

A strong employer brand is one that values and promotes diversity, equity, and inclusion. Candidates are increasingly seeking employers that prioritize creating an inclusive environment.

Steps to Take:

  • Highlight DEI initiatives on your website and social media.
  • Ensure job descriptions are free from biased language.
  • Celebrate cultural events and employee resource groups (ERGs).

Why it Matters: Diverse teams drive innovation and improve business outcomes. Moreover, candidates want to see that your organization is committed to creating an equitable workplace.

5. Enhance the Candidate Experience

Your employer brand begins with the candidate experience. A smooth and engaging recruitment process leaves a lasting impression and reinforces your brand.

Tips for a Positive Candidate Experience:

  • Communicate regularly and clearly during the hiring process.
  • Provide feedback to candidates, even if they’re not selected.
  • Ensure your interview process is respectful of candidates’ time.

Pro Tip: Personalize the experience by referencing the candidate’s specific skills and background.

6. Showcase Your Workplace Culture on Social Media

Social media is a powerful tool for showcasing your company culture and reaching a wider audience. Share behind-the-scenes content that highlights what makes your company a great place to work.

What to Share:

  • Employee spotlights and success stories
  • Team-building events and celebrations
  • Volunteer and community engagement activities
  • Workplace awards and recognitions

Platform Tip: Use LinkedIn for professional content and Instagram or TikTok for more casual, behind-the-scenes content.

7. Focus on Employee Well-being and Work-life Balance

In a post-pandemic world, employee well-being has become a top priority for job seekers. Demonstrating that your organization cares about mental health and work-life balance can significantly enhance your employer brand.

How to Showcase Well-being Initiatives:

  • Highlight flexible work arrangements and remote work options.
  • Promote wellness programs, such as mental health support or fitness initiatives.
  • Share testimonials from employees about how these programs have benefited them.

Why it Works: Candidates are more likely to join and stay with companies that prioritize their well-being.

8. Gather and Act on Employee Feedback

Your current employees’ experiences directly influence your employer brand. Regularly gathering feedback and acting on it shows that you value their opinions and are committed to continuous improvement.

Ways to Collect Feedback:

  • Anonymous surveys and pulse checks
  • Regular one-on-one meetings
  • Exit interviews for departing employees

Act on It: Address common concerns and implement solutions. Then, communicate these improvements to both current employees and prospective candidates.

Remember, building an employer brand isn’t a one-time effort—it’s an ongoing process that requires authenticity, consistency, and continuous improvement. By listening to employee feedback and showcasing your company culture through multiple channels, you’ll create a compelling brand that resonates with candidates and inspires them to join your team. Investing in your employer brand not only helps you attract top-tier talent but also strengthens employee engagement, ultimately driving business success.

Start today, and watch your organization become a magnet for the best and brightest.

2024 impact

2024 Impact Report: Empowering Employers and Changing Lives

By Career Edge

As we welcome 2025, we at Career Edge are thrilled to reflect on our 2024 impact. Despite global challenges in the job market, we managed to make significant strides in fostering connections between employers and highly qualified candidates.

This impact report highlights our milestones, partnerships, and how we can help your organization thrive in the coming year.

2024 By the Numbers

In 2024, Career Edge achieved milestones that underscore our commitment to bridging the gap between top talent and leading employers. These achievements highlight the trust our partners place in us and the impact we create together.

  • 5,000 candidates registered: Skilled individuals eager to contribute to diverse industries.
  • 35 employer partners: Organizations that trust Career Edge to deliver top-tier talent.
  • 200 jobs posted: Transforming lives through meaningful employment opportunities.
  • 110 alumni graduated: Successfully launching their careers in various fields.

Top Employers of 2024

Our partnerships with industry leaders like RBC and Loblaw set the tone for 2024. These collaborations not only reflect our dedication to fostering diversity and inclusivity but also showcase the tangible benefits of working with Career Edge.

  • RBC: Celebrated as a Diversity Champion for its commitment to inclusivity.
  • Loblaw: Honored as a Future Leaders Champion for investing in tomorrow’s workforce.

Top Industries Represented in 2024

The industries we served in 2024 exemplify the breadth and depth of the talent we connect with our employer partners. From technology to finance, our candidates have made their mark in diverse sectors, driving innovation and growth.

Our diverse pool of talent found success across the following industries:

  • Accounting
  • Human Resources
  • Information Technology
  • Financial Services
  • Marketing

These industries underscore our ability to connect employers with candidates who possess the skills and expertise to drive innovation and success.

Why Career Edge?

Career Edge sets itself apart by offering innovative solutions tailored to employers’ needs. Whether it’s streamlining the hiring process, championing diversity, or providing career development support, we go above and beyond to create meaningful connections between employers and top talent. Here’s how we make a difference:

1. Streamlined Recruitment Process

Recruitment can be a daunting task, but Career Edge simplifies the process. We take on the heavy lifting so that employers can focus on what matters most—building their teams with the right people.

We take the burden off employers by handling the most time-consuming aspects of recruitment. From sourcing candidates to shortlisting the best talent, our team ensures you only meet individuals who are genuinely suited for your roles.

2. Diversity, Equity, and Inclusion (DEI)

Diversity and inclusion are at the heart of what we do. By championing these values, we create equitable opportunities for all candidates while ensuring that employers benefit from the innovation and perspectives a diverse workforce brings.

Employers who work with Career Edge benefit from our commitment to DEI, as we connect them with candidates from underrepresented groups, including newcomers to Canada, people with disabilities, and recent graduates. This approach fosters a workplace culture that drives innovation, collaboration, and long-term success.

3. Career Development Support

Our commitment to candidate success doesn’t stop at job placement. Through tailored workshops and career development sessions, we empower candidates to thrive in their roles, ensuring long-term success for both them and their employers.

Employers like Loblaw have highlighted the value of this approach, as candidates who participate in our career development programs demonstrate confidence, preparedness, and a strong understanding of workplace expectations. This level of support contributes to higher retention rates and positive candidate experiences.

4. A Trusted Partner for Employers

Employers who partner with Career Edge gain more than recruitment services—they gain a dedicated ally. From maintaining employer branding to fostering positive candidate experiences, we act as an extension of your team.

We act as an extension of your team. From maintaining your employer brand to ensuring candidates feel supported throughout the hiring process, we are committed to your success.

2024 Success Stories

Our alumni’s journeys are testaments to the transformative power of meaningful employment. However, it’s not just our candidates who benefit from Career Edge’s expertise—our employer partners have equally inspiring success stories.

Here’s what Loblaw had to say about their partnership with us:

“Career Edge has a long-standing history and strong reputation for supporting students and working with employer partners to help make connections. Having the support of Career Edge to not only facilitate the recruitment process but also offer career development programming was important for us.

With Career Edge helping to support recruitment and asking the right questions upfront, candidates presented to hiring managers leveraged this knowledge better during interviews.

The Career Edge team very much acted as an extension of the Loblaw team, which was important to us from a branding perspective. Candidates felt comfortable working with the CE team and ensured the process was a positive one. Having Career Edge also offer career skills workshops/sessions for all candidates again helped to contribute to that positive candidate/student experience. It has been an absolute pleasure working with Career Edge and partnering with them for our internal student colleague recruitment program.” ~ Michelle Reyes – Sr. Manager, Talent Acquisition, Campus Strategy – Loblaw Company Limited 

These stories showcase the mutually beneficial relationships we cultivate between employers and candidates, proving that investing in diversity and inclusion yields tangible business results.

Looking Ahead: Our Goals for 2025

Building on the momentum of 2024, we aim to:

  • Expand our network to work with more employer partners.
  • Register niche candidates ready to excel in their fields.
  • Align with emerging industries to meet future workforce demands.
  • Develop new initiatives that further DEI in recruitment.
  • Focus on hiring more people with Disabilities.

By staying ahead of industry trends and continuously enhancing our services, we are committed to helping employers and candidates succeed in a rapidly evolving job market.

Partnering with Career Edge in 2025 means being part of a movement that prioritizes innovation, inclusivity, and long-term success. Let’s work together to make an even greater impact in the coming year. Get in touch with us now!

2024 reflections

2024 Reflections on Recruitment and Workplace Trends

By General

As we near the end of 2024, we have been reflecting on our journey this year and the trends we have seen working with a number of our employer partners. It’s always a great idea to reflect, learn, and apply those lessons to improve our practices in the upcoming year.

As the new year starts, employers should take stock of their hiring practices, workplace culture, and overall strategies. This year has seen significant shifts in labour demand, recruitment trends, and employee expectations. Whether you’re an SME or a large organization, these changes impact how you attract, hire, and retain top talent.

In this article, we’ll review key data points from the past year, reflect on hiring challenges, and explore opportunities for improvement as you plan for 2025. Let’s dive in and uncover actionable insights to refine your strategies moving forward.

2024 Reflections on Recruitment Trends

This year, they brought notable changes to the labor market, from declining vacancies to shifts in workforce demographics. Reflecting on these trends can help employers refine their strategies for attracting and retaining talent.

Declining Job Vacancies

2024 witnessed a steady decline in job vacancies, with the vacancy numbers dropping by 59,000 (-9.2%) in Q2 alone. This marks the eighth consecutive quarterly decline, with total vacancies now at their lowest since Q1 2020. Full-time positions saw a sharper drop (-9.5%) compared to part-time roles (-8.3%).

For employers, this trend signals tighter labor availability and a need to optimize recruitment channels.

Unemployment and Workforce Composition

Canada’s unemployment rate remains unchanged at 6.5% in Q4. Interestingly, male employment rose by (1.8%) while female employment fell (-0.8%).

For SMEs and large organizations alike, the emphasis should be on creating inclusive hiring practices to tap into diverse talent pools.

Key Takeaways for Employers

  • Are you reaching the right candidates effectively?
  • Is your employer brand competitive in a selective market?
  • Is your hiring process efficient?
  • How has your organization adapted its DEI initiatives this year?
  • Do you offer opportunities for underrepresented groups—newcomers, people with disabilities, and women re-entering the workforce?

2024 Reflections on Labor Market Highlights and Challenges 

Understanding labor market shifts can reveal opportunities and challenges for employers. Highlighting key industry trends, employment shifts, and areas for reflection will prepare you for 2025.

Payroll Employment Growth

Despite falling vacancies, payroll employment increased by 62,000 (+0.4%) in Q2. This stability in filled positions suggests organizations are making strides in retention and workforce utilization. The payroll employment rate, however, declined in Canada by (-0.3%) in September.

Small Business Employment Trends

With 97.9% of businesses in Canada classified as small (1-99 employees), SMEs comprise a significant share of the labour force. Therefore, it is vital to reflect on hiring challenges unique to smaller organizations.

Industries to Watch

The service-producing sector employs 79.5% of the workforce, while industries like mining, oil, and gas are driving growth. For those in thriving industries, the focus must shift from simply hiring to upskilling existing teams.

Key Takeaways for Employers

  • Are you offering competitive salaries and benefits?
  • Is your company culture conducive to retention?
  • What steps are you taking to ensure your workforce is prepared for industry-specific advancements like automation and AI?

2024 Reflections on Workplace Culture and Retention

Retention is no longer just about compensation; it’s about building a workplace where employees want to stay. Reflecting on workplace culture can reveal how well you’re meeting employee expectations and fostering satisfaction.

Turnover Rates and Employee Satisfaction

One of the persistent challenges for employers this year has been managing turnover. As job seekers increasingly prioritize workplace culture, flexibility, and growth opportunities, traditional retention strategies may no longer suffice.

Case in Point
A Toronto-based organization restructured its workweek by implementing flexible hours and saw a 20% reduction in turnover. Simple adjustments like this can have profound impacts.

Key Takeaways for Employers

  • Have you conducted employee satisfaction surveys this year?
  • Are you addressing feedback effectively to retain top performers?

2024 Reflections on DEI Practices in Recruitment 

Creating a diverse, equitable, and inclusive workforce isn’t just good ethics—it’s a business imperative. This year, the focus on DEI grew as candidates actively sought employers who were committed to meaningful representation and equity.

Inclusive Hiring Practices

Employers who prioritize inclusivity attract a broader pool of candidates and build stronger teams. Job postings that use inclusive language and provide opportunities for individuals with disabilities or newcomers to Canada, as well as accessibility during interviews and onboarding processes, can go a long way.

Employer Branding

Your commitment to DEI should be visible in your employer brand. Candidates research organizations thoroughly before applying—what do your website, social media, and employee testimonials say about your values?

Key Takeaways for Employers

  • Are your job descriptions designed to attract diverse talent?
  • Have you communicated your DEI initiatives effectively to candidates and employees?

2024 Reflections on Hiring Practices

Effective recruitment isn’t just about filling roles; it’s about building sustainable teams. Revisiting your hiring practices can uncover inefficiencies and ensure a better candidate experience.

With the ongoing labor shortage, employers need to evaluate how they approach recruitment. Key areas to reflect on include:

  • Job Descriptions: Are they inclusive and reflective of actual job responsibilities?
  • Screening Processes: Are you leveraging technology to streamline candidate evaluation?
  • Onboarding: Is your onboarding process setting up new hires for success?

A Look Ahead: How Can You Prep For 2025

As you set goals for the new year, focus on the evolving priorities of both employers and candidates. This section outlines the steps to stay ahead of the competition and build resilient teams.

Evolving Candidate Expectations

Candidates are increasingly being picky, and for good reasons: They prioritize roles that offer purpose and growth.

Employers must keep up by offering:

  • Transparent career development pathways.
  • Competitive compensation packages.
  • Flexible work environment.
  • Work-Life balance.

Emerging Job Roles

Jobs like data scientists, IT analysts, and healthcare professionals remain in high demand. Are you sourcing talent in these fields efficiently?

Leveraging Technology

Technology will play a pivotal role in 2025, from applicant tracking systems (ATS) to AI-driven sourcing. Reflect on your tech investments this year and how they’ve impacted hiring outcomes.

Working With The Right Partners

At Career Edge, we specialize in connecting employers with skilled candidates while saving time and resources.

Closing the Gap: Why Collaboration Matters

Reflecting on the past year reveals one critical insight: employers can’t do it alone. Building partnerships with organizations like Career Edge can help bridge gaps in recruitment, ensure a diverse talent pipeline, and align hiring practices with 2025’s demands.

If your recruitment efforts fell short this year, partnering with us could make all the difference in 2025.

Ready to redefine your hiring strategies for 2025? Partner with Career Edge to access top talent and save time on recruitment. Let’s build a better workforce together. Contact us today to get started.

Microaggression at Work: The Silent Workplace Culture Killer

By Diversity and Inclusion

In today’s workplace, it’s important to foster an inclusive and respectful environment as defined in Canada’s employment framework. Yet, many people may unknowingly engage in behaviors that undermine this goal. Small and subtle comments or gestures that convey dismissive or derogatory messages often slip under the radar. However, they can have a profound impact on employee morale, trust, and overall company culture. Psychologists often compare them to death by a thousand cuts!

If you’ve ever found yourself wondering whether a seemingly innocent remark might have unintentionally hurt someone, you’re not alone. Recognizing and addressing these issues can lead to a more supportive workplace for everyone!

This article aims to unpack the concept of microaggression at work, explore the different forms, and offer practical insights for employers and employees alike.

What is Microaggression?

Picture this: during a team meeting, someone says to a colleague, “You speak such good English.” It sounds like a compliment, right? But to your colleague, it could imply that because of their background, they’re not expected to speak well. This is an example of a microaggression.

Microaggressions are everyday comments or actions that, intentionally or not, target someone based on race, gender, or other identity traits, often based on common myths or misconceptions. While they may seem small, their impact is significant. Often, these behaviors stem from unconscious bias—preconceived notions we act on without realizing. Microaggression at work can chip away at the mental health and morale of employees, which can impact the workplace culture.

Different Types of Microaggressions

Microaggressions at work can take many forms.

Microinsult: subtle jabs, like saying, “You’re so articulate for someone your age.” This is a comment that appears harmless but carries an underlying stereotype.

Microassaults: which are more overt, such as mocking someone’s accent or name.

Microinvalidations: happen when someone’s experiences are dismissed, like saying, “This wasn’t intentional,” or “I don’t see color,” which ignores a person’s racial identity and experiences.

Each of these forms reinforces the feeling of being an outsider, eroding trust and morale over time.

How Can Microaggressions Manifest at Work?

You might wonder how these subtle actions show up in a professional environment. They are often incorporated into everyday interactions. Examples of how microgeneration at work can manifest include:

Bias in hiring: It could be a hiring decision where a candidate with a “foreign” name gets passed over, or it could be the exclusion of a team member from important meetings because they’re seen as “different.”
Questioning qualifications: Asking a candidate from a marginalized background, “How did you qualify for this role?” implies that their presence in a professional setting is unexpected or unearned, suggesting doubt about their qualifications.
Exclusion: Not inviting people of color to meetings.
Undermining authority: when a woman in a leadership role has her decisions constantly questioned or has men on the team explain concepts or terms that she already understands, undermining her expertise and conveying a lack of respect for her skills.

These small slights add up, creating an atmosphere where certain employees feel undervalued or marginalized. Over time, signs of microaggressions become evident through low employee morale, decreased productivity, and high turnover rates, especially among underrepresented groups.

What If You Have Committed a Microaggression

We’re all human, and we all make unintentional mistakes. If someone called you for unintentionally making a comment or did something that qualifies as a microaggression, what should you do now?

1- Pause: take a deep breath to recognize what happened!

2- Do not center yourself: it’s uncomfortable to be in this situation, but it’s about the person impacted, not you. Put yourself in this person’s shoes, having to hear these kinds of comments and endure those actions a lot. It can be damaging to their mental health.

3- Apologize: resist the urge to explain or defend your intentions—focus instead on acknowledging the hurt caused.

4- Listen: give the person affected the space to share how they felt and really hear their perspective.

5- Reflect: take some time to think and ask yourself, “Why did I say or do that?” Understanding your own unconscious biases is crucial for personal growth and preventing future incidents. What’s most important is to know that no one is immune to biases, but recognizing them can help you make better choices in the future.

6- Follow up: offer the opportunity to continue the conversation in the future and share your personal growth plan, such as reading more about this topic and discussing it with your co-worker.

The Risks of Microaggression at Work

If microaggressions go unchecked, they can have serious consequences. Although they may not always constitute harassment or discrimination as defined under the Ontario Human Rights Code, they can contribute to a hostile or unwelcoming work environment, particularly when they are part of a pattern of behavior.

Beyond damaging relationships, microaggressions lower morale and can lead to poor mental health in the workplace. Employees who experience frequent microaggressions are more likely to feel isolated and eventually leave the company. This isn’t just a loss of talent—it’s also a reputation and brand issue, which can lead to repelling potential talent from your company.

In a time where workplace culture is increasingly important to job seekers, organizations known for tolerating discriminatory behavior will struggle to attract top talent. Businesses that foster an inclusive environment, on the other hand, are far more likely to thrive.

Responding to Microaggressions

If you witness a microaggression at work or are on the receiving end, it’s essential to evaluate the relationship and the situation. Sometimes, it is safer not to speak up. If you decide to address it, you don’t have to be confrontational to address the issue.

A simple “I don’t think that came across how you meant it” can open a conversation.

For those who are impacted, expressing how the action made you feel can help raise awareness. Saying, “That comment felt dismissive of my experience,” puts the focus on how the behavior affected you rather than blaming the other person.

While conversations like these can be uncomfortable, they are necessary to break down the ingrained behaviors that fuel microaggressions.

What Can Employers Do About Microaggressions?

For employers and leaders, responding to microaggressions is about more than just resolving conflicts. It’s about creating an environment where employees feel safe and supported. The first step is to listen carefully to any reports of microaggressions. Dismissing complaints or minimizing them is a surefire way to lose trust.

Once an issue is raised, take it seriously. Offer support to the employee affected and address the behavior of the person responsible. Implement regular unconscious bias training for all employees, provide clear, actionable steps for addressing microaggression at work, and follow the federal requirements to prevent harassment in the workplace.

This is not a one-time fix. It’s an ongoing effort to build a respectful and inclusive workplace culture.

What Not to Say in Response to Microaggressions

It’s important to know what to avoid when handling microaggressions.

✗ Never dismiss the complaint by saying, “You’re overreacting,” or, “That wasn’t my intention.” Intent doesn’t erase the impact.

✗ Never blame the person affected or turn the issue into a “misunderstanding”; this will only exacerbate the damage.

Instead, focus on acknowledging the hurt and taking steps to prevent it from happening again.

Reverse Microaggression

While microaggression at work diminishes employees’ identities, micro-affirmations uplift and validate them; these are small, subtle gestures or comments that recognize and validate a person’s identity, contributions, or experiences. They are positive affirmations that foster inclusion and support.

For instance, during a meeting, acknowledging a colleague’s unique perspective by saying, “That’s a great point; I hadn’t considered that before,” can make them feel valued. Similarly, acknowledging someone’s achievements by saying, “Your hard work on this project made a significant impact.” and actively including diverse voices in discussions or decision-making processes.

Microaffirmations play a crucial role in building a positive workplace culture. They encourage employees to express themselves freely and promote inclusivity. By intentionally practicing microaffirmations, leaders can create an environment where everyone feels appreciated and empowered.

Addressing microaggressions requires continuous reflection and action. Employers must look closely at how they contribute to a biased culture and what they can do to change it. The question is, how will you make sure that microaggressions have no place in your workplace?

Frequently Asked Questions (FAQs)

Q: What is a microaggression?
– A microaggression is a subtle, often unintentional comment or action that conveys a derogatory or dismissive message toward a marginalized group.

Q: How does microaggression differ from overt discrimination?
– Unlike overt discrimination, which is direct and obvious, microaggressions are often subtle and may go unnoticed by the perpetrator, making them harder to identify and address.

Q: Can microaggressions be unintentional?
– Yes, many microaggressions are unintentional and stem from unconscious biases. However, the impact on the recipient can still be significant.

Q: How can I recognize if I am committing microaggressions?
– Self-reflection and feedback from colleagues are crucial. If someone indicates that a comment or action was hurtful, take it seriously and examine your intentions and biases.

Q: What should I do if I experience microaggression?
– You can address it by expressing how the comment made you feel, either directly to the person or by seeking support from HR or a trusted colleague.