Fostering Dignity in the Workplace
21
Sep 2023
CPHR Alberta
56
Author : Sheri Dolomont
In the intricate tapestry of the modern workplace, one thread stands out as both timeless and indispensable - human dignity. The way employees are treated, respected, and valued is not only a moral obligation but also a cornerstone of organizational success. Human Resources professionals play a vital role in championing and preserving dignity within the workplace.
The Essence of Dignity
Dignity in the workplace encompasses the fundamental belief that every individual, regardless of their role, background, or beliefs, deserves to be treated with respect and fairness. It transcends regulations and legal statutes, echoing the very essence of our shared humanity. HR professionals are at the forefront of translating this concept into actionable policies and practices that foster a culture of respect and inclusivity.
Navigating the Legal Landscape
While established statutory acts, regulations, and statutes related to human resources may not explicitly mention "dignity," they are firmly rooted in the principles of fairness, equal treatment, and respect. HR practitioners must not only adhere to these legal frameworks but also proactively work to ensure that they are translated into everyday workplace practices that uphold human dignity.
The following scenarios demonstrate HR’s imperative of fostering dignity in the workplace, where the principles of fairness, respect, and inclusion are not just buzzwords but the very foundation upon which successful organizations are built.
Scenario 1: Dignity Respected - A Respectful Promotion Process
In this scenario, a company is promoting an employee to a higher position within the organization. HR professionals have ensured that the promotion process is conducted with utmost respect for dignity:
- Transparency with HR's Guidance: The HR department plays a pivotal role in maintaining transparency throughout the promotion process. HR professionals work closely with department managers to ensure that all eligible employees are informed about the vacant position, and the criteria for selection are openly shared. This includes qualifications, experience, and specific performance indicators, with HR acting as a guiding hand to ensure fairness and clarity.
- Equal Opportunity with HR's Oversight: HR actively oversees the promotion process to ensure equal opportunity. They monitor that every employee is given a fair chance to apply for the promotion, irrespective of their background or personal characteristics. HR is vigilant in discouraging favoritism and nepotism, ensuring that the playing field remains level.
- Fair Evaluation with HR's Expertise: HR professionals and managers collaborate to conduct a fair and thorough evaluation of all applicants based on the established criteria. This evaluation process is closely monitored by HR, which ensures that personal biases do not influence decision-making. Comprehensive feedback is provided to unsuccessful candidates under HR's guidance.
- Respectful Communication with HR's Support: HR takes the lead in communicating the promotion decisions respectfully to all applicants. Even those who were not selected receive constructive feedback on areas for improvement, fostering a culture of growth and development. HR ensures that confidentiality is maintained, and sensitive information is handled discreetly, maintaining the dignity of all involved.
- Supportive Transition with HR's Involvement: The employee who is promoted receives extensive support from HR. HR professionals provide the necessary training and resources to facilitate a smooth transition into their new role. This support demonstrates HR's commitment to the individual's success and acknowledges their potential contribution to the organization's growth.
In this workplace, HR professionals actively champion dignity throughout the promotion process, ensuring that every employee feels valued, respected, and that they have an equal opportunity for career advancement.
Scenario 2: Dignity Not Respected - Discrimination Complaint
In this scenario, an employee has filed a formal complaint with HR, alleging workplace discrimination:
- Employee's Complaint and HR's Response: An employee approaches HR with a formal complaint of workplace discrimination. They allege that they have been consistently passed over for opportunities and subjected to derogatory comments based on their sexual orientation. HR's initial response is to ensure their safety and provide them with Employee and Family Assistance Program support information.
- Investigation by HR: HR professionals launch a thorough investigation into their complaint. They interview the employee, gather evidence, and speak with witnesses to determine the validity of the allegations. HR ensures that the employee’s dignity is upheld throughout the investigation by maintaining confidentiality and sensitivity.
- Compliance with Legal Frameworks: HR closely examines Alberta's Human Rights Act to ensure that they adhere to all statutory requirements related to discrimination complaints. They ensure that all necessary steps are taken to protect the rights and dignity of both the complainant and any involved parties.
- Mediation and Resolution: If the investigation reveals evidence of discrimination, HR takes steps to mediate the situation. They facilitate a constructive dialogue between the employee and the individuals involved, aiming for a resolution that upholds dignity and promotes a respectful workplace environment.
- Preventive Measures: HR does not stop at resolving the immediate issue. They work on preventive measures, such as diversity and inclusion training, to educate all employees about respecting diversity and maintaining a respectful workplace culture. HR monitors the situation to ensure that discrimination does not recur.
- Transparency and Communication: Throughout the process, HR communicates transparently with the employee, keeping them informed about the progress of the complaint and any actions taken. They also ensure that they are aware of their rights and avenues for external recourse, if necessary.
In this scenario, HR professionals play a pivotal role in addressing workplace discrimination, protecting the dignity of the complainant, and taking proactive measures to prevent future incidents. Their expertise in navigating the legal framework ensures that all actions are compliant with Alberta's laws, highlighting the crucial role HR plays in upholding dignity in the workplace.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.” At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions. These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
