Toxicity in the workplace - trigger warning… you might not be ready to hear this..

Author : Kirstey Jane - Human Behaviour & Relationship Strategist

I’m going to bet that the moment you read the title of this article, you either smirked or felt a pit in your stomach as you could instantly relate to a situation at work!  
 
That’s why you are here and still reading…maybe hoping for some empathy, wisdom or insight that might lessen the dread that you carry when you wake up each morning and think about your work day.  
 
So let’s get to the point.  If it’s ok with you I’d like to share openly and honestly about a few things that might just challenge and shift your thinking to get you to a place where you can get your power back.  My intention is always to try and leave you better than I found you.
 
If the words you are about to read seem provocative and make you feel uncomfortable, I invite you to ask yourself why that might be and just notice that you are having a reaction.  Is it what I’m saying?  Is it the language I am using? My tonality? Or is it your perceived beliefs about me, given how little you know?  Maybe what you are reading is reminding you of someone or something else in the past that has made you uncomfortable… Maybe it is mirroring something you don’t like about yourself….… 
 
I just ask that you simply notice.  Notice your own reaction.  No one is judging or critiquing you right now but just notice…how YOU judge, get irritated or don’t feel at peace.  Maybe you don’t want to read this anymore.  Notice why you want to read on…what are you seeking here?
 
I genuinely believe that in 99% of cases people started out life with good intentions.  The only reason they become dysfunctional is because of their circumstances and their unwillingness to see their part (and power) in those moments, that they can change at any given time.  
 
Every person wants to feel seen, heard, accepted, appreciated, loved and respected.  Even the a**holes.  That’s why the a**holes  are bitter and difficult!  They don’t know how to get these feelings through other people, let alone themselves. They feel constantly let down. 
 
Every person is reacting in every moment. We are receivers trying to tune into a frequency that makes us happy. If we can get control of how WE react, then it puts a stop to the toxic cycle.
 
Let’s look at the Merriam-Webster definition of ‘toxic’ as pertaining to people:  
 
‘Extremely harsh, malicious or harmful’
 
We can all understand and relate to this.  
 
However, here’s the thing.  
 
It is far too easy in today’s society to be upset, offended or triggered by something we experience and then assign total blame to the offending party.  We then rally others to agree with us and petition for a rule to control everyone ‘out there’. We would rather create division and separation instead of unity. We enable a victim culture instead of helping people become more of themselves so they can overcome their fears.  We don’t encourage them to seek to understand those who are stuck in their negative stories and behaviours. We refuse to bravely look in the mirror and notice how we are reacting …which in turn can now create another toxic cycle…
 
Toxic situations are comprised of two elements. An action and a reaction .
 
Which element are you partaking in?
 
You have to be part of one of these elements in order for you to be experiencing any toxicity at all. If you are not present to the situation or engaging in it, you will not experience it.  
 
Whenever you are upset by something, notice how you are always there!!
 
Some of you will be feeling defensive right now.  
“Are you saying this is MY fault???” “How can it be MY fault that THEY are behaving so badly and are being SO mean to me?” 
 
When you can admit which element of the situation you are engaging in, then you can take back control of THAT part and start to eliminate toxicity in your life anywhere, with any one.
 
A person can walk around being as mean as they can be, but if there is no one else to react to it then they are just a mean person walking around stuck in their own story.
 
People are always going to people.  A**holes will a**hole.  Idiots will idiot.  
There is NOTHING you can do about other people. Let them be.  
You have no control over any one but yourself.
 
Your power is in deciding how you will REACT to them.  When you change how you react, other people will change how they react to you.  
 
Action (them) ——— Reaction (yours) ———Reaction (theirs)
 
This is human nature.  If your reaction is emotional and unstable, you can bet their reaction will be more emotional and unstable.
 
If you can’t envisage this at work, imagine your interactions with your family, partner or children.  It’s all the same.  It’s human nature.
 
Taking accountability for ourselves is one of the hardest and scariest things to do.  It also gives us the most power.  

Author Bio

Kirstey Jane is a creative professional with a passion for people!
 
Her experience is vast.  She has a 17 year career span in Learning & Development and Recruitment Management in the UK and Canada working with rapid growth start ups and legacy corporations alike.
 
She founded SuperCorporatePeople, a professional photography business 21 years ago and now writes, speaks and runs workshops on relationships and communication in the workplace and at home, through KirsteyJane.com

If you would like to learn more about how to do this and learn 3 simple, but very powerful tools to transform your relationships, then please sign up the free workshop I will be running on July 11th 2024, details can be found here.


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.



By Jessica Jaithoo August 26, 2025
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?
By Jessica Jaithoo August 8, 2025
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.
By Jessica Jaithoo August 7, 2025
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.
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