08 November 2004

Guild-commissioned human rights study
paints disturbing picture of workplace

Harassment found to be subtle, systemic, frequent

Canadian Media Guild | TNG Canada Local 30213

By BARBARA SAXBERG  VP Equity & Human Rights

Download PDF Executive summary of report

A study commissioned by the Canadian Media Guild has uncovered a troubling picture of human rights violations in the workplace.

A team of researchers at York University’s Centre for Research on Work and Society (CRWS) conducted the study. The Guild asked the CRWS to independently examine the nature and extent of human rights violations. In particular, the Centre focused on CMG members’ perceptions and experiences of discrimination and harassment at work. James Beaton, Andrea Noack and Dr. Norene Pupo conducted the research.

While it would be wrong to conclude that every workplace where CMG members are employed is overwhelmed with problems, the study clearly shows that harassment in all CMG workplaces is subtle and systemic and that incidents of discrimination are disturbingly frequent.

Serious numbers, serious problems:

Reports of discrimination and harassment were found at all CMG employers:

• 83 per cent of respondents said they had observed or experienced harassment or discrimination at least once at work in the past year.

• 60 per cent said they’d experienced or observed discrimination at least once in the past year.

• More than a quarter reported experiencing or observing discrimination more than twice in the past year.

The most common ground for discrimination was age, for both older and younger workers (37 per cent reporting). Discrimination based on gender was next (30 per cent), followed by discrimination based on union involvement (27 per cent). There were few reports of discrimination based on aboriginal status or religious beliefs.

Among those who responded, the designated employment equity groups under federal employment equity legislation (visible minorities, aboriginal people, people with disabilities and women) were represented roughly corresponding to their numbers in the Canadian labour force. Members of those groups were much more likely to report discrimination. This is not surprising and likely reflects the personal experiences of these group members.

The most commonly reported form of harassment at work was people making demeaning comments. This was reported by more than half of the respondents. It also appears that inappropriate sexual comments are prevalent in some CMG workplaces. A smaller group of people reported comments or behaviour that was explicitly threatening. Overall, the results suggest that harassment in CMG workplaces tends to be subtle and systemic.

There is no way to know how those who did not participate in the survey feel about the issues raised or whether they too have observed or experienced harassment or discrimination in the workplace. The researchers suggest, however, that "it is likely that members who participated in this research are more concerned about harassment and discrimination issues than members who did not."

Other lowlights:

• Many newsrooms have enabled and tolerate a culture of bullying;

• Many members fear reprisal if they complain about harassment or discrimination;

• Ineffectual management has allowed minor problems to escalate to create a chronically toxic working environment;

• Downsizing and increased competition has led to hostility and anger towards members of employment equity groups;

• Members of employment equity groups face greater levels of job insecurity;

• Members of employment equity groups are rarely given adequate training on hiring, setting them up to fail;

• Supervisors are seen to unjustly favour some employees for projects, assignments and advancement;

• Many of the problems are traced to the lack of management accountability.

About the respondents:

CRWS sent out 5,756 surveys and 1,001 responded. Most of those who replied (88 per cent) were from the CBC, but there were a significant number of responses from The Canadian Press/Broadcast News and every branch had some response. To expand on the data, 43 phone interviews were also conducted.

Women tended to be younger than men and were more likely to report that they were visible minorities. Younger workers were less likely to report disabilities than older workers. About seven per cent reported a non-heterosexual orientation and about a third reported having regular childcare responsibilities.

Almost 60 per cent of respondents were working in programming or editorial positions and almost a third in technical or trade positions. Thirteen per cent reported working in clerical positions.

Women, younger employees and aboriginal or visible minority respondents were more likely to report being temporary or part-time while the majority of respondents were permanent staff. This raises the possibility that the real numbers on harassment and discrimination may be even worse than reported.

What happens next:

The study gives the Guild baseline data on these issues and a rich source of qualitative information. It will be reviewed with human rights experts and legal counsel.

Plans are also in the works to stage a CMG-sponsored human rights conference. In the meantime, the data will be used to develop education and awareness programs and in collective bargaining. Armed with this research, the Guild will explore more effective ways to challenge bullying, harassment and discriminatory behaviour in the workplace.

The Canadian Media Guild will continue to actively investigate any complaints that members bring forward. It is currently engaged in several grievances based on age and racial discrimination that are heading to arbitration.

For more information please contact Barbara Saxberg or call the Guild office at 1-800-465-4149 or 416-591-5333.

This story first appeared on the Canadian Media Guild web site.