SNAPSHOT: FOCUS GROUP & SURVEY FINDINGS
Overall Workplace Challenges

Inconsistent HR Support, Policies & Procedures
This was a top challenge cited in both focus groups and survey responses.
Concerns are characterized by what is perceived as an inconsistent and unclear
promotions process, poor on-boarding, and overall dysfunctional operations existing
within the Human Resources Department. Prominent sub-themes include:
1. On-boarding, orientation processes are deficient and inconsistent.
2. Promotions process is unclear; no standards.
3. Supervisors are not trained to help develop their staff or prepare them for
promotion.
4. Department is under-resourced, not organized well to support staff.
5. Economic issues – concerns over pay equity / ranges.
6. Diversity knowledge within department is low.
7. Tokenism – people feel like some are hired for their identity characteristics as
opposed to qualifications; some feel responsible for being the voice of their
population.

Exclusion
This was a top challenge cited in both focus groups and survey responses. Staff
report experiencing varying degrees of an exclusionary environment at HRC,
especially regarding decision-making processes. Exclusion was broad-based and hit
all identity groups within HRC. A judgmental working environment, particularly
concerning women and feminine-identified individuals, was highlighted in survey
responses. Prominent sub-themes:
1. “Soft” skills / feminine traits are not valued; other forms of perceived sexism.
2. Younger / lower paid staff feel excluded, not valued; told to stick to the job.
3. Staff who voice concerns are viewed as complainers; there’s a fear of
speaking honestly.

Organizational Culture / Climate Not Inclusive
This theme was prominent in both focus groups and survey responses. It is
generally characterized by a lack of respectful dialogue within the organization and
how/if diversity conversations are supported. Prominent sub-themes include:
1. Not many diversity conversations happen at HRC; no real push for diversity.
2. Leadership culture is experienced as homogenous – gay, white, male.
3. Inappropriate language, humor, and negative talk are used, especially
among members of senior staff.

 Lack of Commitment to Diversity & Inclusion
This theme emerged most strongly among focus groups. There is a general
perception that current diversity efforts are not working and that there’s a lack of
diversity understanding broadly. Prominent sub-themes include:
1. Diversity only exists within lower tiers of organization; leadership is made up
of gay, white men.
2. Lack of shared understanding of diversity and inclusion and how it is
operationalized.

Training & Education Deficits
This theme showed most prominently in survey responses, however it also emerged
in solutions generated from focus groups. The theme was characterized by poor
training – in comprehensiveness, frequency and effectiveness. Prominent subthemes:
1. Poor consistency with orientation training.
2. Lack of structured on-going diversity and inclusion training.
3. Lack of management training to support supervisors.

Unique Concerns
Three focus groups in particular gave voice to specific concerns that related directly
to their unique experiences: Two Remote Staff focus groups and one Trans* focus
group. Their concerns were not only unique to their experiences but were views
consistently held by most of the members of their group and were worthy of note.

Trans* Staff

Remote Staff



Frequently feel tokenized



Feel forgotten



Don’t feel safe to come out at
HRC



Report poor web conferencing
etiquette



Are often mis-gendered, even
after repeated attempts to
educate



Lack adequate tech support



Receive important news
second-hand



Are not recognized as staff
when on site



Only one bathroom available



Dress code not inclusive