Sexism & Ageism Discrimination
in the Workplace
TV news anchor Lisa LaFlamme’s ouster has prompted discussions of discrimination against women in the workplace.
When Lisa LaFlamme said she was “blindsided” after being let go from her job as anchor for CTV National News, many Canadians – from industry figures to viewers – suggested that discrimination was the root cause of the dismissal.
PARRIS OPINION
If a woman suspects or believes she is being discriminated in the workplace, how should she proceed?
You might think this is a question that’s no longer relevant. Awareness of discrimination has never been higher, and many organizations have processes and policies to prevent or address it. But as we’ve seen from Lisa LaFlamme’s recent ouster from CTV News, gender and age discrimination are far from gone.
For many women, LaFlamme’s departure has been sobering. Despite continual progress through the decades, most can remember times when they were slighted, passed over for an opportunity, given less recognition or lower compensation, or simply treated differently than their male peers.
The problem is — those occasions aren’t always easy to quantify. Discrimination often occurs in a subtle manner. Hiring and promotion decisions are rarely transparent, leaving female candidates and employees to wonder if they lost out because their qualifications were inferior — or if they simply didn’t fit into the prevalent boys’ club. Women may brush off microaggressions and even more serious insults to avoid rocking the boat, or simply because they’re busy and want to get on with their day. When they perceive bias or discrimination, it may be a one-off incident they ascribe to one individual, without considering the environment that tolerates and even fosters discrimination.
For all these reasons, it can be very difficult to prove discrimination. Moreover, the onus is on the claimant to prove intent behind discrimination, as well as demonstrable impacts to an area protected by the Human Rights Code, which many women find is an impossibly high bar.
Compounding this is the embarrassment that accompanies a discrimination claim. Most women are uncomfortable making a complaint, especially if there’s any ambiguity or wiggle room for employers to deny the claim. It’s bad enough to feel the sting of discrimination — without also feeling gaslighted after the fact.
So, what should you do if you feel you’ve been discriminated against?
The best advice is to go to your human resources department. Mid- to large-sized organizations, and even many smaller organizations, should have an HR rep who’s knowledgeable about anti-discrimination policies and can advise you of the steps to proceed with a complaint.
To increase your chances of success with your complaint, come prepared. Be ready to provide dates, times, details of what happened, and the names of everyone who was present, even if they weren’t involved. This will be especially helpful if your perception of discrimination occurred gradually over time. Include all relevant incidents, even those that would be considered minor as a standalone incident.
If your organization doesn’t have an HR department, try to identify the person who is best placed to handle a discrimination complaint. Is there someone you trust? Will they maintain confidentiality? Do they have authority to take action?
Even when you find such a person, you may encounter a blank stare. Some employers are unaware of anti-discrimination practices and policies and may have little to no experience dealing with them. They may minimize your complaint or question whether you’re sure. This is why it’s so helpful to have the facts documented and be able to articulate clearly what happened and how it’s affected you and your work. If necessary, refer your employer to the Canadian Human Rights Act, the Employment Equity Act, or the Canadian Human Rights Commission’s definition of discrimination.
This can be a challenging conversation for many women; they often cut their losses and seek another job or continue to work in a discriminatory environment. But it’s critical that women share their stories — otherwise employers won’t understand why their experiencing low morale, disengagement, or a talent drain. If there’s an opportunity to point your employer toward resources that can educate them on discrimination, do so. Companies such as Parris Consulting can provide both employers and employees with anti-discrimination training and other supports to ensure a more equitable and pleasant work environment.
If you don’t get traction with your employer or HR department, think about how to escalate your complaint. You may decide to file a complaint with one of a number of provincial or federal organizations. You may even decide to draw publicity to your complaint as Ms. LaFlamme did. Understandably, many women won’t opt to do this, but it’s important to research your options so you can make the best possible choice for your unique situation.
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