Teamwork in the Workplace
In partnership with Canada Life and Workplace Strategies for Mental Health, this study examines the indicators of mental health in Canadian workplaces. The work is informed by data gathered online from over 5,500 respondents by Pollara Strategic Insights in March / April 2023.
Among our more interesting findings:
Respondents reported a high level of respect and inclusivity within their team, but slightly less respondents feel comfortable expressing themselves, and some do not believe their team holds everyone accountable.
One fifth (19%) of respondents indicated that their team does not “always” or “frequently” interact respectfully and is not free of discrimination (22%). Additionally, one quarter believe that their team does not frequently resolve differences in opinions respectfully (28%), and one in four say they do not feel valued a s a team member (24%). Approximately one in four do not often feel comfortable being themselves at work (26%), one third are uncomfortable speaking up (33%) and do not agree that al l t heir team members are frequently held accountable (33%).
Key finding by segment
Regions:
Respondents from Quebec had higher than average scores on most team aspects, including respectful interactions(feeling comfortable speaking up (76%), and feeling valued( 82%). However, they were far less likely to say they could be themselves at work (45%). Meanwhile, those from Ontario, Alberta, a nd B.C. felt more comfortable being themselves at work ( 76%, 79%, and 76%, respectively) but less comfortable reaching out for help (74%, 70%, and 69%, respectively).
Age:
Respondents 55 years and older indicated higher levels of respect and inclusion within their teams, compared to younger age groups (55+ 77% vs. 18 34 70%70%). Younger employees are less comfortable being themselves (65%) and speaking up (63%). Middle aged respondents are less likely to feel all their tea m members are held accountable (63%).
Position:
Managers report being more at ease expressing themselves than non managers. Three quarters of managers reported feeling comfortable being themselves (73%) and speaking up when disagreeing with team members (74%), compared to non managers (67% and 64%, respectively).
Industry:
Health-care workers reported lower than average on most aspects of respect and inclusion on their teams, and retail workers are less likely to say their team resolves differences respectfully (51%).
Marginalized groups:
Those who identify as racialized Canadians (2SLGBTQIA+ individuals (56%), and those with a mood disorder ( report feelings less comfortable voicing disagreement with team members , and those who identify as 2SLGBTQIA+ and those with a mood disorder are less likely to feel comfortable being themselves at work (61% and 62% respectively) respectively). While those with mental impairments reported lower scores on respectful interactions ( 69%69%) and being valued as a team member 59%59%); they are also far less likely to feel comfortable reaching out for help (51%). In addition, the sense of accountability within teams was lower among those with a mood disorder (61%), mental impairment (45%), or chronic pain (57%).
Click on the buttons to the left to learn more about the findings, or click here to read the report.