This is the fourteenth blog in a series written by Mary Ann Baynton, Director of Collaboration and Strategy for Workplace Strategies for Mental Health. Her colleague and co-author for the Evolution of Workplace Mental Health in Canada book, Leanne Fournier, interviewed Nyk Morrigan about how the pandemic helped those who were afraid to speak up for fear of threats and judgement.
Nyk’s story
Nyk Morrigan (they/them/their) identifies as part of the 2SLGBTQIA+ community. Earlier in their career, they experienced a lot of toxicity, both personally and professionally, that limited their ability to speak up for what they needed. “Both my confidence and my competency were impacted.”
They talk about how the culture is different, and how things have changed being in a workplace where management is willing to have “conversations where there is less power imbalance.”
A “gift” that came from the pandemic, in Nyk’s view, was helping move what was often hidden behind closed doors and bringing it into a much more public domain. “In order to get through, the whole team had to have open and honest conversations about our own mental health and wellness needs. The strength came from us working together to get through it.”
This team strength is important to Nyk, who has been targeted personally in workplaces for their 2SLGBTQIA+ identity.
“There is still a huge amount of hate-based targeting towards the community,” they said. “This impacts mental health and one’s ability to do your job well. You are constantly worried about what people are thinking.”
They are gratified that their team has stepped up for them. “My whole team have rainbow t-shirts that they wear on a regular basis. This act of solidarity tells me ‘You’re not going to go through this alone’.”
Nyk said this is not common in all workplaces. “So many people are afraid to speak up for fear of threats and judgement.”
The key, Nyk said, is for leaders and those in power to be willing to sit down and listen.
“Creating an environment where employees feel it is safe to have a voice that is different is important for psychological health and safety for all.”
In the next blog you will hear from experts on Prevent work-related trauma how to prepare leaders and support their development as well as how to reduce barriers for small business. Explore the History of psychological health and safety and read all of the blogs in this series.
The views and opinions expressed in this blog post are those of the author and do not necessarily reflect the official policy or position of Canada Life or Workplace Strategies for Mental Health.