View cases - Stewart McKelvey

33[149] There has been a phenomenal increase in Canada in women in the workforce, andpresently 2/3 of Canadian families are headed by dual income earners. This is now the “modal”or norm in Canada. There are also more single working parents in the workforce than malesworking with a stay-at-home wife. Normally, the latter males earn more than the modal family.[150] 15% of the workforce, mostly dual income families, have young children. Youngerchildren, defined as age 5 and under, mean increased demand on the parent(s) and reducedparental control over being able to choose variable shifts for work.[151] Dr. Duxbury emphasized that there is a disconnect often between policy and practice inthe workplace. Practice is workplace culture, the worker’s actual experience. Speaking generally,she stated that many organizations feel that they have done “their bit” by implementing stellarpolicies, but do not follow-up on implementation.2010 CHRT 20 (CanLII)[152] An example given by Dr. Duxbury was “telework”. She testified that there is an excellentfederal government policy on telework, but in reality few engage in it other than on their own timebecause it is not encouraged by federal government employers.[153] As to 24/7 operations, work schedules and accommodations have to be individualized tosuit that workplace, but Dr. Duxbury felt there were very few operations where flexibility cannotbe found if management looks to implement it.[154] Dr. Duxbury also commented that shift work is a major predictor of a dramatic increasefor workers in “work interferes with family” and has the potential to be very problematic.[155] A lot of these competing tensions have been felt and borne more by women, but with ayounger generation of male workers who want to participate more in family life, men are beingincreasingly impacted as well. The more society denies this reality, the harder it becomes toaddress it in a healthy way.