Our world is full of conflict. Traumatic events in our communities here and around the world fill our newsfeeds and conversations. It’s hard not to see them.

Sometimes, these events are closer to home, like the Lapu-Lapu tragedy in Vancouver or the deeply troubling violence associated with the US government’s policies of mass migrant deportations.

Other events might seem like they are a world away, like Russia’s invasion of Ukraine, Israel’s ongoing siege of Gaza, and in the past week, missile attacks and the escalation of war between Israel and Iran, causing death and devastation.

These events cause us intense worry and, in some cases, grief and loss. We carry their impacts with us into our workplaces.

In our troubled world, we need solidarity now more than ever.

As leaders in our workplaces – right here and right now – we have a special role in building solidarity while helping our fellow members find the support they need and confronting discriminatory attitudes.

Promoting Empathy, Care, and Solidarity

When it comes to events happening to others, it’s perhaps convenient to say, “that’s nothing to do with me” or “we just sell groceries here.”

But we should all be aware that grief and pain are carried into our workplaces every day by our fellow members, some of whom have deep personal connections to people and places where horrific things are happening. It’s not a world away for everyone.

Solidarity is said to be the core value of the labour movement. In practice, solidarity means that, when something bad happens to someone else, we take it on as if it happened to all of us. Unions are built on this idea.

Another way to think about solidarity is to imagine yourself walking in someone else’s shoes. Imagine the following…

You came to Canada a few years ago and miss your family back home dearly. But while things aren’t easy here, you feel you are building a better life.

You hear of a bombing in your hometown. No matter how much you try, you can’t reach your loved ones. It could be that communications have been cut off, or worse… You’ve been up all night worried.

Your alarm goes off, and the time comes for your shift to start. You get yourself together. You can’t believe you made it to work, but you tell yourself that work might help you take your mind off things. Plus, you can’t miss your shift.

You’re a little late, and someone looks at you like you’ve done something terrible.

You ignore it and continue on. They put you on the self-checkout. Things get busy. 

Now you are dealing with rude comments from customers. Their comments hurt even more than usual. It’s loud, hectic, and you are so exhausted. Your mind is somewhere else, thousands of kilometres away.

Surrounded by strangers, you feel so alone and don’t know if you’ll be able to make it through your shift.

Are we still “just selling groceries”? Is it really so easy to walk in those shoes?

When we think someone is dealing with something outside of work, here are some key ways we can respond with empathy, care, and solidarity:

• Show empathy. Take an opportunity to speak with those coworkers of yours who may be carrying immense grief and worry. If they are willing to speak, listen to them.
• Show you care. Advocate for your fellow members – whether that’s different break times or some reasonableness when it comes to attendance policies. You might also remind managers of their zero tolerance policies meant to deal with abusive customers. If you can, deflect that pressure away from those who may not be able to handle it based on the kinds of days they might be having.
• Recognize solidarity in action. Even small acts can make a significant difference for someone. Know that if you were carrying the worries they were carrying that day, the solidarity you receive from someone else would be unforgettable.

Pay Attention and Speak Up

Sadly, another way world conflict shows up in workplaces is in the discriminatory attitudes of some people. This could include behaviours by customers, but it can also include those of our own coworkers and fellow union members.

Nearly every workplace has policies against workplace discrimination and harassment. The problem is that most of these policies typically rely on a person making a complaint, usually after something has happened. In some workplaces, they amount to little more than a poster on the wall.

As leaders in our workplaces, we can confront discriminatory attitudes and behaviours proactively. Here are some things we can do right now:

• Be aware of what’s happening in the world, and note how that can be carried by people in different ways. As a leader, you don’t have to be an expert in international relations, but it means a lot to people when you have just a little bit of knowledge about what they might be feeling because of what’s happening in their home country.
• Listen to those using their voices to express how things are impacting them. It’s one thing to say certain behaviours are not tolerated or that you “stand with” someone affected; it’s another to take stand to do something about it – especially if that means being flexible in enforcing workplace rules. Try to get employers to accommodate wherever possible.
• Make it clear that you don’t condone discriminatory behaviour – like, say it out loud. When conflicts become part of our newsfeeds, we see the heightening and normalization of attitudes that should be condemned. To create a genuinely inclusive space, leaders also need to be heard condemning things like racism, Islamophobia, antisemitism, anti-migrant comments, and other discriminatory behaviours.

Find and Provide Supports

In supporting members through tough times, we might find that what we can give just isn’t enough. Sometimes, a person’s need is greater than what we can provide.

There are supports available to folks.

Check out the extensive list of resources available on our website at https://www.ufcw247.com/resources/.

Here are some quick resources to share:

211

One of the most helpful and widely available resources in BC is 211. Visit www.bc.211.ca for resources in your community and based on your specific needs.

Employee Assistance Programs

Your employer may provide an Employee Family Assistance Program, usually through your benefits provider. Check with your HR department for the number and brochure if available.

For Loblaw members, the Loblaw Employee Assistance Program is available by visiting workhealthlife.com or calling 1-800-743-5949. Members can also access the program using the WorkDay App login

For Safeway members, the Sobeys Employee Assistance Program is available by visiting Sobeys Wellbeing Support or calling 1-833-531-4178. Members can also Download the TELUS Health One app or visit one.telushealth.com, and use the Invitation Code “sobeysvc-EmployeeID” to sign up and register.

SUCCESS

SUCCESS offers information and referrals to services as well as emotional support over the phone in many languages. Hours for service in Cantonese or Mandarin are 10 am to 10 pm daily; hours for service in Korean, Farsi, Dari, and Ukrainian are 10 am to 8 pm Monday to Friday and 10 am to 5 pm weekends.

Phone: 1-888-721-0596 ext. 4 (Farsi/Dari)
Website: successbc.ca

Let’s break through comfort zones and assumptions about the world we live in. The world comes with each of us every day. Bad things are happening all around us, and they impact us all differently.

We build solidarity when we put ourselves in the shoes of others, take action, support each other, and build truly inclusive and caring workplaces where everyone’s voices and experiences are acknowledged and heard.