Considering a position with Slaight Research? This is for you. - werkgeversreview Research Analyst bij CAMH

Now, I present to you the Slaight Research saga in three acts: Act 1: The Work. The extent of work is in no way intellectually challenging nor does it require any form of critical thinking. In fact, any competent teenager or high school graduate that knows how to use basic functions in Microsoft Excel and Word can do the work with no difficulties. The two main tasks will be to update redundant and pointless logs and the other to take meeting minutes. To say that the job responsibilities are below employee capabilities is severely an understatement. Act 2: The Pandemic. This department swiftly engaged in violative practices with no care for employee health concerns or following stay at home orders from the government during the pandemic. It is safe to say that this was probably the only department at CAMH that did not allow remote work till a solid 2 weeks after the government mandated immediate work from home orders. Additionally, the department continued to coerce employees to come onsite an average of 2-3 days/week amid the resurgence of multiple dangerous variants thus putting employees and their families at risk and contributing to the spread. There is absolutely no good reason to come onsite because 99% of all job responsibilities can be efficiently completed remotely (See Act 1 re: updating logs and meeting minutes) and employees have continuously proven remote work success. Simply put, this department does not care for their employees in any manner and will always put the interests of the department over the needs or wellbeing of their staff. A pandemic is not required to understand that, but it surely aided in highlighting this fact. Act 3: The Management. The final and most critical act in this saga, the tale of the antagonist. Slaight Research management is the living metaphor of the rigidity of institutions. Here are a few major character flaws: a) Dishonesty: - Constant lies and deception around overtime pay, in lieu hours, and evening premium - General inconsistencies around remote work, workplace rules, and institution regulations - Staff hired on false presumptions (e.g. career growth, publications, patient interaction etc.) and there is no support for growth and career development - Management constantly abuses the power dynamic and takes no accountability (e.g. blames project mishaps that are the fault of management on staff) - Vaccination processes hidden from staff and management is prioritized in receiving the vaccine despite fully working from home and not interacting with patients - Lies and deception around hiring for projects and teams that are highly understaffed and expectations around staff to overwork to make up for those extra roles b) Emotionally and Psychologically Abusive: - Staff are gaslit to the point of no return, words are twisted to favour management and often results in flat denial or contradiction of previous communications and work orders - Staff are scolded for mentioning equity considerations and improvement ideas, requesting information relevant to all staff, general concerns about workplace practices - Workplace concerns are minimized and speaking up only results in staff being labelled as insubordinate and management retaliating in childish and petty manners - Management is incapable of admitting wrongdoings and is always considered right - Lack of basic decency towards staff in general but especially during the pandemic and holidays; very dismissive of staff needs and feelings - Lack of general understanding and processing of human emotions, social conduct, and clear communication - Fake rules and deadlines are imposed on staff to create some false image of power c) Inflexible Bureaucratic Robot: - Demands staff submit daily check-ins highlighting tasks and duration of time for each task - Weekly one on one meetings where work tasks and check-ins are scrutinized under a microscope and output usually deemed as unsatisfactory - Constantly questioned about work productivity and whether there is sufficient output despite changing project deliverables due to the pandemic - Staff questioned about supposed facial expressions (e.g. smiling, laughing, looking sad etc.) during meetings and cellphone use - Essentially no delegation of tasks and responsibilities to the staff thus leading to unmet deadlines and unproductivity because management micromanages all project tasks - Unwilling to update department processes and procedures thus resulting in continued inefficient practices, waste of resources, and staff time Slaight Research management is truly irredeemable. Staff are constantly abused and work in a highly toxic environment. Management takes every futile attempt to flex their non-existent power and bully employees. No amount of formal HR complaints or corrective training will change management practices. Slaight Research management is the sole culprit of employee dissatisfaction and the cause of the notoriously high employee turnover rate in all of CAMH (average employment duration is ~1 year, an estimated rate of 1 employee departure/month). If it is not painfully clear at this point, seriously prioritize other job prospects over Slaight Research. Do not fall for the lies at your interview about the various exciting responsibilities and career growth opportunities within the role. Nothing is worth the mental torture and utter humiliation you will face from working here. If you do decide to work here for whatever reason, do so at your own discretion and remember that you will always be seen as dispensable by management.