A survey from the United States paints an unflattering picture of the HR department, often perceived as being “at the boss’s service” rather than the employees’. Do we face the same issue on this side of the border? Analysis.
According to a survey of 1,000 participants by the site MyPerfectResume.com, 85% of American workers say they are “afraid” of their HR representative. Furthermore, 86% do not feel comfortable bringing a problem to HR.
Nearly 9 out of 10 — an astronomical and troubling figure, especially given that HR advisors are there, on paper, to look out for employees’ well-being. According to an article in The Guardian, some employees feeling wronged even go as far as hiring their own HR representative to take legal action against their employer in cases of harassment.
What About in Canada? Should We Fear a Similar Backlash Against HR?
Manon Poirier, Executive Director of the Ordre des CRHA, in Québec, points to the results of a survey conducted by the Ordre in early 2024 about confidence in organizations to take harassment complaints seriously. With a 70% confidence rating, the result isn’t all that bad, all things considered.
“In an ideal world, of course, we would like this number to be 100%,” says Poirier. “However, for a measure of confidence, 70% is a positive score. It’s interesting to note that respondents with an HR professional within their organization were more likely to report confidence (85%).”
More Guidance Than Decision-Making?
Does this mean everything is perfect? Likely not. Yvonne Sesonga, CRHA and consultant in diversity, equity, and inclusion, notes:
“When speaking with HR professionals in my network, I sense that trust in the HR department has eroded in recent years. Often, compliance responsibilities are transferred to managers, and HR assumes a consultative role rather than a decision-making one,” she analyzes.
In The Guardian article (“‘HR is not your friend’: why frustrated workers are hiring reps of their own“), Peter Cappelli, a researcher at the Wharton School of Management, asserts that “HR works for the company and the employer. They have no obligation toward employees.” However, Manon Poirier challenges this idea.
“There are certainly still people who think that HR serves the employer,” acknowledges the Director General of the Ordre. “However, I believe the era of opposing employers and employees is over. HR practices have evolved significantly. In many organizations, the role of HR is to influence, persuade, and support the implementation of best HR practices.”
Furthermore, Poirier notes that under the CRHA code of ethics, HR advisors are required to adopt “a neutral and independent stance” in making recommendations that serve “the general interest.”
The Guardian article attributes part of the discontent to a lack of sensitivity to diversity issues. Poirier once again contests this thesis, pointing out that there have never been more appointments of DEI officers in organizations and noting that CRHAs championed the message of inclusion and diversity long before the topic reached the forefront of public discourse.
“For a long time, HR professionals have wanted to go further on DEI issues. Something has shifted in society. There is momentum and interest from top management in these practices, and that’s very positive news.”
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