I bet losing weight is only second to quitting smoking as the most common New Year’s resolution. And since most of us don’t smoke, but all of us like to eat, perhaps it’s #1. Now that we’re part way into the New Year, let’s see how that resolution is doing. Right after the holidays I found myself in the gym with the crowds. For more than a year I’ve noticed more flab and the addition of more pounds than I’ve seen in a while. I keep going to the gym and I’m sure it prevents even more flab, but when it comes to losing excess weight, there’s only one formula. And we all know what that is.

While we’d like a special pill or some easy way to do it, the only effective way to lose weight is to eat less and exercise. That’s it. No other secret and no easier way.

On this same day at the gym the obvious similarities between trying to lose excess weight and managing the human rights process at work became crystal clear to me. Let’s look at a few:

Fads and Gurus
From Atkins to the Zone, from Jenny to Phil, fad diets and gurus come and go, but long term effectiveness is illusive. The workplace is no different. We glom onto the latest trend and guru in hopes of finding that instant solution to our problems. I’m not knocking those who have been very successful at helping businesses succeed.

However, I’ll add my two cents worth. Dealing with workplace human rights problems (or most any people problems) comes down to two simple steps: educating people about basic rights and respect, and then holding people accountable. The education can be formal, informal or anything in-between. And when you hold people accountable, it doesn’t have to be a big deal – in fact, it’s better if it’s not.

Weight Training
“I don’t get it, I’m on the bike every day and yet I’m still putting on weight.” Could it be the tub of peanut butter in my lap with a bag of crackers (low cal of course) while I watch Peter Mansbridge? Just as there are two parts to the weight loss formula (eating less and exercising), there are two parts to the workplace process. Mere education is not enough.

When you explain to people the rules of conduct, the other important step is holding people accountable. If gender equality is a problem you want to correct, then allowing provocative or sexual magazines and emails is not an option. No sense in wasting all that money on the training, if nothing is done to reinforce it. The lack of accountability negates the education in the same way my peanut butter and crackers negate my exercise.

Discipline
“I promise myself, when I get to the party, I’ll just have one little potato chip.” Uh, huh. Or, “I’ll just roll over in bed this morning and do a workout on the way home from work.” Yeah, right. When it comes to discipline, work is no different – and it comes in two forms. The first is the discipline it takes to stick to your guns when an employee is intimidating others or is making discriminatory comments. It seems oh, so much easier to “just let this one little incident go.” Or, “I don’t have the time for that – but the next time she says that, then I’ll be sure to…”

The second part of discipline at work actually involves disciplining a person when he’s not willing to change his inappropriate habits. Of course, that means following proper procedures and if an employee is in a Union, then perhaps risking a grievance. But if it’s the right thing to do, you better do it.

It’s Not Easy
“A moment on the lips, a life time on the hips” goes the old saying. If it was easy, everyone would be doing it, and then how would you shine? Tackling workplace human rights issues isn’t easy. There are different interpretations, competing rights, changing laws, and wanting to avoid conflict, just to name a few of the concerns people have.

It takes work to understand the policies, laws and principles, patience to consider different points of view (even when they seem on the fringes), and skills to find the proper way through what might seem like a complex problem. If a problem employee has gotten away with inappropriate behaviour for years, then this just adds to your problems. These may not be easy, but allowing them to carry on just makes it that much tougher when you’re forced to correct a problem.

On Your Own
Sure, there’s support when I go to “weigh in” but the real support I need is when I’m on my own, outside the pastry shop when the chocolate éclair is calling my name. Depending on the size of your workplace, you can call on Human Resources and even a lawyer when you’ve got a workplace human rights problem. However, when the racist or homophobic comment is made in your office or on the shop floor, it’s going to be up to you, and you alone.

These are times when you’ll have to take action yourself. Or you may think others will support you, but silence is all you get. If it’s the right thing, then you may have to get used to being alone. However, when people see all you’re looking for is respect, others will eventually gravitate to your side

Falling Off the Wagon
We’re doing so well and then in a fit of excitement, we discover the box of chocolates is now half gone. We can either keep on eating, or we can get back on the wagon. At work there are times when we should have said something, but we didn’t have the time or energy and therefore, the incident isn’t dealt with and the offender gets away with it.

It would be easy to go back to the old ways, but just like sensible eating, we can make corrections at work. In fact, we can even take up the issue at a later date and still correct the problem. There may be limitation periods in policies and laws, but there are no limitation periods to insist on a respectful workplace.

Takes Longer Than You Think
“How come it only took me 3 months to gain 10 pounds, but it’s taking me 6 months to get rid of them?” Just like weight loss, changing a person or a whole workplace culture takes longer than we imagine. If you can get a quick fix, then grab it – as long as it’s effective. The quicker and simpler, the better. However, for more ingrained behaviours, or for actions that have gone on for years, don’t expect a quick fix.

Of course, if it relates to a violation of human rights and someone blows the whistle today, an adjudicator isn’t going to say, “Oh, sure, go ahead, take 6 months to fix that problem.” Keep your eyes on the prize and hold on.

Don’t Go to Extremes
“Egg whites and dry toast for the next week…while I run 10 miles each morning.” Some employers deal with pornographic magazines by banning all magazines, in case there’s any kind of grey area. Or one person is causing the problem, so everyone is subjected to training. Don’t go to extremes. Deal with the specific human rights problems as they arise. I don’t believe in “zero tolerance” in the workplace.

There’s always some extenuating circumstances or something new to consider. However, feel free to be clear on what’s acceptable, what’s reasonable, and let common sense be your guide.

Reward Yourself
No, that doesn’t mean a double hot fudge with extra sauce. At work we’re always working to meet our objectives, but we rarely take the time to celebrate them. If you’re making progress, then reward yourself. No, don’t hire a go-go dancer for the office party, but you can find imaginative ways to reward yourself and others who contributed to your new respectful workplace.

If you want to lose excess weight, feel free to hang this on your fridge. If you want to tackle a workplace human rights problem, hang this on your…well, how about your office fridge?

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