Quote:
Originally Posted by Makarov
I think you misunderstand. In cases like this, employees aren't being forced to support a social cause. That's impossible (employers can't change the way you think). Rather, employees are being required to demonstrate their employer's support of a social cause. I see little difference in your employer requiring employees to demonstrate their employer's dedication to the environment, or to customer service, or to Canada Day, etc.
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What if your employer asked you to wear a "don't tread on me" insignia to show corporate support for their "freedom of speech" position. Or asked you to wear a Conservative Party pin to show corporate support for their "deregulation" position. Or asked you to wear a "MAGA" hat to show corporate support for their "American manufacturers first" position.
I hope you'd tell them to #### right off.
Your employer can ask you to wear things to support the employer. That's it. You work at McDonald's, you wear the McDonald's uniform. You work at TD, wear the TD pin. You work at the Calgary Flames, wear the logo.
If your employer has social causes they care about, they don't have the right to ask employees to associate with that cause in any way. It's beyond their right. Your employer does not own you the 8 hours you work there. You do not cede your rights or identity to your employer while you're getting paid.
If TD cares about indigenous people, maybe they should hire some more indigenous people at all levels of their organization. Or offer money management, lending programs or social support specifically for indigenous customers. Or pay employees to attend mandatory indigenous issues workshops. And TD can highlight all that stuff in commercials or around their branch or on their website.
TD should not ask employees to wear "every child matters" t-shirts. It's simply a line that - in my opinion - shouldn't be crossed.