Navigating Toxic Work Environments: Recognizing the Signs in the Recruitment Process

How do we tell if a workplace is the right one for us in the recruitment process as early-career Indigenous, Black, or racialized women? Should we accept the first offer that comes our way?

As early-career women start out in their careers, the recruitment process in itself can be intimidating, especially in the current job market. According to a recent RBC study, students and recent graduates are bearing the brunt of higher unemployment rates during the current economic downturn. While it may be compelling to accept the first offer that comes our way, it’s important to take steps to assess the organization and its culture to assess if it’s healthy, supportive, and psychologically safe.

It is especially important as we’re starting out to access environments where we can learn, grow, and advance. According to the McKinsey & LeanIn 2023 Women in the Workplace report, early-career women are very ambitious with 9 in 10 under the age of 30 wanting to seek advancement and promotion opportunities to the next level and 3 out of 4 aspiring to become senior leaders. Racialized women are even more ambitious than all women with 96% taking their careers very seriously and 88% seeking a promotion to the next level.

Microaggressions, discrimination, racism, and systemic biases can undermine our professional confidence and personal well-being and lead to emotional tax and burnout. What’s more, women who struggle with microaggressions don’t feel psychologically safe in the workplace and cope by silencing their voices, code-switching or consciously or unconsciously changing how they speak, their behaviour, appearance or hiding important aspects of their identities to fit into dominant culture, which leads to further marginalisation. According to the Women in the Workplace report, they are 3.3 more likely to consider leaving their companies and 2.6 times more likely not to recommend their company to a peer. There is no question that the cost of toxic workplaces is significant – for women and workplaces! 

How do I know if the company I’m interviewing with is meant for me?

According to Mita Mallick, Inclusion Expert, LinkedIn Top Voice and author of Reimagine Inclusion, it can be tricky to spot a toxic workplace when you’re not working there. During the recruitment process, you can intentionally look out for the following potential red flags. 

1. The Candidate Experience

An interview is a two-way process. While recruiters and hiring managers are assessing candidates, we also have agency in the process to assess the organization and its culture. According to Jen Dewar, “candidate experience is how a job seeker perceives a company’s brand throughout the hiring process.” As an applicant, consider everything from the job description, to the interview process and all communication – they can be very telling in whether the process feels respectful and whether the organization is intentional and wanting to build a stronger relationship with you. 

2. What Other Employees Have to Say

Mita Mallick recommends that you pay close attention to what current and past employees have to say. Some individuals may openly share their experiences, both positive and negative, and others might not be as forthcoming especially if they are still currently working at the organization. However, you can try to get valuable insight by being vigilant for certain language cues and reading between the lines of their responses. You can also check out reviews on platforms like Glassdoor, among others, to learn about a company’s culture.

3. Review Website & Social Media Channels 

Before you go in for an interview, make sure you research the company. Chanèle McFarlane advises that before interviewing, do some research on current employees’ LinkedIn to grasp a better picture of the organization and leadership team. A great way to evaluate potential employers is to browse through the website and social media channels. Examine their About Us and other pages as well as any impact reports to assess if they truly prioritize diversity, equity, and inclusion (DEI). Evaluate the representation of diverse individuals in middle management and senior leadership roles and look for substantial information on their internal DEI efforts and consider whether they adopt an intersectional approach. 

4. Interviewing the Interviewer

A great way to gauge if the company is to ask thoughtful questions during your interviews. After all, the interview is a great way for the company to learn about you and also a great way for you to gain a better understanding of the workplace. “The time to find out about a toxic work culture is before you take the job, not after,” according to Dana Brownlee, workplace anti-racism thought leader. Observe the process, your experience and ask important questions throughout the various interviews and conversations that you have with the organization to spot any red flags. Doing so provides valuable insight into how the company handles important issues, which could influence your decision to accept a job offer. 

Pay attention to the hiring manager (the individual you’d be reporting to) to determine if the team you’ll be working in is suited for you. For example, if a hiring manager is exuding positive or negative disposition, it may be reflected in their team. According to Mita Mallick, when she was interviewing for a marketing role in a global beauty brand, she missed a lot of the red flags such as the leader being 15 minutes late to her interviews without an apology. Observing how individuals including the hiring manager show up in the process can give you clues more about the company culture and communication dynamics. 

According to Chanèle McFarlane, “Your job interview is a prime opportunity for you to fill in any information gaps you were unable to fill with your own research. Yes, they’re interviewing you, but you’re also interviewing them – pay attention to what they say and how they say it.” Here are a few questions, you may consider asking:

What has your organisation done in the last 12 months to advance inclusion internally?

This is an important question to ask not only because it shows you if the work environment promotes DEI but also shows if a workplace cares about their employee’s needs and experience throughout the life cycle. Asking about inclusivity can signal to the employer that you value an environment where there is support and respect and where all individuals feel welcomed and valued. 

One of your core values as an organisation is [insert value.] How does this value inform the workplace culture?

Asking about the core values of the company can help you better understand its guiding principles and more about its culture. By inquiring about values, you can better determine if your values align with those of the organization, which is an essential aspect of job satisfaction and long-term engagement. 

What career development opportunities do you provide? 

Chanèle suggests that, ideally, you would want to hear that the workplace emphasizes the advancement of racialized employees into leadership positions and ensures equitable access to career-enhancing opportunities. A lot of companies prioritize hiring Indigenous, Black, and racialized individuals, however, there is often a gap in retention, growth, and advancement. For example, in an article by Andie Kramer, Black women face a number of obstacles to advancement in the workforce. Lack of advancement opportunities not only have a negative impact on our ambitions and result in women opting out of workplaces.  

How do you support employee well-being and work-life harmony? 

Unhealthy work cultures often stem from the lack of a proper work-life balance. Long hours and unrealistic deadlines can become a normal occurrence. Asking this question can help you figure out if the organization’s definition of work-life harmony aligns with your needs. 

Paying attention to the red flags is essential in helping us spot a toxic workplace during the recruitment process. “Spotting the red flags could help prevent you from joining a toxic workplace and steer you to a healthier and more supportive environment,” explains Mita Mallick. We couldn’t agree more!

About the Authors: 

Javeria Mubasher (she/her) is currently in her fourth year of Health Sciences at McMaster University. Javeria is passionate about exploring and advocating for the struggles faced by Indigenous, Black, and racialized women within the workplace. 

Umama Khalid (she/her) is currently in her first year of Humanities at McMaster University. Umama is passionate about remaining informed about current events related to gender equality and feminism. 

Javeria and Umama are Interns at Accelerate Her Future through Riipen’s Level Up program.