Devan Moonsamy 

Have you ever found cases of favouritism in the workplace? This occurs when one staff member receives special treatment while everyone else is cast aside. Have you found that one staff member gets praised excessively or that person is always the go-to for great parts of a project?  The fact is we are no strangers to the topic of favouritism because at some point of our careers at various workplaces there must have been cases of favouritism. 

The truth is there is a great practise of favouritism in every office however this is never discussed. There is also a severe impact of favouritism whether you are the victim or the one being treated you will feel the effects of it. A survey conducted by a university discovered that a number of senior business executives have seen favouritism in motion when it comes to employee promotions and incentives. 

Unfortunately, the exposure to favouritism leaves staff feeling demotivated, frustrated and annoyed at work due to the circumstances. People don’t want to feel like they are watching from the sidewalk they want to be involved and included and sadly being picked last or in some cases left out makes them feel like they have had enough. 

There are a number of negative consequences of favouritism. People will start resenting their co-workers, they will feel disconnected from teams and group tasks. It will also possible that only choosing to favour certain team members might result in overlooking growth opportunities in other staff members. We run the risk of not exploring their potential hence leaving them stuck in the same position without growth. 

At the same time we have to acknowledge that favouritism is actually human nature. It starts with liking something in someone and seeing it grow from there. But this is not healthy as this holds us back from seeing the different sides of other employees. What can we do to address the issues of favouritism? 

• If you are a victim of favouritism the first thing to do would be to speak out. But before you do that, conduct a self-evaluation to see if you are actually the victim. If you find that indeed you have the capabilities but you are overlooked then speak to managers and supervisors to see why this person seems to get the longer end of the stick and follow through with what can be done to change it. 

• Don’t corner your boss and demand that they acknowledge the feelings you have. Prepare for the conversation adequately and maintain notable points. Remember we are all adults so we shouldn’t sound like we are whining about something like pre-schoolers. 

• Even though you feel like a victim here continue to work hard. Never allow the favouritism to effect your hard work. Continue to work hard, be professional and meet deadlines to ensure that you achieve company goals. 

• Try not to be angry to the one being favoured. Sometimes they might not even know they are being favoured. 

• Stay calm and be positive. Don’t let this issue of favouritism be a reason why you become the person that sees the glass as half empty. 

• If you have tried everything and still haven’t had any joy then the next step would be to inform HR. By getting HR involved allows you to weigh in on the options available to sort out this issue. 

But what if you are the one being favoured. What are your steps to follow? 

• Start by speaking up. Talk to your boss. There are no upsides in favouritism. Usually, you are favoured but this leads to you advancing in positions you are not qualified for and as a result this means you won’t perform to company standards. This would also mean you are surrounded by people who will feel that you are only in a position because you were favoured. They won’t be supportive and won’t include you in their team. 

• Share the spotlight. If you find you are always in the spotlight, use it as a chance to rope in others who never get the chance. 

• Don’t feel like you have to accept the benefits of being the favourite. Yes, it is difficult to refuse but sometimes you need to take a step back to understand why you were given an assignment or promotion. Is it on merit or is it because you are a favourite?

Navigating through the favouritism in the office can be hard but we have to always remain professional. As much as it might seem like you are ratting out someone for being the favourite these steps have to be taken to ensure a healthy work environment. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET College. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

As we observe child protection week it is imperative that the spotlight be put on bullying.  Childhood bullying does have an effect on the adult life. Research has shown that constant bullying can lead to depression and anxiety as well as suicidal thoughts. 

We are not strangers to this thought. In recent years we have heard of cases of bullying that resulted in children taking their lives. Unfortunately, they did not get the help that they needed in time which results in a major toll on their mental health. 

Bullying today has escalated from what use to be name calling verbally and face to face, to harassment online. Most of our children are using social media platforms and sadly there are trolls present who create an unrealistic expectation of what life should be like. 

Infact cyber bullying is an entire topic that must be unpacked but with bullying in general we must identity the different types of bullying that are out there to know what it does for our kids. 

Children are bullied verbally or socially. The teasing, name calling, mocking, hitting and kicking and sexual comments or gestures are forms of bullying children have been exposed too. 

Whilst on the topic of bullying we can’t ignore how adults are also guilty of bullying children. Sometimes there is this one adult that will constantly pick on them, ridicule them, tear down their self-esteem and make them feel left out.  This type of bullying also happens in the home setting by a caregiver and sadly the implications on a child’s adult life is severe. 

Information online showcased how researchers shared information on a study that was conducted in 2014 by researchers at King’s College London in the UK that found that childhood bullying resulted in negative social, physical and mental health effects 40 years later. 

This tells us that if childhood bullying is not dealt with the effects are felt years later. The problem is that most victims of bullying don’t speak out. They carry around this baggage of unresolved trauma that seeps in and causes health issues in their adulthood.

As parents we must encourage our children to feel confident to come and talk to us about their emotions. We should also work on making our homes a safe space so our kids can feel comforted. 

This means we should also call out adults that bully and shame our children. This is not healthy and acceptable. If we want to make sure our children have a healthy mindset as an adult then we must address these issues as children. Picking on their weight, height and other physical features makes them feel insecure about themselves and we would see that they would not want to be around that adult anymore. 

As much as we say children should speak to us, we also need to look out for their behaviour. A child’s actions will give insight to what they are feeling. If they don’t want to meet a relative, stay cooped up in their room and refuse to engage these are signs of a bigger issue. 

We also need to address how adults who have been victims of bullying must deal with the after effects of it in adulthood. If you or your partner have experienced this then try to seek the help. This way you will better know how to handle a situation like this when your child speaks to you about it. 

It is important that we acknowledge that our children can indeed have these conditions of depression and anxiety. There is no set age. These underlying issues strikes when something bigger gnaws at their wellbeing. Do not ignore the signs. Speak to your child and understand their state of mind so that tomorrow they can be emotionally strong minded adults. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET College. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

Covid-19 has changed the way we do things. It has simplified the aspect of staying home. Whether you need to get vegetables, fast food, host an important meeting or even get your child to catch up with school work, it can all be done from the comfort of your home. The pandemic has allowed us to stay home but still remain connected. 

It has even made it possible for patients seeking mental health assistance to get help from their home. From scheduling your medication to even virtually speaking to your provider it is all possible for the patients benefit. 

There are also a number of support groups that have been made available to help people who are unable to cope with the social distancing to the anxiety of contracting the virus. This new age of no longer needing to sit in a therapy chair and pour out your trouble has been received well by patients. 

Infact studies show that most people are very comfortable with the idea of not needing to leave their home to seek help. In the United States more than half of the patients say the pandemic has changed the way they speak to their doctor. And most of them have also said they would switch to a different provider if the current one did not offer telehealth appointments.

In South Africa this has also become the new way of seeking help. Many helplines have already been setup to assist people who need the mental health support online. 

But the real question is where does it leave real life support?

There are still a number of people that feel they are more comfortable seeking help in person.  This means that while many have adopted to the online portal there are still those who need face-to-face contact. 

Let us look at some of the benefits of online treatment versus face-to-face treatment. 

• Online: Using this platform allows you to seek help without leaving your home. This means those that are dealing with issues of anxiety and agoraphobia would prefer this method of therapy. 

• Face-to-face: This has been the way of treatment for a long time and for many this what they are familiar with. 

• Online: Proves as the way forward for people with physical disabilities as well as those that are located in remote areas. This way they can still be in contact with their health care provider regardless of where they are at the time. 

• Face-to-face: Therapist are able to engage all senses. By having a patient physically infront of you in a session you would be able to read their body language and reaction. It also helps patients take in the atmosphere and treatment. 

• Online: This might be disrupted if you share an apartment or home with multiple people. One might not be able to find a quite space to engage with the therapist during the session. 

• Face-to-face: A therapy session might be the only safe place for a patient. This means that they would only find comfort and escapism in the confines of the offices of this trusted person. For someone like this online would be a major adjustment. 

The differences might not mean that there needs to an adjustment in the way therapy is conducted. However, what it does open us up to is the possibility of having an alternative medium to seek help. 

This might have been practised on a small scale pre-covid but now that the accessibility to mental health care is constant there is a good chance more and more people would be on board to seek help. 

As we continue to accept the new form of living let us be open to these possibilities and encourage a living that is both holistic and convenient. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET College. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

The World Health Organisation has recently released information highlighting how long working hours are the cause of premature death. The New York times wrote that the study estimated that working more than 55 hours a week in a paid job resulted in 745,000 deaths in 2016, that is up 590,000 in 2000. The study further showed that around 398,000 of those deaths in 2016 were a result of people having a stroke and 347,000 was due to heart disease.

In South Africa the Basic Condition of Employment Act states that the maximum normal working time allowed is 45 hours a week. That equates to 9 hours a day. This does not mean that an employee must work 45 hours, it serves as a guideline as a contractual agreement with an employer could allow an employee to work 40 hours a week. The act just indicates an employee should not exceed 45 hours a week. 

However, it seems that most employees are working past the required time. There could be a variety of reasons as to why this is the case. Since Covid-19 employees have had to work harder. With many experiencing short time and for some normal time but with a salary cut. This means that any opportunity to work overtime is seen as an opportunity to make extra money. 

At the same time, employees have been working from home. Working from home does have its benefits but it has also proven to be more stressful with people working outside the 9-hour time frame. The stress of meeting deadlines, the anxiety of ensuring requirements of a task are filled and the fear that jobs are unstable have people putting much more time in their work. 

The stress at work not just affects an individual but it also trickles through to their home. We are no strangers to family members accepting work calls during dinners, working on weekends and even zoom meetings during family time. The demand to be present at work has made being absent in the home front a normal thing. But this should not be the case. Work stress needs to be managed. It should not be the reason why your home becomes a second office.  

What can be done to minimise work stress? 

We should start prioritising tasks. Once we prioritise the importance of tasks, we would be able to deal with the most important things first and then set aside time to address matters that are not as urgent. 

If the work load is becoming too much, feel confident to ask for help. A lot of times we find people biting of more than they can chew and this results in poor work quality. Asking for help should be normalised. Do not feel intimidated or insecure to ask for help. 

At the same time if we feel we are unable to do a task we should be able to admit it. The ability to admit I am not capable of doing this will result in you perhaps getting training on how to complete this. 

We know that the customer is always right. This means that no matter how difficult the customer, you should ensure they leave happy. Since Covid-19 companies can’t afford to have bad service. The need for excellent service does put pressure on staff. It is important to prioritise good customer service. Reduce pressure on yourself by ensuring the same service delivery with all customers. Keep your stress levels at bay by being upfront and honest with clients when you can’t deliver. 

Working from home has its stress. In a conventional day you start at a specific time and knock off at a specific time. The same must apply with working from home. Don’t allow yourself to be busy after supper time with work emails. As you would clock in at a certain time of the day and clock out at work, do the same at home. This reduces work stress and it allows you to function more holistically without feeling work pressure at home. 

Deadlines are important. Ensure you meet those on time. Don’t leave things to the last minute. Work according to a schedule which covers the deadlines and prevents you from cramming work in at the last minute. Remember never compromise on work quality. 

At the end of it all, stress in inevitable. No matter how cool and calm a person is, stress of work always creeps up unexpectedly. Make time to focus on an activity that will allow you to destress. Take up a hobby or exercise that will shift focus from deadlines and meetings to your personal wellbeing. 

Sometimes the pressure and anxiety at work leaves you feeling deflated. Prevent the dip in your health and seek professional help when you need to. Your company can find a replacement for you but your family can’t. 

Devan Moonsamy runs the ICHAF Training Institute, and he is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

ICHAF offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 | Email: devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za  |  www.devan-moonsamy.com

Devan Moonsamy 

Over the years sexuality has been a taboo topic in the workplace. However, there has been growth in the LGBQTI community as more support has been made available. Coming out often meant dealing with social exclusion yet these days there is a sense of assurances rendered when one shares their journey. 

As much as there is a positive stride in the direction of moving forward there is always closed mindedness that claws us back. In some workplaces it is still a challenge to look beyond someone’s sexuality. This often becomes a topic of discussion at the water cooler and most times it is a hot gossip topic at the canteen. 

It becomes almost necessary to ask why someone’s sexuality should be a topic of discussion. The sexual orientation of staff members and colleagues does not need to be discussed. There is no compulsion to reveal this yet there is still mockery and ridicule when the information surfaces. 

Be it the whispers and the sniggering behind someone’s back or the snarky comments there should be no room for discrimination of this nature. It is frustrating when colleagues think it is ok to assume a male who is gay will not be able to do a job that a straight man would do. 

Likewise, it is also disappointing when statements are made towards a female based on her sexuality indicating she would be able to do something labour intensive due to her role in her relationship being masculine. 

This small mindedness needs to end. 

How long will we continue to differentiate between the different groups based on their sexuality? Why is this always something that needs to be determined before we establish how a task can be completed? 

Over the years gender roles have been carved out resulting in the unnecessary insistence on how tasks must be completed. This is both unconventional and prevents us from progressing. The issue of sexuality does come back to different gender roles. It makes us aware that society has a mould of how men and woman ought to be. And if you are different from their version then you are irrelevant. 

How should we address discrimination in the workplace towards someone’s sexuality? 

Firstly, there should be a zero tolerance to discrimination of someone’s sexuality. This should be included in the code conduct. Staff members must be made aware that no form of bullying and harassment of this nature will be tolerated. 

Including the point of sexuality in the code of conduct will highlight to employees that the company has a policy that prevents exclusion of employees based on their sexuality. 

When handling issues raised about harassment based on someone’s sexual orientation HR must do so with discretion and sensitivity. Perhaps look at sending HR personnel on courses and training to enhance the emotional intelligence skills which will enable them to handle these matters appropriately. 

Management are sometimes the route of the mockery. Educating and upskilling managers who might be old school in their thinking will allow staff members to seek trust from authoritative figures. This will not make them feel deflated when they need to raise concerns. 

Steps must be taken to educate staff about the LGBTQI community. If we address discrimination in the workplace it will provide a working environment that is progressive and unbiased. 

Devan Moonsamy runs the ICHAF Training Institute, and he is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

ICHAF offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 | Email: devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za  |  www.devan-moonsamy.com