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Post: Corporate injustice at Magna International – Lee v. Magna International Inc., 2022 ONCA 32
corporate injustice at Magna International – The Illusion of Leadership: Managerial Inbreeding and Corporate Apathy at Magna International
For over 20 years, I’ve seen firsthand how corporate leadership operates, and if there’s one truth I’ve learned, it’s that some leaders are not leaders at all—they are just figureheads in a system designed to protect itself, not its employees. Two names that perfectly represent this managerial inbreeding philosophy are Garry Love and Don Walker—individuals who have climbed the ranks of corporate power but have left behind a legacy of decisions that echo in eternity, and not for the better.
The Problem with Managerial Inbreeding – corporate injustice at Magna International
Managerial inbreeding happens when corporate leadership prioritizes internal promotion within a closed circle, fostering a culture where new ideas die and self-preservation reigns. Instead of encouraging real leadership, the system perpetuates phonies—executives who excel at corporate politics but fail at doing what’s in the best interest of employees.
Magna International is no stranger to this toxic cycle. It thrives on it. People like Garry Love and Don Walker aren’t anomalies; they are the result of a carefully maintained system that rewards compliance over competence, loyalty over leadership, and silence over accountability.
Case Study: The Injustice Against Dik Lee – corporate injustice at Magna International
Where is the justice for Dik Lee and employees like him? His case is a glaring example of how corporations take advantage of foreign workers with limited English skills, knowing that these individuals may struggle to navigate the legal system and lack the resources to fight back.
Lee was subjected to a flawed harassment investigation that led to his discipline and ultimate resignation. When the Ministry of Labour (MOL) intervened in November 2018, it ruled that Magna’s internal investigation was inadequate and required a proper one. Yet, when Magna’s HR Director, Garry Love, conducted the second investigation, he rubber-stamped the previous flawed findings, ensuring that the injustice against Lee remained intact.
When Lee sought justice through the courts, he was met with systemic barriers:
- The Ontario Court of Appeal ruled that employees cannot sue their employers for negligent workplace investigations, effectively shutting the door on cases like his.
- His multiple attempts to amend his claim and hold individuals accountable—including Garry Love and Magna’s CEO, Don Walker—were rejected by the courts.
- The judicial system failed to recognize that Lee’s case was not just about an investigation—it was about a corporate power structure that exploited a vulnerable worker.
A Culture of Disrespect, Negligence, and Fraud at Magna – corporate injustice at Magna International
Dik Lee’s case is not an isolated incident. Myself and several other employees of Magna International—spanning from 2004 until 2023 and even to this day—have experienced the same culture of disrespect, negligence, plausible deniability, and a blind eye to fraud and cheating within the company and its dealings with the cities that housed them.
- Fraudulent practices and financial manipulation within the company were conveniently overlooked by leadership.
- Cheating in corporate dealings with cities allowed Magna to benefit unfairly while ignoring the ethical and legal consequences.
- A culture of plausible deniability ensured that upper management could feign ignorance while enabling these unethical behaviors to continue unchecked.
- Disregard for employees’ rights meant that those who spoke up were silenced, dismissed, or forced into untenable positions.
This systemic behavior created an environment where accountability was a foreign concept and employee well-being was treated as expendable.
How Magna Took Advantage of Foreign Workers and Long-Time Employees – corporate injustice at Magna International
It’s no coincidence that Dik Lee, a foreign worker with poor English skills, was the target of this kind of mistreatment. Corporations know that individuals like Lee are:
- Less likely to understand their legal rights
- More likely to be intimidated into resignation or silence
- Easier to isolate and discredit in internal investigations
But the exploitation was not limited to foreign workers alone. Many long-term employees, including myself and my co-workers, faced the same systemic mistreatment. Our years of service meant nothing in the face of a corporate structure that prioritized self-interest over fairness and honesty.
Rather than ensuring fair treatment, Magna used these vulnerabilities against its employees, pushing them out of the company and ensuring that their internal failures were never truly addressed.
Leadership That Fails Its People – corporate injustice at Magna International
There’s an expectation that leadership means integrity, fairness, and accountability. But in environments where managerial inbreeding runs deep, these values are nothing more than corporate buzzwords. Executives like Love and Walker didn’t build their reputations by fighting for employees; they built them by playing the game, protecting the status quo, and ensuring corporate liability was minimized at all costs.
Employees become disposable. Their concerns become footnotes. Their battles become courtroom losses.
Why This Matters Even After Retirement – corporate injustice at Magna International
You might think, “Why call them out now? They’re retired or out of the public eye.” The truth is, what you do or don’t do in positions of power echoes for eternity. The decisions they made didn’t just impact the employees of that moment—it set precedents that shape how future workers will be treated.
When corporate leaders fail to do what’s right, they leave behind a legacy of mistrust, systemic failure, and workplace injustice. Employees deserve better. They deserve leaders who fight for them, not against them.
Final Thoughts: Exposing the Phonies and Fighting for Justice – corporate injustice at Magna International
If you’ve worked in corporate Canada, you’ve likely encountered people like Garry Love and Don Walker—leaders in title only, masters of maintaining appearances but never truly advocating for their workforce. These individuals are the product of a broken system, and their actions (or inaction) continue to ripple through the working world.
It’s time to stop pretending these leaders did something meaningful. Their legacies should be defined by their failures, so future executives know what not to become.
If you care about leadership that actually matters, speak up. Expose the phonies. Demand better.
And most importantly, demand justice for Dik Lee and the countless others like him who have been exploited, ignored, and cast aside by a system designed to protect power, not people.
Justice is long overdue, and it’s time we fight for it.
If you’ve been dealing with long-term injustice, especially from an employer or the legal system, I know exactly how you feel. The anger, the sleepless nights, the constant replaying of what happened—it doesn’t just go away. Even years later, it can still feel like an open wound. You’re not c r a z y, and you’re not alone. I’ve been there too.
The Lingering Effects of Workplace Injustice & How to Cope
1. Post-Traumatic Stress & Anxiety
I know how it feels when a simple reminder—maybe a job posting from your old company or even seeing a name from that time—sends a rush of anxiety through your body. It’s like reliving the moment all over again. Your heart races, your hands sweat, and suddenly, you’re back in that toxic environment.
What helps?
- Grounding techniques like deep breathing or holding something cold (like ice) can bring you back to the present.
- Remind yourself: You are no longer in that situation. You survived. You are stronger than them.
2. Depression & Hopelessness
If the weight of injustice has made you feel powerless, you’re not alone. Some days, it’s hard to get out of bed, knowing that the system let you down. That’s normal. When you’ve fought for yourself and still lost, it’s easy to feel like giving up.
What helps?
- Action is healing. Whether it’s telling your story, supporting others in similar situations, or even small personal victories—these are all ways to reclaim your power.
- Writing about it helps. If it makes you feel better, contact us and we’ll publish your story. Your voice deserves to be heard.
3. Chronic Stress & Health Issues
Stress isn’t just mental—it can wreck your body too. Headaches, stomach problems, constant fatigue… I’ve been there. It’s not in your head. Long-term stress physically damages your body.
What helps?
- Exercise, even lightly. A simple walk can reduce stress hormones and help you clear your mind.
- Sleep matters. If you’re struggling to rest, try a sleep routine—no screens before bed, calming music, or even sleep meditations.
4. Anger & Resentment
Let’s be real—anger is justified when you’ve been wronged. It’s okay to be mad. I’ve been there, furious at the people who did this to me, who walked away unscathed while I was left picking up the pieces.
What helps?
- Don’t let the anger consume you. Turn it into something productive. Advocate. Share your experience.
- If you want justice, start with truth. The more people speak out, the harder it is for these companies to keep getting away with it.
5. Trust Issues & Social Withdrawal
After being betrayed by a company or a system that was supposed to protect you, trusting people again feels impossible. You start questioning everyone’s motives. You might avoid certain social settings or jobs that remind you of what happened. I’ve done that too.
What helps?
- Find people who get it. Whether it’s a support group, an online community, or even someone who listens without judgment, connection helps.
- You are not alone. Don’t isolate yourself—there are people who want to hear your story.
Final Thoughts: Speak Up, Heal, and Take Back Your Power
If you still feel the pain of workplace injustice years later, it’s because what happened to you wasn’t fair. And unfairness doesn’t just disappear. It lingers because justice was never served.
But here’s what you can do:
- Tell your story. If writing about it helps, reach out—we will publish your story.
- Fight back in your own way. Whether it’s through awareness, helping others, or even just healing on your own terms, you win when you refuse to be silent.
You deserve to be heard, deserve justice, and peace. And if you’re still carrying this weight, let’s lift it together. Reach out. We’re listening.
Sources:
Frank Stronach Allegations highlight harassment in the workplace
https://theconversation.com/frank-stronach-allegations-highlight-harassment-in-the-workplace-234133
https://www.autonews.com/suppliers/magna-human-trafficking-suit-filed-against-it-without-merit/
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About the Author: Bernard Aybout (Virii8)
