With movements like #MeToo and #TimesUp, there has been a heightened awareness around all forms of harassment and discrimination in the workplace across all industries. As a leader, it’s important to look internally and take a critical eye to the policies, procedures and workplace culture to ensure all employees feel safe and empowered to speak up. The articles below outline how to build a positive and inclusive workplace culture and how the employee experience impacts your bottom line.
A respectful workplace brings enormous benefits to organizations. Employees who say they feel respected are more satisfied with their jobs and are more grateful for – and loyal to – their companies. Read on the two types of respect employees value, owed respect and earned respect, and how to develop a workplace culture around that.
Great leaders understand that they are not managing human resources but conferring value and meaning to human beings. A culture that encourages and rewards people for connecting to that value and meaning will, by its very nature, promote responsible use of internal power while weeding out abusive use of external power. Read how fostering a mindset that encourages universal respect for all people, inside and outside of the organization, will both impact lives and improve the bottom line.
Executives and corporate boards can and should play an active role in ensuring conditions which could give rise to sexual harassment are eliminated and that processes are in place to respond quickly if a situation does arise. Being prepared and proactive is key. Read suggestions to reduce your organization’s risk written by a team of Canadian business lawyers.
Studies have shown that companies with more women in upper leadership make more money, improve decision-making processes and respond better under competitive pressure. Read how to stay ahead of the curve in the marketplace and attract top candidates by advancing gender parity in the workplace.
What makes a great leader? Management theorist Simon Sinek suggests, it’s someone who makes their employees feel secure, who draws staffers into a circle of trust. But creating trust and safety — especially in an uneven economy — means taking on big responsibility.
An atmosphere of trust is a better predictor of success than individual performance measures of team members. Read how an organization that values psychological health and well-being not only rates high in psychosocial safety but also profits by minimizing employee absence, illness, and wasted time.