The importance of creating the right workplace culture

Whether it is inappropriate sexual behaviour, racist jokes or offensive banter in a workplace, the excuse ‘well everyone does it’ should never be acceptable.

Such behaviour should not be overlooked or ever accepted as the norm, or as part of any culture in any working environment.

A bad workplace culture poses significant dangers and legal risks to any employer and it affects employee satisfaction, productivity and overall success.

Recognising and addressing issues within such a setting is crucial for creating a positive and healthy work environment.

A toxic workplace is one in which abusive behaviours are almost normalised. It is both about how people behave badly and how others are affected.

Some common trends that can be found in a toxic workplace are bad management, no organisational support, poor working relationships, destructive cliques and a lack of job security.

This type of culture in the workplace exposes employees to serious psychological hazards. It can have wide ranging, dangerous and damaging consequences in that it can also impact on physical health, burnout and lead to poor productivity and attendance.

In any harmful working environment if you look for the source of the problem, you will often find poor management whose bad habits are contagious and have trickled down.

Employers of all sizes should aim to create a safe and healthy work environment that promotes, respect, inclusivity, and open communication.

Organisations should take proactive steps to address toxic behaviours and to create a positive workplace culture.

In recent times there has been an overdue focus on alleged inappropriate behaviour at work, leading to the exposure of several high-profile cases of noxious company culture.

Last week the fast food giant McDonald’s was in the spotlight when it was reported that a number of workers have made allegations, which include claims of sexual assault, harassment, racism and bullying[1 cited 13.11.23]

The BBC said it had been approached by more than 160 people with allegations. This was after the broadcaster launched an investigation in July, and it being told that workers, some as young as 17, are being groped and harassed almost routinely.

Following news of the investigation, the Equality and Human Rights Commission (EHRC) said it was ‘concerned’ by the findings. It launched an email hotline for anyone concerned about incidents of harassment in McDonald's[ 2 cited 13.11.23]

In a statement released at the time the EHRC said McDonald’s had made a number of legally binding commitments that will be monitored, including:

• Conducting an anonymous survey of workers about workplace safety.

• Enhancing policies and procedures to prevent sexual harassment and improve responses to complaints.

• Delivering anti-harassment training for employees

• Introducing specific training and materials to help managers identify areas of risk within their restaurants and take steps to prevent sexual harassment

• Supporting the take up of policy and training materials by franchisees within their independent organisations to support reporting of sexual harassment

• Monitoring progress towards a safe, respectful and inclusive working environment

The UK boss of McDonald’s is to face questions from MPs in relation to the claims of abuse and harassment at the fast food chain[3 cited 13.11.23]

The Business & Trade Committee has summoned Alistair Macrow for questioning on 14 November after the additional allegations of staff mistreatment emerged.

Of course McDonald’s is not the only prominent employer to face negative headlines about the culture within its working environments.

According to a report by Dame Louise Casey, commissioned by the Metropolitan Police after the abduction, rape, and murder of Sarah Everard, the force was found to be institutionally racist, misogynistic, and homophobic[4 cited 13.11.23]

The report also found that a ‘culture of denial’ had allowed predators to flourish in the Metropolitan Police. It revealed disturbing stories of sexual assaults, usually covered up or downplayed, with 12 per cent of women in the Met saying they had been harassed or attacked at work, and one-third experiencing sexism.

The report found a bullying culture, frontline officers demoralised and feeling let down by their leaders, and discrimination ‘baked into the system’.

It also revealed that one Muslim officer had bacon stuffed in his boots, a Sikh officer had his beard cut, minority ethnic officers were much more likely to be disciplined or leave, and Britain’s biggest force remains disproportionately white, in a capital that is increasingly diverse.

Workplace culture is the shared values, beliefs, attitudes, and practices which shape the behaviour of individuals and groups within an organisation. It is essentially the personality of any workplace.

That culture encompasses traditions, customs, working relationships, the general atmosphere, how employees interact with each other, their level of engagement, the organisation's values and the overall work environment.

It is fundamental in any workplace and plays a critical role in how employees believe they can conduct themselves, and it is influential in many aspects of an organisation.

In the modern workplace creating a positive and inclusive culture can reap rewards in terms of success for both employee and the employer. 

Workplace culture is established through a combination of formal and informal elements that influence behaviour, attitudes and interactions. It can often evolve organically, but leadership will always play a vital role in shaping and reinforcing the culture.

Three of the key strategies that can be implemented to help an employer to cultivate the right workplace culture include:

• Effective leadership is a cornerstone of a positive workplace culture. An employer should lead by example and demonstrate the values and behaviours it wishes to see in its employees. This should include dealing with serious complaints of wrongdoing in a prompt and transparent manner, being approachable and demonstrating integrity.

• Embracing diversity and inclusion, which is the foundation upon which the right type of workplace ethos can be built. Promoting an environment in which employees from diverse backgrounds feel valued and included sets the right tone.

• Open communication is essential to a positive workplace culture. Establishing effective communication channels can help to facilitate positive dialogue between staff and management. Regular team meetings, feedback sessions, and open-door policies help to empower employees to voice their opinions and share concerns, making sure everyone feels heard and valued.

A positive workplace culture can have numerous benefits for all parties:

• It can lead to employees feeling fulfilled, and an environment in which workers feel valued, supported and appreciated, which in turn can increase their job satisfaction.

• The disruption and instability that can be caused by a high turnover of staff can be avoided by creating an environment where employees feel a strong sense of belonging and purpose.

• It is the type of setting in which staff are much more likely to be motivated and engaged, and as a knock-on effect productive and performing at their best.

• Employer reviews can be influential, and an organisation with a positive workplace culture and good online appraisals can be attractive to top talent. Reviews can provide valuable insights into a company’s culture, management style and work environment.

• Other benefits can be that creativity and innovation is encouraged; the well-being of staff is considered a priority; there is open communication, trust, and collaboration between colleagues; happy and engaged workers are more likely to provide excellent customer service; and a positive workplace culture is also more likely to retain employees who are loyal and committed to a business.

A good workplace culture has a wide range of benefits that positively impact both employees and the business.

It creates a positive and supportive environment in which to work and one which fosters engagement, innovation and well-being that can inevitably contribute to the overall success and sustainability of any organisation.