IWIM’s Post

It’s been 2 years since we released the Everyday Respect Report and today we've released the findings from an independent Progress Review on our work to deliver sustained workplace cultural change across our global operations.     We can see that change is happening and we're making progress.    However, there are serious challenges we must continue to address. People are still experiencing behaviours and attitudes in our company that are unacceptable and harmful. And we're troubled by this.     Thank you to all of our team members, past and present, who have shown the courage to speak up.     Read the executive summary from the report below 👇.     A full copy of the report is here: https://lnkd.in/g5_eYYCC   #EverydayRespect #WorkplaceCulture  

To truly foster an inclusive environment, organizations must prioritize something even more foundational: Psychological Safety. When team members feel safe to express their unique perspectives, identities, and ideas without fear of judgment or exclusion, the entire team benefits! Psychological safety is not about creating a risk-free environment where anything goes. Instead, it’s about balancing the freedom to innovate with accountability and performance standards. Teams that master this balance are not only psychologically safe but also high-performing. 📰 More Tips in our Article: "Strategies for Building Psychological Safety with Inclusion in Mind" https://lnkd.in/deWg5Y77 #psychologicalsafety #DEI #inclusion #teambuilding #diversity #organizationaldevelopment #thrivingatwork #workplacebalance

🌟 Let's Discuss Workplace Dignity 🌟 🚫 It's time to shatter the silence and talk about something crucial: the importance of dignity in the workplace. 🚫 Too often, we witness talented individuals succumbing to environments where their value is diminished, where they're treated merely as cogs in a machine. This is unacceptable. We must reject any notion that tolerates or promotes such treatment. 👉 Why should we refuse to accept this? 1. Human Dignity Matters: Every individual, regardless of their role, deserves to be treated with respect and dignity. We're not just employees; we're human beings with rights and worth beyond our job descriptions. 2. Productivity & Innovation Thrive in Respectful Environments: Studies consistently show that workplaces fostering respect and dignity see higher levels of productivity, innovation, and employee satisfaction. When people feel valued, they're motivated to give their best. 3. It's Not Just "Business as Usual": Let's dispel the myth that degrading treatment is an unavoidable aspect of work. It's not. It's a choice made by leaders who prioritize short-term gains over long-term sustainability and ethical conduct. 👉 What can we do about it? 1. Speak Up: Silence only perpetuates the status quo. If you witness or experience disrespectful behavior, don't hesitate to address it. Your voice matters. 2. Hold Leadership Accountable: Leaders who claim to champion values like integrity and fairness while fostering environments of exploitation must be held accountable. It's not enough to preach; actions must align with words. 3. Support Each Other: Solidarity among colleagues is powerful. Stand up for one another, advocate for fair treatment, and create a culture where everyone feels empowered to demand respect. Let's remember: we spend a significant portion of our lives at work. It's not just about earning a paycheck; it's about dignity, fulfillment, and a sense of purpose. Together, let's create workplaces where everyone can thrive. #WorkplaceDignity #RespectAtWork #EthicalLeadership #HumanRights #EmployeeEmpowerment

In a recent neurodiversity seminar, a colleague raised an intriguing concern: "How do I know if someone's lying about their disability? Shouldn't I ask for proof? Do I trust what they say?" As a facilitator and mediator, I've learned to pay attention to nuance. What struck me was the word "trust." If your managers' default assumption is that employees are trying to game the system (Theory X), you likely have a bigger issue: a culture of distrust. Requiring formal proof for accommodations and sick days, and other personal/self-care events might just signal a lack of trust. Trusting your employees is the first step to gaining their trust in return. Studies show that a high-trust workplace boosts productivity, engagement, and overall well-being. For example, a study by Paul J. Zak in *Harvard Business Review* found that employees in high-trust organizations report 74% less stress, 106% more energy at work, and 50% higher productivity (Zak, 2017). Consider surveying HR and your managers with this question: "Why do we require proof for accommodations?" The responses could reveal underlying issues in your organizational culture. Giving someone your trust is the first step to you gaining theirs. What are your thoughts? Have you experienced similar challenges in your organization? Share your experiences in the comments! #Leadership #WorkplaceCulture #Trust #Neurodiversity #HR --- McGregor, D. (1960). The Human Side of Enterprise. New York: McGraw-Hill. Zak, P. J. (2017). The Neuroscience of Trust. *Harvard Business Review*.

https://lnkd.in/eqRJh2zT. W. Edwards Deming, a forward-thinking American who helped engineer the Japanese economic miracle and was the father of the continuous quality improvement philosophy, wrote that 94% of issues in the workplace are systemic. Only 6% are attributable to individual-level, idiosyncratic factors. Improvements, therefore, should also focus on systems — not individuals. Recent research supports Deming’s thinking. Systemic factors embedded in organizational cultures and processes are the primary cause of critical workplace issues — for example, leaders failing to execute strategy within organizations, threats to employee mental health and well-being, and a lack of belonging and inclusion.

🌟 The Power of Culture in ABA Organizations 🌟 In the ABA industry, culture is more than just a buzzword—it’s the foundation that shapes our work environment, guides our values, and drives our impact on the lives of those we serve. A positive and supportive culture can make a huge difference in employee retention and organizational performance. When team members feel valued, respected, and aligned with the organization’s mission, they are more engaged, motivated, and committed to delivering high-quality care. This not only improves staff retention but also enhances the consistency and effectiveness of services provided to clients and their families. Building a strong culture means: ✅ Fostering Open Communication: Encouraging feedback and collaboration at all levels creates a sense of belonging and shared purpose. ✅ Promoting Professional Development: Investing in training and growth opportunities shows employees that their future is valued. ✅ Prioritizing Well-being: Supporting work-life balance and mental health initiatives helps staff feel supported and appreciated. A thriving culture is the cornerstone of a successful ABA organization. It empowers employees to perform at their best, leading to better outcomes for our clients and a stronger, more resilient team. Let’s continue to cultivate a culture where every voice is heard, and every member is empowered to make a difference! 💪 #ABACulture #EmployeeRetention #OrganizationalSuccess #AutismSupport #ABACommunity #ABABusiness

The Pitfalls of Favoritism at Work Favoritism breeds an unhealthy workplace culture of resentment, mistrust, and demotivation. When employees witness preferential treatment based on personal relationships rather than merit, it erodes morale, stifles collaboration, and discourages diverse talent. This insidious practice undermines principles of fairness and meritocracy. It raises questions about the integrity of decisions and can hamper innovation through a lack of open communication. Favoritism also jeopardizes inclusion efforts by sending a message that factors beyond skills determine success. To uphold professionalism, organizations must implement robust policies ensuring transparent, ethical decision-making processes. Eradicating favoritism is key to fostering workplaces defined by integrity, where talent and hard work are duly rewarded. Let's commit to meritocratic environments free from the toxic effects of favoritism. Fair treatment is essential for engaged, innovative, and inclusive teams. #WorkplaceBias #Meritocracy #ProfessionalEthics #EmployeeEngagement #InclusiveLeadership #ModernWorkforce

I believe in the power of psychological safety, feeling confident to express myself, share ideas, passions, and solutions without fear of retaliation or judgment. To foster an environment where people can freely express themselves, they must feel safe in their workplace, trust the people they interact with, and have confidence in their leaders. Research shows that psychological safety plays an important role in driving innovation, particularly for marginalized groups, allowing them to embrace their true identities and contribute to better work outcomes. By nurturing psychological safety, we not only encourage innovative thinking and risk-taking, but we also create an inclusive environment where people feel a sense of belonging. Psychological safety goes far beyond the workplace. As I continue my studies on psychological safety, I’d love to hear from you: How do you encourage psychological safety within your teams, peers, communities, and even with family and friends? #Psychologicalsafety #Innovation #Inclusion #DiversityAndInclusion #Belonging #Leadership #WorkplaceCulture #TrustAndSafety #EmployeeEngagement #AuthenticLeadership #TeamDevelopment #MentalHealth #WorkplaceWellbeing #ChangeManagement #Empowerment #LGBTQInclusion #Evolvingwithben Evolving With Ben Consulting

🚨 Toxic Culture Alert: The Dangers of Nepotism in the Workplace 🚨 In a healthy work environment, accountability and fairness are cornerstones of success. Unfortunately, toxic cultures fueled by nepotism can erode these principles, creating a detrimental atmosphere for everyone involved. Imagine this: A employers child engages in illegal activities without facing any consequences. Meanwhile, another family member holds a key HR position, effectively shielding the family from any accountability. This not only undermines the integrity of the organisation but also demoralises employees who witness these double standards. Such practices breed resentment, reduce morale, and stifle productivity. Talented employees may leave, and the company's reputation can suffer irreparable damage. It's essential for organisations to foster transparency, uphold ethical standards, and ensure that all employees are held to the same rules, regardless of their relationships. Let's commit to building fair, inclusive workplaces where meritocracy prevails and everyone has an equal opportunity to thrive. 🌟 #WorkplaceCulture #Nepotism #EthicsInBusiness #FairWorkplace #LeadershipMatters Your thoughts? Share your experiences and ideas below. ⬇️

Employees are x10 times more likely to leave their jobs because of a toxic work culture than because of compensation. Let that sink in for a moment - 10 time more likely! We've all heard the famous quote from Peter Drucker that 'Culture eats strategy for breakfast' but this research just reinforces the commercial value of investing in your company culture. But before you invest, be sure that you're investing in the right things and that you've undertaken a culture assessment to know which elements need the greatest investment Read more: https://buff.ly/3RV92PL #toxicworkplace #culture #diversity #inclusion #DEI