Respect @ Work: the foundation of safe and inclusive cultures
Whilst we’ve long recognised the importance of diverse teams to create innovation, the role inclusion plays, however, has been less well understood.
The dynamics of high performance teams have long been something of a mystery. In more recent times, however, micro-technology has thrown a light on the micro-mechanics of high performance teams focussed on innovation.(1)
In an effort to simplify the complexity of these micro-mechanics, the diagram below articulates the key elements of higher performing teams and lower performing teams.
The difference between the 2 is several fold:
1. The diversity of the ‘brains trust’; portrayed by the different coloured brains in the diagram above, represents their different identities, skills, experiences, education, knowledge etc…. A quick comparison of the 2 teams, highlights their significantly different potential for creative ideas.
2. The strength and frequency of the communication links (‘webs’) between team members, directly impacts the amount of information shared and relative influence different team members have in the decision making process.
o This is actually a graphic representation of what inclusion (or exclusion) looks like in a team. ie. there are weaker links and gaps in the communication ‘web’, between some team members.
The Role of Diversity vs. Inclusion in Teams
What do you notice about the diversity vs. homogeneity of views and voices in the 2 teams?
Whose views and voices are being heard?
Whose are being amplified, diminished or silenced?
What impact might that have on discussions and decisions in the teams?
What do you notice about the consistency and strength of communication and connection links (‘webs’) between the teams?
Who is being included?
Who is being excluded?
What impact might that have on coordination and collaboration in this team?
The Impact of Respect
The views and voices that are amplified, diminished or silenced, is based on the degree of respect they are afforded by other team members.
Respect is the 1st critical dimension of inclusion,(2) and 17.9x stronger than other typical dimensions in predicting how people rate their organisation’s culture.(3) Feeling disrespected at work has the largest negative impact on a team member’s overall rating of their corporate culture, and it has an even slightly stronger negative impact on culture, than when an employee comes right out and describes their culture as toxic.(3)
Another significant predictor of culture is how team members’ speak about people from under-represented groups eg. women, gender non-binary, cultural minorities, people with disabilities etc…(3) Hence, it is the voices and views of under-represented groups which are most likely to be diminished, reducing the team’s ability to perform and innovative.(4)
Several reports in recent years, including the Australian Government’s Pathway to Diversity in STEM, have confirmed it isn’t just women who experience high rates of disrespect at work. Minority groups often find their knowledge, skills and experience are devalued, and they are more likely to be ignored and excluded, and at higher risk of bullying, harassment and discrimination.(2, 5, 6) Concerningly, 59% of our First Nations’ peoples, have experienced a lack of safety at work since The Referendum.(2)
The Value of Inclusion
Research consistently shows that inclusive, respectful organizations and teams perform better, are more creative and innovative, and see increases in sales.
Moreover, employees are more engaged, have a greater sense of belonging, and feel valued; are more likely to share resources, perform at a higher level and less likely to quit. (9)
The continuum below outlines both the cost of disrespect, and the value of inclusion, in teams, organisations and industries.
Low Respect: $2.6B in lost productivity and between 25% and 39% of people impacted at a cost of $5K each (7)
Neutral Respect: a host of passive aggressive behaviours negatively impacting customers, staff engagement, productivity and retention.(8)
High Respect & Inclusion: creates industry leading performance through innovation, risk reduction and human wellbeing and belonging.(9, 2)
Belonging: +167% employer promoter score; +56% job performance; -50% job turnover; -75% sick leave and magnified impact for under-represented talent (10)
Given the dividends associated with diverse, safe and inclusive workplaces, we shouldn’t be surprised by Australia’s recent legislative reforms, designed to increase productivity and wellbeing in the workplace, for more people, more of the time.
Operationalising the New Legislative Environment
The various legislative updates now require organisations to take proactive steps to protect their people from physically, psychosocially and culturally unsafe workplaces.
With significant direct and opportunity costs annually, organisations ignoring their obligations are not just running significant risks to their reputation and bottom line, they are also missing out on the opportunity associated with the value of safe, respectful and inclusive cultures.
If you would like assistance benchmarking your organisation’s culture, or doing an audit of your current legislative compliance, please reach out to our team.
Now is a good time to ensure your leaders and team members understand not just their minimum legal responsibilities, but also the literal handful of behaviours which are the lifeblood of innovation.
At I LEAD Consulting we’re on a mission to simplify Diversity and Inclusion for Leaders and Teams.
PRACTICE INCLUSION | EMBRACE DIVERSITY | ACTIVATE ALLIES
References: 1. MIT 2. Diversity Council Australia; 3. Sull and Sull; 4. S. Page; 5. Respect @ Work Report; 6. Monash University; 7. Deloitte Access Economics; 8. Pearson & Porath; Gabriel, Butts & Sliter, Connelly; 9. McKinsey; 10. Better-up
