Balancing Policy and Culture: Creating Psychological Safety and Embedding Respect in the Workplace
When it comes to psychological safety in the workplace, knowing that non-inclusive behaviours will be challenged is paramount. A whopping 89% of employee respondents to one survey* said they believe that psychological safety in the workplace is essential. And that’s no surprise; it underpins everything from wellbeing and mental health to physical health and safety, as well as having a huge impact on how valued your employees feel.
Despite its clear importance, striking a balance that doesn’t suck the fun out of your workplace is tough. So, we've outlined our action plan for creating a culture of respect and psychological safety:
Set clear behavioural standards: Establish values, behaviours and competencies that clearly explain the positive behaviours you expect from everyone in your workplace. In particular, this should set out the role of your leaders to be active allies and role models in addressing non-inclusive behaviours.
Review your policy framework: Ensure that your policies clearly define expected behaviours, and that everyone is aware of their responsibility in upholding them. This will provide the framework to proactively address unacceptable behaviours. Some of the key policies to start with include Diversity, Equity and Inclusion, Grievance and Disciplinary, Bullying and Harassment, and Whistleblowing
Embed in the employee lifecycle: Take a look at every stage of the employee lifecycle and how you can prioritise psychological safety. For example; when recruiting, reduce the over-focus on technical skills. In performance management, consider the ‘how’ by rewarding behaviours as much as outcomes through compensation and recognition.
Culture and respect learning: Ensure that everyone has access to bespoke content around culture and respect that is tailored and aligned to your organisation. It is vital that your employees feel confident to act appropriately upon their knowledge when they see non-inclusive behaviours. Achieving culture change cannot happen in silos; everyone needs to clear on the value of their role.
What you permit, you promote
Transforming cultures is not just about the behaviours that are allowed; it’s your systems, processes and ways of communicating that also create your organisation’s culture. Our motto of ‘what you permit, you promote’ forms this basis for all employees to actively contribute, whatever their level.
No two cultures are the same, so embedding the principle of “crossing a line” and being aware that the impact of your behaviour will be different for different organisations, and different people within them.
A key thing to remember? Banter is okay!
Fun is a vital component of culture, wellbeing and engagement, but everyone needs to know where the line is to avoid clearly discriminatory harassment and bullying, as well as much more nuanced, non-inclusive behaviours.
How we can help
The Clear Company approach to non-inclusive behaviours provides a comprehensive but agile approach to behaviour in the workplace. We have supported a wide cross-section of organisations and sectors with this award-winning methodology; it was a core element of Balfour Beatty’s “Right to Respect” programme, for which we won the CIPD Award for Best HR/L&D Consultancy. The judge was impressed that:
“The Clear Company left no stone unturned in their ability to show how they had worked in partnership with the client and the impact of their work”. (CIPD judge)
We take a bespoke approach to every client’s circumstances, helping you find the right “line” within the unique circumstances and people in your organisation.
A great place to start is our Non-inclusive Behaviours and Active Allyship digital learnings and workshops, where you’ll gain the skills and tools to recognise and respond to inappropriate behaviour.
For a demo, to book, or to discuss our policy, culture, and behaviour audits, please contact enquiries@theclearcompany.co.uk.