What do you do if your executives are not fostering a positive and inclusive work environment?

Address the issue with the executives directly and communicate the need for a more positive and inclusive work environment. Provide specific examples of how their actions or behaviors are negatively impacting the workplace and suggest potential solutions or training to improve the work environment. If necessary, involve HR or higher management to address the issue further.

Initiate constructive dialogue with executives, highlighting the importance of a positive and inclusive workplace culture. Provide specific examples and propose actionable strategies, such as diversity training, inclusive policies, and leadership development. Advocate for transparency, accountability, and continuous improvement to foster a more inclusive environment at all levels of the organization.

A diverse workforce can provide valuable insights into different customer preferences, needs, and expectations, enabling companies to effectively serve a diverse customer base. Organizations that prioritize diversity and inclusion are seen as progressive, forward-thinking, and socially responsible. This positive image attracts top talent, enhances brand perception, and can lead to increased customer loyalty.

Facilitating workplace diversity may mean creating new policies or amending current ones system-wide, from recruitment to performance evaluations and promotions. For example, when posting job openings, position descriptions should be tailored to reach broader audiences.

It is very critical to follow-up and measure progress. Ensure you regularly have touch point, listen and confirm you care. This is the difference between fire fighting / reactive action vs proactive and conscious interest in a true improvement of the situation.

In a diverse and inclusive environment, employees feel a sense of belonging, leading to higher job satisfaction, productivity, and retention. Diverse teams are more likely to consider multiple perspectives and approaches when addressing complex problems. Different backgrounds and experiences bring fresh insights and alternative viewpoints, enabling teams to think outside the box and make well-informed decisions.

If executive leadership fails to create a positive, healthy, and inclusive workplace culture, it must not be ignored. Address the issue openly to prevent it from worsening and to avoid superficial tick-box gestures for external image. Encourage all employees to share their views and concerns openly, fostering psychological safety for feedback. Act on feedback from surveys to identify areas for improvement and communicate changes transparently. Strongly consider the value of investing in engaging external culture change consultant for impartial support in achieving lasting change.

Ask yourself why. Simon Sinek has a good book 'the why'. Is it because they simply don't care to? Leave, it's not worth Ur effort & it's a waste of your time & talent 2 try. R they trying just not enough or is it that they are trying too hard but themselves are a little lost? The people who are asking for change, have to take the lead & drive it. They just need the people who have the power to support them, to drive the change tone from the top and hold everyone accountable for executing. Be Human suggests Sr. executives are human too, they aren't paid the big bucks bc they have all the answers & all the solutions, they are paid to hire others to do that.