Feeling included is as human as needing to eat and drink water. As social creatures, we genuinely crave attention and acceptance from the others in our lives.

Inclusion has been sought after since we were cavemen. In fact, even in prehistoric times, our ancestors got busy with gossip, an easy way to connect with others and share information.

Now, we’re not suggesting a gossip culture equals inclusion at work because that’s more likely to cause a rift among staff. But highlighting the importance of human connection is how businesses move towards a more inclusive workplace.

Let’s do a little experiment.

Think back to your first job; maybe it was working retail or at a fast food place. Your old boss had their favorites, right? The ones who would also get the best shifts or could take longer breaks.

Maybe there was a clique who seemed above the rules, always working together and putting distance between themselves and the other workers.

It was a hostile environment, wasn’t it? People were treated differently, and it was impossible to raise these concerns because the boss didn’t care.

Inclusion in the workplace is all about tackling these kinds of problems to create teams that are more connected. In this article, we’ll be going through inclusion in the workplace examples and helping you identify what your office is guilty of and what to do about it.

What is Inclusion in the Workplace?

An inclusive workplace is somewhere that places a greater emphasis on creating a welcoming environment and encouraging involvement from all people regardless of differences.

Today, we enjoy greater access to the global workforce, which means people are entering the workplace with vastly different experiences and backgrounds. Inclusion is how companies become more interconnected with their staff while ensuring those hired are the best for the role rather than hiring based on stereotypes.

Creating inclusive workplaces has been a priority for many companies over the last 100 years. But it’s important to acknowledge the work still to be done. Leaders looking to develop a more inclusive place of work understand the benefit of diversity among their staff.

Below is a list of aspects of inclusion in the workplace targets:

• Age
• Disabilities
• Mental Health
• Gender identity
• Sexual orientation
• Ethnic background
• Socio-economic status
• Religious and cultural background

Inclusive companies look to hire and nurture their employees by putting aside unconscious biases, instead placing proper emphasis on a person’s skills, experience, potential for growth, and commitment to the business.

Removing obstacles from a person’s development at the company allows managers to get better work at their team. Important factors like staff loyalty, productivity, and team cohesion receive a significant boost, and an inclusive culture at work can reduce the levels of staff turnover.

People want to feel respected at work, and the aspects mentioned above are important parts of personality. Although someone’s background and gender don’t impact their ability to work, it does inform their experiences and perspectives. Tapping into a more diverse range of viewpoints brings invaluable and irreplaceable insights.

Inclusion vs. Diversity and Equality

When inclusion in the workplace is discussed, it’s not uncommon to hear the terms diversity and equality used interchangeably. All three are heavily interconnected, but they have disparate meanings worth understanding.

• Inclusion: Inclusion focuses on creating a workplace where all employees feel valued and respected. The employer should undertake policies that promote a safe environment where every person can thrive and embrace their individual qualities without fear of discrimination from others.
• Diversity: Diversity puts greater emphasis on hiring employees from a wide range of backgrounds and characteristics. A diverse team would include people of different races, genders, ages, and other aspects. However, a diverse hiring policy alone doesn’t equate to inclusion if not everyone is given the same platform to contribute to the company and access opportunities for development.
• Equality: Equality means offering fair treatment to all employees regardless of their backgrounds and demographics. For example, ensuring employees at the same level receive the same compensation package irrespective of gender or nationality. Doing so gives staff the same tools they need to be successful.

Diversity and equality help leaders create a more inclusive workplace, but they don’t go far enough on their own. All three form a strong foundation for a positive and productive workplace environment.

Now, let’s go through various scenarios where a company can develop inclusion in the workplace.

Examples of Inclusion in the Workplace

suddenly champion inclusivity. It requires a culture shift from the top down and needs to affect every division and every team.

In the examples below, we’ll go through the obvious areas where inclusion will make a difference, as well as more subtle scenarios where its impact is more easily overlooked.

Inclusive Hiring Policies

Hiring is the first time a prospective candidate will interact with your company, and setting a good example here can encourage more interest from high-quality prospects. If a job advert or an interview fails to feel inclusive, good people may choose to walk away from the opportunity.

However, hiring policies are an excellent way to demonstrate your commitment to inclusivity to potential candidates. Here are some of the ways to achieve this:

• Blind recruitment: A person’s demographics aren’t important in hiring, and the process should reflect this. Develop a system where identifying information is removed from applications and can’t be used to influence decisions during the screening process. If the application will involve a skills test, ensure this is standardized across all applicants.
• Inclusive language: The language used in a job advert should avoid using gendered language. Instead of using he or she in the advert, switch to they or ‘the candidate’ as this will feel more welcoming to all applicants.
• Offering flexibility: Flexible working conditions are a sought-after benefit for modern candidates. If there is scope for flexibility in the job, offering this recognizes that people have different needs. It allows employees to balance work with their personal lives better and reduces the amount of stress. Naturally, this can lead to more productivity and shows people trust and understanding, which is rewarded with loyalty and hard work.
• Examine job description: Potential candidates come from a range of backgrounds that may not fit neatly into educational boxes. Focus on their experience and qualifications rather than specific degrees. People from non-traditional backgrounds have diverse skills that can benefit a role and are just as worth considering alongside those with a relevant degree.
• Diverse interviewers: When an interview panel is part of the hiring process, companies should include managers from diverse backgrounds. Diversity helps to reduce individual biases in the interview process and allows different perspectives to decide whether a candidate is a good fit. Additionally, train those involved in interviews on unconscious bias and the importance of equitable evaluation.
• Optimized onboarding: Once a candidate is hired and their onboarding starts, inclusion should remain at the forefront. Include a diversity and inclusion training program early in their development. Also, consider implementing a work shadowing or mentorship program, which can pair people from diverse backgrounds together to help acclimatize new staff to the company.
• Create feedback systems: It’s not always possible to identify inefficiencies in the hiring process internally. To combat this, create channels where prospective candidates and new hires can provide feedback on the recruitment process. Doing so will open up new insights and highlight areas of improvement.

When hiring, you want to bring on the best of the best, and developing more inclusive hiring policies encourages more applications from experienced candidates. The best person for the job may be put off applying if the job advert and selection process don’t feel inclusive, which means you miss out on their expertise.

Development and Networking Opportunities

Employees should be offered the same access to training and development resources. This includes removing barriers that limit opportunities to those in senior positions. Appropriate adjustments should also be made for employees with accessibility needs. No one should miss out on professional growth opportunities due to the physical or cognitive challenges they may face.

It’s important to run team-building activities, too, especially for larger workforces. Not only does it deepen the connection between employees, but opens up internal networking opportunities that can benefit a person’s career growth and collaborative projects.

Some ideas for inclusive team activities include:

• Volunteering: Volunteering is a great way for companies to show they’re dedicated to corporate social responsibility while letting employees come together for the greater good. It helps people to learn more about the causes in their communities and spend a day outside of the office with their peers. Many volunteering opportunities include teamwork and problem-solving to overcome challenges.
• Language exchange: If you have team members who speak different languages organizing workshops can be a great way to upskill staff. A company that deals internationally or is looking to expand its sales regions will benefit greatly by encouraging its workforce to learn another language.
• Book clubs: Book clubs can be an excellent source of camaraderie and education. Books can be selected that share cultural messages or provide the foundations for career development. Each month the members of the book club come together to share their thoughts and discuss their takeaways from what they’ve read.
• Walking lunches: Encouraging exercise at work can benefit people’s mental and physical well-being, but walking lunches, in particular, can provide an opportunity for members of different teams to develop rapport. It can be a great way for upper management and staff to connect on a personal level, breaking down hierarchical and cultural barriers.
• Skill-sharing workshops: Much like the language exchange, skill-sharing workshops are run by staff with specialist skills with the aim of upskilling their colleagues. These skills range from important at-work skills like marketing, mathematics, and coding to more hobby-based skills like cooking, yoga, and painting.
• Seminars: Arranging seminars from outside speakers is an excellent way to bring new ideas into the workplace. Instead of only inviting senior managers or specific teams, open invitations to the entire organization so no one is excluded from something they might enjoy attending.
• Escape rooms: Escape rooms are a team-building exercise where people must work together to figure out a series of puzzles. By teaming up with others from across departments and management levels, people can build a deeper bond as they take on the challenges of the escape room.
• Trivia nights: Trivia nights are a fun activity where staff can come together to relax away from the pressure of their job. People will be put into teams and use their knowledge to answer questions. Trivia nights also present a sly opportunity to introduce concepts from different cultures, which can get people talking and asking questions.

All in all, the goal of development and networking opportunities is to make sure no one is shut out from something that benefits their professional or personal growth. Every member of staff should be offered equal access to support and resources.

Inclusive Work Environment

An office should be a welcoming place to everyone, not just staff but contractors, clients, and other visitors. No place of work should feel alienating to those walking through the site. The first thing to concentrate on is whether your place of work is safe for all members of staff.

Unconscious bias can get in the way of safety at work, so empathy is needed to put yourself in the shoes of others. Here are some examples of safe and inclusive work environments:

• Providing accessible infrastructure, including ramps, elevators, and accessible bathrooms.
• Providing gender-neutral bathrooms
• Creating a private space for prayer
• Designating quiet zones where staff can take a break
• Providing a nursing room for new parents
• Buying adjustable desks and chairs
• Buying visual and audio aids like hearing loop systems and screen magnifiers
• Implementing temperature control zones

Being able to provide each of the above may depend on the space available in your office. If the space is there, these features in an office go a long way to making a safe space for everyone. However, when we talk about an inclusive work environment, there’s much more to consider than just the infrastructure.

Examples of inclusive behaviors at work:

• Team meetings: In team meetings, make sure every voice has a chance to be heard. There will naturally be some strong personalities in the team who can easily end up taking over if others fail to speak up. Encourage participation from everyone and provide opportunities for a range of voices to be heard.
• Celebrating holidays and milestones: Make sure all holidays are part of the corporate calendar so everyones heritage and religion is given equal attention. Events like Pride Month, Black History Month, Christmas, Hanukkah, and a diverse range of other celebrations are treated on equal footing. This also means celebrating personal milestones like birthdays, promotions, and anniversaries.
• Equitable pay schemes: Equal pay is important among staff, so the company should avoid a biased pay structure to boost inclusion in the workplace. Compensation should be fair and transparent. If pay gaps exist, then you need to uncover what’s caused them and address these issues.
• Ask questions: A company dedicated to inclusion should never stop asking questions. Approach employees about their thoughts on inclusion initiatives and see if they have any ideas for consideration. Try to do this as a routine to reduce the risk of stepping backward with inclusivity.
• Open door policy: Managers should have an open door policy and encourage staff to come to them with any concerns. A manager should want to hear from all different viewpoints on their team. If staff can come to their with concerns or suggestions, this can quickly lead to a more harmonious and productive workplace.

Creating an inclusive work environment is an ongoing process that should be informed by the staff. As new people join an organization, inefficiencies in inclusion may reveal themselves, and a business dedicated to inclusion will try to act quickly.

Whenever anyone seeks employment, one persistent question keeps raising its head. Is it better to be paid with a salary or hourly? It’s tempting to give a practical answer to this question, and say that a wage is a wage is a wage. But more often than not, our experience questions such a simple approach.

How many of us have been offered a job and negotiated a suitable compensation, only to realize six months into employment that it’s anything but suitable? Maybe you signed on to work forty hours a week, yet regularly work sixty. Or you need forty hours of pay each week, yet the boss consistently sends you home early when work is slow.

Each and every person seeking employment brings a unique mishmash of needs. They include things like short and long term financial goals, consistent work-life balance, and a desire to hone skills, establish professional connections, and be part of a meaningful initiative. Employers are no different. Some need a dedicated, long-term team, while others are looking for some people to pick up a few months of seasonal labor.

A wage is much more than a wad of cash you stick into your pocket at the end of the day. The various benefits of salary or hourly pay address these needs differently. A method of compensation directly impacts an employee’s level of dedication to a company, and the company’s dedication to him or her. It can mitigate against overwork and burnout.

Thinking through the pros and cons of hourly pay versus salary leaves both employees and employers scratching their head from time to time. Let’s consider the implications behind both these methods of pay, and in doing so uncover the benefits and downsides to each.

Clarifications: Salary, Hourly & Everything In-between

Hourly and salary are two of the most common methods that employers use to compensate employees.

The hourly method simply pays workers an agreed-upon rate for each hour of work completed. Someone who earns $10 an hour and who puts in a ten hour day earns $100. If this person takes a day off, he doesn’t receive any compensation. If he works overtime (above 40 hours in one week) he receives time and a half for each hour of overtime, or $15 an hour.

A salary is a fixed annual compensation given to an employee in exchange for labor or services. A salary, generally, is accompanied with benefits such as health care, a retirement plan and paid leave for vacation and personal time.

There are various shades of grey between these two black and white definitions. Oftentimes hourly employees receive benefits such as health insurance and paid leave. A salaried employee is generally contracted to work a designated number of hours each week. (However, a salaried employee does not earn more or less pay if her total weekly hours exceeds or falls below this designed amount.)

And there are plenty of other employment styles and methods for compensating employees. Both freelancers and consultants, generally, are paid hourly, but they aren’t employees of the company where they render services. Commission and profit sharing are methods of paying employees either a portion of their individual proceeds or the company’s proceeds as a whole.

With these clarifications, let’s turn to some of the pros and cons of salaried employees.

The Pros & Cons of Salary

For both the employee and employer, a salary offers a range of positives and negatives.

The Pros and Cons of Salaries for Employees

A salary, first and foremost, is great because it guarantees an employee a certain amount of money each year. This financial stability allows salaried employees to budget, spend, and invest to meet both long and short-term financial goals.

And a salaried compensation plan is much more than just cash. Its medley of perks and benefits provides health insurance, allows for paid vacation and personal leave, and pockets away savings for retirement. It covers and cares for an employee holistically.

Oftentimes, salaries offer a yearly bonus as well.

And unlike most hourly positions, a salaried employee isn’t expected to work diligently through the entire day. If there isn’t a lot of work at the moment, salaried employees can get away with fooling around on the job for a while.

On the other hand….

A salaried position creates an environment ripe for overwork without any acclaim or additional compensation. Take seasonal work, for example. During tax season, a salaried accountant may easily rack up 80 hour weeks, staring into spreadsheets until she can’t see straight. Or a teacher may spend the entire weekend grading exams at the end of a semester. Yet in both scenarios, the monthly paycheck is the same steady amount.

An employer invests in a salaried employee with the aspiration that he or she becomes proficient and skilled in the position. With time, then, a salaried employee often produces the same amount of work in fewer hours, with a higher quality of output. He becomes a ninja, essentially. At this point, an employer may capitalize on the employee’s proficiency and increase the workload without increasing pay.

In short, it’s easy for a salaried employee to feel undervalued. Add to it that the position offers less mobility, oftentimes, than an hourly position. The employer may feel bound to stay in position, as a comparable position can only be found with great difficulty.

The Pros and Cons of Salaries for Employers

To the employer, hiring a salaried employee is akin to making an investment. The employer allocates many resources to taking care of the employee, and shows concern for her overall well being. As a rule, the employee in turn invests herself into the company, pouring her talent, energy and time into her role. Her skills increase, and over the long term she reaps many rewards for the company.

An employer can depend on the dedication of salaried employees. If the workload suddenly increases, they’ll show up on the weekend and work late into the night to get everything finished. And they bring more integrity to the position, generally, than an hourly employee, being less likely to show up late and abuse the sick leave policy.

On the other hand…

Salaried employees are far more expensive than an hourly employee. They may take several weeks off at a time yet still require a paycheck. Not only are they not earning the company any money during this time, they’re also draining its savings.

In summary, a salary offers great benefits to both the employer and the employee. But the pay structure can be abused, leading employees to feel overworked and undervalued. One way to mitigate against this downside is by incorporating alternate forms of compensation along with a salary. For example, an employee who earns both a salary and a commission off his own services is incentivized to put in many hours of hard work.

The Pros & Cons of Hourly

Now, let’s get into the pros and cons of an hourly position, from both the employee and employer’s perspective.

The Pros and Cons of Hourly Pay for Employees

Generally, a boss can’t afford to pay an employee who racks up hours and hours of overtime, so hourly positions mitigate against scenarios of overwork and burnout. At the same time, an employee is well compensated during busy stretches, earning time and a half of what she earns for regular pay.

On the other hand…

An hourly employee is only paid when there’s work to do, and so many hourly positions do not offer a consistent and reliable paycheck. If it’s a slow evening, say, at a restaurant or the movie theater, the boss sends staff home early. This instability can make it impossible to budget, save and achieve long term financial goals.

Additionally, an hourly employee cannot dilly dally through the morning and expect to get away with it in the way that a salaried employee might. Their time is money, and when the employee is at work, she’s expected to work diligently throughout the entire day, with only one thirty minute lunch and brief fifteen minute breaks every four hours.

The Pros and Cons of Hourly Pay for Employers

To an employer, the clear benefit of hourly employees is that they’re cheaper than salaried employees. If they get sick and take a week off, the employer has no obligation to pay them. Many hourly positions don’t offer any health benefits or a retirement plan. This creates savings across the board.

Generally, hourly work doesn’t carry the commitment of a salaried position, and so hourly employees are useful for seasonal, temporary or part time work.

On the other hand….

For what they save in the short term, an hourly employee can be expensive in the long term. Hourly employees will up and leave at a moment’s notice, forcing a company to dole out time and money into hiring and training replacements.

Not to mention that when a deluge of work blows in like a tornado, the boss has no choice but to dole out hefty paychecks to employees, brimming with overtime pay.

In summary, then, hourly employment can be either good or bad depending on the circumstances. Sometimes an employer has no choice but to hire hourly employees, simply to save money, and then can hire salaried employees once the business is established. Freelancers play a significant role in the economics of employment. They can be hired and paid hourly for their specialized labor, then let go when their skills are no longer needed.

And the Winner Is….

The truth is, there is no winner between salaried and hourly pay. Each has distinct advantages and disadvantages. Let’s go over some considerations for both employers and employees to help determine whether to pursue salary or hourly compensation, or another method altogether.

• Employers need to consider the long and short term consequences of both hourly and salaried pay. As mentioned, hourly employees save money in the short term. But their weak dedication to the company may end up costing the business in the long term. Skilled labor is the most critical resource for most businesses, and salaried positions are more likely to hire and retain top talent.
• Employers, as well, can consider incorporating other methods of pay into both a salaried and hourly positions. Offering commissions to any employee incentives them to work harder. And profit-sharing makes employees feel like stakeholders in the company, not simply hired hands.
• When considering compensation, it’s helpful for employees to gauge the current stage of their career, and their long-term objectives. If they aspire to hone a specific skill, and can afford irregular pay, then pursuing hourly work as a freelancer is a solution. If they need a steady paycheck in order to save for a home, pay off a car, or provide for a family, then a salaried position is probably a more responsible route.
• Employees need to also consider their work capacity, both mental and physical. Many have demanding personal lives, and cannot commit to working more than 35 or 40 hours a week. While others have a fairly flexible lifestyle, and can swing 80 hour weeks from time to time. Knowing this work capacity guides someone toward a work package that mitigates against overwork and burnout.

“Learning to stand in somebody else’s shoes, to see through their eyes, that’s how peace begins. And it’s up to you to make that happen. Empathy is a quality of character that can change the world.” – Barack Obama.

Empathy lies at the core of human connection, yet we find it lacking in the workplace. It’s a skill that helps us understand conflict and create environments that allow our people to thrive and feel supported.

With offices becoming more reliant on technology than ever before, our connections to other people in our teams have been stretched thin.

Remote and hybrid working has added many sought-after benefits to jobs but has given rise to virtual walls, making it harder to consider the people on the other side of the screen as real.

More than ever, leaders in business need to be tapping into their empathetic side to help employees navigate the abundant changes to their place of work.

This article covers examples of empathy in the workplace, the real situations that may arise, and how an empathetic hand can make a world of difference.

What is Empathy in the Workplace?

Empathy is something we need in every aspect of our lives. It helps us understand what someone else is feeling. It’s a sign of emotional intelligence and is a key skill needed to navigate through complex social landscapes.

In the workplace, using empathy is one way to create a people-first environment. Seeing employees not as cogs in the machine but as real individuals with wants and needs that extend beyond work.

A common rule in some workplaces is: Leave your problems at the door.

This rule may be a practical request for ensuring staff maintain focus on their work during company time, but it’s an impossible ask ignoring that people are real.

Bosses who can’t tap into empathy at work can do nothing to tackle a toxic workplace. Where understanding and compassion are needed, they throw down the rulebook, creating resentment amongst their people.

Empathy comes naturally to many people, while others may struggle. It’s considered a “soft skill” at work, meaning it’s something a person is born with rather than a learned behavior.

However, leaders who commit to learning and practicing empathy can develop these skills over time. As a sought-after workplace skill, it’s worth investing time in.

Here are some of the characteristics that define empathy:

• Perspective-taking: Instead of letting emotions lead actions, perspective-taking is about stopping and looking at a situation from an alternative point of view. In the workplace, this may mean looking at how the situation appears to someone else. As a manager, it would mean putting your biases in check and asking yourself more questions about what’s happened.
  • Example: Priti, the newest coffee shop team member, makes a latte but uses the wrong milk and adds too much foam. In this instance, the manager might criticize them for wasting stock; however, by taking perspective, they might realize the Priti has had insufficient training to be left alone making drinks.
• Emotional resonance: This is the ability to connect with and influence the emotions of another. At work, this could be mirroring someone’s positive emotions following good news. However, emotional resonance also occurs with negative feelings, so if one person on the team is angry, this can spread, creating a toxic environment.
  • Example: Khalid, a senior employee, is having a bad day, talking down to his staff, being abrupt, and showing visible signs of stress and anger. Employees notice this and become more withdrawn as a result. In times like these, teams are less productive, and the workplace is less friendly.
• Non-judgmental understanding: Being able to approach situations with a sense of balance when there are misunderstandings. Being non-judgmental means not making a moral judgment about another person as a result of the situation they are in.
  • Example: We previously mentioned the outdated “leave your problems at the door” rule. If a coworker has suffered a bereavement, they may be unable to focus on their duties entirely. The wrong approach would be to classify them as lazy. Instead, shifting their responsibilities or extending their deadlines may help them get back up to speed.
• Active listening: Truly hearing and understanding what someone is saying, both verbally and non-verbally. To do this, you would ask questions, listen to the speaker’s tone of voice, and watch their body. Do not interrupt the speaker, but show signs of understanding through non-verbal cues like nodding your head.
  • Example: John has requested a meeting to discuss recent changes at work they believe have negatively impacted team productivity. His manager uses this opportunity to hear what John’s saying, takes notes on their discussion, and lets John speak about issues without the need to defend corporate actions.

How Empathy Impacts on Workplace Dynamics

Empathy has fast become a sought-after skill for leadership roles within the workplace. As time has progressed, high-value employees are looking for more than just a paycheck from the places they choose to work.

Modern employees put value in more freedom, which may come from flexible hours or being able to opt in for hybrid work. Beyond that, they also want to work for good people and companies committed to innovating work conditions.

Tech startups like Google and Apple have driven these changes as they’ve redefined working conditions for employees at their businesses. Google, for example, has constantly been in the news for its work practices, which include superior health and life insurance, unlimited sick pay, generous parental leave, and on-site daycare facilities.

Google’s approach has been to create a workplace that genuinely alleviates personal concerns people may have. Empathy, looking for and understanding the problems that everybody faces, leads them to create a place of work that’s high in demand, meaning they can pick the best of the best.

Empathetic Leadership Examples

Creating the kind of workplace that gets in the news for all the right reasons doesn’t happen overnight. A significant culture shift is needed to put empathy at the center of decision-making, but when this happens, the positive work environment leads to lower staff turnover and more loyal employees.

Here are some examples of empathetic leadership in action:

• Improving Communication in the Team: When managers concentrate on improving communication, they can help reduce miscommunication and misunderstanding between team members. Beyond the manager-employee relationships, it’s essential to create systems that enhance communication and collaboration among each team member.
  • Example: Sarah struggles to keep pace with rapid changes at work. Her manager, recognizing this, implements a weekly “kickoff meeting,” which gives each person a chance to ask questions, sets out weekly tasks, and provides real-time progress updates. As a result, Sarah has the opportunity to get feedback each week without being singled out and feels more prepared for her tasks.
• Servant Leadership: This leadership style takes an empathetic approach to work dynamics. A servant leader is someone who puts the needs of the team above their own ambitions. Instead, they will work hard alongside their team and promote a culture of ‘we’re all in this together,’ which helps to deepen bonds at work.
  • Example: Tony leads a small software development team at a large multinational company. His role as a servant leader means his door is always open for support and guidance. He works proactively alongside his team to complete all tasks on time. When upper management praises Tony for his hard work shipping the latest software update, he ensures his team is appropriately credited and does not take it for himself.
• Prioritizing Employee Wellbeing: Employees have lives outside of work, and sometimes, whether we like it or not, this can impact their output. It’s natural for people to have times of lower productivity, and there could be any number of reasons why: burnout, lack of sleep, family concerns, conflicts at work, a sudden illness, and plenty more. An empathetic manager will notice these changes and offer productive solutions.
  • Example: Terrence is a new father who struggles to balance his new responsibilities with work. His employer notices that Terrence has been arriving late more frequently, and his productivity levels have dropped. After explaining his struggles to his manager, Terrance switches to a flexible working schedule to better manage his time between family and work. He’s also given the information about the Employee Assitance Program, which offers counseling and resources for new parents.
• Promoting Team Development: Employees tend to have aspirations beyond what they’re currently doing. An empathetic manager invests themselves in helping their staff achieve their career goals. The manager may offer opportunities for learning, skill development, and helping them to make connections. Instead of holding someone back because you don’t want to lose a good worker, you’ll be the champion of their growth.
  • Example: A tech company may send the development team to a conference. Here, they’ll be able to learn about emerging trends in their area, network with other professionals, and get hands-on with the latest technology. Once the team returns, the company arranges presentations and meetings for staff to share their learnings and suggest new ideas for growth.

Introducing these empathetic leadership qualities to your team directly correlates with employee satisfaction. If all these measures become commonplace, an employee will feel supported, empowered, and cared for by their leadership. You’ll be rewarded with loyalty, increased productivity, and a workplace culture that attracts and retains top talent.

Real-Life Examples of Empathy in the Workplace

Each workplace is its own distinct entity, so there’s no one-size-fits-all approach to empathy. People make a place what it is, and since the human spirit is so complex, you’ll need to decide the best way to create a more empathetic workplace.

However, there are some universal situations that all managers must address at some point in their careers. Here are some real-life examples of empathy in the workplace:

Supporting an Employee During Crisis

Personal crisis affects productivity, even in the most hard-headed employees. Work can play a pivotal role in navigating times of distress by providing a safe environment for someone to escape to. Many people will find comfort in focusing on their work, but real-life issues can weigh heavily on a person and eat away at their productivity.

Ciara has been a rising star at her office and is known for being hardworking and punctual. Recently, she has distanced herself from her colleagues and refuses to engage with people. Her manager notices this switch in Ciara’s personality, but instead of reprimanding her for refusing to collaborate, he initiates a welfare check to make sure everything is okay. Ciara tells him her mother has received a terminal illness diagnosis, and she’s beset with worry.

Her manager offers his condolences and suggests that Ciara take the rest of the week off. He also gives her the option of switching to a flexible schedule to spend more time with her Mother.

Ciara switches to a hybrid schedule, allowing her to make medical appointments with her mother and help attend to her personal affairs. Grateful for the opportunity to do this, Ciara feels less stressed, and her relationship with others in the office improves again. Her colleagues recognize the compassion offered and feel a renewed sense of pride for the company.

Bridging the Gap Between Cultural Difference

Companies are increasingly composed of diverse cultures as true international working has taken root. One benefit of this is tapping into a huge talent pool and bringing in new perspectives. However, cultural differences can affect the workplace, but this presents an excellent learning opportunity.

Sofea has joined an aerospace engineering company from Singapore. Her team is mainly made up of Americans who are all excited to work alongside Sofea. As a Muslim, Sofea observes Ramadan in March and April, which involves fasting from dawn til dusk.

Her colleague John suggests postponing the bi-weekly working lunch during Ramadan to support Sofea. Her manager also made accommodations so Sofea could have a private place to pray. Sofea was grateful to her colleagues for taking an interest in her religion and appreciated this gesture from her manager, John, and the team.

These simple acts helped Sofea feel respected and included in the team. It helped to deepen the bond between all team members and created a more cohesive work environment.

Making Mental Health Matter

We all have days where we feel like a million dollars and other days where we feel like we’re sinking to the bottom of the barrel. A bad day can become a bad week or even a month if people aren’t allowed to prioritize self-care. When this happens, it will affect their productivity and potentially spread to other team members.

Brian is a marketing executive working tirelessly on a massive campaign for the company’s most lucrative client. Throughout the campaign, Brain shows all the signs of burnout: working into the night, looking completely drained, not eating, and starting to make simple mistakes.

His manager, Lisa, takes Brian to one side to ask about his workload. Brian admits he has been pushing himself harder to compensate for the lack of resources provided. Understanding that Brain is one of the firm’s most successful marketers, she encourages him to take a day off to recover.

While Brain is recuperating, Lisa reviews the company’s resources and manages to allocate an assistant to help with his workload. On his return, Brain is grateful for the extra help, and together, he and his assistant complete the campaign on time and under budget.

Examples of Lack of Empathy in the Workplace

Where empathy is lacking, toxicity can spread like wildfire. Employees may be less engaged with their work and may leave the company. If people don’t feel properly supported and understood, they’ll be less inclined to raise problems and seek help when needed.

To give you an idea of what happens when there is a lack of empathy in the workplace, let’s go through some examples:

Ignoring People’s Personal Lives

Jamal works at a digital agency where collaboration thrives. He’s going through divorce proceedings, and his focus at work has started to wane. Jamal has stopped contributing to meetings, and his work lacks the quality it’s usually known for. His boss, Antonio, criticizes him during a meeting with the entire team present, reprimanding him for his sudden lack of commitment.

With no support from his boss and a public shaming in front of his team, Jamal’s performance declines further until he feels he has no choice but to leave. The rest of the team’s morale drops, and every employee avoids approaching Antonio with problems for fear of similar treatment.

Limiting an Employee’s Career Progression

Saorise is an architect who joined the company after completing her degree on an unpaid internship scheme. She quickly made a name for herself as talented and hardworking, eventually securing a full-time position at the company. Saorise is placed in Belinda’s team and enthusiastically contributes to client pitches.

Belinda uses many of Saorise’s ideas but keeps the credit for herself, and when this is raised, she accuses Saorise of not being a team player. After three years in the team, Saorise feels ready to progress to the next stage of her career and applies for an internal promotion. Her boss, afraid of losing a good team member, refuses to write a letter of recommendation.

Saorise is passed over for the role and, as a result, finds a position at a rival firm. The rest of Belinda’s team are unhappy with their boss’s treatment of Saorise, and requests for transfers start to go into HR.

Providing Unhelpful Feedback

Mateo has just started a new career in the IT department of a large energy company. Each new employee is placed on a 3-month probation period with regular meetings to monitor progress. His new boss, Michael, initially provides an excellent roadmap for Mateo’s training, but after the first month, their weekly meetings start to be postponed.

As issues arise, Mateo tries asking Michael for guidance but is told to figure it out himself. At the end of his probation period, Michael berates Mateo for not being good enough and dismisses the lack of support. He extends the probation period by three months and tells Mateo if his work doesn’t improve, he will be fired on the spot.

Mateo suggests they create an action plan together to ensure his work gets to the level expected of him, but Michael tells him no. Feeling unsupported and concerned about working for Michael long-term, Mateo chooses to leave immediately. As a result, the IT team suffers a backlog of tickets, and Michael must begin the hiring process again.

Integrity is something we seek in our people.

Bosses expect it from workers, and workers want it from the person who leads their team. Beyond that, we want it in our friends, family, and even the celebrities we follow.

All that is to say, integrity is a vital component people need in every aspect of their lives, but it is particularly important at work. Nowadays, it’s common to see integrity listed as one of the workplace values corporations set for their business.

But we shouldn’t treat integrity as just a buzzword from the people and culture team but more of a personal value we should strive for in our work.

Integrity, after all, is about doing the right thing, even when no one is watching. It’s about being genuine, honest, and transparent in all our interactions, decisions, and actions.

Whether you’re in healthcare, finance, education, or retail, integrity remains a universal cornerstone. Every industry, every role, every individual stands to benefit from embracing and championing integrity in the workplace.

In this article, we will discuss integrity in the workplace, including the foundational principles that make up a person of integrity and how it benefits an organization.

What is Integrity in the Workplace?

Derived from the Latin word ‘integrate,’ meaning ‘complete,’ and the French word ‘integrate,’ meaning ‘purity,’ the concept of integrity is more than just linguistic history.

It’s important to have this understanding: integrity means complete and pure. It is a hallmark of a good person, and a workplace made up of good people breeds hard work and a harmonious environment.

So, let’s break down integrity further than just complete and pure.

Integrity refers to the quality of being honest and having strong moral principles. It’s about consistency in actions, values, methods, and outcomes. When someone possesses integrity, they act in a way compatible with their beliefs, regardless of external pressures or temptations to sway otherwise.

Just as a bridge with structural integrity stands firm and reliable, regardless of the weight or stress placed upon it, a person with integrity remains unwavering in their principles, ensuring their actions align with their words.

The value of integrity is more than just a modern concept. Historically, it has been held in high regard across cultures and civilizations.

Ancient philosophers, from Confucius in China to Socrates in Greece, have extensively discussed the virtues of integrity. In many cultures, tales and fables highlighting the importance of goodness have been passed down through generations, serving as moral compasses.

In understanding integrity, we recognize it as a foundational element of human decency. It’s a commitment to a consistent, genuine, and transparent way of life deeply rooted in our shared human history.

The Fundamental Attributes of Integrity

Although integrity is often viewed as a singular concept, it is built upon multiple foundational pillars that we’re breaking down in this section.

Each of these attributes, when practiced in the workplace, contributes to the creation of a culture of integrity.

Here are the first four basic components of integrity alongside an example set within the workplace:

Honesty

Honesty is the beginning and end of integrity. Being honest is not only essential for integrity but also for embodying genuine goodness.

Telling the truth in all situations, even when faced with challenges or potential repercussions, is the sign of an honest person. Honesty breeds transparency, ensuring that individuals and organizations operate authentically.

Example: Upon realizing that a project might miss its deadline, a project manager communicates this proactively to stakeholders instead of providing an overly optimistic update.

Responsibility

Taking responsibility means acknowledging our actions, especially when they lead to unintended consequences. Regardless of the potential outcome, one must own up to their mistakes as soon as possible. This not only offers a learning opportunity but also paves the way for corrective actions.

Concealing issues can accelerate problems, whereas taking responsibility leads to a more functional workspace.

Example: A team leader, after receiving feedback about a flawed strategy, revisits the plan, involves the team in finding a solution, and ensures its successful implementation.

Respect

Respect hinges on recognizing and honoring the inherent value of every individual. It involves listening actively, valuing diverse opinions, and ensuring everyone is treated fairly and with dignity.

Example: During a team meeting, a manager ensures that every member gets an equal opportunity to voice their opinions and that all ideas are considered without bias.

Trustworthiness

Trustworthiness is earned through consistent actions that align with one’s words. People build and maintain trust by staying true to their word, doing what they say they will do, and being reliable team members.

Example: A sales representative known for consistently delivering on promises made to clients strengthens the company’s reputation and client relationships.

The four attributes above are what every person of integrity should strive for, both in their work and daily lives. When people view you in this way, they are more likely to consider you trustworthy, reliable, and someone they can confidently depend on in various situations.

While these attributes are foundational, understanding integrity in the workplace goes even deeper. The book “4 Pillars of Integrity: Secrets to Living and Working Consciously” by Gay Hendricks and Phil Johncock delves into this topic further.

Hendricks and Johncock identify the following four pillars as essential components of integrity:

Emotional Intelligence

Emotional intelligence is the ability to recognize, understand, and manage one’s emotions while also being attuned to the feelings of others and making sure they feel valued and understood. A person with high emotional intelligence can navigate interpersonal relationships judiciously and empathetically.

Example: A team lead, sensing a team member’s distress, approaches them with understanding and offers support, ensuring the individual feels valued.

Impeccable Agreements

Impeccable agreements emphasize the importance of clear, achievable commitments. It complements responsibility by ensuring that commitments are realistic and achievable. When promises are made at work, they should be realistic, and any deviations should be addressed promptly.

Example: A vendor, upon realizing a potential delay in delivery, communicates this to the client in advance and renegotiates the terms to ensure mutual satisfaction.

Healthy Responsibility

Beyond mere accountability, healthy responsibility involves understanding the broader implications of one’s actions and ensuring they align with collective goals. It involves proactive decision-making that takes into account the broader picture.

Example: An executive, while making a decision, considers its impact on various stakeholders, ensuring that it benefits the organization as a whole.

Conscious Communication

Conscious communication is about ensuring clarity, transparency, and authenticity in all interactions. It’s about speaking with purpose and listening with intent. Communication is viewed as one of the most important parts of workplace etiquette. It is the bedrock upon which every successful organization is built.

Hendricks and Johncock suggest that communicating consciously is the key to keeping all team members and stakeholders aligned as a project progresses.

Example: During a negotiation, a business representative ensures that all terms are communicated clearly, avoiding any potential misunderstandings.

Together, these are the essence of integrity in the workplace. They guide individuals and organizations toward ethical, authentic, and successful endeavors.

Examples of Integrity in the Workplace

Integrity is often showcased through big and small actions that individuals take in their daily professional lives.

Here, we’ll delve into some common examples of honesty and integrity in the workplace:

Standing Up for What’s Right, Even if it’s Unpopular

Taking a stand for what you believe is right, especially when it goes against popular opinion, is a true testament to one’s integrity. Your ethics will prevail over convenience or personal gain.

Example 1: Jane, a team leader, notices that a new policy her company is considering could inadvertently discriminate against a certain group of employees. Despite knowing that voicing her concerns might not be well-received by senior management, she speaks up in a meeting to highlight the potential issues.

Example 2: During a team brainstorming session, Mark disagrees with a popular idea because he believes it compromises the company’s commitment to sustainability. Instead of staying silent, he respectfully presents an alternative solution that aligns more with the company’s values.

Reporting Unethical Behavior or Misconduct

Acting against unethical practices or misconduct, even when it’s easier to turn a blind eye, showcases a commitment to a just and transparent work environment.

Example 1: Sarah, an accountant, discovers discrepancies in the company’s financial records that suggest embezzlement. Instead of ignoring it, she reports her findings to the appropriate department for further investigation.

Example 2: Raj overhears a colleague making inappropriate comments to another coworker. Recognizing the importance of a safe workplace, he reports the incident to HR.

Refusing to Engage in Office Gossip

Choosing not to participate in or propagate office gossip reflects a respect for colleagues and a commitment to a positive work environment.

Example 1: At lunch, Emily finds herself amidst colleagues discussing another team member’s personal life. She diplomatically changes the subject, steering the conversation towards a more neutral topic.

Example 2: Alex hears a rumor about a pending company merger. Instead of spreading this unverified information, he waits for official communication from the management.

Admitting Mistakes and Taking Steps to Rectify Them

Owning up to one’s errors and actively working towards a solution is a hallmark of integrity. It shows responsibility and a commitment to continuous improvement.

Example 1: During a presentation, Lisa realizes she’s provided incorrect data to her team. Instead of glossing over it, she acknowledges the mistake and promises to provide the correct information promptly.

Example 2: Tom notices he overlooked a key demographic after launching a marketing campaign. He admits the oversight to his team and collaborates on strategies to address the gap.

Respecting Company Time and Resources

Using company time and resources appropriately and for their intended purposes demonstrates respect for the organization and its goals.

Example 1: During work hours, Maria resists the urge to shop online or engage in personal activities, ensuring she’s fully dedicated to her tasks.

Example 2: Jordan is entrusted with a company credit card. He ensures it’s used strictly for business-related expenses and always provides clear, itemized receipts.

The underlying theme in each of these examples is clear: integrity is about doing the right thing, even when it’s challenging or inconvenient.

Lack of Integrity in the Workplace Examples

While the virtues of integrity are often celebrated, it’s equally important to understand the repercussions of its absence.

A lack of integrity, whether through deliberate actions or unintentional oversights, can have far-reaching consequences that ripple through an organization, affecting both individuals and the broader business.

Examples of Integrity Breaches

Integrity breaches can manifest in various ways, from seemingly minor indiscretions to major ethical violations.

Some common examples include:

• Misrepresentation of Qualifications: An employee exaggerates their skills or qualifications during the hiring process.
• Falsifying Records: Manipulating financial or other records to present a more favorable image of the company or to hide discrepancies.
• Theft or Misuse of Company Resources: Using company funds for personal gain or taking home office supplies without permission.
• Breach of Confidentiality: Sharing sensitive company information with unauthorized individuals, whether intentionally or carelessly.

The Ripple Effect

One act of dishonesty, no matter how small, can set off a chain reaction within an organization.

Here’s how:

• Erosion of Trust: When one person acts without integrity, it can lead to a general atmosphere of distrust. Colleagues may begin to question each other’s motives, leading to a breakdown in team cohesion.
• Reputational Damage: In the age of social media and instant communication, news of unethical behavior can spread rapidly. A company known for integrity breaches can lose the trust of its customers, stakeholders, and the public at large.
• Financial Implications: Acts like embezzlement or financial misrepresentation can lead to significant monetary losses. Additionally, the company might face legal penalties, leading to further financial strain.
• Decreased Morale: When employees witness a lack of accountability or feel that unethical behavior is tolerated, it can demotivate them, leading to reduced productivity and higher turnover rates.

The aftermath of integrity breaches can linger long after the initial incident:

For Individuals:

Those found lacking in integrity might face disciplinary actions, termination, or even legal consequences. Beyond these immediate repercussions, their professional reputation can be tarnished, making it challenging to find future employment or establish trust in new work environments.

For Businesses:

A company known for integrity breaches can face a decline in stock prices, loss of clients, or even bankruptcy in extreme cases. Moreover, rebuilding a tarnished reputation can be a long, arduous process. The cost of damage control, both in terms of finances and resources, can be immense.

While integrity is paramount to a thriving, positive work environment, its absence can lead to a downward spiral with lasting consequences. It underscores the importance of a culture where integrity is not just encouraged but is seen as a non-negotiable core value.

What Are the Benefits of Integrity at Work?

When integrity is missed or missing at work, operations can quickly unravel. From a managerial perspective, a deficit in integrity can erode employee respect and create an atmosphere detrimental to productivity.

On the employee side, that lack of integrity can lead to time theft, work that doesn’t meet standards, and diminished respect for their colleagues.

However, when integrity flows through the office, here are the benefits you can look forward to:

Building a Positive Company Culture

A culture rooted in integrity is an environment of trust, respect, and openness.

Employees feel valued and heard, leading to a sense of belonging and unity. When individuals know that their organization prioritizes doing the right thing, it promotes a sense of pride and loyalty. This positive culture improves the daily work experience. It is a buffer during challenging times, ensuring the team navigates hurdles with resilience and mutual support.

Attracting and Retaining Top Talent

While compensation is important, top professionals often prioritize other factors when job hunting. They gravitate towards organizations that resonate with their personal values. A company known for its integrity stands out as an appealing choice for potential employees.

As an added bonus, when existing employees feel they’re part of an ethical organization, they’re more likely to stay, reducing turnover rates. Retaining top talent ensures the company benefits from their expertise and experience in the long run.

Enhancing Company Reputation and Customer Trust

News travels fast, thanks to our always-online culture and social media’s ability to provide instant updates.

A company’s reputation has never been more important.

Organizations known for their integrity enjoy a positive public image. Customers, stakeholders, and partners are likelier to engage with businesses they trust. This trust translates into customer loyalty, repeat business, and positive word-of-mouth referrals.

In situations where the company might face challenges or controversies, a strong foundation of integrity ensures that they receive the benefit of the doubt and support from their customer base.

Boosting Productivity and Team Collaboration

Integrity streamlines operations. When team members are honest in their communications, it reduces misunderstandings and conflicts. Decisions are made based on transparent and accurate information, leading to better outcomes.

Teams that trust each other collaborate more effectively. They’re more open to sharing ideas, providing constructive feedback, and working cohesively towards common goals. This enhanced collaboration boosts overall productivity, ensuring projects are completed efficiently and innovatively.

How To Develop Integrity in the Workplace

Creating a culture of integrity is not a one-time initiative but an ongoing commitment that requires deliberate actions and strategies.

It’s about weaving integrity into the organization’s very fabric so that every decision, interaction, and process is honest and complete.

Here’s how businesses can develop such a culture:

Leadership’s Role in Setting the Tone

The leadership team plays a trendsetting role in shaping the organization’s culture. When leaders embody and champion integrity, it sends a powerful message to the entire workforce. Their actions, more than their words, set the tone.

By demonstrating ethical decision-making, transparency in communications, and accountability for their actions, leaders inspire others to uphold the same standards. Leaders should remember that they’re always under the lens, and their commitment to integrity serves as a model for others to emulate.

Training and Workshops on Ethical Behavior

While the essence of integrity might seem intuitive, providing structured training that delves into real-world scenarios and dilemmas is beneficial. Workshops can offer employees tools and frameworks to navigate complex situations, ensuring they make decisions aligned with the company’s values.

Role-playing exercises, case studies, and group discussions can help employees understand the nuances of ethical behavior, making them better equipped to handle challenges.

Open Communication Channels for Reporting Concerns

An environment where employees feel safe to voice their concerns must be cultivated across the board. Establishing clear, confidential channels for reporting unethical behavior or misconduct ensures that issues are addressed promptly.

Whether it’s a dedicated helpline, an ombudsman, or an online portal, these mechanisms should be easily accessible and guarantee protection against retaliation. Regularly communicating the existence and purpose of these channels reinforces the organization’s commitment to addressing and rectifying integrity breaches.

Recognizing and Rewarding Acts of Integrity

Naturally, you will need to address lapses in integrity if and when they occur. However, it’s equally important to celebrate its positive manifestations. Recognizing and rewarding employees who showcase exemplary ethical behavior serves a dual purpose.

Firstly, it reinforces the organization’s value on integrity, making it clear that such actions don’t go unnoticed. Secondly, it motivates others to follow suit.

Whether through monthly awards, public acknowledgments in team meetings, or even simple thank-you notes, these gestures go a long way in promoting a culture of integrity.

A workspace where integrity is not just encouraged but is seen as an integral aspect of the organization’s identity safeguards its reputation and paves the way for sustained growth and success.