As workplaces change and evolve, the #MeToo movement continues to draw attention to workplace sexual harassment and misconduct. In all industries, from tech to government and finance, leaders are examining the movement’s impact on their organizational dynamic and acknowledging new communications challenges that could hinder performance.
Is there a way you can get ahead of the curve with training to succeed in this new professional paradigm?
According to a Pew Research survey of over 8,000 Americans, many see new difficulties in workplace interactions in the era of #MeToo. To put it in numbers, 55% of men and 47% of women said that recent developments in the #MeToo movement have made it more difficult for men to navigate workplace interactions.
The difficulties for men run the gamut of, “I no longer know how to talk to women at work,” or “I’m afraid of being falsely accused.” For women, common communication challenges sound more like, “I own a fintech startup and can no longer get meetings with male VCs” or, on the positive side, “I’m finally able to put a stop to inappropriate comments in regards to my appearance on the job.”
It’s clear that the #MeToo movement has shaken up workplaces everywhere, and it might be a good time to consider getting ahead in the game with workforce development programs that will help you remain competitive. Creating organizational harmony among your team is possible, but you first have to address it. Here are a few solutions:
1. Innovate your training materials.
Although diversity training is rooted in creating positive work environments through respectful communication, historically, most diversity and inclusion (D&I) trainings do more harm than good. In one study, 829 companies were tracked over 31 years to see how effective their diversity trainings were. They found “no positive effects in the average workplace.” And this is after millions of dollars had been invested.
The problem is, we end up shutting down those who have the most to learn. Imagine, in front of your coworkers, you’re told the way you’ve been behaving is wrong. Most of us, when scolded, will stand up for ourselves and might even reach out to others who share the same beliefs. It’s only natural. This, in turn, pits different groups of people against one another, furthering the divide in companies.
A new approach, and one the Boston Men’s Group is taking, is to create interactive learning opportunities that allow for perspective taking, active listening and empathetic communication skills. We take the approach that if we can champion everyone to be more aware of how their role can positively affect those around them, we turn up their internal motivation. It’s not perceived as reprimanding.
Now, bias training still has its place as a way for leaders to understand the full picture of their role and how the lives of others vary. But in an attempt to create a new social landscape, bias training alone is not enough.
2. Build back a culture of trust.
One of the things we see is a 100-meter dash to formalize solutions. Being able to stay in the unknown, be uncomfortable and create dialogue is one of the most important things you can do to start to build back a culture of trust.
A great way to do this is to formulate your company values and provide the space for the employees to give input. If there are mixed messages about who you are as an organization it’s going to be very difficult for you to test behaviors against an agreed-upon standard.
3. Set some ground rules.
Where we’re treading into uncharted waters, we cannot be sure how everyone will react. With a thoughtful foundation built on safety, mutual respect and a clear vision for the culture, you set the stage for safe dialogue. The goal of the ground rules will help difficult conversations become the means of understanding. The rules we use at the Boston Men’s Group are: actively listen, celebrate difference, relationships first.
4. Consider your legal obligations.
Though it’s crucial to have succinct and effective policies in place that prohibit discrimination and harassment overall, it’s wise to enact a strict individual policy for sexual harassment in particular. In today’s climate, it only further minimizes the risk of any potential liability.
Moreover, be sure that updated policies are readily available. New employees should receive a copy upon hire. The policies should be adhered to when discrepancies come up. Following the company policies is an important step in maintaining a consistent culture and reducing the possibility of liability.
Think of new ways that you can engage your staff around this material to reinforce the rules. For example, consider posting three tips to celebrate office diversity on small posters in the restroom or create an employee newsletter with an educational article about how to communicate with difficult personalities. Find new ways to fold new cultural standards and ways of thinking into the day-to-day environment of your workplace and bring company standards of conduct off of the page and into the day.
Many companies look within to find an internal leader to open the dialogue. Whether or not your discussions are framed by an outside voice or an advocate within, aim to create a safe space for everyone. By allowing for different perspectives, histories and values, you will create an environment of inclusion and safety.
Previously published on Forbes Coaches Council.
