What do you do if your organization lacks a positive and inclusive work culture?

1. Observe your colleague's, team's and leadership's behaviours and communication styles. 2. Keep an eye on the trends/patterns 3. Take notes, document specific examples 4. Assess the culture against company values, mission and principles before moving on to the next step

Look for patterns such as cliques, limited diversity in leadership, or a reluctance to give and receive feedback. Identifying these dynamics helps gauge the depth of any issues and their root causes. Armed with this understanding, you can then strategize ways to address specific challenges and promote a more nurturing work environment.

Allies are very crucial as they influence most of the bigger audience. Get allies whom are trusted by peers (ie. Tenured ones, not necessarily a manager/executive) and have been in the institution with proven track record. Someone who are also active in socials, engagements that share the same passion, intention and desire to move forward with positive impact.

Seek out colleagues who share your vision and goals, as their support can be invaluable in effecting meaningful transformations. Collaborating with allies allows for the exchange of insights, mutual encouragement, and the generation of innovative solutions. Remember that allies can be found at all levels of the company, offering diverse perspectives that enrich efforts to enhance workplace culture.

Prepare to present your observations and recommendations in a constructive manner, emphasizing collaboration and positive outcomes. Consider scheduling a meeting with your manager or HR department to address specific incidents or trends impacting the workplace culture adversely. Frame your message around the shared benefits of fostering a more positive and inclusive environment for all individuals involved.

Lead by example. There is no better way to change the mindset of others than to show them what an all-inclusive team should look like. This will allow for a stronger team and will even open up the pool for future associates wanting to join your team.

Work on areas you can control and that is starting the change in you. Small steps create a huge impact being a "change agent". Aim with an end in mind - and you can do so by starting in your circle (i.e. small groups/BUs).

Your actions serve as a blueprint for others, inspiring them to adopt similar behaviors. While you shouldn't shoulder the entire burden of cultural change alone, your consistent, small-scale efforts can create a ripple effect over time. By demonstrating the values you wish to see, you contribute significantly to fostering a more positive and inclusive workplace culture.

Initiatives may not need to be big and overwhelming. Simple gestures such as facilitation rotation during team meetings, fair and balanced recruitment process etc can bring inclusivity in fruition. The basics are oftentimes the neglected ones and ensuring foundation is sturdy can give significant impact.

Do not stay alone and do not keep your concerns for yourself. Make sure you have a strong sense of belonging and inclusion in your personal life. Ask for help and support to navigate this challenge and assess whether this is the right organization for your (e.g., therapist, mentor, coach). Remember you should not have to suffer physically, mentally or emotionally to succeed in your career - make sure to take action and ask for help before it's too late.