#RespectAtWork

We have all been witness to events and innovations that have disrupted our society. We don’t even have to think back too far to name a few. From the tragic events of 9/11 to the introduction of smartphones and Twitter...most of the time, we didn’t even recognize that a shift was taking place until our way of life had already changed.

But this time, things are different.

If you are like me, you have watched the momentum of the #MeToo and the #TimesUp movements and concluded that we are at a critical juncture in our society. Only this time, it seems that we more aware and more alert to the change that is on the horizon. While we don’t yet know what that shift will look like, we do know it is sorely needed. Especially in our workplaces.

Thus far, the conversations have focused on the individuals who have stepped out of line, the courageous victims who have spoken out, and the need for more accountability when violations of law take place. These are all vital concerns to address. But as the dialogue continues, many of us are asking, “Where do we go from here?” “What should we do differently?” and “How should we address this issue with our employees?”

To answer these questions, we must reframe the dialogue. The sexual misconduct that seems to keep happening is repugnant, and we should continue to discuss these incidents as they occur. But we will never move forward if we only focus on what people do wrong. It’s time to consider how we can help each other do right. 

We need to begin a conversation about respect as the goal for our workplaces. It’s time to talk about what it looks like to treat each other with the dignity, civility, and mutual consideration that we all deserve. Our employees need us to guide them; to lead the way in creating a shared understanding as how we should work together. Respect as a standard also provides a common language so that when problems arise, individuals feel validated in raising and resolving sensitive concerns. 

The best way to get started is to engage employees in conversation about what respect means in their context. Manager-led discussions with their direct reports can make a big difference. Now I realize, that is a dialogue that is easy to suggest, but difficult to do. Sexual misconduct is a very sensitive subject. I get it.

At ECI, we want to help. For starters, we created the hashtag #RespectAtWork, and we invite you to join us in using it to start a new kind of discussion. We have also developed a unique case study on workplace sexual misconduct, for use by managers in talking with their employees. The case is entitled, you guessed it, #RespectAtWork. 

The case is a special edition of our regular series Talking the Walk?, and we are making it available to the public for free. We’ve included questions for discussion that challenge work teams to think about what it means to have a respectful workplace. We’ve also developed a leader’s guide, so that every manager can follow instructions (and even a script if they need it) to facilitate the dialogue. 

Please, download this case and the leader’s guide, and distribute the material throughout your organization. Challenge your managers to use the case to talk with employees. Pass the link on to your colleagues and peers. All you need to do is to visit www.ethics.org/resources/talk-the-walk and download the free #RespectAtWork resource.

Together we can take responsibility and influence the shift that needs to happen. Let’s begin a conversation about what it means to have a respectful workplace.