Belonging is important. Including all voices in the conversation is key to success.
A Culture-Friendly workplace is one that recognizes and values that the whole of the organization is greater than its individual parts. This Culture-Friendly resource can help employers identify and address systemic issues that keep workers from contributing to their full potential. With tools to empower all voices and foster a supportive environment, together we can help build a stronger, more vibrant organization.
Helping workers feel valued and respected has real benefits
Leaders who inspire confidence and empowerment among all their employees have a measurable positive effect on their teams.
17%
Increase in team performance.
20%
Increase in decision-making quality.
29%
Increase in team collaboration.
NPHF is Ready to Help
Reach out to us today for more information on this and other critical Nevada Public Health programs.
Starting the Conversation
"We are greater than, and greater for, the sum of us."
— Heather McGhee
Creating a workspace where all voices are heard, respected, and safe is a journey. Here are five steps that you as an employer can initiate to help your organization become more Culture-Friendly.
- Define Success
The Culture-Friendly transformation journey begins with a solid foundation in education, stakeholder engagement, and strategy development. Start by establishing a baseline of understanding, ensuring leadership and employees are on the same page. Key stakeholders should receive training to build skills and knowledge that enable them to lead effectively and foster a workplace where everyone can thrive. - Assess Current Workplace Culture
When starting a Culture-Friendly journey, it's important to first assess the current environment. Select specialized tools to gather anonymous input from leadership, employees, and managers to provide a comprehensive overview that facilitates individual and organizational growth. Analyze the results to identify strengths and areas for improvement ensuring targeted and effective strategies. - Audit Results
Using the data gathered in step 2, audit the results to identify gaps between your current environment and your Culture-Friendly goals. Integrate processes such as auditing recruitment, onboarding, and retention practices to include a wide variety of experiences. Prioritize your objectives and create strategies to achieve them, ensuring a measured approach to continuous improvement. - Implement Action
Step 4 is about implementing the Culture-Friendly strategies developed in step 3. Target training and coaching to build the skills and knowledge needed to advance this work, covering topics like implicit bias and microaggressions. Senior leadership should receive direct coaching on effectively leading initiatives to ensure they are guiding the organization with confidence and insight. Be sure to include any Board of Directors or similar management groups in focused leadership development training. - Follow Up
You've done excellent work through steps 1 to 4. In step 5. Now reassess your organization's progress to ensure continuous improvement using the same assessment tool(s) as in step 2. Identify areas of strength and need, creating new strategies to sustain and elevate your Culture-Friendly initiatives. This phase may include creating formal policies, forming a dedicated committee, conducting audits, ongoing consulting, training new hires, and executive coaching for new leaders.
There is a wealth of resources available to guide you along this valuable journey. See the links below for some ways to start and continue the conversation.
References and Resources for Employers
General Awareness and Process
- Advisory-Groups
- DEI Action Plan
- The Key to Inclusive Leadership
- DEI Transformation Journey
- Social Identity Wheel
- Job Description Template
- Drafted Offer Letters Exempt and Non exempt
- Exit interview
- Improving Workplace Culture Through Evidence-Based Diversity, Equity, and Inclusion Practices
- Choice Map
-
NRS449.101 Cultural Competency Training (CCT) for Nevada state-licensed health facilities
Hiring
- 10 Examples of Inclusive Job Descriptions
- Gender Decoder
-
To Build a Diverse Company for the Long Term, Develop Junior Talent
- How the Best Bosses Interrupt Bias on Their Teams
Health Equity
Sexual Orientation, Gender Identity and Expression
- Let’s Get Real About Equality: When Women Thrive 2020 Global Report
- LGBTQ+ Professional and Student Associations
- Understanding Gender Identities
- GLAAD Media Reference Guide – 11th Edition
- Guide to Being an Ally to Transgender and Nonbinary Young People
Race / Culture
- Continuum on Becoming an Anti-Racist Multicultural Organization
- How to Stay in Conversations About Racism
- Worksheet: White Dominant Culture & Something Different