According to the most recent “Women in the Workplace” report from LeanIn.Org and McKinsey, the gap between men and women leaving their jobs is the largest it has been since the report was first published eight years ago. For every female director who is promoted, two women at the same level of seniority choose to quit. The report states that women are leaving companies that fail to deliver on “the cultural elements of work that are critically important to them.”
Culture is our lived experience of work, and for women today, the lived experience of work isn’t great. For example, the Women at Work report by Deloitte published this year finds that 10% more women are experiencing; harassment, microaggressions and exclusion at work compared to a year ago. Overall, this is an increase from 51% to 59% of women.
To understand how pervasive toxic cultures are, Charles Sull, cofounder of CultureX and Donald Sull, senior lecturer at the MIT Sloan School of Management and cofounder of CultureX analyzed the language that 3 million U.S. employees used in Glassdoor reviews to describe their employer between 2016 and 2021.
What they found is a gender gap in men and women’s experiences of toxic workplace cultures. Overall Women spoke more negatively than men about most elements of culture, including work-life balance and collaboration. The largest gap between the genders however, is for toxic culture, which they define as a workplace culture that is disrespectful, no inclusive, unethical, cutthroat, or abusive.
On todays episode Charlie Sull joins us on the show to discuss these issues.
Even if employees don’t quit, employees in toxic environments are more likely to disengage from their work, exert less effort, and bad-mouth their employer to others. Sustained exposure to a toxic culture increases the odds that employees will suffer from anxiety, depression, burnout, and serious physical health issues.
Given the impact toxic workplace cultures can have on our mental and emotional wellbeing, it is important we understand how to solve this issue.
Here Charlie shares what we can do.
Action One: Be nicer to people - dilute the toxic culture.
Action Two: Report toxic behaviour to HR, if you witness it or it is happening to you.
Action Three: Take reliable data to senior leadership and keep talking about it to ensure senior management realize that this is a problem and place the item on the agenda of the CEO. Don’t lose your voice.
CultureX
How To Manage Microagressions - Heather Younger
Care Can't Wait - Tina Tchen
Disability Rights - Kathy Martinez
How To Raise Inequality Aware Kids - Mallika Chopra
André Thomas - What Pride Month Means
Alisha Arora - Women, STEM and the Future
Tim Parkin - Sexism in Advertising
Mallory Weggemann - How To Become Limitless
The Anti-Trans Violence Epidemic: Beverly Ross & David Johns
Blessing Adesiyan: Shecession - Why The Economic Crisis Is Affecting Women More Than Men
Madison Butler: Psychological Safety At Work
Educating Kids About Climate Change: Sarah Goody
How To Be A Male Ally At Work: David Smith and Brad Johnson
How To Be An Ally: Wade Davis
Laura Bates: Everyday Sexism Project
Dr. Daniel Susskind: Are Robots Going To Take Your Job?
Deepak Chopra and Gabriella Wright: Free Program To Support Women’s Mental Health
Tamra Ryan: Life After Lock Up
Tamara Gillian: The Status of Women And Money
May Habib: Is Zoom Making Your Work Culture Toxic?
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