Unbox Your Mindset: 5 Signs of a Boxed Workplace
Diversity and inclusion are essential values that employers should embrace. However, many workplaces today suffer from the socially conditioned boxed-based workplace. This means a lack of diversity and inclusivity in the workplace, leading to various issues, such as gender inequality. In this article, we will look at four indications that your workplace suffers from its socially conditioned boxed-based workplace and what can be done to address it.
"By never stopping working from creating a more inclusive, collaborative, and trusting workplace culture, managers and leaders can break down these boxes and create a space where employees feel safe to be themselves."
I've been sharing several articles about the consequences of the assumptions created by our boxed-based mindset, perhaps too many! However, this topic is dear to my heart, and I will continue to share my thoughts on this ;-)
In today's world, social conditioning is no longer a foreign concept. The social norms and expectations surrounding us often influence how we think, behave, and act, and it's all swimming on the surface of our consciousness. Self-awareness is such a key, but as I've mentioned before (quite often), self-awareness is nothing if we don't change our actions and behaviours!
Social Conditioned Work Boxes!
Unfortunately, this social conditioning can extend into the workplace, where employees are often expected to fit into a specific mould or behave in a particular way. This can lead to a culture of "box-based" thinking that stifles creativity, innovation, and individuality.
Here are five indications that your workplace is suffering from socially conditioned boxes and what managers and leaders can do to change the culture:
1. Lack of Diversity and Inclusion:
If your workplace lacks diversity and inclusion, this can be a clear indication of a box-based culture. When people feel they have to fit into a specific mould or conform to a particular set of norms, they may be less likely to speak up or share their unique perspectives. This can lead to a lack of workplace diversity, ultimately stifling innovation and creativity.
What you can do: Managers and leaders can actively work to create a more inclusive culture by encouraging diverse perspectives and voices. This can involve creating a safe space for employees to share ideas and actively seek diverse perspectives.
2.A Rigid Hierarchy:
A rigid hierarchy can also signify a box-based culture. When employees are expected to adhere to a strict hierarchy, they may be less likely to challenge the status quo or speak up about issues that they see in the workplace.
What you can do: Managers and leaders can create a more collaborative workplace by breaking down hierarchies and encouraging open communication. This can involve creating cross-functional teams, encouraging employees to share their ideas and perspectives, and actively listening to feedback.
3. Fear of Failure:
When employees fear failure, this can indicate a box-based culture. If people adhere to a particular set of norms or expectations, they may be less likely to take risks or try new things.
What you can do: Managers and leaders can create a culture of psychological safety by encouraging risk-taking and experimentation. This can involve celebrating failures as learning opportunities, providing resources and support for employees who want to try new things, and actively encouraging employees to take risks.
4. Lack of Autonomy:
Employees lacking autonomy can be another sign of a box-based culture. If people feel they must adhere to a strict set of guidelines or rules, they may be less likely to take ownership of their work and feel less invested in their jobs.
What can you do: Managers and leaders can and should empower employees by giving them more autonomy and control over their work. This can involve giving employees the freedom to work on projects that interest them, providing opportunities for professional development, and actively seeking employee feedback and input.
5. Lack of Trust:
Finally, a lack of trust can indicate a box-based culture. When employees feel like they need to trust their colleagues or managers, they may be less likely to share their ideas or speak up about issues in the workplace.
What you can do: Managers and leaders can build trust by creating a culture of transparency and openness. This can involve communicating clearly and regularly with employees, providing opportunities for feedback and input, and actively addressing any issues or concerns.
Even as little as a 30-minute team meeting a week or even bi-weekly where the topic is to braindump ideas to increase connections between employees or increase productivity, those 30-minute meetings can build trust between team members as these meetings are seen as 'No idea is a stupid one or wrong idea - just flow.'
In conclusion, socially conditioned boxes can harm workplace culture, stifling creativity, innovation, and individuality.
By continuing to work on creating a more inclusive, collaborative, and trusting workplace culture, managers and leaders can break down these bad and ugly boxes and create a space where employees feel safe to be themselves.
Book Rúna as a speaker for your Podcast, event, panel discussions on the new paradigm for gender equality.