Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

Unlocking the Potential of Diversity in Organisations#ClearingTheAttic: The Imperative Condition of a Trust Culture

Unlocking the Potential of Diversity in Organisations: #ClearingTheAttic: The Imperative... [Without trust, there can be no free expression. Without freedom of expression, the benefits of different perspectives will be lost. In addition to leadership, therefore, fairness and justice, collegiality and sharing, and communications across, up and down the organisation, are prerequisites for an inclusive culture. Trust is hard to win and easy to lose. It requires proactive culture management to avoid spiralling into distrust and to encourage a virtuous cycle of trust instead. Minorities must feel safe to speak and act without fear of repercussions. Dominant group employees must learn to value constructive challenges. However, if they are to show the humility and vulnerability required to let go of the comfort zone offered by convention, they too need a sense of safety. Performance expectations must translate from corporate value statements to everyday performance evaluation, with behavioural objectives placed alongside financial and operational targets. In short, inclusive leadership can create the necessary conditions for a trust culture to exist. They must advocate and facilitate an ongoing conversation between those who have previously (consciously or unconsciously) excluded minority groups, and the excluded groups themselves—if they are willing to do so.] http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png

Unlocking the Potential of Diversity in Organisations#ClearingTheAttic: The Imperative Condition of a Trust Culture

Loading next page...
 
/lp/springer-journals/unlocking-the-potential-of-diversity-in-organisations-clearingtheattic-ZmoDeV9oKT

References (0)

References for this paper are not available at this time. We will be adding them shortly, thank you for your patience.

Publisher
Springer International Publishing
Copyright
© The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022
ISBN
978-3-031-10401-5
Pages
143 –157
DOI
10.1007/978-3-031-10402-2_11
Publisher site
See Chapter on Publisher Site

Abstract

[Without trust, there can be no free expression. Without freedom of expression, the benefits of different perspectives will be lost. In addition to leadership, therefore, fairness and justice, collegiality and sharing, and communications across, up and down the organisation, are prerequisites for an inclusive culture. Trust is hard to win and easy to lose. It requires proactive culture management to avoid spiralling into distrust and to encourage a virtuous cycle of trust instead. Minorities must feel safe to speak and act without fear of repercussions. Dominant group employees must learn to value constructive challenges. However, if they are to show the humility and vulnerability required to let go of the comfort zone offered by convention, they too need a sense of safety. Performance expectations must translate from corporate value statements to everyday performance evaluation, with behavioural objectives placed alongside financial and operational targets. In short, inclusive leadership can create the necessary conditions for a trust culture to exist. They must advocate and facilitate an ongoing conversation between those who have previously (consciously or unconsciously) excluded minority groups, and the excluded groups themselves—if they are willing to do so.]

Published: Sep 29, 2022

There are no references for this article.