Catherine Mattice's Blog, page 3

Celebrate Diversity With Music: A Playlist for Inclusivity

A few years back, we put together a playlist for inclusivity to play in the office and it quickly became one of our most popular blogs, proving that something as simple as music can strike a big chord (pun intended) as people find solidarity in it. So we thought, why not do it again?

April is Diversity Month, and while the calendars are packed with initiatives, trainings, and panel discussions, let’s be honest: culture isn’t built in boardrooms or one-off events. It’s built in the day-to-day – in the small but mighty moments that shape how people feel at work.

And one of the easiest, most overlooked ways to make those moments count? Music.

Use this playlist to help create a workplace where people feel seen, celebrated, and like they truly belong. Music speaks every language, crosses every line, and when chosen intentionally, it can reinforce a culture of inclusion and connection.

So let’s hit play on that.

(Note that these are just popular songs. No need to call out diversity if you’re not allowed.)

 

Songs That Celebrate Diversity: A Playlist for Inclusivity

Turn up the volume! These tracks aren’t just catchy. They carry powerful messages of inclusion, empowerment, and unity.

 

“You Need to Calm Down” – Taylor Swift

A celebration of LGBTQ+ rights and standing up against discrimination.

“Pink Pony Club” – Chappell Roan

A bold, joyful anthem about embracing queer identity, breaking free from small-town expectations, and finding your people.

“Special” – Lizzo

A heart-hitting reminder that “In case nobody told you today, you’re special.” This song champions body positivity, self-love, and representation.

“Chosen Family”- Rina Sawayama and Elton John

A touching ballad about building your own community when your biological family doesn’t support who you are.

“That’s My Girl” – Fifth Harmony

An empowering tribute to women’s strength, resilience, and collective support.

“Flowers” – Miley Cyrus

A self-love anthem about healing, growth, and reclaiming your own narrative.

“Unwritten” – Natasha Bedingfield

An uplifting reminder that everyone has the power to shape their own story. Perfect for a positive workplace mindset.

“We Are the World” – USA for Africa

A global collaboration of artists from diverse backgrounds, symbolizing unity and shared humanity.

“Humble and Kind” – Tim McGraw

A simple but powerful reminder to treat others with kindness and respect.

“Colors” – Jason Derulo & Maluma

A vibrant celebration of cultural diversity, originally released for the FIFA World Cup.

 

Create Your Own Playlist for Inclusivity

You’ve already got a full plate of initiatives. So why not add music, something simple, free, and surprisingly powerful, into the mix? Here’s how to put it to work:

Create a collaborative playlist with input from your team. Let everyone contribute a song that speaks to them.Play diversity-positive songs before meetings to set the tone for inclusivity.Feature music from different cultures during heritage months or company-wide celebrations.Invite employees to share why a particular song resonates with their identity, culture, or story.

Music is a small but mighty way to make inclusion feel real, daily, and authentic. It helps people feel seen. It builds bridges. It opens hearts.

And if your leadership still isn’t prioritizing inclusion, let’s talk. Everyone needs to feel included as a basic human need, whether you put that word under the umbrella of DEI or not. Implement real culture change and build workplaces where people actually want to stay – reply to this email and let’s get on the horn.

At the end of the day, diversity isn’t just about policies. It’s about the experiences we create. And sometimes, it all starts with the right song.

The post Celebrate Diversity With Music: A Playlist for Inclusivity appeared first on Civility Partners.

Join our FREE WEBINAR – Fostering a Workplace Where Feedback Fuels Change

Imagine this: A senior leader makes an offhanded, inappropriate remark in a team meeting. The room tenses, eyes drop, and a few uncomfortable chuckles fill the silence. No one speaks up. You’re caught off guard, unsure what to do.

Later, someone from that meeting comes to you. Frustrated, upset. “Why didn’t anyone say anything? Why does this keep happening?”

You’ve heard it before. Employees see the problem, but they don’t know how to address it. They’re afraid of backlash, of rocking the boat, of getting it wrong. So they stay quiet. And that silence allows toxic behavior to thrive.

If employees don’t feel empowered to speak up and step up, bad behavior festers, feedback is avoided, and the healthy workplace culture you’re working so hard to build stagnates.

Most don’t know where to start. That’s why we’re conducting a FREE webinar, Speak Up, Step Up: Fostering a Workplace Where Feedback Fuels Change, to guide you on the process of getting employees to confidently address inappropriate behavior and use feedback as a force for positive change, not a source of fear, on April 2nd, 10am PT, plus you’ll get 1 SHRM PDC for attending. 

This topic is also explored in Chapter 12 of Catherine’s latest book, Navigating a Toxic Workplace For Dummies—your go-to guide for tackling toxicity. It’ll be available on June 26!

This webinar is going to be super interactive (would we do it any other way?!) as Catherine will be answering your questions throughout the presentation, asking for your input and experiences, and guiding you through solving real-world challenges.

It’s on April 2 at 10 am Pacific time. Register here. Looking forward to seeing you there!

The post Join our FREE WEBINAR – Fostering a Workplace Where Feedback Fuels Change appeared first on Civility Partners.

Silence Is Not Golden: 5 Ways Lack of Feedback Kills Productivity

Whenever you search on Google or ask ChatGPT for something, you get an answer in a snap. An unintended result of this technology is that we expect immediate feedback from people, too. A lack of feedback kills productivity. 

In 2008, tech scholar Nicholas Carr raised a provocative question in a cover story for The Atlantic: “Is Google Making Us Stupid?” He argued that the ease of online searching and the distractions of web browsing were possibly limiting our capacity to concentrate. However, in 2010, research by Pew debunks this, showing that Google and, by extension, instant access to knowledge, doesn’t make us stupid. Instead, it enhances our ability to solve problems quickly, reinforcing our expectation for timely information.

Perhaps this is a roundabout way to point out that employees thrive on feedback. They need it to grow, adjust, and feel engaged. They need it quickly so they can adjust course immediately. And so, silence, whether from managers or leadership, isn’t golden. 

 

Lack of Feedback Kills Productivity

Here’s how a lack of feedback quietly sabotages your workplace and the bottom line:

 

1. Employees Waste Time Second-Guessing Themselves

Gallup reports that only 26% of employees strongly agree that the feedback they receive helps them do better work. Without clear direction, employees hesitate. They overthink. They check and recheck their work instead of moving forward with confidence. That hesitation slows everything down and your business pays the price.

 

2. Engagement Plummets

Feedback isn’t just about performance. It’s about connection – 32% of employees say they have to wait three months or more to receive feedback. That’s three months of wondering, not knowing, and feeling like their work exists in a vacuum. Imagine if your Google search took three months to return feedback – you’d have an anxiety attack! When people feel disconnected, they disengage. Hello, quiet quitting, absenteeism, and eventual turnover.

 

3. Mistakes Snowball Without Course Correction

Silence doesn’t just mean missed opportunities. It means repeated mistakes. Without feedback, errors compound, inefficiencies grow, and customer satisfaction plummets. Employees can’t fix what they don’t know is broken. Real-time feedback isn’t micromanaging; it’s smart leadership when done with kindness and a focus on success. 

 

4. Top Performers Walk Away

High performers want to grow. A lack of feedback signals stagnation. Research from LinkedIn’s Workplace Learning Report shows that 94% of employees would stay at a company longer if it invested in their career development, and feedback is a crucial part of that. If they’re not getting it, they’ll find a company that provides it.

 

5. Culture Crumbles When People Feel Invisible

Feedback isn’t just about correcting mistakes. It’s also about recognizing achievements. Employees who don’t feel valued disengage, and their dissatisfaction spreads. A culture of silence fosters resentment, and before you know it, your workplace is filled with people who feel ignored and undervalued.

 

4 Ways to Build a Culture of Feedback

If you’re in HR or leadership you’re often the first to witness the damage caused by a lack of feedback. The disengaged employees, the turnover spikes, the performance struggles, the culture problems. And while it’s frustrating to see, the good news is that you have the power to change it. Here’s how:

Train managers on effective feedback techniques. Many avoid it because they don’t know how to do it well or they’re under the impression giving feedback is hard or negative. Once they learn to flip the script to one of coaching for success they’re more likely to give ongoing feedback as they’re more comfortable with the positive spin.Implement real-time feedback tools. Don’t wait for annual reviews. Use platforms that encourage ongoing dialogue and tell managers to meet with their people weekly.Recognize wins frequently. Employees need to hear what they’re doing well, not just what they need to fix.Join our free webinar, “ Speak Up, Step Up: Fostering a Workplace Where Feedback Fuels Change ,” on April 2nd at 10 AM PT. Earn 1 SHRM PDC while learning practical strategies to transform your workplace.

Feedback isn’t just a productivity tool. It’s the foundation of a thriving, engaged workforce. If silence has been the status quo in your workplace, it’s time to break it.

Because in the workplace, feedback is gold.

The post Silence Is Not Golden: 5 Ways Lack of Feedback Kills Productivity appeared first on Civility Partners.

5 Ways to Give Feedback to a Toxic Worker About Their Toxic Behavior

If you’ve landed on this page, chances are you’re looking for answers. Maybe you’ve tried everything, or maybe you’re bracing yourself for a conversation you’d rather not have. Or you don’t know how to give feedback to a toxic worker about their behavior. Either way, we see you. Dealing with toxic workers isn’t just frustrating. It’s draining. 

We all love to talk about nurturing top performers, creating positive work environments, and celebrating workplace culture wins. And yes, that matters. But ignoring toxicity? That’s a mistake you can’t afford to make.

Toxic workers don’t just make work frustrating. They cost companies money, morale, and talent. According to SHRM, 32.4% of employees who quit in 2024 cited a toxic or negative work environment as the reason. On top of that, workplace toxicity contributes to $16 billion in annual employee healthcare costs.

You’re stuck between leadership that doesn’t want to address the issue and employees who are desperate for change. It’s exhausting. But with the right tools, you and your team can push back and reclaim a healthier work environment.

 

Giving Feedback to a Toxic Worker

Here’s how you can help without making the situation worse:

 

1. Use Descriptive, Not Evaluative, Language

People who exhibit toxic behaviors thrive on defensiveness. When feedback feels like a personal attack, they shut down or lash out. 

You don’t have to say, “You’re always so rude in meetings,” which is scary for you and not useful for them. Use descriptive language instead, such as: “In today’s meeting, when you interrupted me, I felt unheard. Do you have a minute to talk?” This keeps the conversation factual and less confrontational, making it harder for them to deflect. 

 

2. Encourage the SBI Model (Situation-Behavior-Impact)

You know that structured feedback works best. The SBI Model, developed by the Center for Creative Leadership, helps employees focus on facts rather than emotions. For example:

Situation: “In our project discussion last Tuesday…”Behavior: “You raised your voice when I suggested an alternative approach.”Impact: “This made me feel undervalued and reluctant to share future ideas.”

This approach helps employees keep their feedback concise, objective, and harder to argue against.

 

3. Teach Employees to Set Boundaries

Some behaviors, like persistent negativity or gossiping, may not change through feedback alone. Encourage employees to set clear boundaries: “I prefer to focus on solutions rather than discussing colleagues,” or “I’m open to feedback if it’s delivered respectfully.” Establishing boundaries helps manage interactions and reduces the toxic coworker’s influence.

The more often you and the team respond like this, the harder it is for the individual to ignore – they’ll have to make change to get through their work day.

 

4. Coach Employees to Pick the Right Time and Place

You may have seen it happen: An employee finally works up the courage to confront a toxic coworker… in the middle of a heated email thread or a group meeting. Disaster. Timing and setting matter. Encourage employees to address issues privately, when both parties are calm, and in a neutral space where neither feels ambushed. For example, suggesting a one-on-one meeting in a quiet conference room after work hours.

 

5. Give Employees HR as a Backup Plan

Sometimes, direct feedback isn’t safe or feasible. Or it’s been given several times with no improvement in sight. Make it clear that HR is a resource, not a last resort. Employees should feel confident documenting incidents and escalating concerns without fear of retaliation. Reinforce that addressing toxic behaviors consistently and fairly is a priority.

 

Learn More Ways to Give Feedback to a Toxic Worker

HR professionals shouldn’t have to play referee between employees who just want to work and those who thrive on creating chaos. You deserve better. Your team deserves better. And you have more power than you think.

That’s exactly why we’re hosting “Speak Up, Step Up: Fostering a Workplace Where Feedback Fuels Change.” This FREE webinar on April 2nd at 10 AM PT (with 1 SHRM PDC) is designed to equip you with actionable strategies to create a workplace culture where feedback actually drives change.

Register now and take the first step toward reclaiming a healthier, more productive workplace.

The post 5 Ways to Give Feedback to a Toxic Worker About Their Toxic Behavior appeared first on Civility Partners.

It’s Not All in Your Head: 5 Signs You’re In a Toxic Workplace

If you’ve ever questioned whether your workplace is truly toxic or if you’re just “overreacting,” you’re not alone. The truth is, if work feels unbearable day after day, it’s not a bad week—it’s a bigger problem and can be signs you’re in a toxic workplace.

Research confirms that toxic workplaces aren’t just unpleasant; they take a measurable toll on employees and businesses alike. According to the MIT Sloan Management Review, a toxic culture is 10 times more predictive of turnover than compensation. Even the U.S. Surgeon General labeled toxic workplaces a public health crisis, citing the impact on mental and physical well-being.

 

Signs You’re in a Toxic Workplace

So no, it’s not all in your head. And while some toxic workplaces are obviously hostile, others operate in more subtle, insidious ways, slowly draining morale and mental well-being. Here are some telltale signs to watch out for:

 

1. You’re Afraid to Speak Up

A healthy workplace is one where you can ask questions, share ideas, and admit mistakes without fear of embarrassment or retaliation. But if you find yourself second-guessing every word, watching colleagues get punished for honesty, or feeling like silence is the safest option, that’s a red flag. Psychological safety should be a given, not a luxury.

 

2. The Rules Don’t Apply to Everyone

When some employees get away with harmful behavior because they’re high performers and get results, or certain people are held to impossible standards while others get preferential treatment, you’re in a toxic workplace. When policies are applied inconsistently, it creates resentment and distrust, eroding any sense of fairness or accountability.

 

3. People Are Checked Out

When new hires start off excited, only to lose motivation within months and quit within the first year, that’s not a good sign. And, if long-time employees are quitting at an alarming rate, that’s a problem too. High turnover and widespread disengagement aren’t coincidences. They’re signs of a workplace that isn’t supporting its people.

 

4. You’re Constantly Gaslit

When you raise concerns and they’re dismissed as “not a big deal” or you’re blamed for being too sensitive, and when you’re made to feel like you’re the problem for calling out issues, that’s not okay. People who engage in toxic behavior use gaslighting to make you question your own reality so they don’t have to change. Trust your gut. If something feels wrong, it probably is.

 

5. Your Job is Making You Sick

Work stress is normal but it shouldn’t make you sick—literally. Chronic stress, anxiety, and even physical symptoms like headaches, insomnia, and digestive issues can all be linked to a toxic work environment. If your job is impacting your health, it’s time to take it seriously.

 

Here’s How to Navigate It

Recognizing a toxic workplace is the first step, but what comes next? The good news is, you don’t have to figure it out alone. We specialize in transforming workplace cultures by providing expert consulting, training, and leadership coaching to address toxicity at its root.

If you’re feeling stuck in a toxic work environment, there are practical steps you can take to protect yourself and advocate for change. From setting boundaries and documenting issues to seeking external support, our team is here to guide you.

For a deeper dive into navigating and overcoming workplace toxicity, pre-order my book, Navigating a Toxic Workplace For Dummies. It’s packed with insights and strategies to help you regain control, whether you’re looking to improve your current situation or make a fresh start.

Pre-order now and get exclusive access to my book launch party!

Toxic workplaces don’t fix themselves. But with the right tools, you can regain your power and peace of mind. Grab your copy today and start reclaiming your workplace sanity.

The post It’s Not All in Your Head: 5 Signs You’re In a Toxic Workplace appeared first on Civility Partners.

Struggling with a Toxic Boss? Read This

Did you know that seven in ten U.S. workers say they would leave a job if they had a bad manager? That’s according to the latest findings of LinkedIn’s Workforce Confidence survey. Leaders who exhibit challenging behaviors don’t just cost their organizations talented employees, they also impact the bottom line and discourage future leaders from stepping into management roles.

Working under a leader whose behavior is perceived as toxic feels like walking on eggshells every single day. It’s the constant anxiety of wondering whether today will bring support or criticism. It’s the exhaustion from endless micromanagement, a lack of appreciation, or dismissive communication. And it’s the frustration of giving your best effort while feeling drained of motivation and self-esteem because of the environment they create.

If you’re nodding along, here’s the truth: It’s not your fault. The behaviors of these certain leaders can leave lasting impacts on employees—mentally, emotionally, and sometimes even physically.

 

What Makes a Boss Toxic?

Leaders who exhibit behaviors like micromanaging, taking credit for others’ work, or communicating in an abrasive manner create stress and burnout for their teams. While the specific behaviors vary, the outcome is the same: Employees feel undervalued, overwhelmed, and disengaged.

If you’re not sure if you’re working with a boss who’s toxic – versus one who is demanding or causing a little stress – take this assessment to find out. 

In short, a toxic boss will make you feel small and stupid while a demanding boss will make you feel challenged and supported.

 

How to Protect YourselfDocument Everything

Keep a record of incidents, including dates, times, and specific examples of inappropriate behavior. Documentation isn’t just helpful for making HR complaints; it’s a great way to help you validate your experience and understand this isn’t all in your head.

 

Set Boundaries

Leaders with toxic behaviors often push until they encounter firm limits. Advocate for yourself professionally. For example, you could say, “I’d appreciate feedback delivered constructively” or, “I need clarity on expectations to deliver my best work.” When you get a nasty email you can respond with, “Please note that I’ll respond to emails written with professionalism.”

 

Find Allies

A supportive coworker or mentor can offer guidance and emotional support. They may even witness behaviors that validate your concerns and could help you make a complaint to HR.

 

Engage HR

As early as you can, and definitely before the situation becomes unbearable, approach HR to let them know what’s going on and seek their advice. If the situation continues, approach HR with your documented incidents and present your case as a workplace productivity issue that disrupts wellbeing and morale. If that doesn’t help, file a hostile work environment complaint because the behavior is indeed hostile. 

 

Focus on Your Exit Strategy

While we hope it never comes to this, if all else fails, it’s okay to prioritize your well-being and start planning for your next opportunity. Take care of you. 

 

You Deserve Better Than a Toxic Boss

As a workplace culture expert, my team and I have helped countless individuals reclaim their confidence, navigate difficult work environments, and coach people with abrasive leadership behaviors to change. I know firsthand how overwhelming it can feel to address these challenges, but I also know that change, both personal and organizational, is absolutely possible.

My upcoming book, Navigating a Toxic Workplace for Dummies is a step-by-step guide to help you survive and thrive, even when the odds feel stacked against you. From handling workplace bullying to building the resilience you need to move forward, this book is your roadmap to freedom. 

When you pre-order, you’ll get exclusive access to my book launch party. Plus, you’ll have a chance to win a few prizes. 

Don’t miss out—secure your copy now and take the first step toward transforming your workplace and your life.

The post Struggling with a Toxic Boss? Read This appeared first on Civility Partners.

NEW BOOK: Navigating a Toxic Work Environment for Dummies

Does your workplace feel like a daily battle for survival?

Endless conflict, backstabbing, bullying, and leadership that turns a blind eye… Sound familiar?

For too many professionals, the workplace isn’t a place of productivity and growth; it’s a source of anxiety and stress. Toxic behaviors, dysfunctional cultures, and unchecked hostility push employees to their breaking point, driving disengagement and high turnover.

Ignoring toxic behavior is simply too costly, and no organization can afford to let it fester.

If you’ve ever felt stuck in a workplace where hostility is the norm, leadership looks the other way, and speaking up seems impossible, you’re not alone.

That’s exactly why I was recruited by Wiley Publishing to write the book, Navigating a Toxic Work Environment for Dummies—it’s a practical guide to understanding, addressing, and transforming toxic workplace culture. 

Over the years, my team and I have helped over 250 organizations, representing thousands of employees, recognize and turn around toxic behaviors and cultures.

And this book combines all that real-world experience with proven strategies and actionable steps that will make a difference. Whether you’re an individual trying to survive, a manager looking to lead by example, an HR professional seeking solutions for change, or a top leader seeking guidance on building a positive culture, this book is for you. 

Navigating a Toxic Work Environment for Dummies includes:

Hundreds of tips, big and smallSelf-assessmentsCompany assessmentsWorksheetsConversation scriptsHow-to’sAnd real case studies from my 15+ years of transforming toxic cultures into positive ones

The book comes out June 26th! Order your copy and get exclusive access to my book launch party on July 9th. I’m going to discuss the book, answer your questions, and run a raffle for a few prizes!

Don’t miss it! Order your copy first, and then register here.

The post NEW BOOK: Navigating a Toxic Work Environment for Dummies appeared first on Civility Partners.

DEI needed if hiring on merit is your goal

Trump has initiated a series of actions aimed at dismantling diversity, equity, and inclusion (DEI) initiatives within the federal government. On January 20, he signed Executive Order 14151, titled “Ending Radical and Wasteful Government DEI Programs and Preferencing,” directing the Office of Management and Budget to terminate all DEI-related mandates and programs across federal agencies.

The following day, he issued Executive Order 14173, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” which prohibits federal departments from contracting with private organizations that enforce DEI, effectively rescinding affirmative action requirements in government contracting established since 1965.

Trump has also announced that the federal government would recognize only two genders, male and female.

Trump has vowed to “create a society that is blind to color and based on merit”. Like many things Trump does and says, this thinking is inherently flawed. Diversity, equity and inclusion programs, or DEI, ensure you’re hiring and promoting based on merit and not physical characteristics.

 

Why DEI programs are necessary

We need programs that create diversity in the workforce because underrepresented groups are, well, underrepresented. We aren’t tapping into the merit that exists in those groups. 

For example, women occupy just 10% of the CEO positions at S&P 500 companies. It’s not because men are smarter, or more ambitious, or better qualified, or have more merit. According to the Harvard Law School Forum on Corporate Governance, it’s because 90% of successors to departing CEOs already have connections to the S&P 500 firm or the board when the time to hire a new CEO arrives. Spoiler alert – those connections are men.

This same study finds that S&P 500 boards actually prefer to hire women, but the challenge of locating female candidates is expensive and so the men who already have close ties win the positions. 

One way to overcome the shortage of women in the CEO talent pool is to locate women lower in the organization and ensure they have the same opportunities as men to rise to the top and be in those circles with the men – that is, have a DEI program. When a qualified woman goes on leave to either spend time with her new baby or for medical reasons related to pregnancy or birth, for example, she may be overlooked when she returns because she’s missed some important opportunities to shine while she was gone.

An effective DEI program could help her overcome that.

Not because she gets special treatment just for being a woman, but because as a person who’s as qualified as a man she’s entitled to the same opportunities as men who don’t take leave to have babies. And, if she lives in one of the 12 states that have abortion bans, she may suffer medical problems that could be addressed with abortion, but will be forced to carry the baby anyway and miss out on even more opportunities to prove her worth.

To suggest that women and men with the same merit have, and will continue to have, equal opportunities without DEI is absolutely ludicrous. We’re already so far apart – as evidenced in the everlasting wage disparity of 84 cents for every dollar – and the dismantling of DEI programs just pushes us back even further. 

 

The business case for diversity and equity

I wish I didn’t need to make a business case but because the notion of offering everyone the same opportunities is lost on so many, I’m going to. This article summarizes a bunch of the research on this topic. Here’s some highlights:

The World Economic Forum research shows companies with above-average diversity scores drive 45% average revenue from innovation, compared to those with below-average diversity scores driving only 26%.A McKinsey & Company study showed that companies in the top 25% for racial/ethnic and gender diversity were respectively 36% and 25% more likely to have superior financial returns. Great Place to Work research showed that employees in a diverse and inclusive company are 5.4 times as likely to want to stay for a long tenure. (This is important because turnover is expensive in lost productivity, and training, recruiting and hiring costs.)A study from Harvard Business Review found that cognitively diverse teams find solutions faster by trading new ways of problems-solving. (While cognitive diversity can be present in homogeneous teams, it’s more likely to be present, or at least present to a greater degree, in diverse teams.)Additionally, an organization not focused on DEI will harm its ability to expand its market.

If everyone thinks the same about customers, and thinks about the same types of customers, how can the organization grow? And so, without DEI initiatives consumers’ lives will change, too. But not for the better.

For example, a female friend of mine owns and runs a successful 7-figure business. Her husband has his own job and stays out of hers. When she applied for a line of credit, however, the bank told her she needed her husband’s signature – a cosigner to guarantee the loan. That’s probably because the interest rate was high – women-owned business loans average 2.38% higher than those offered to male-owned firms.

And compared to white-owned businesses, Black-owned businesses are charged 3.09% more in interest, Hispanic-owned firms 2.91%, and Asian-owned 2.88%. That’s because systemic inequities exist, not because this group has less merit than white people.

My friend made a stink and the bank countered by offering her double the line of credit she was asking for without requiring her husband’s signature. Obviously, she had the financials and proof that she could handle the line of credit as the business owner, or they wouldn’t have come back so strongly to rectify their mistake.

 

Equity doesn’t steal jobs from those with merit, it gives those with merit opportunities to have jobs

DEI programs are also about giving underrepresented people the same opportunities as the majority, er, white men. Without DEI programs, white people will continue to claim better employment opportunities.

Harvard Business School proved this point when researchers created resumes for Black and Asian applicants, and sent them out for 1,600 entry-level jobs in the US. Some resumes left applicants’ minority status intact and some were scrubbed of all racial clues. Although qualifications were identical on the two resumes, Black candidates had a 25% call back rate on their whitened resumes, versus 10% on their true resume. Asian candidates received 21% call backs versus 11.5%, respectively.

In short, merit was the same between the two resumes the candidates sent out – it was the lack of focus on equity that kept those qualified candidates from employment when they submitted the resume that truly represented them. DEI programs are needed as employers continue to root out bias with applicant tracking systems and hopefully, fair and equitable hiring practices.

 

Inclusivity isn’t a diversity thing, it’s a basic human need

Inclusivity is a basic human need. It’s not limited to diversity initiatives. Regardless of physical characteristics, we all require psychological safety and inclusivity to be our best selves. You may remember Maslow’s Hierarchy of Needs, for example, which highlights that once people’s physical needs and safety needs are met, they need to feel like they belong and are valued in order to have healthy self-esteem. That healthy self-esteem is what allows them to be the best version of themselves, what Maslow called “self-actualized.”

In business, feelings of belonging and the resulting positive influence on self-esteem translates to more innovation, better customer service, better quality work, and all around thriving employees who bring positive vibes to work. 

Google’s Project Aristotle found that teams with an environment focused on value and respect – where people could speak up and share ideas and mistakes without fear of embarrassment or humiliation – were more successful than those who didn’t. 

As Amy Edmondson put it in her book, The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth:

What they had discovered was that even the extremely smart, high-powered employees at Google needed a psychologically safe work environment to contribute the talents they had to offer. The team also found four other factors that helped explain team performance – clear goals, dependable colleagues, personally meaningful work, and a belief that the work has impact. As Rozovsky put it, however, “psychological safety was by far the most important…it was the underpinning of the other four.”

That’s right folks, even people with all that merit need to feel valued and respected at work. 

Social sensitivity, a concept closely related to psychological safety, is the ability to understand others’ thoughts and feelings, and it too is a predictor of team performance. Of course, having some DEI training would assist people in honing in on the skills of paying attention to how people react, asking questions, and responding to their needs. We need to spend time including people and understanding them in order to have social sensitivity.

Interestingly, as of 2023 we here at Civility Partners have had many requests for training programs on being an upstander when witnessing toxic behavior of any kind or level, and creating trust and psychological safety, specifically because we are not DEI experts. Organizations seemed to be realizing that people were burned out on DEI programs, and that because speaking up when you witness gossip or other non-diversity related behaviors is important too, they addressed the topics with us – who build positive thriving workplace cultures.

So while some organizations are backing out of DEI initiatives altogether, hopefully they’re still offering programs that can bring people together, create space for real conversations about how each person experiences the world, and ultimately build a strong and cohesive team because of it.

 

DEI needed if hiring on merit

A focus on DEI ensures you’re hiring, training and promoting the most qualified person – the one with the most merit. Without DEI it’s entirely possible you miss out on that person due to biases and established company norms that perpetuate hiring and promoting sameness.

Once you’ve hired a diverse candidate, your focus on equity ensures you give that person the same opportunities as the majority group, so that their merit can shine.

And inclusion means that you bring them into the fold so all that merit can be tapped into for decision making, innovation, and building your market share. 

Merit and diversity are not mutually exclusive. To suggest they are is repulsive. 

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The Transformative Power of Hands-On vs. AI Training

Artificial Intelligence (AI) is revolutionizing the workplace, and HR functions are no exception. From recruitment to onboarding and even manager training, AI-based platforms are becoming the go-to solution for many organizations. These programs promise scalable, customizable courses with instant feedback and on-demand accessibility, an enticing prospect for companies seeking efficiency.

But when it comes to developing effective managers, the stakes are too high for a one-size-fits-all approach. According to Gallup, managers influence 70% of the variance in employee engagement, a key driver of productivity, retention, and profitability. So, how do you ensure your managers have the skills to lead successfully?

Let’s explore both sides.

 

The Case for AI Training

AI training programs come with undeniable advantages:

Scalability and Cost Efficiency

AI can train hundreds of managers simultaneously, often at a fraction of the cost of live facilitators and coaching. 

24/7 Accessibility

Managers can access training whenever it suits their schedules, making learning more flexible and convenient.

Data-Driven Insights

AI systems track progress, providing detailed analytics on performance and highlighting areas for improvement to guide the learner down a personalized learning path.

These features make AI appealing, especially for companies looking to implement basic management training at scale. But before you jump in, let’s look at the other side of the coin.

 

The Case Against AI Training

For all its benefits, AI has significant drawbacks:

Potential Bias

AI algorithms are only as unbiased as the data they are trained on. If the input data is flawed or biased, the training materials may unintentionally perpetuate stereotypes or exclusions.

Lack of Personalization

While AI adapts to user input, it lacks the nuanced understanding and empathy of a human coach who can tailor advice to an individual’s specific challenges. For example, live training leans on experiences shared by attendees for a more customized and impactful approach. 

Missed Opportunities for Connection

AI training lacks the collaborative spirit of group discussions. There’s no shared learning, camaraderie, or real-time exchange of ideas, the key ingredients in building a strong workplace culture.

 

Why Hands-On Coaching Stands Out

At Civility Partners, we’ve witnessed how live coaching can transform managers into true culture champions. Our Manager Evolution Lab, a six-session coaching program, is designed to equip managers with not only practical tools but also the confidence to implement them. Here’s why hands-on coaching is a game-changer:

Community and Connection

Group coaching fosters a sense of shared purpose. Managers exchange insights, learn from peers, and build lasting professional relationships that strengthen organizational culture.

Real-Time Problem Solving

Live coaching allows managers to discuss current challenges and receive immediate, tailored feedback from experienced facilitators. Facilitators and learners can collaborate and problem solve together, a skill all leaders need.

Culture-Building

Facilitated discussions encourage groups to establish their own norms and ground rules, which can directly influence and enhance workplace culture. You can also use training to gather data for culture initiatives. 

Building Trust and Confidence

Hands-on coaching leaves managers with actionable strategies and the confidence to implement them—a critical factor in long-term leadership success.

 

Hybrid is the Answer

AI training and hands-on coaching each have their place. If your goal is to provide cost-effective training on foundational management principles, AI might be the right choice. But if you want to cultivate leaders who inspire, collaborate, and drive a thriving workplace culture, hands-on coaching is unparalleled.

A mixture of AI tools and in-person facilitated training and coaching may be the best option. Learners can watch a quick video while in line for coffee and then discuss what they learned with their coach or training facilitator in the next meeting. Right now, managers could even run a crucial conversation through ChatGPT to gain insights on how to have that meeting, what to say, and what potential reactions could be to various versions of the same message. But, at least for now, only an experienced facilitator can offer in-person practice and provide useful and specific feedback. 

We specialize in creating positive workplaces by transforming managers into culture champions. Our Manager Evolution Lab goes beyond just teaching skills; it builds the foundation for a thriving workplace culture.

Are you ready to invest in your managers and see the ripple effect across your organization? Let’s connect and create a training solution tailored to your needs!

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Get Buy-In From the Top! Email To Your Boss

When you’ve discovered a valuable resource or service that could benefit your organization, getting buy-in from leadership is critical. 

Use this email template to propose Civility Partners’ services to your boss. Simply customize the placeholders with your own insights and ideas.

 

Email Template

Dear [Boss’s Name],

Recently, I participated in a webinar hosted by Civility Partners, titled _______________. During the session, I gained valuable insights, including insert profound nugget(s) of info you learned here.

Civility Partners specializes in fostering positive workplace cultures through executive coaching, corporate training, and large culture change projects tailored to address various organizational challenges. Their programs are designed to empower employees, enhance collaboration, and create lasting cultural shifts within teams.

With your permission, I’d like to explore the possibility of partnering with Civility Partners to address insert current workplace challenge(s). Their expertise aligns perfectly with our needs and could help us achieve insert desired outcome(s), e.g., better communication, higher productivity, or reduced turnover.

For example, Civility Partners’ expertise focuses on:

Helping organizations with cultures of harassment, discrimination, and bullying turn it around to a culture of employee engagement and respect.Collecting data through a survey and focus groups, and developing action plans to improve where needed.Delivering training programs to upskill managers, build collaboration between teams and departments, or giving and receiving feedback. Collaborating with organizations ranging from Fortune 500 companies to government agencies to small businesses, across various industries. You can check it out here along with short case studies.

Implementing these solutions could help us insert specific benefit, e.g., improve employee morale, increase retention, or boost efficiency. If successful, the investment could save us insert dollar amount or other tangible metric, making it a cost-effective choice for the organization.

Would you be available to discuss this sometime this week? I’d love to share more details and explore how we can leverage Civility Partners’ services to benefit our team and organization.

Looking forward to hearing your thoughts.

The post Get Buy-In From the Top! Email To Your Boss appeared first on Civility Partners.