Employees Know Good Culture

Recently, I’ve been reflecting on some learnings over the past few years, specifically work that has allowed me to sit with employees across sectors and industries, listening to their stories about trust, belonging, and inclusion in the workplace. What emerged for me was how consistent the stories and experiences of Black and racialized employees were. Regardless of the industry, organizational mission, or seniority, many described the emotional weight of constantly being assessed, not just on their work, but on how they look, speak, and dress. Black and racialized employees want leaders to understand that bias and assumptions shape their daily reality and experiences at work. Many shared how difficult it is to imagine bringing their full selves to work after years of code-switching or carefully managing how they show up.

In sharing their experiences, they described an ongoing desire for respect and fairness, not as an abstract ideal, but as a daily experience.

What does a good work culture look like from the employee perspective?

In my facilitation work, when staff teams are invited into dialogue about work culture, a clear picture emerges. They describe a good work culture as one grounded in equity, where policy and practices create equitable opportunities. A culture where differences are respected, lived experience is understood as knowledge, and belonging is not conditional on fitting into dominant norms. It’s a workplace where people feel safe to speak up, safe to be visible, and safe to be themselves.

These insights raise critical questions for me as a facilitator, and for leaders and boards who are shaping culture every day:

• Are we choosing equity by design, or leaving it to chance?

• Have we created conditions where people feel safe to speak up and show up fully?

• Whose voices are amplified, and whose are quietly dismissed?

• Do our hiring and promotion practices reflect fairness or familiarity?

Culture is created by daily experiences, the micro-moments of who is heard, supported, promoted, or believed. Employees already know what good culture feels like. They’ve described it clearly. The question now is whether leaders are ready to listen, reflect, and redesign their workplaces so equity, trust, and recognition are not exceptions, but everyday norms.

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Chanel Grenaway & Associates Inc. is committed to helping leaders, staff teams and boards align with their anti-racism and inclusion goals through continuous learning and practice change. Do you need support to start or accelerate your equity practice and outcomes? Happy to hop on a call with you to see how I might help. Let’s chat.