Overview:
Uh oh, looks like it’s time to make some changes within your organization. The “Get On Board” culture is characterized by homogeneity and exclusion. It’s often male-dominated but typified by horsing around and a sense that we’re all here to have “fun,” which is defined by those in power. While it may look like fun between the ping pong tables and the beer tap, there is an immense pressure to fit in and minority groups get marginalized. This culture is often very “bro-ey” and tends towards problematic situations such as inappropriate jokes and shunning people (directly or indirectly) who don’t fit a certain type.
Weaknesses:
- Negative public perception
In today’s world, organizations are expected to uphold a certain level of diversity, equity and inclusion. This type of homogenous culture fails to meet modern workplace standards and can easily be seen as discriminatory. Investors, clients, and the general public are becoming less and less likely to support companies with this type of culture. - Groupthink
This type of culture tends to breed group think, which prevents innovation from reaching its full potential and increases the risk of making mistakes. Ideas and decisions that spur from groupthink are usually flawed because they account for only one perspective. - High turnover rate
People who join a “Get on Board” team but don’t necessarily fit the ‘type’ will quickly be incentivised to find an alternative employment opportunity. Not only is this an inconvenience, it is also very costly. And, employees who have bad experiences are often not shy to share it on social media. - Increased risk of scandal
This sort of culture can cause an inappropriate level of discomfort at work. Under those circumstances, things can easily get out of hand and lines can get crossed even unintentionally.. Nowadays, in the age of social media and ‘cancel culture’, most businesses are unlikely to survive a scandal. Add to that vocal ex-employees and your business could be in hot water.
Tips for Improvement:
- Implement a strong DEI strategy
Make strides to reduce the homogeneity of your team, but be careful not to consider it as a one time fix. In order for DEI efforts to be effective, they must be integrated into the long-term business strategy. It’s important to have diversity as a genuine value rather than simply for the sake of checking a box. - Provide HR support
Since this culture can be problematic in more ways than one, it’s a good idea to provide a support system to catch those problems in their tracks. Underrepresented minorities might want to voice their concerns; victims of their boss’s ‘playful joke’ should have someone to report to; new parents might like to chat about how the ‘optional’ happy hours are becoming excessive. - Create space for otherness
It can be hard to diversify a very homogenous culture because people from different backgrounds don’t want to be tossed in with a group that looks, thinks, and acts the same. Nobody wants to be the odd one out, but if you challenge the existing norm then diversity doesn’t have to feel like a burden to those that bear it. - Hold training sessions
Training sessions are a great way to rewrite your culture. Whether you’re training your team how to exercise appropriate workplace humor, how to be more authentic and less conformed, or how to uphold new DEI standards, training sessions are a great jumping off point.