Wow, 9 years ago we were just an idea about to launch. What a privilege to have thrived and evolved to where we are now as a business.
Over the past nine years, the conversation about respectful workplaces has continued to develop. There is greater awareness of workplace behaviours, psychological safety, inclusion, sexual harassment and the responsibility organisations have to prevent harm.
We have worked with many different workplaces, teams and individuals. While every organisation has its own challenges, one thing remains consistent: workplace culture is shaped by people, through their everyday behaviours, choices and interactions.
It is shaped by how we speak to one another, how we respond when someone makes a mistake, whether we listen to different perspectives, and what we do when we witness behaviour that doesn't align with the culture we want.
So, to celebrate nine years of Respect at Work, here's a sneak peek into nine core messages we explore in our training.
Culture by design or culture by default?
Workplace culture doesn't just happen. It's shaped by the behaviours we encourage, the behaviours we challenge and the behaviours we allow to continue.
Every interaction contributes to the culture around us. The question is, are we intentionally creating the culture we want, or working down to a default culture?
We all want to feel safe, valued, respected and heard
Regardless of our role or position, most of us want to feel that we belong, that our contribution matters and that we can speak up without fear of embarrassment or ridicule.
Creating a respectful workplace starts with understanding these needs and recognising that our everyday interactions influence whether people experience them.
Impact matters, not just intent
We don't always intend to upset, offend or exclude someone. But good intentions don't automatically mean our behaviour has a positive impact.
Being respectful means being willing to listen when someone explains how our behaviour has affected them, reflect on our actions and make adjustments where needed.
Respect is everyone's responsibility
Workplace culture isn't solely the responsibility of leaders, managers or People & Culture departments. We all contribute to it.
The way we speak to colleagues, respond to mistakes, include others and deal with inappropriate behaviour helps establish what is considered acceptable in our workplace.
We might not have the authority to change everything, but we all have influence.
Small behaviours can have a big impact
A rude or dismissive comment, an eye roll, being consistently interrupted or being left out of a conversation might seem insignificant to the person doing it. But repeated experiences of disrespect can affect how people feel, their confidence, their relationships and their willingness to contribute.
The good news is that small positive behaviours matter, too. Acknowledging someone's contribution, inviting another perspective or simply taking the time to listen can help people feel valued and included.
Banter isn't always harmless
Humour can help build relationships, create connection and make work enjoyable. But what one person considers harmless banter may leave another feeling uncomfortable, embarrassed or excluded.
The nature of the relationship, the context and the impact all matter. If someone asks us to stop, or our humour comes at the expense of another person, it's time to reconsider.
Being able to laugh together is great. Making someone the butt of the joke is something else.
Focus on what you can control
It's easy to become frustrated by other people's behaviour, blame others for workplace problems or get caught up in gossip and negativity. We can't control everything other people say or do. We can control our own words, actions and responses.
Taking responsibility for our part doesn't mean accepting inappropriate behaviour or excusing others. It means recognising where we have the power to make a constructive difference.
Courageous conversations are part of respectful workplaces
Speaking up when something isn't right can feel uncomfortable. We may worry about damaging relationships, getting it wrong or making a situation worse. But avoiding difficult conversations can allow problems to continue or escalate.
Respectful conversations aren't about winning, blaming or proving someone wrong. They're about setting the conversation up to succeed (for both parties), addressing the behaviour, listening to different perspectives and working towards a constructive outcome. And when it's not safe or appropriate to address something directly, seeking support through the appropriate workplace channels matters.
Your influence creates ripples
You don't need to be a manager or hold a leadership title to influence workplace culture.
You influence it through the way you treat people, the behaviours you model and what you choose to do when you witness someone being treated poorly.
Your influence creates ripples, whether you intend it to or not.
As we celebrate nine years of Respect at Work, I want to acknowledge everyone who has been part of the journey: the organisations that have invited us in, the people who have participated in our training, the individuals who have been willing to reflect on their own behaviour, and those who have had the courage to speak up and challenge the status quo.
Every conversation is an opportunity to make a difference. Every question that encourages reflection, every behaviour that shifts a team dynamic, and every person who chooses to act with greater awareness contributes to the bigger picture.
I am proud of how far we have come, grateful for the opportunities we have had, and excited about what lies ahead.
Because ultimately, respect isn't just something we talk about. It's something people should experience every day.
Respect at Work facilitates discussions about respect, respectful communication, and respectful behaviours - have look here at some of the training options we offer.