What Does R-E-S-P-E-C-T At Work Mean?
- Brainz Magazine
- Nov 16, 2022
- 3 min read
Updated: Mar 13
Written by: Adriana Leigh, Senior Level Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Learning how to embody respect at work is a crucial part of building an inclusive team where everyone feels they belong.
In these polarized times, many of us find it challenging to define respect. We know respect is needed more than ever, and yet many folks I work with struggle to articulate it, and to make it real in their day-to-day work interactions.
Today, I share with you tips to help you build a more respectful, inclusive team.
1. Respect is an ongoing process, not an event:
Many folks in my trainings get lost in the endless debate about the “right” definition of respect. Respect, however, is not a one size fits all static definition, but rather, “a continuous process of paying attention to others.” (See: Center for Creative Leadership)
I like to think of respect as a process of treating others like they matter. Respect requires learning to understand others’ expectations as we build shared experiences over time. For this to work, we have to be brave by letting go of judging others based on our own experiences and be open to learning about the world from someone else’s perspective. (See: Center for Creative Leadership). Starting with this understanding can help folks move forward from debates on theoretical definitions toward identifying and changing behaviour.
2. Respect and disrespect start with small actions:
Think of respect-disrespect on a spectrum. A respect–disrespect–violence continuum model is often used in workplaces and organizations, where disrespect is understood as a precursor to violence. There is often a culture in workplaces that tolerates disrespect and discourages people from taking action to intervene. Training can be an important part of giving folks tools to intervene safely before something escalates.
3. Respect is more than the absence of disrespect (see Center for Creative Leadership).
Traditional respect in the workplace trainings often focus on what we should not do, and how we can stop and interrupt disrespect. While it is true that respect flows from a work culture free of harassment, discrimination and bullying, and we need tools to interrupt behaviour, we also urgently need tools and a vision for what we stand for, as opposed to only what we stand against. We are desperate for tools to guide having difficult conversations, and how to build positive, respectful and consensual relations across genders, cultures and differences in increasingly global, diverse teams.
In my workshops, I help teams practice positive actions they can take to both interrupt behaviour, and build positive, empathic, and inclusive interactions with their colleagues.
We engage in discussions on what “respect” and “disrespect” look and feel like. From there, we articulate concrete behaviours, and engage in practical activities, such as role play. I have seen more impact, and engagement from folks using these strategies than from traditional compliance-based training, or traditional bystander/anti-harassment training alone.
Do you want to build a respectful, inclusive team?
Reach out to me for support for diverse options to suit your needs, including live/virtual workshops and bite-sized behaviour based micro-learning.
Adriana Leigh, Senior Level Executive Contributor Brainz Magazine
Adriana Leigh is a Canadian self-described "recovering lawyer" turned global gender consultant, facilitator, trainer, writer, and speaker, she builds safer, gender-equitable, caring, and inclusive workplaces and organizations, free of sexual harassment and gender-based violence.
She brings a much-needed human and heart-centered, rather than a merely compliance-centered approach to these issues, combined with her legal and subject matter expertise and background in human rights education.
Adriana delivers global workshops, on sexual harassment, and violence policy and reporting processes development, implementation coaching to managers and human resources, and thought leadership. She works cross-sector with UN agencies building the capacity of partner organizations, and international human rights organizations, in addition to private sector clients and universities.
Her work has been showcased by Charity Village, Medium, UN Women, Sexual Violence Research Initiative, Mtavari Channel, Brainz Magazine, and World Pulse, among others.
Adriana has been featured by World Pulse in the article: “Her Story Makes History: 21 Women Leaders to Watch in 2021” and in 2022, was included on the list of Brainz Magazine’s “7 Female Entrepreneurs and How they are Changing the World.” She is also the recipient of a BRAINZ CREA Global Award 2022, honouring individuals who are paving the way in sustainability and mental health, and of a Digital Changemaker Award as one of the World Pulse 50 Rising Voices, recognizing 50 leaders who are shaping our future.
