Creating Respectful and Safe Workplaces: Talent Management Strategies

A. Recruitment: Building a Values-Based Team 

Recruitment is one of the first opportunities for creating respectful and safe workplaces by setting expectations for respect and inclusion. Therefore, it is important to:

• Hire diverse candidates who share your values:

  • Share stories on your organisation’s careers webpage that highlight your values and culture.
  • Use interview questions to learn about candidates’ values and ask for examples of respectful and inclusive behaviours.
  • Use psychometric assessments to check alignment with your organisation’s core values.
  • In reference checks, explore candidates’ interpersonal styles and commitment to diversity and gender equality.
  • Reinforce the importance of a harassment-free workplace at every stage of the recruitment process.

• Be extra thorough when hiring for leadership roles:
  Leadership positions come with added responsibility and influence, so a rigorous screening process is critical.

You can download the Respect@Work Example Interview and Reference Checking Questions to Assess Values Alignment for detailed guidance.

B. Reward and Recognition: Encouraging Positive Behaviours

Rewarding and recognising the right behaviours can help in creating respectful and safe workplaces by reinforcing a respectful workplace. Here’s how:

• Link respect to performance rewards:
  Tie respectful behaviour, speaking up, and commitment to diversity and inclusion to performance reviews, pay increases, and promotion decisions.

• Reward leaders for creating a safe environment:
  Include preventing harassment and promoting a respectful culture in management remuneration packages.

  • Ensure that behaviours aligned with values make up at least 50% of performance evaluations or set them as a basic requirement for financial rewards or promotions.
  • Avoid overemphasising performance outcomes, as this could undermine the importance of core values.

• Recognise desired behaviours both formally and informally:

  • Use team meetings to celebrate employees who demonstrate respect, safety, and inclusion.
  • Create a formal recognition program to showcase individuals or teams living these values.
  • Introduce an online recognition platform to allow both peers and managers to acknowledge positive behaviours.

• Consider misconduct when promoting employees:
  Always evaluate substantiated cases of misconduct, such as sexual harassment, before making promotion decisions. If a delay in promotion is necessary, clearly communicate this to the individual.

C. Performance Management: Supporting Ongoing Growth

Performance management is important for creating respectful and safe workplaces by encouraging trust and learning. For this reason, adopt two-way feedback systems that focus on regular coaching and communication.

D. Induction: Reinforcing Values from Day One

During induction, make sure new employees understand your commitment to a harassment-free workplace. Clearly explain your organisation’s values and the behaviours that reflect those values.

How Culture Plus Consulting Can Help

Culture Plus Consulting offers expert support to help your organisation meet its positive duty. Services include workplace culture reviews, risk assessments, learning programs, and DEI strategy development. To learn more, email info@cultureplusconsulting.com.

The information in this article is general in nature and does not constitute legal advice.

[1] Respect@Work Recommendations
[2] Example Interview and Reference Checking Questions