They include reports of insufficient workplace safety measures; scant regard for the workers’ personal time; discriminatory workplace practices against members of various categories of minority groups; and bias against women staff.What these undesirable practices have in common is that they reflect inadequate respect and regard for the worker as an individual of value.
The impetus to improve workplace culture is best driven by those with the most power to craft and shape a workplace culture: institutions and individuals in workplace leadership. Other minority groups facing prejudice include people with disabilities; and those who identify as part of the LGBTQ community. Women in general also faced workplace discrimination.One example is the prevailing working culture of growing disregard for the individual’s private time and working hours, as found by other surveys on current workplace culture.
The most recent Mercer Marsh Benefits 2022 Report learned that half the respondents face daily work stress. The old management mantra is that unhappy workers must be prepared to lose to hungry workers. But it is clearly not sustainable to continually retrain new staff while avoiding measures to retain current experienced talent who have become jaded by workplace culture.
A recent Straits Times article on mental health and fatigue in the workplace noted that these issues rank low on employers’ priorities, citing insufficient financial resources.