At DMC, we developed the 7 Principles to help our partners realize their goals in organizational culture and climate. Over the last five years, these principles have been pivotal in guiding DEI initiatives. We believe that when these principles are effectively implemented, the workforce environment thrives, creating a respectful workplace where everyone feels a sense of belonging. This, in turn, maximizes the resources available for employees' professional growth. The 7 Principles are Vulnerability, Empathy, Respect, Consideration, Dependability, and Fairness. Each organization we partner with defines these principles in their own terms and creates actionable steps to bring them to life. We've seen positive outcomes in organizations that ground themselves in these 7 Principles and invest time in co-designing their implementation. This article focuses on our third principle: “Respect.”

Respect is about treating all individuals with dignity, courtesy, and regard, irrespective of their role or position. It involves accepting everyone for who they are, even when differences of opinion exist.

Here’s how “Respect” manifests in action:

Inclusion in Decision-Making: Including the opinions of those impacted by decisions.
Effective Communication: Keeping everyone informed and aligned through consistent communication.
Engaging Activities: Participating in activities that enhance understanding of each team member’s background and influence.

Some argue that respect is earned, which highlights the need for workplaces to foster environments where mutual respect can develop, especially among leaders, supervisors, and managers. Everyone in the organization, regardless of their role or position, should feel respected. Body language, eye contact, and sincere mannerisms significantly impact how respected people feel. Consistency in behavior and approach towards all team members is crucial.

Understanding people holistically beyond their work roles, acknowledging their mindsets and drivers, and incorporating their perspectives can make you a more effective leader. Recognizing and referencing what you’ve learned about team members in conversations shows an understanding of their values.

While respect might seem like a universal, implicit principle, our data suggests it's important for organizations to be explicit about it. Negative workplace experiences often stem from feelings of disrespect or disregard. As a leader, it’s vital to demonstrate respect and create opportunities for feedback to gauge if your leadership style is effectively conveying respect.

In conclusion, respect is a cornerstone of a healthy organizational culture, and it requires intentional action and continuous effort from every level of leadership.