Presented by Dr. Nicholas Lamar Wright
Director of Diversity, Equity, & Inclusion
University of Kentucky Human Development Institute
Thank you for joining this session, titled Making the Culture Change, continuing our series of training, focusing on diversity, equity, inclusion, and systems.
This session shares more about the impact of culture, and why diversity, equity, inclusion, and accessibility are crucial elements that can profoundly impact an organization’s culture.
This presentation gives a greater understanding of culture and shares more about the power of culture and ways to leverage it. This presentation also aims to inspire others to make a positive change in the organization’s culture and sustain this change over time.
You will have the opportunity to gain a deeper understanding of the concept report.
Culture is dynamic nature and its shared connection of any organization.
You will also learn the power of culture in ways to leverage culture, to achieve positive results from both the employees and the organization.
Leveraging culture leads to increased understanding, innovation, reputation, scholar connections, more positive environments and overall growth.
Lastly, this presentation will inspire you to make the cultural change by implementing initiatives and ensuring that you know that sustaining this positive change
sustaining the cultural change is just as vital as making the cultural change. In the first place.
Now let’s get started by going over the concept of culture
co-trans the concept that encompasses the social behavior and norms on society.
knowledge, beliefs, arts, laws, customs, and capabilities.
Using this definition of culture. Now we can grasp a better understanding of an organization’s culture.
Every organization has a unique culture that shapes the experiences of its members and influences their success. Say, conscience.
And I’m referring general organization. I’m discussing the overall atmosphere, the values and the customs that they’re working in there.
This concept of culture starts with the mission in the vision segments. The mission and vision of an organization act as the guiding principles that articulate equal values of the organization.
The mission and vision will lay out the organization’s foundation and shape. How employees behave and make decisions.
the mission and vision safety serve as powerful tools for describing, shaping and reinforcing the organizational culture by setting goals and expectations to guide the organization’s work.
Nation’s mission and vision statement are foundational ways to set the groundwork for an organization’s culture. But they aren’t the only ways.
Leadership style plays a pivotal role in setting and shaping the culture of an organization.
Leaders act as role models in their actions. Behaviors and decisions as leaders influence people throughout their environments and the environment as a whole.
Leadership shapes an organization’s culture through a combination of actions, communication, decision, making and interactions with others.
When leaders have a strong, positive, and consistent approach, this creates trust, and people want to imitate
in the mission and vision. The leadership’s now build. The culture
only believes it’s style team dynamics for a large, long setting culture.
How a team cooperates and communicates sets a precedent in the organization.
Some organizations have a more open communication style, while others are more linear and article.
The team dynamics
serve as a microposit that influences the larger organizational culture
values behaviors and interactions within each team creates a ripple effect, shaping the work environment and setting social norms throughout the environment.
Following the role of actions. Employee engagement is also a key factor in shaping or influencing an organization’s culture.
When employees engage with the organization in positive ways, it is newly, mutually beneficial.
The employees develop a stronger sense of belonging and commitment to the values of the organization.
has optimistic employees who are continuously learning.
This allows people to become more adaptable, and it reduces turnover, while motivating expectations.
engaged employees impact the overall workplace atmosphere. Positively.
Now that you understand more about the concept of culture. Let’s discuss the power of an organization’s culture.
The power of culture in any organization is profound. The culture influences, aspects of performance, well-being and overall success.
Organizational culture with significant influence over various components of any organization by shaping identity, altering performance and dictating relationships.
is important to recognize culture, but also intentionally cultivate a positive culture for long-term success.
When organizations focus on culture in this way they’re able to leverage culture for positive gains.
The organization’s culture is extremely powerful and impacts every individual throughout the organization and the overall brand.
One specific area is in recruitment and retention. positive and inclusive organizations attract digital candidates to join
those organizations that are known for having strong, inclusive cultures are likely to attract talent, to be in an organization where they feel that they belong and where they can thrive
on the other side. Organizations that do not have a positive culture deter this talented, these talented candidates from investing their time.
Inclusive cultures also invest in employees, and this promotes longevity.
When people feel valued and appreciated, they have a sense of purpose. This is promoted even further when they enjoy their work, environment. their relationship with their colleagues, and when they have guidance from leadership.
retention goes along with recruitment, because when people are encouraging, they also share their experiences with others which assists with recruitment. An organization’s culture is so powerful that it also impacts performance.
Foster influences the individual in the organization’s outcomes
diverse, equal, inclusive, and accessible cultures uplift the morale and motivation of individuals by recognizing them, which makes them feel that they are something
they’re bigger than something, and they’re part of something that’s more meaningful
when morale increases, so is motivation, and people put in extra effort to perform at their best
increased morale also helps you team dynamics and promotes creativity.
This encourages people to be more adaptable to ever changing environments and encourages them to gain them skills which promotes overall performance.
There’s power and culture because of its influence on employment, engagement, morale and interactions.
positive and purposeful cultures create environments and organizations that are high performing. When the organization’s culture isn’t positive, the opposite is true.
In order to leverage the power of culture and reap the benefits, organizations must care for employees overall wellbeing.
This is done by ensuring inclusive cultures that care for individuals can prioritize them. Organizations influence wellbeing by supporting a healthy work. Life balance and investing employees.
Organizations can do this by encouraging people to use vacation time or offering people the opportunity for flexible schedule. Another way to do this by providing support programs for mental health and stress management
implementing these initiatives acknowledges that we’re all different. And we’re all diverse individuals. This is also a great way to remote equity, inclusivity and accessibility throughout the organization’s culture.
Finally, an organization’s culture shapes its reputation and brand both internally and externally. I’ve mentioned how reputation impacts recruitment previously, but this is not the only impact reputation, as
the positive culture in an organization encourages a strong connection with employees.
This encourages them to advocate for the organization in all rooms having this endorsement for employees allows the organization to spread throughout new networks leading to new opportunities.
This reputation is not only the opinion of the employees within the organization, but also the perception of the public. Positive cultures receive more attention from media and favorable coverage, highlighting their important work.
An organization’s culture shapes its reputation
and negative portrait, leads to high turnover for productivity, low recruitment, and a terrible reputation.
A diverse, technical, inclusive, and accessible culture contributes to employee satisfaction out of retention, higher productivity, and positive perceptions for others which are beneficial to the organization.
There truly is power and culture, and it’s important to leverage. This tackling
an opportunity to learn more about the concept of culture and the power of culture.
Culture can truly shape an organization for better or worse, depending on the how culture is prioritized. We have discussed several strategies for our organization’s culture, that implements, diversity, equity, inclusion, and accessibility.
As I’ve discussed the numerous benefits. I’m sure you’re thinking, how can our organization make this full change?
Implementing equal change in any organization is a complex process that requires thoughtful planning, effective communication and sustained effort.
as we understand culture is a crucial component of any organization.
Culture can make or break the experiences of individuals within an organization
and negative interaction increases turnover. It is challenging to overall wellbeing.
A positive culture is one that prioritizes diversity, equity, inclusion, accessibility.
change in any organization is a complex process. There are stopping, planning in those sustained efforts that we just discussed. This is done by embracing diversity and valuing individuals of different backgrounds, experiences, and perspectives.
Diversity is a central aspect of an organization’s culture, and it fosters a climate where differences are appreciated and people are accepted authentically
to make the culture change and sustain it. Equity must be throughout all initiatives to provide fair opportunities for all. Either.
This commitment to equity is fundamental, and promotes fairness and equal access to all opportunities for all individuals. Another reason that social change focus on DEIA. Is needed is because it fosters inclusion, ensuring that all individuals feel valued and included throughout the organization.
Organizations with deia in mind promote a sense of belong for all individuals appreciating their differences. This promotes longevity, creativity, and collaboration, mutual respect.
To make the postal change and sustain it. Organizations must prioritize accessibility prior to accessibility, ensures that all employees, including those with disabilities, can fully participate in all aspects of the environment.
and accessible culture reflects the environment and the organization’s commitment that everyone belongs
to make the corporate change in any organization and sustain diversity, equity, inclusion, and accessibility must be in the foundation.
Deia in the foundation of an organization’s culture, promotes a positive, inclusive environment for those value respected, and has equal opportunities to be successful.
Make the call for change. Diversity, equity, inclusion, and accessibility must be pillars in that organization. making the course of change is important, but sustaining that change equally important and at times just as challenging.
The reason we focus on sustainable change is because of how it leads to long term success by ability to the organization.
One way to sustain this change is to reinforce the both of values, to ensure behaviors and principles are upheld.
Values are reinforced through leadership by the leadership being the example and always aligning with the mission and vision of goals of the organization.
Ongoing training engagement activities also serve to reinforce the corporate values.
These activities encourage interactions and encourage people to champion the values.
Regular reinforcement of potion values contributes to a lasting and positive portion. Another way to do this is by celebrating achievements.
by recognizing, honoring and accomplishments, organizations not only boost morale, but reinforce values and behaviors that contribute to an organization’s culture by organizations publicly recognizing individuals for uploading values, and either meeting announcements or newsletters and encourages them to imitate the behaviors of this positive behavior.
This allows people to be recognized by their colleagues, and this involves people that leadership notices the work that they do.
Recognition leads to sustained social change. communication and feedback also promotes this thing. Closer change.
Clear and consistent communication ensures that employees understand the culture and feedback mechanisms allow employees to share their insights.
Communication can be effectively shared through regular meeting updates, either in person or via email. This helps keep everywhere informed on the organization’s activities.
Feedback is also needed to sustain the cultural learning organization
providing opportunities for people to provide feedback is needed, especially in anonymous ways.
Anonymous feedback encourages transparency without fear of repercussions
feedback can be shared with the organization, and leadership can be transparent about how this feedback is being addressed. This promotes trust and allows everyone to know that they are working together.
Lastly, the culture must be assessed periodically to sustain.
assessing the organization’s culture as a way of monitoring the progress and finding any strategies are needed to achieve the cultural goal.
to assess the culture. It is important for leadership to define their metrics or indicators, such as important engagement, turnover rates, ethic violations, absenteeism, rates, and success and approval.
Next, it’s important to schedule a routine to assess the culture.
This could be every 6 months, every year or every 2 years.
Periodically assessing the organizational culture provides valuable insights for sustaining the cultural change and enables leadership to respond accordingly.
Sustaining social change requires adaptability, resilience and strong foundation.
This can be challenging, but is needed to promote the longevity of all individuals in the organization and that success of the organization overall.
Oh, that now you have a better understanding of an organization’s culture, the influence culture has
ways to make the cultural change and how to effectively sustain this program.
Diversity, equity, inclusion, and accessibility must be prioritized to ensure each organization has a foundation of excellence where all people are respected and fill it. They belong.
DEIA. Throughout your organization fosters a culture of fairness belonging innovation, resilience, satisfaction, and overall performance. Okay, you can now make this benefits report for change in your organization.
This session ends with a reflection, question
courage, you to participate and answer these questions for yourself, so we can all continue to learn and grow.
Please pause the next slide to take additional time if needed.
How would you describe the current culture of the organization? Do you believe the culture aligns with the values of the organization
what initiatives are in place to support all individuals? Well being what evidence shows this is working effectively.
How is your organization actively promoting diversity, equity, inclusion, and accessibility.
How can we improve?
Hope? This session was a useful learning opportunity. I thank you for joining, and if you have any questions. Please feel free to reach out the QR code to the human development suits website can be found on the screen.
I encourage you to continue impacting, belonging in finding ways to positively impact the areas of diversity, equity, inclusion, and accessibility.
Questions or Concerns
Dr. Nicholas Lamar Wright
Director of Diversity, Equity and Inclusion
University of Kentucky Human Development Institute
