Almost half (46%) of workers in the UK say they have worked or are currently working in a toxic environment, research from diversity and inclusion consultancy Pearn Kandola revealed today (18 September).
Pearn Kandola’s survey of 2,000 UK workers found that some of the leading causes of a toxic workplace environment include bullying, favouritism, stress, burnout and pressure.
Three quarters (76%) of workers reported that they have left an employer due to toxic behaviour.
Managers and colleagues were found to be the main source of toxic behaviour, with one in three (30%) workers saying they didn’t feel able to raise concerns at work.
Creating a healthy workplace is everyone’s responsibility, Jess Sandham, Head of learning, people and culture transformation at training consultancy RightTrack Learning, told HR magazine.
HR can support leaders by helping them bring purpose to their work, so that people understand what truly matters, can identify real priorities and challenge tasks that create noise without adding value, Sandham said.
Jo Taylor, Managing Director and founder of talent management consultancy Let’s Talk Talent, added: “These numbers are a wake-up call. It’s simply unacceptable.”
Talking to HR magazine, Taylor continued: “It’s time for HR to get serious about tackling toxicity head-on with anonymous reporting systems and regular culture check-ins. Zero tolerance means zero tolerance, regardless of whether the toxic person is a top performer.”
Most (89%) workers reported that workplace culture could be improved through stronger leadership accountability, improved communication, training and better employee protection, Pearn Kandola’s research highlighted.
Sandham encouraged HR leaders to continue playing their part in addressing toxicity: “HR can help cut through confusion to create workplaces where people feel recognised, purposeful and empowered to speak up; the strongest antidote to toxicity,” she said.
Offering further advice, Taylor said that HR should focus on training managers to lead people, not just manage tasks.
She suggested that HR should create open communication channels, listen to employee concerns and act on them quickly.