Maybe yes and maybe no.
Lately, there have been a number of blog posts either focusing on proposed legislation that would prevent workplace bullying or the Employee Non-Discrimination Act (ENDA), which would expand Title VII to include sexual orientation as a protected class.
While this type of legislation is intended to eradicate inequality and promote inclusiveness in the workplace, we shouldn’t wait for its passage to act. Wouldn’t it be more effective for organizations to take a proactive stance before such legislation is passed to begin the dialogue among employees about the benefits of a respectful workplace?
Legislation of this type is effective because it forces organizations to take a hard look at their workplace culture and to make (sometimes) long overdue adjustments and improvements. This benefits everyone in the long run because the
Attitudinal and behavioral changes must be evident in senior leaders before the rest of an organization modifies its course. Regardless of laws, newsletters, bulletin board postings and company mission statements, what employees and mid-level managers witness in the corner offices sets the tone for everyone else. There are still far too many leaders who hide behind the tired rationalization of “style” to explain behavior that is intimidating, demeaning and abusive to others, and it damages both an organization’s performance and its human assets.