Creating a Great Workplace Culture For All: Complete Checklist For Employers

Alison Grenier

Author

As unemployment reaches a record low in Australia and the competition for talent steadily increases, savvy organisations must create a great workplace culture to attract and retain the best talent. 

But creating a great workplace culture is not a once-and-done exercise. It involves constantly asking for feedback, listening to employees, and adjusting courses. Even if most employees are having a great experience, it is essential to uncover any pockets of people that are having a ‘less great’ experience than everyone else. Looking at your workplace culture through an inclusion lens is how you create a great place to work for all (#GPTW4ALL). 

Great Place To Work ® For All Checklist

· Do all employees have the information and resources needed to do their job?
Who are your hard-to-reach people? What different communication methods do you use to reach them? Where are the silos in your organisation, and how can you encourage interaction across departments

· Do all employees have a voice?
Is there a feedback loop in place to ensure all employees can ask questions and get straight answers? Do you offer different ways of providing feedback and suggestions (in meetings, in writing ahead of time, in writing at a later time, anonymously, etc.) so that everyone feels comfortable doing so? Is there psychological safety so employees can voice a differing opinion without fear of judgment? Do employees feel safe escalating negative interactions with colleagues, customers, and/or issues with their physical safety?

· Do all employees have the opportunity for recognition and/or promotion?
Are there groups of employees in your organisation that feel under-appreciated and under-recognised? How can you raise the profile of these groups? Consider your top performers and think about how you can pay more attention to the quiet contributors supporting them. Are there employees you can recognise for living your values?

· Do all employees know their purpose?
Which roles are most likely to feel disconnected from your organisation’s mission and purpose? What can you do to help them develop a line of sight between their job and the company’s mission?

· Do all employees feel safe to bring their full selves to work?
How do you encourage and celebrate difference? Do leaders lead by example by bringing their full selves to work?

Once you identify these potential gaps in workplace experience, layer in your employee survey data to see if under-represented groups are getting the support they need. Be on the lookout for people and groups who are often overlooked, including underrepresented groups, front-line employees, remote workers, and people who work in supporting roles. Remember, diversity is a measure of difference, so go beyond that to find out how groups across demographics are experiencing the workplace and if there are gaps, work to improve them.

Great Place to Work® makes it easy to survey your employees, uncover actionable insights, and get recognised for your great company culture. Clients apply our insights, advice, and tools to fuel the vision, decisions, and actions that drive business performance.  

 

Alison Grenier

Author

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Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Great Place To Work® Best Workplaces for Women™ List Methodology

The Best Workplaces for Women™list is determined using Great Place To Work’sFor All™methodology to evaluate hundreds of Certified™Great Place To Work®organisations across Australia.   

Data is based on over 40,000 employee survey responses from women in Great Place To Work® Certified™ organisations across Australia. 

The survey 

The survey enables employees to share confidential quantitative and qualitative feedback about their organisation’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. 

Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organisational data like size, location, industry, and the number of women in the workforce and management positions. 

Considerations 

Great Place To Work analysed the gender balance of each workplace, how it compares to each company’s industry, and patterns in representation as women rise from front-line positions to executive/C-suite roles. 
Survey data analysis and women’s representation figures are then factored into a combined score to compare and rank the companies that create the most consistently positive experience and opportunities for all women, regardless of their role or demographic background.   

Eligibility   

To be considered for the list, companies must be Great Place To Work Certified™. Companies must also employ at least 50 women. We require statistically significant survey results, review anomalies in responses, and investigate any employee reports of company in compliance with strict surveying rules to validate the integrity of the results and findings. 

Please note this list is NOT ranked. 

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work, the global authority on workplace culture, determined the Best Workplaces™ Australia 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of almost 50,000 employees across Australia.

Employees responded to over 60 survey questions describing the extent to which their organisation creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. We analyse these experiences relative to each organisation’s size, workforce make up, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organisation to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

For larger organisations with more than 100 employees, we also use our Culture Audit™ tool, asking organisations to share with us their practices, policies and programs to creating a great workplace For All™ and evaluating the approach they take.

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:

1.  The criteria we evaluate

2.  Where the data comes from