Embracing authenticity is key to meaningful workplace culture

Imagine waking up and preparing for work, but instead of simply getting dressed, you put on an entirely new persona. One that in many ways chafes and disguises just as much as — if not more than — the business attire you can't wait to shed at the end of the day. That's the reality for many employees, who don't feel free to bring their full, authentic selves into the office.

When an employee has to fake their emotions in the workplace, the data shows their happiness and their work will suffer. A survey of more than 5,000 workers found that 51% of people said they always or frequently have to "act" or "put on a show" and those who are "pretending" are 32% less likely to love their job. Portraying this false persona in the workplace is a job in itself — and an exhausting one.

Companies can change this cycle — but there needs to be strategy and true intent. I have spent the last 30 years at a workplace that goes beyond surface-level diversity and equity gestures. We're a nearly 4,000-person company with strong policies that support LGBTQ employees with headquarters in states where this type of progress is not easy or commonplace. We have award-winning parity policies in place for women at our company in a state that was ranked the worst in the country for women's equality. Our organization recently earned a score of 100 on the Human Rights Campaign Foundation's annual assessment of LGBTQ workplace equality. 

Companies that want their employees to be their authentic selves both at home and at work should be incorporating meaningful, action-oriented equality and inclusivity measures. At my company, we call this "Free to Be Me" — and it's an ethos we all live by.

Authenticity can be a game changer
At the heart of "Free to Be Me" is the belief that employees should not feel the need to adopt a work persona separate from their true selves. By encouraging authenticity, an organization can empower their workforce to bring their whole selves to work every day. This approach has proven to have a positive impact on both personal and professional aspects of employees' lives, ultimately leading to better job performance and satisfaction.

It's a game-changing policy for both our LGBTQ employees and everyone on our team. Personally, I've raised two sons during my more than three decades with my company. I had different needs as an employee back when my boys were young and as a father of a special needs son than some of my colleagues. I was fortunate that this wasn't something I needed to hide or find a way to work around in order to keep my job. 

The idea is that individuals who find balance and success in their personal lives will bring that positive energy and commitment to their work. By integrating personal and professional goals, organizations create an environment where individuals can thrive holistically, resulting in improved productivity and overall well-being.

The evidence of a supportive culture
While the benefits of a "Free to Be Me" culture may initially seem anecdotal, numerous indicators demonstrate its positive impact. A Glassdoor survey from 2019 showed that 77% of 5,000 workers polled would "consider a company's culture" before seeking a job there; 56% said a good workplace culture was "more important than salary" for job satisfaction. And 73% of respondents from four countries said they "would not apply to a company unless its values align with [their] own personal values." 

At my organization, we experience an industry low 12% annual attrition rate — the national average in 2021 was 4x higher at 47.2%. We also happen to be a healthcare staffing company — our bread and butter is built on job transitions. We've seen firsthand the severe challenges the healthcare sector has experienced with burnout and workforce shortages — both exacerbated by the pandemic. We know that high employee engagement and satisfaction can influence retention. Employees who feel accepted and empowered are more likely to stay with the company, resulting in a stable and committed workforce.

Creating more open workplaces
Organizations that have successfully cultivated an inclusive culture not only reap the benefits internally, but also have the opportunity to influence other industries broadly. By sharing best practices and advocating for inclusivity and authenticity, companies can demonstrate integrity and ethical leadership.

Of course, it's one thing to say that you support authenticity in your workplace but another entirely to hold the company accountable to those diversity goals. What are some ways you can hold true to meaningful change in your workplace?

• Create foundations for success: Start collecting data on the status of your DEI efforts through anonymized team surveys. You can then use this data to create measurable goals, as well as a strategic plan for the future.
• Diversify hiring processes: Increase the reach of where you are finding talent to include more diverse candidates and seek out underrepresented talent pools. Reevaluate hiring processes and work to mitigate unintentional bias that might prevent good quality candidates from being hired.
• Build broader connections for employees: Support populations in the company that might be underrepresented. Look at your data and identify groups that could benefit from stronger connections with other similar individuals across the organization, regardless of their home base or department.
• Measure progress: Measure the effectiveness of your DEI efforts by using surveys, reports, and key performance indicators. Surveys can help the DEI team to identify areas needing improvement, which can then be used to create new programs, enhance leader training, and support efforts to increase employees' sense of worth and belonging. DEI efforts should always be evolving. Plan for the future.

In the case of healthcare staffing companies, what we do, promoting high engagement, satisfaction, and retention becomes a testament to our commitment to both our employees and the industry we serve. An inclusive culture represents more than just a trendy catchphrase; it embodies a philosophy that values authenticity, inclusivity, and personal well-being. My company participates in our state's Pride Festivals, we have an LGBTQ employee resource group that is active in our community, and we have comprehensive policies and resources to support employees and their dependents undergoing gender transition, as well as parental leave for all families and adoption, fertility, and surrogacy benefits for employees who want to grow their families. By nurturing an environment where employees can be their genuine selves, organizations unlock higher levels of engagement, satisfaction, and performance. 

Moreover, the impact extends beyond the organization itself, as the principles of a "Free to Be Me" culture can inspire positive change in the industries we all serve and create workplaces that foster genuine connection, diversity of thought, and innovation. Embracing authenticity becomes a strategic advantage that drives success while ensuring individuals are respected, supported, and empowered within their professional and personal lives.