Unpacking Systematic and Systemic Change in the Workplace
During a recent interview for the Global Conversations Webcast, I was asked the question: "How does change happen in the workplace?" In casual conversation, the answer seems simple — but when we dive deeper into this topic, the systematic and systemic factors at play become clear.
Transformation in workplace culture often depends on two related concepts: systematic and systemic change. Systematic change refers to thorough, widespread transformation within the framework of an organization. In contrast, systemic change recognizes the historical context in which these systems have functioned, alongside the engrained, often subconscious, biases present within them.
There’s a tendency to undervalue, and sometimes completely dismiss, the role of systemic elements in organizational evolution. Some business leaders trivialize or deny the relevance of these factors altogether, creating a barrier to substantial workplace transformation. Refusing to recognize systemic biases like racism, sexism, and ageism within our organizational structures means these discrepancies continue to grow.
If we understand that systemic elements have shaped our workplace culture, then the path to evolution demands a radical paradigm shift. It’s up to us to deconstruct these ingrained patterns and identify where inequalities and injustices arise. This is the only way to successfully initiate systematic transformation.
So, what strategies can you use to encourage change within your organizational culture?
Acknowledge the systemic biases present in your organization. This understanding will be the foundation for lasting transformation.
Encourage discussions around systemic biases. Open dialogue will allow individuals to voice their experiences and perspectives, promoting a mutual understanding of the challenges that exist.
Provide education and tools for employees to recognize and challenge systemic biases. This can be accomplished through expert trainings, workshops, or in house educational programs.
Implement policies that actively address systemic biases. These may look like diversity and inclusion protocols or modifications to hiring and promotion practices.
Continuously review your policies and practices to make necessary modifications. Reflect on the progress made and acknowledge organizational success.
Challenging and transforming these systems is what drives the Call For Culture team. We believe that through committed leadership and collective effort, transformation in the workplace is possible. By acknowledging systemic elements, engaging in open dialogue, and introducing actionable policies, change can be made.
Learn more about systematic and systemic workplace transformation in my Global Conversations Webcast interview: https://www.youtube.com/watch?v=gnufvXPPQfU
