INTRODUCTION Rapidly evolving requirements have been a feature of the workplace practically since the industrial revolution, as technology has created new opportunities and challenges for managers and staff.
We believe the findings summarised in this report will be of value to UK public and private sector leaders and could act as a springboard for conversations around workplace culture. Read on to discover more on the impact of culture, diversity today, feeling welcome at work, EDI and recruitment and the future of workplace culture.
At Newton, we rely on our (exceptional) people to guide our clients through transformative change and are keenly aware of the role organisational culture has to play in this. In fact, workplace culture – the traditions, interactions, attitudes, values and behaviours that create a workplace environment – is emerging as a key factor in retaining and attracting the right employees. This is something we explore in our Podcast series, Newton Talks, with the latest season addressing some of the findings from this report. To investigate which factors might favour the growth of an effective and engaged workforce, we commissioned Opium Research to carry out a survey of more than 2,000 UK workers in October 2022. Our research looked at four types of company culture – collaborative, dynamic, competitive and hierarchical – across a range of industries. Around 58% of respondents came from the private sector, 36% from public bodies and 6% from third-sector organisations. We found the first two cultures were better able to accommodate workforce diversity, something that can help organisations to adapt more quickly to new conditions, since groups incorporating a broad range of views and life histories may be better at developing novel solutions to complex challenges. Within these diversity groups, we found differences in experience such as UK women and ethnic minority workers feeling more satisfied with their workplace experience compared to those who identify as disabled or neurodivergent who experience more discontentment. Furthermore, integration with company cultures does not improve with age, with older workers feeling less, rather than more able to be themselves at work.
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