Some things that we might agree on:
- When grocery shopping, don’t leave your shopping cart in the middle of the aisle
- When getting on an elevator with one person on it, don’t stand right next to them.
- Don’t floss in public.
- If someone passes you their phone to show you a picture of their vacation, don’t start scrolling through their other photos
Now while these are not scientifically proven, in North American culture anyway, we generally assume these to be understood; what we might call “unwritten rules”. They’re culturally specific to be sure, and for newcomers to any culture, navigating unwritten rules can feel like a never-ending journey.
But what about the unwritten rules at work? This year, we partnered with a new client to launch an enterprise-wide Inclusive Leadership program, and unwritten rules have been a hot topic. We’ve heard again and again from leaders about how navigating unseen guidelines can create confusion and frustration for leaders – and their employees. What seems to be “common sense” often has to be explicitly spelled out.
The work of Inclusive Leaders includes ensuring that rules, both written and unwritten, are understood by everyone. This can include the mundane such as expected meetings protocols (do we need to raise our hands? Is talking over each other ok? How safe is it to challenge the ideas of the boss?), as well as the career-altering.
What kind of actions and character traits will help someone advance? Often, actions that will help you become more visible are valued, but aren’t found in any policy or onboarding guide. These rules are often connected to becoming more “visible” in an organization, activities related to networking or lobbying for oneself. How should someone find a mentor? How often should an employee be seeking feedback? How much self-promotion is expected?
Are there norms and expectations about what makes the “ideal worker”? Often leaders we work with describe this person as someone who is “a team player”, “goes the extra mile”, or “takes the initiative”. But what do these expectations actually mean?
Chances are, there are team members who simply know the rules, and those who don’t, and this means real barriers. Research shows that women, BIPOC employees and other underrepresented groups are less likely to have access to the informal networks through which rules are communicated. And those without access to these will likely miss paths to opportunities – and the organization may overlook some of their best talent.
Inclusive leaders need to take stock of which rules, expectations and norms may be invisible to some, and then make them explicit.
What are the unwritten rules that have helped you navigate your career? Who taught them to you? What are the rules you wish you’d known?
#diversityequityinclusion #inclusiveleadership
Recent Comments