One has to wonder, in light of recent and past news highlighting companies and universities facing lawsuits for discrimination charges, what kind of professional culture these corporations and institutions are building within their ranks. Where is the “zero tolerance” policy? When my employees assemble each month for our staff meeting, everyone has the opportunity to view our company’s culture up close. This is the time that administration also reinforces company policies, procedures, and changes to the workplace. Further clarification on policies is then available to our employees through our intranet, handbooks, and senior managers.

The culture we create within our companies is what defines and distinguishes us from other entities. It isn’t always clear and it isn’t always easy to develop. Yet somewhere along the way as we build our workforces and internal structure, we must define what our company’s culture will be. It is also rooted in the company’s policies, practices, employee makeup, workplace decorum, internal structure, and public presence. Leaders within an organization must be ethical role models for their staff. They are the standard by which the company and employees will be measured.

Building a company culture begins with several key items:

·Develop a mission statement outlining the company’s core values;

·Evaluate strategic goals. These will include quarterly and annual goals;

·Institute a clear chain of command and responsibility using organizational charts;

·Establish a clear code of conduct for employees and management;

·Have your HR department develop and issue employee handbooks and guides for employees to reference;

·Encourage interaction among departments to promote a sense of unity;

·Develop and use an Intranet to educate and engage employees; and

·Evaluate practices and performance on a quarterly basis using surveys to ensure success.

Just as no two cultures in our world are exactly alike, company culture differs by industry. Positive employee relations, diversity, fairness, honesty, and solid partnerships can strengthen a company’s culture both internally and externally. A company’s culture must also be flexible so that it can be tailored as the company profile evolves. Practices, policies, and goals may change when modifying the culture within your company.

It is important to communicate changes to your employees and assist them with any transitions if this occurs. A strong company culture can help keep everyone focused and increase performance through shared goals.

Dawn Hyde is President of Berkshire Associates Inc., a Columbia, Maryland based human resources management consulting and software development firm specializing in affirmative action and salary equity.

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