Our latest Edelman Trust Barometer Special Report: Trust in the Workplace, unearths some exciting new truths for organisations and leaders. It explores how trust in employers has changed, the role that the workplace plays, expectations for organisations’ responses to societal issues, and the role employees and candidates expect CEOs to play.
Despite the difficult times employees have been facing internally and externally, employers have emerged as an anchor of trust and stability. 78% of global employee respondents trust their employers; more than that of NGOs, journalists and government leaders. This places a huge weight of responsibility on leaders to ensure they address the needs of a new breed of belief-driven employees. Especially now when employees are increasingly expecting their workplace to be “islands of civility” – a place where opposing views are respected, and a new forum of community is constructed. Our research has unearthed these new truths:
- That the workplace is among the most important sources of community. After family and friends (82%), 69% of employees believe the people they work with are a significant source of community in their life.
- In the workplace, trust remains local. ‘My co-workers,’ ‘my manager,’ and ‘my CEO’ are among the most trusted to do what is right among employees.
- There’s a rise in expectations among employees for employers to take a public stand on societal issues. On average, nearly 7 in 10 employees (69%) believe that societal impact is a strong expectation or deal breaker when considering a job.
Much of what we see in our research is directly tied to the employee experience offering. The ability to create an environment of trust and civility, encouraging open dialogue around societal issues such as mental health. The discussion around mental health is a very complex one, but our focus remains on creating awareness and improving the conditions of employees in the workplace to create a positive and inclusive community.
For new starters, employers have a ‘duty of care’ both legally and morally to support their employees’ health, safety, and wellbeing. As a result, employers will benefit from loyal and engaged employees who feel cared for, heard, and included. Most importantly, they'll feel supported and inspired to speak up. It’s clear that the role of the employer has evolved into the last bastion of social stability, and employers must take meaningful action on the societal concerns that matter most to their employees.
By setting the tone for open conversations, CEOs and leaders have the potential to radiate civility and stability. Whether in the office, in their communities or around the globe, CEOs must set the example for social dialogue in the workplace. This will encourage open cultures on topics such as mental health and dispel any stigma associated with it. There is a lot more to be done.
One way we observe Mental Health Awareness at Edelman is to close the offices for World Mental Health Day to allow additional space for reflection and switching off. As well as a dedicated mental health and well-being policy, this includes promoting an open culture around mental health with partnerships such as Calm and Employee Assistance Provider (EAP), which offers confidential free services and resources to employees and their immediate family members.
At Edelman we foster a rich, diverse and inclusive culture to be proud of – where everyone feels able to express themselves, challenge each other and openly discuss mental health issues. This includes feeling supported by your managers, peers and the wider organisation to come to the workplace as your true self.