Susan Fowler, and the Demand for Respect in the Workplace
Technology transportation is an innovative industry that has seen groundbreaking advancements in the last few years. Uber was thriving when Susan Fowler joined as an engineer in November 2015. She was part of a group of engineers, 25% of which were female, who designed Uber’s vast ideation framework. In the hot Silicon Valley world of engineers, that’s higher than average, with the current rate 20% for female engineers.
Their modern and customer-centric business model was also perceived to value employee autonomy, and Susan was excited to be able to choose whichever department was most appealing to her. She chose a department where her individual skills felt most utilized.
Immediately upon entry into her new department Susan was inappropriately accosted by her manager. She wasted no time reporting the action to the HR department, and expected immediate action. Instead she met with resistance, and was told that because her manager was “high-performing,” her claim did not merit resolution. HR refuse to penalize the offending manager, and Fowler was told her options included staying in his department or leaving at risk of obtaining a negative performance report.
Fowler declined to remain within the department, and instead re-acclimated to a different project. As she networked throughout the company it started to become clear that Uber had received multiple HR complaints about the same manager. Within the engineering department the numbers of female employees began to dwindle, and meanwhile in HR the company was experiencing organizational chaos.
Respect is a key value in all organizations. In a recent webinar hosted by NCHRA that I gave with Waggl Co-Founder and CEO Michael Papay, we asked the participants to rate what value was most important in a listener. Overwhelmingly, the attendees said it was respect that was the most essential value underlying active listening and effective communication. It seems clear from Susan Fowler’s blog post [link] that she did not feel respected nor that her complaints were heard by Uber leadership.
Recognizing workers’ talents and contributions regardless of diverse cultural or physical characteristics is just one component of mutual respect. The Journal of Management writes that within every workplace exist two very distinct types of respect. Generalized respect gives employees a sense that “we” are valued within this organization, and particularized respect describes how the organization values every “me” for their particular workplace manner, attributes, and achievements. When both types of respect are offered employees feel their needs are met, and that they belong within the organization. This in turn boosts the entire organization’s self-esteem, and its ability to tend to its employees role identification and psychological safety.
There are two kinds of respect:
Generalized: “we” are valued within the organization
Particularized: “I” am valued for my particular workplace manner, attributes, and achievements
Positive work cultures are run by respect, and they are proven to be more productive. Employees also report feeling happier and more aligned when inclusion is a cultural cornerstone. Environments that value respect create more pleasant workplaces, and allow the focus to be on work and not on disagreeable workplace behaviors. People access higher levels of creativity when they feel a higher level of psychological safety.
As a serial entrepreneur, I know this story all too well. I am fortunate to be on the founding team of an tech company living the values of respect and inclusion. I feel respected as a professional in my daily work with every one of my colleagues. My heart goes out to those who don’t get to experience this kind of healthy work culture.
If all of us are more conscious of creating a workplace filled with respect, both the organization and the individuals that make up that organization will benefit. I am proud to stand behind Susan Fowler, and we at Waggl remain committed to building a platform that enables a more accepting, diverse, and inclusive atmosphere in progressive workplaces around the world
