Where Do I Belong? — Culture Fits vs Culture Adds in the Workplace
The majority of us can say that we have all had a job or even a couple that we have dreaded. Going to work was aggravating, upsetting, and uninteresting, not only because we had to go there and actually work, but because the environment was not for us. There are so many factors that contribute to workplace happiness, even more so if you’re a person of color or a marginalized identity. Many books have been written about workplace cultures, Delivering Happiness and Creativity Inc. are just a couple. They focus on taking care of employees, providing community, and creative extensive HRs. And although many companies do this, they still have problems with diversity and inclusion. Obsessed with culture fits, they all fail the big picture of creating real, culturally affluent workplaces.
First, what is a culture fit? It’s this idea that some company or corporation has their own set culture that they have manifested and are looking for people that already represent their set values. Now this could go either/or. If you’re company is a bunch of misogynistic white frat bros, a culture fit hire may do no good, and I, a black woman, would definitely not fit. But why would I want to fit in, right? Well, I need money as everyone else does, and sometimes the need for money overpowers our need for a good workplace environment. The problem with putting these needs against each other is that there is no growth in a harmful workplace. That includes the bag. Opportunities to vertically propel in chains, infrastructures, and bureaucratic environments are competitive and scarce.
Now, there are some promising culture fits. Workplaces prioritizing the different identities and backgrounds of their employees tend to invite more socially conscious constituents. Places like this tend to be actively adapting to serve not just their customers but their first direct consumers, their employees. Employees contribute very much to the sales and branding of a corporation. All those employee discounts, workplace testimonials, and referrals depict that employees are the igniters of any organization. So if you do find a cool workplace that seems to fit your needs for a community and a sense of belonging that vibes with your persona, then that’s your culture fit.
What about a culture add? The first time I really came to understand a culture add was while I was taking Danielle Leslie’s master class. She emphasized that a culture add was more so about a person’s brand and their ability to bring who they are and their experiences as value. These are people that do not need to fit into a culture, but instead their presence adds a fresh and new perspective. Culture adds are radical game changers for any organization. Culture adds change the landscape of a workplace culture, like when a woman is added to an all-male board of executives. Her perspectives and experiences will bring in new insights to dramatically change how the company runs. Where this goes wrong is quite obvious? Not everyone loves a game changer and systems of oppression are still at work. Culture adds are what diversity and inclusion offices and HRs try to do to improve workplace culture. However, it is hard to improve a workplace resisting change especially when it’s following society’s coattail.
The real answer to a promising workplace environment is finding the balance between a “culture add” and a “culture fit.” Culture adds become inefficient when you hire ONE person to dramatically change the landscape of your company. Not only does this not work, but it’s a lot of pressure for the person assumed in this position. There’s a lack of community when you’re the only one fighting for change. There are few that empathize or share your set of experiences. This makes work a lonely place, as you are expected to fight a system while also fending your position to secure receiving your paychecks. This is how workplace culture assimilation occurs. News about Google and Tesla show that relations within corporations are not exempt from societal issues.
As for the balance, as I stated previously, if the culture already promotes from the beginning of its formation it’s employees diverse identities, the hires and the workplace environment will reflect just that. And if you are pushing culture adds after working to change your workplace landscape, make sure your new hires fit this idealized culture of diversity and inclusion ,and that the people you’re hiring also care about such things.
Where do I belong? Well, the first question to ask yourself is to evaluate whether you’re a culture fit or a culture add. Now, I wish I could say there’s a lot that employees within an organization could do to change their environments, but sadly that’s not true. It’s somewhat above your head. You can speak to your HR departments about new hires, creating internal communities, or retraining programs. But like I said, it’s hard to change an organization resisting change or feigning ignorance. The next self-evaluation is to understand what workplace environments you thrive in and feel connected. Tell others and supervisors your preferred method of communication. Find out whether your company provides professional development. See if they are company events and groups centered around activities and cultural identities. Push team lunches and one-on-ones to form genuine connections. Be intentional in meetings to make sure each individual is heard and invited to the table. Respect others and be honest.
On a final note, my last piece of advice, in which I take no responsibility for, is to leave any workplace that does not contribute to your growth. I’m not saying to pick up and leave right away. If you do, that’s all you. What I’m saying is to create an exit strategy. If your workplace environment seems hostile, lonely, or draining, leave. It’s sucking up all your life energy and depressing you. Most of us spend 40 or more hours per week at our job. That’s at least 1/3 of every weekday for 52 weeks. I left a toxic workplace for multiple reasons (family being the major one), and I constantly look back it as one of the best decisions I have ever made. And yes, money is always a factor. Many of us would die without our next paycheck. And that is why I say to plan and plot. Make an exit strategy. Same holds true if you find your work to be boring, repetitive, and unchallenging. Line up your backup plans and exit strategies! Keep trying out work environments until you find the right one for you. Don’t try to fit in. Instead, find somewhere that fits you.
Thank you for reading this article! Workplace environments break or make your job experience. My next article focuses more so on micro aggressions and discrimination in the workplace. More to come! ❤️
