In today's corporate capitalist culture, there is often an emphasis on productivity, competition, and constant busyness. However, there is a growing movement that challenges these mainstream work practices and advocates for healthier and more caring approaches. In this blog post, we will highlight seven work practices that counter the traditional norms and promote well-being and equity in the workplace.
1. Success Includes Rest and Ease
In the pursuit of success, many individuals neglect the importance of rest and ease. However, there is a growing recognition that rest is not a sign of laziness but a necessary component of productivity and overall well-being. Tricia Hersey's Nap Ministry is one example that paved the way for the rest as liberation movement which encourages individuals (especially Black folks and descendants of enslaved Africans) to prioritize rest and challenge the culture of overwork.
In her book Rest Is Resistance, she states, "Rest is not a luxury; it is a necessity for our well-being. It is a radical act of resistance against a society that values productivity over our humanity." Hersey's work emphasizes the importance of resting as a form of resistance against the constant demands of the White Supremacist capitalist culture.
2. Creating Space for Healthy Conflict
Conflict is often viewed negatively in the workplace, but it can be a catalyst for growth and innovation when managed properly. Creating a safe space for healthy conflict allows for open discussions, diverse perspectives, and the opportunity to challenge conventional thinking.
In our recent blog post, "Creating Space for Healthy Conflict," we discuss the importance of fostering a work environment that embraces healthy conflict. We explore how this can lead to growth, innovation, and better decision-making within organizations.
Embracing healthy conflict and putting in place practices and protocols to support it can help relationships flourish, develop boundaries and accountability measures, and foster deeper trust and a sense of integrity and belonging in the workplace. While it is difficult work, it is necessary work since conflict is a normal part of human interaction and cannot (and should not) be avoided.
3. Developing Protocols of Care
In a counter-cultural work environment, protocols of care are established to prioritize the well-being of all staff members. These protocols can include mental health support, flexible work hours, and resources for personal development. By implementing protocols of care, organizations foster a culture of compassion and support, as well as a culture of humanizing one another.
The introduction of care protocols at OF/BY/FOR ALL in 2021 has had a significant and positive impact on how we operate interpersonally. These protocols — which were emergently crafted through our collective learning and experiences — are communicated, modeled, and embodied internally amongst our team and in all of our member-facing gatherings. They serve as a foundation for creating more just, humane, and equitable organizational practices and operational processes.
Jana Lynne Umipig, our Associate Director of Curriculum, played a pivotal role in crafting our care protocols. She emphasizes that these protocols are not merely rules, but rather “guides and understandings of how to take care of those we live, work, and create with.” The aim is to build protocols that are strong enough to encompass the greater needs of our community and yet agile enough to adapt and respond to relational needs. This work is essential in driving meaningful change.
Read, "The Power of Care in the Workplace," to dive deeper into the topic of care and access our free Care Inventory Checklist!
4. Creating Community Agreements Collectively
Traditional work environments often impose rules and policies from the top-down. In contrast, counter-cultural work practices encourage collective decision-making and the creation of community agreements. By involving all staff members in shaping the work culture, organizations foster a sense of ownership and empowerment.
In our Change Network program, we guide members through team building processes that encourage them to create community agreements or protocols for their team to support them through the predictable challenges that occur when organizations are faced with difficult or nuanced decisions.
Check out OF/BY/FOR ALL’s community agreements that were adopted from and inspired by an organization we greatly admire — Soul Fire Farm, Afro-Indigenous centered community farm committed to uprooting racism and seeding sovereignty in the food system.
5. Utilizing Pay Transparency
One way to challenge the mainstream corporate capitalist culture is by adopting pay transparency. Transparent salary structures promote fairness and equality within the organization, and they help eliminate gender and racial pay gaps. By openly discussing and publishing salary information, organizations can foster trust and create a more equitable work environment.
It’s important to us to have a compensation philosophy that reflects our values and the way we work. Our goal is for everyone to be paid well and equitably. We practice pay transparency at OF/BY/FOR ALL. That means all salaries are publicly visible to everyone in the organization. We ensure that no full-time employee makes more than 3x any other employee in the organization, regardless of location or role. This includes the CEO.
6. Adopting Asynchronous Collaboration and Communication
In today's interconnected world, teams often span across different time zones and have varying schedules and external life events. Adopting asynchronous collaboration and communication methods allows for flexibility and inclusivity. By embracing tools and practices that accommodate different working styles and time constraints, organizations create an environment that supports work-life balance and overall well-being.
At OF/BY/FOR ALL we understand that we won't always be able to make decisions together in real time, so we bake in extra time for asynchronous decision-making. We document key questions and find ways to ask, answer, decide, and commit without forcing immediate synchronous interaction. This approach allows us to respect each team member's availability and ensures that decisions are made collectively, even if not simultaneously.
We also emphasize the importance of offering grace and understanding to our teammates. We know that everyone has different schedules and commitments, and we trust that each person will respond and contribute when they are available to do so. This creates a supportive and inclusive work environment where everyone can thrive.
7. Releasing the Scarcity Mindset and Rush Culture
Operating from a scarcity mindset and rush culture can have detrimental effects on individuals and organizations. It can lead to burnout, stress, and a lack of creativity. A scarcity mindset is the belief that there is never enough—enough time, resources, opportunities, or success to go around. This mindset creates a sense of fear, competition, and lack, which can hinder collaboration, innovation, and overall well-being in the workplace.
To shift away from a scarcity mindset and towards abundance, organizations can:
- Foster a culture of gratitude and appreciation: Encourage team members to acknowledge and celebrate achievements, big or small. By focusing on what is already present and expressing gratitude, individuals can cultivate a sense of abundance.
- Encourage collaboration and resource-sharing: Create an environment where team members feel comfortable sharing their knowledge, skills, and resources with one another. Emphasize the power of collective growth and abundance through collaboration.
- Provide opportunities for professional development and learning: Invest in training programs, workshops, and conferences that allow employees to expand their skills and knowledge. This not only enhances individual growth but also promotes a culture of abundance by investing in the development of team members.
Rush Culture
Rush culture is characterized by a constant sense of urgency, where speed and productivity are prioritized over quality and well-being.
To shift away from rush culture and towards intentional work practices, organizations can:
- Encourage realistic goal-setting and time management: Help team members set achievable goals and prioritize tasks effectively. Encourage breaks and rest periods to prevent burnout and promote sustainable work practices.
- Foster a culture of work-life balance: Emphasize the importance of self-care and encourage team members to prioritize their well-being. Promote flexible work arrangements and ensure that employees have the time and space to recharge outside of work.
- Implement mindfulness practices: Introduce mindfulness techniques, such as meditation or breathing exercises, to help employees stay present, reduce stress, and enhance focus. Encourage regular mindfulness breaks throughout the workday.
Encouraging Leaders to Adopt Equitable and Intentional Work Practices
Leaders play a critical role in shaping work culture and practices. By adopting more equitable and intentional approaches, leaders can create a better environment for the well-being of all staff. This blog post will provide insights and practical tips for leaders to implement these practices and foster a culture of care, intention, and resistance to the mainstream corporate capitalist culture.
These seven counter-cultural work practices are just the beginning of what you can do to challenge the norms of the mainstream corporate capitalist culture. There is much more you can do to foster a culture of care, intention, and equity creating a better work environment that promotes well-being and supports the success of all staff members.
So, will you adopt these counter-cultural work practices? If so, which ones will you try first?