{"id":633627,"date":"2024-07-17T00:00:00","date_gmt":"2024-07-17T00:00:00","guid":{"rendered":"https:\/\/enterpriseam.com\/egypt\/2024\/07\/17\/a-new-approach-to-healthy-office-culture-plus-a-warning-to-the-2026-world-cup-organizers\/"},"modified":"2024-07-17T00:00:00","modified_gmt":"2024-07-17T00:00:00","slug":"a-new-approach-to-healthy-office-culture-plus-a-warning-to-the-2026-world-cup-organizers","status":"publish","type":"post","link":"https:\/\/enterpriseam.com\/egypt\/2024\/07\/17\/a-new-approach-to-healthy-office-culture-plus-a-warning-to-the-2026-world-cup-organizers\/","title":{"rendered":"A new approach to healthy office culture. PLUS: a warning to the 2026 World Cup organizers"},"content":{"rendered":"

Are more complaints the key to a healthy office culture? <\/strong>Hogan Lovells, a UK law firm, has recently introduced an online tool where employees can share cases of microaggression \u2014 minor slights that demean the identity of a person, whether based on their race, culture, belief, or gender \u2014 the Financial Times<\/a> reports .<\/p>\n

Why?<\/strong> Penny Angell, managing partner at the firm, says that the tool targets employee \u201creluctance to call out seemingly \u2018minor incidents\u2019,\u201d that if left unchecked may contribute to the feeling of being excluded or marginalized. It's a \u201csmoke alarm\u201d that addresses issues before they become severe, says Rosie Turner, co-founder of InChorus<\/a>, the platform being used by Hogan Lovells. It\u2019s about identifying \u201cfriction points\u201d that employers can then use for training to improve office culture.<\/p>\n

To put things into perspective, <\/strong>while reporting \u2014 anonymously \u2014 on the platform, employees are not allowed to name individuals to avoid misuse of the service. The scale of the issues reported, like belittling someone\u2019s effort or being referred to as technologically challenged, don\u2019t warrant escalation, but addressing the insensitivity behind them can foster a sense of compassion.<\/p>\n

Not everyone thinks this is a good idea. <\/strong>Chris Preston, director and co-founder of consultant firm The Culture Builders<\/a>, told People Management<\/a> that this policy might lead to fear and suspicion among the workers and that it would stop people from resolving the problem in-person. \u201cHaving adult-to-adult conversations at the point of transgression is the way to move this forward, not secret reporting,\u201d he said.<\/p>\n

Management will never truly know what\u2019s going on.<\/strong> According to Ethan Burris, professor of management at the University of Texas\u2019 McCombs School of Business, the fact that the reports are anonymous will hinder the management\u2019s ability to follow up with the individual directly. Addressing the company as a whole during a training session won\u2019t be as effective as targeted action, Burris believes.<\/p>\n

\n

\n

Organizers of the 2026 World Cup have received a wakeup call to reassess their<\/strong> preparation after the Copa chaos. <\/strong>Copa Am\u00e9rica was a mess of transportation nightmares and security lapses, with match attendance ranging from nearly empty stadiums<\/a> to overly crowded<\/a> safety concerns. Now, the question is whether the 2026 World Cup, co-hosted by the US alongside Mexico and Canada, will learn<\/a> from these mistakes.<\/p>\n

Crowd<\/strong> control:<\/strong> Even stadiums like the iconic and active Miami\u2019s Hard Rock Stadium dropped the ball on security \u2014 ticketless fans formed large crowds in front of the gates in an attempt to get in, leading to a delay of over an hour for the final match between Argentina and Colombia. In the cases of an overcrowded stadium there were times where security struggled to contain fan clashes from opposite teams.<\/p>\n

Weather was also a huge factor: <\/strong>An assistant referee collapsed<\/a> due to heat exhaustion, highlighting that scheduling games in extreme conditions without providing air-conditioning to mitigate the heat can raise health and safety concerns.<\/p>\n","protected":false},"excerpt":{"rendered":"

Minor incidents left unchecked may contribute to the feeling of being excluded or marginalized<\/p>\n","protected":false},"author":1,"featured_media":633628,"comment_status":"closed","ping_status":"open","sticky":false,"template":"single-feature.php","format":"standard","meta":{"_acf_changed":false,"newspack_ads_suppress_ads":false,"newspack_popups_has_disabled_popups":false,"newspack_sponsor_sponsorship_scope":"","newspack_sponsor_native_byline_display":"inherit","newspack_sponsor_native_category_display":"inherit","newspack_sponsor_underwriter_style":"inherit","newspack_sponsor_underwriter_placement":"inherit","ep_exclude_from_search":false,"_primary_brand":0,"newspack_featured_image_position":"","newspack_post_subtitle":"","newspack_article_summary_title":"Overview:","newspack_article_summary":"","newspack_hide_updated_date":false,"newspack_show_updated_date":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[7215],"tags":[633,638,8693,1120],"brand":[],"newspack_spnsrs_tax":[],"class_list":["post-633627","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-for-your-commute","tag-enterprisepm","tag-for-your-commute","tag-office-culture","tag-office-life","wpautop","entry"],"acf":{"mongo_id":"1fb667e3-7191-43d2-89b6-d6616deb03d4","order":"3","is_powered_by":false,"story_type":"1","photo_url":"https:\/\/ent.news\/2024\/7\/1384.jpg","photo_position":"above","homepage_title":"","full_issue_title":"","related_issue":[633622],"teaser":"Minor incidents left unchecked may contribute to the feeling of being excluded or marginalized","voice_url":"https:\/\/s3.us-east-1.amazonaws.com\/ent.news\/audio\/2024\/7\/.7ef38d6f-86e3-4ed6-a3b6-f82fbbf03685.mp3"},"yoast_head":"\nA new approach to healthy office culture. 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