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What you'll find in this report
Learn how to strengthen workplace culture and lead with confidence
A strong workplace culture is not just good for morale; it’s good for business.
A healthy culture drives better decision-making, attracts and retains talent, builds trust with stakeholders, and supports long-term organisational performance. When employees know what is expected, feel safe to raise concerns and see values being lived at every level, they’re more engaged, more ethical, and more effective.
Effective leadership and transparent communication are essential in creating such an environment.
This report is designed for boards and directors who want to strengthen their oversight of culture and understand how it affects strategy, risk, and behaviour. It offers practical, evidence-based tools for assessing culture in the real world, where policies meet pressure. It is based on real examples of how poor culture exposes organisations to risk — and how boards can respond with clarity and confidence.
Dan Hutchens
“Businesses can build great processes and have a great strategy, but if employees don’t show the right values, your strategy and processes go out the window and you quickly find you are not achieving your goals.”
Strategies for strengthening workplace culture
Culture drives better business outcomes
Discover how organisational culture influences business success, connecting culture with mission, encouraging employees to give their best work and defining the pathway for organisational growth.
Build a strong workplace culture by:
Promoting inclusivity and transparent communication.
- Open communication channels to help team members trust each other and feel safe to share ideas, as well as worries.
Fostering inclusivity and psychological safety.
- See how fostering a sense of belonging attracts top talent, and boosts retention rates, fuelling organisational success.
- Provide opportunities for professional development to help people grow.
Embedding culture into organisational processes
- Culture is a verb. It must be borne out in everyday behaviour, not left to grow dusty in a handbook.
- Explore the key steps to operationalise your organisation's values into an active, healthy workplace culture.
Integrating culture into performance management
- Embedding culture in performance management is another way to build a strong workplace and align team members with organisational values.
Celebrating successes and learning from setbacks
- Culture is reinforced in moments of recognition and resilience. Open communication from leaders builds trust, helping new employees feel included and motivated. Celebrating success helps people feel connected to shared values, builds a sense of belonging and shows their work matters.
- Equally important is how setbacks are handled. Teams should reflect openly on failures and feel encouraged to learn.This helps build a culture of trust and sets the tone for a culture of continuous improvement.
These practices enhance the work environment, driving effective leadership, teamwork, and organisational progress. Download the report >>
Roger Darvall-Stevens
“Company culture and fraud and corruption are definitely correlational, if not causational. So if there's a poor corporate culture and low ethics and integrity, that's going to increase the likelihood of employees committing fraud or corruption.”
Most boards think they’re across culture. Until they realise they’re not.
When culture breaks down, there are warning signs.
It starts when poor behaviour is ignored, short-term targets override values, or employees stop speaking up. Boards and directors must set the tone from the top.
This report is for directors who want clear, practical ways to oversee culture before issues escalate. Learn how poor culture exposes organisations to risk and how boards can respond with clarity and confidence.
Board's role and responsibilities in cultural governance
Boards are uniquely positioned to influence culture from the top. There are as many different types of workplace culture as there are workplaces. It is the board's role to find out what is working well and what can be improved.
Gain insights into identifying subtle cultural risks early, ensuring a healthy culture.
Key responsibilities include:
- Ensuring the organisation’s stated values are reflected in decision-making and everyday behaviour
- Keeping communication open across all levels of the business
- Guiding the leadership team to boost employee engagement and improve retention rates.
There also has to be a focus on leadership development, so all the leaders help build a positive work environment. Governance should make inclusivity and psychological safety a part of the everyday routine. This gives people a strong culture and helps the business succeed by raising employee engagement.
Using data and evidence-based tools to measure workplace culture
You can’t govern what you can’t see. Boards need regular, honest insight into employee experience — and that means listening to employee feedback to understand the lived experience of culture
Regular pulse surveys let HR teams measure employee satisfaction and engagement, revealing growth opportunities. However, the most valuable data requires people to feel psychologically safe, as they’re more likely to speak up, share concerns, and contribute to improvement. Boards that use this feedback as a governance tool can identify cultural drift early and take action before it becomes a systemic issue.
Explore effective tools like culture surveys to measure employee experience and gain visibility into workplace dynamics.
HAVE A QUESTION ABOUT WORKPLACE CULTURE?
HAVE A QUESTION ABOUT WORKPLACE CULTURE?
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