What term describes employees who work together learn from each other and develop common understanding of how do you get work accomplished?

We're all different – because of who we are, where we come from, what we believe in, and how we live our lives. But we all have value as human beings.

And, with the right approach, our differences can improve our experience at work, and enhance what we can achieve together.

To do this, we need to create environments in which everyone feels welcomed, fairly treated, and fully supported to do their best. In short, it's about prioritizing mutual respect.

In this article and video, we explore the benefits of mutual respect. We also outline the challenges to doing so and provide you with practical steps to build mutual respect in your workplace.​

Click here to view a transcript of this video.

What Is Respect?

Respect is the foundation of humane and ethical behavior, and mutual respect underpins good relationships. To have respect for a person involves a fundamental belief in their right to exist, to be heard, and to have the same opportunities as everyone else.

Respect doesn't mean ignoring people's differences, or simply tolerating them. Rather, it involves recognizing differences, understanding their significance, and responding with interest, politeness and care.

Mutual respect is also based on a shared belief in the benefits of diversity – the variety of backgrounds, abilities and viewpoints within your team.

But it also means looking beyond differences. With mutual respect, you avoid labeling people in unhelpful ways. Instead, you celebrate the unique things that each of us brings – and capitalize on all that we have in common.

Mutual respect should be apparent throughout the workplace, from policies and processes to individual interactions. It has a guiding role to play in face-to-face meetings, written communications, body language, and the ways in which people behave together.

You can still tackle difficult conversations, as long as you do so with tact and diplomacy. And of course you don't have to agree with other people's ideas or beliefs. You can still form friendships and alliances. You can feel proud of your individuality, and of any connections you share with others at work.

But be sure to contribute to the culture of respect. Mutual respect can only be achieved when everyone sees it as a crucial and positive force at work.

Why Does Mutual Respect Matter?

Imagine trying to work freely, collaboratively and creatively with someone you don't respect, or who doesn't respect you. Maybe you don't need to imagine!

Lack of mutual respect not only gets in the way of your work, but it can also damage your relationships and your self-esteem. And it could lead to illegal or unethical behavior such as bullying or harassment.

So, it's important to share respect with everyone you meet, however different from you they may appear to be – whether because of age, ethnicity, sexual orientation, physical ability, experience, skill, education, or religion, for example.

The many benefits of mutual respect include:

• Improved well-being and decreased absenteeism.
• A more positive and focused working atmosphere.
• Trusted and open communication.
• Collaborative decision making.
• Better creativity, problem solving and innovation.
• More high-quality applicants for jobs.
• Increased loyalty among staff – leading to better retention of valued people.
• A reputation for fairness and ethical strength.

Research by McKinsey and Company showed that organizations that welcome diversity are better at attracting, retaining and motivating talent. What's more, they're likely among the most profitable companies in their sector. [1]

Identifying Disrespect – and Dealing With It

To play an active part in a culture of mutual respect, you first have to take a "zero tolerance" approach to anything that goes against it.

The following questions will help you to spot when you or others are being disrespectful – whether overtly, or in more subtle ways:

Does the behavior:

• Come across as rude, hostile or discourteous?
• Harm, disrupt or upset someone unnecessarily?
• Negatively affect people's work or their relationships?
• Undermine your team's cohesion?
• Damage your organization's mission or reputation?
• Break organizational rules, or is it dishonest or illegal?

If you answer "Yes" to any of these questions, you've likely seen something that needs to be stopped.

This may mean changing your own behavior – possibly breaking long-held habits. Or you might need to take time to learn more about the situation or topic for yourself.

When someone else is being rude or disrespectful to you or a colleague, think carefully about whether it would be best to challenge them yourself, or whether you'll need support from a manager or from HR. And if you're acting on someone else’s behalf, always find out what they would like to happen next.

Our article Bad Behavior at Work has advice about identifying – and dealing with – anything that doesn't fit in a culture of mutual respect. And Benne and Sheats' Group Roles is a useful tool for recognizing some of the more subtle forms of negative behavior that may be impacting your team.

Whatever level you're at, it's important to be familiar with your organization's policies on harassment and bullying. This will help you to know your own rights, and to treat others fairly, in line with the anti-discrimination laws of your particular country, region or state.

Creating a Culture of Mutual Respect

There's no "one-size-fits-all" approach to instilling mutual respect. There are, however, several positive practices that you can adopt.

Before doing so, think carefully about the needs of your organization and the people within it, and highlight any specific areas of concern.

When you've worked out your priorities, here are six strategies to boost mutual respect at work:

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