Policies, SO WHAT?

Seriously, who cares if your policies look perfect on paper?

Policies alone mean absolutely nothing unless they’re consistently lived and authentically demonstrated every single day.

Here’s the uncomfortable truth most leaders avoid confronting: 

• • Having a “zero-tolerance” harassment policy is meaningless if toxic behaviors regularly go unaddressed.
  • Your inclusion policy is empty if employees don’t genuinely feel safe, seen, and valued in every interaction. 
  • A beautifully crafted mental health policy means nothing if leaders themselves consistently undermine psychological safety. 

In my career, I’ve reviewed hundreds of policies as part of our culture and psychological safety policy evaluation process. And here’s what I know: policies are the starting point, not the solution. When it comes to transforming culture, reviewing policies is just step one. 

I’ve sat across from leaders confidently telling me their policies are solid, thorough, and well communicated. Yet, when we conduct employee discovery sessions, the reality often looks dramatically different. Data consistently reveals stress, disconnect, fear, and a sense that these policies aren’t lived or enforced, just words on paper. 

This isn’t uncommon; it’s actually the norm. And that’s a huge problem. 

Policies are meaningless without accountability.

Your people don’t care what’s written down, they care what’s lived. You build trust and psychological safety through actions, not documents. If leadership doesn’t consistently demonstrate accountability, your policies are worthless. 

Accountability in Action means: 

• • Immediately addressing harmful behaviors, rather than quietly hoping they’ll resolve themselves. 
  • Creating an environment where speaking up is encouraged, rather than feared. 
  • Practicing transparency, openly admitting and learning from mistakes, rather than hiding behind vague policy language. 

I recall a project where the executive team was deeply divided. One group of leaders believed their workplace culture was strong because of glowing media coverage celebrating their diversity and inclusion strategy. But another group within that same leadership team knew the painful truth, that employees were experiencing disrespect, bias, favoritism and saw the stress and overwhelm daily.  

Exceptional talent began leaving the company, quietly at first, then rapidly. Yet no leader stepped forward to claim responsibility or correct the situation. Instead, blame and division emerged, filtering down through managers and supervisors. Leaders who could have acted chose silence, likely driven by self-preservation, fear, or their own overwhelm. 

One employee who left that company moved to an organization where I happened to be leading another Whole-Person Safety® assessment. When I asked her why she had made the switch, her response really stood out.  

“Audrey, policies don’t keep me safe. Leaders who hold themselves and others accountable do. Policies failed me. People failed me.” 

I share this, because she was the outcome that we have put in their assessment report as a high risk. She followed up by saying “Audrey, is it normal for me to bring that experience here with me in my new roll, even if everyone is great towards me?” 

My response was;  “Yes it is normal. What ever trauma we experience anywhere in life we bring it every where we go. I gave her some tools to support her in dealing with this and more importantly to be responsible for anything that may trigger her.” She was grateful and has recently moved up to be a manager in this company.  

Bridging the Gap: What You Can Do Right Now 

Policies, standards, and training are foundational, but they only come to life through genuine accountability and consistent behaviors. Here’s exactly how you can start bridging this critical gap today: 

If you’re a leader or manager: 

• • Ask yourself honestly: 
    “Do my actions consistently match the policies I promote? If my employees were anonymously asked about my accountability and behavior, would I be proud of their answers?”
• • Your Action Today: 
    Choose one policy area (harassment, DEI, Health and Safety training, Workplace respect etc. ) and actively address any behaviors that do not align. Communicate openly with your team about this commitment and take immediate steps to reinforce expectations through your actions, not just words. Choose a new policy each month.  

If you’re an employee or team member: 

• • Ask yourself honestly: 
    “Is there a gap between what my organization promises in policies and what I actually experience day-to-day? Can I safely speak up if I experience or witness a violation of these promises?” 
• • Your Action Today: 
    Decide how you will clearly and safely communicate your observations and experiences to someone trusted within your organization. If you don’t have a safe avenue, consider advocating for an anonymous feedback channel or share this newsletter with someone who can help initiate this critical conversation. 

This is Personal!

I don’t speak on this topic lightly or from a theoretical perspective. I’ve witnessed firsthand the heartbreaking toll that broken promises and failed accountability can take on human lives including my own.   People leave workplaces exhausted, overwhelmed, and deeply hurt, not because they don’t care, but because they do. 

My passion for accountability and psychological safety isn’t just professional, it’s deeply personal. As a woman, consultant, leader and CEO, I have worked in various industries and there has not been one where I can say, I have not experienced the wrath of discrimination, harassment, inequality and disrespect.  I do this work because I refuse to stand by while talented, compassionate people leave their workplaces feeling defeated, unheard, or unsafe. Every single person deserves dignity, respect, and genuine safety at work. 

I’ve committed my life to creating real change, closing the gap between promises and lived experiences, because for me, protecting human beings isn’t optional. It’s fundamental.