CANCEL CULTURE AT WORK!

Manilka Ediriweera discusses the impact of this process in the workplace

There is no denying that cancel culture is a part of our lives. As a result, things that were once trendy and fashionable are now being cancelled due to social media. Nothing and no one is immune to it – and anything and anyone can get cancelled.

Moreover, it has infiltrated the workplace, bringing with it a range of challenges and implications. Nowadays, you don’t necessarily have to be in the public eye to be cancelled – leaving us to wonder whether cancel culture has gotten out of hand.

So what is cancel culture?

It can be perceived as a modern form of ostracism. Cancelling someone or something typically involves public shaming and boycotting to avoid interacting or engaging with them in any manner.

In short, cancelling involves ostracising people or brands with viewpoints that may be considered unprogressive.

In addition, cancelling can also stem from personal grudges, clashes over sociopolitical views, inappropriate or offensive behaviour, controversial practices and allegations of mistreatment or misconduct.

Nothing and nobody can go unnoticed by the prying eyes of social media and the internet. Even a long forgotten incident from years ago can resurface and lead to a person or business being cancelled.

So if you think that cancel culture is insignificant and can’t affect you or your organisation, you’re mistaken. It’s something you should be wary of because it can happen to anybody, and the implications and consequences of being cancelled can be severe.

Though cancel culture was originally intended to hold people who are in positions of power, authority and influence accountable, it has permeated down to even the most mundane workplaces.

In the age of cancel culture, people will take matters into their own hands when and if these systems fall short, even though specific mechanisms and procedures are typically created in organisations to resolve issues and ensure harmony.

On a positive note, cancel culture in the workplace serves as a powerful means of challenging and combatting wrongful behaviour and practices, such as sexual harassment, racism and mistreatment. And it fosters an ethos where people are held accountable for their actions and words.

Furthermore, it empowers employees to open up against discrimination, injustice and ill-treatment. When used properly, cancel culture can create a more inclusive and respectful working environment, where everyone is aware of the consequences of their actions and words.

However, despite its potential for social justice, a closer look shows how cancel culture can also be a dangerous tool when misused.

It can be said that the negatives outweigh the positives because a tool with significant power can be easily exploited, resulting in severe complications within the working environment and in workplace dynamics.

We’re living in a world where people are quick to judge and cancel others without giving them a chance to explain or make amends. This becomes a breeding ground for fear and tension, and the stifling of free speech, collaboration and diversity.

Conflicting opinions and ideas are inevitable in diverse workplaces because the values held by some may conflict with those of others.

Although diversity or variety is often an asset in the workplace, it could have the opposite effect in organisations where cancel culture is strong. Moreover, it can be exploited as a facade for personal gain and power games.  The effects of this practice can extend beyond the employees, and impact employers and the organisation as a whole.

Cancel culture can affect workers’ ability to express themselves freely, feel trusted and work collaboratively. Additionally, they may have to deal with the possible repercussions of being fired, which could harm their performance and mental health, particularly if they are wrongly accused.

Employers might also notice a decline in authority, accountability, trustworthiness and strained stakeholder interactions.

From a brand or business standpoint, it could hurt sales, profitability, consumer loyalty and reputation. Furthermore, it might be difficult to attract and retain talent.

Whether on social media or in the workplace, cancel culture can be a force for good if it sparks a positive and meaningful change. Otherwise, it will be nothing but an empty call for justice or a mechanism for advancing one’s interests.

So to prevent cancel culture from spiralling out of control in the workplace, businesses should navigate any existing complexities and strike the right balance between respecting employees’ right to free expression, and ensuring compliance with its values and policies.

This in turn will help minimise the negative impacts of cancel culture, and promote an inclusive and respectful working environment.

Cancel culture is a part of our lives