The Caribbean workplace has always been known for its warmth, hospitality, and a sense of community. Similarly, our professional spaces often reflect a friendly, informal, and people-focused culture.
However, beneath that warmth, a quieter issue is often suppressed.
This issue is incivility in the workplace.
From dismissive comments in meetings to ignored emails, subtle disrespect, or outright rudeness, incivility is becoming one of the most talked-about workplace issues globally.
The Caribbean is no exception.
By exploring what’s fueling this conversation, it is important to understand how incivility impacts organisations in our region, and what Caribbean leaders can do to foster more respectful, productive workplaces.
What Exactly is Workplace Incivility?
Workplace incivility is often defined as low-intensity, disrespectful behaviour with ambiguous intent to harm. Unlike overt bullying or harassment, incivility can be subtle. This includes eye-rolling, interrupting, sarcastic remarks, ignoring colleagues, or failing to return calls.
In Caribbean workplaces, it might also show up as:
- Talking over someone in meetings because of their junior role
- Dismissing new ideas with “we’ve always done it this way”
- Gossiping or undermining colleagues behind their backs
- Publicly embarrassing someone over a mistake
- Not greeting coworkers or showing basic courtesy
It’s easy to brush off these behaviours as “just how people are” or “Caribbean culture” but research shows they can have serious consequences for morale, productivity, and retention.
Why is this Conversation is Rising Now?
There are several reasons workplace incivility is getting more attention:
Generational Shifts: Younger workers, especially millennials and Gen Z, have different expectations around workplace respect and culture. They’re less likely to tolerate dismissive or aggressive behaviour and more likely to speak out or leave.
Hybrid and Remote Work: With more teams working remotely across islands or countries, digital communication can amplify misunderstandings. A curt email or ignored message may come across as disrespectful when it’s just rushed typing.
Increased Stress: Economic pressures, inflation, and organisational changes are creating more workplace stress. Stressed employees and stressed managers are more likely to be impatient, short-tempered, or disengaged.
Global Awareness: Social media and international HR conversations mean Caribbean employees are more exposed to global discussions about workplace culture, respect, and well-being.
The Cost of Incivility in Caribbean Workplaces
It’s tempting to see incivility as a “soft” issue, but it has hard costs:
- Lower Productivity: Employees who experience or witness incivility are more distracted, less engaged, and more likely to make errors.
- Higher Turnover: Talented workers leave organisations with toxic cultures. In smaller Caribbean markets, replacing these workets can be expensive and time-consuming.
- Damaged Reputation: In our tightly knit regional networks, word spreads fast. A company known for a toxic culture may struggle to attract skilled professionals.
- Poor Customer Service: Incivility doesn’t just stay behind the scenes, it spills over into how employees treat customers, guests, or even their own family members.
Common Causes of Incivility in the Caribbean
While every workplace is unique, some recurring themes pop up across our region:
- Hierarchical cultures: In many Caribbean organisations, strong hierarchies still exist. This can make it easier for senior staff to dismiss or talk over junior employees.
- Informal communication styles: Our easygoing culture is a strength but it can also lead to blurred lines between friendly banter and disrespect.
- Resource constraints: Understaffed teams, outdated systems, or unclear policies create stress, which can fuel impatience and incivility.
- Lack of training: Few Caribbean organisations provide training on emotional intelligence, communication, or respectful workplace behaviours.
Moving from Awareness to Action
Raising the conversation about incivility is the first step but real change comes from action. Here’s how Caribbean professionals and leaders can start building more respectful workplaces:
Model Respect from the Top
Leaders set the tone. Caribbean managers and executives should demonstrate courtesy, active listening, and openness, even under pressure. Simple gestures such as greeting staff, acknowledging contributions, or apologising when wrong go a long way in shaping culture.
Create Clear Policies and Standards
Many Caribbean organisations have policies on harassment but not on everyday respect. Consider adding “respectful workplace” clauses to employee handbooks, outlining examples of acceptable and unacceptable behaviour. Clear expectations give employees confidence to speak up.
Train for Emotional Intelligence and Communication
Soft skills aren’t optional anymore they’re essential. Invest in workshops or online programs on conflict resolution, feedback, and emotional intelligence. Even short training sessions can improve awareness and skills dramatically.
Address Issues Early
Managers should intervene when they notice patterns of incivility, even if it seems minor. Early intervention prevents escalation into bullying, grievances, or legal issues. This might mean private coaching, mediation, or simply a candid conversation.
Encourage Feedback and Reporting
Caribbean employees are sometimes reluctant to report disrespect, fearing they’ll be seen as “troublemakers.” Create anonymous feedback channels, open-door policies, or regular “pulse checks” to measure workplace culture.
Promote Wellness and Stress Management
Stressed employees are more likely to lash out. Encourage breaks, flexible schedules, and wellness programs to reduce stress levels and build resilience. Even small initiatives such as fitness sessions, mental health awareness days, or EAP services can help.
The Role of HR and Leadership in Shaping Culture
HR departments are uniquely positioned to lead this conversation. By integrating civility metrics into employee surveys, analysing turnover data, and including respect-based behaviours in performance reviews, HR can embed civility into the organisation’s DNA.
Leaders should also see civility not as a “nice to have” but as a business imperative. Respectful workplaces improve collaboration, innovation, and customer satisfaction are all crucial to staying competitive in our region’s fast-changing economy.
What Can Employees Can Do Personally To Foster Workplace Civility
Even if you’re not in management, you can influence workplace civility:
- Be self-aware: Reflect on how your tone, body language, or emails may come across.
- Practice gratitude: A simple “thank you” can improve relationships instantly.
- Address conflict constructively: Approach disagreements with curiosity, not aggression.
- Support colleagues: Speak up if you witness disrespect, and offer support to those affected.
Civility is contagious. when you model respect, others are more likely to follow.
Incivility may seem like a small issue, but left unchecked, it chips away at trust, performance, and reputation.
The good news is that civility isn’t complicated. It’s about everyday behaviours, small gestures of respect, and a culture of accountability.
For Caribbean professionals, this is our moment to lead the way. By embracing the rising conversation about incivility and acting on it, we can ensure our workplaces stay not just productive, but vibrant, healthy, and humane.
