We recently sat down with Fay Calderone, a partner at Hall & Wilcox and a leading employment lawyer with over 20 years of experience. Fay’s passion? Helping employers create healthy, inclusive, and respectful workplaces that go beyond compliance. She recently authored “Broken to Safe”, a book tackling workplace culture and burnout. Here’s what she had to say.
Why Did You Write Broken to Safe?
Everyone has a book in them, and after years of writing blogs and articles, I wanted to consolidate my knowledge. I saw leaders, from HR professionals to executives, struggling with workplace culture, legal risks, and high-performance environments. I wanted to demystify these complexities and provide reassurance that compliance and high performance can coexist.
What Are Some Overlooked Signs of a Toxic Workplace?
Toxic workplaces are not just about overt bullying or harassment. Often, they are driven by fear, whether that is extreme competitiveness, unrealistic expectations, or a culture where employees feel unsafe speaking up. A workplace may look successful on paper but still be psychologically unsafe, leading to burnout and disengagement.
What does burnout look like, and how does it impact a business?
Burnout affects both psychological and physical health, leading to high turnover, absenteeism, and a decline in overall performance. A telltale sign is when employees withdraw and stop communicating—when people stop talking to you, that is a red flag.
How Can Leaders Address Burnout?
Start with open conversations. If an individual seems burnt out, check in, understand whether it’s a workplace issue or something external. But more importantly, take a step back and assess the culture. Is your environment sustainable? Are systems in place to support employee well-being?
How should leaders handle toxic employees, or as you call them, “brilliant jerks”?
If you tolerate jerks, you will lose the best people and disengage the rest. Culture is built through the behaviours we allow and encourage. Leaders need to act rather than looking the other way.
How do you handle resistance from leaders who do not see the value in improving workplace culture?
The two biggest motivators are fear and greed. Fear comes from reputational risk; no company wants to be the next headline for workplace misconduct. Greed comes from performance, diverse and inclusive teams are more productive, more innovative, and drive better results.
What are your thoughts on the return-to-office debate?
Flexible work is the foundation of inclusive workplaces. It is not just for parents; it benefits carers, people with disabilities, and those escaping difficult personal situations. Plus, younger generations expect flexibility, 75% of millennials say they would leave a job if forced back to the office full-time. Businesses that resist this shift risk losing talent.
Final Thoughts
Building a great workplace culture isn’t just about avoiding legal risk, it’s about creating environments where people thrive. Leaders need to be proactive, listen to their teams, and commit to lasting change.
A big thanks to Fay for sharing her expertise! For more insights purchase Fay’s book here.
If you’re looking to make your next career move or need recruitment support for your team, Alan Kinder, Senior Consultant at GWG Recruitment, is here to help. Reach out to Alan on 0249 050 130 to explore opportunities in accounting and finance.
Watch our full interview with Fay below.
