A new tool to build respect in the workplace: The Respectful Workplace Climate Scale

Imagine walking into work each day feeling like you belong and having confidence that you’ll be treated with dignity, regardless of who you are or where you come from. For many workers, particularly in male-dominated industries like construction, this remains more aspiration than reality.

Now, a research team at the Oregon Institute of Occupational Health Sciences led by Professor Emily (Yueng-hsiang) Huang, has developed the first scientifically validated tool to measure respectful workplace climate—an indicator of workplace respectful culture. The tool, the Respectful Workplace Climate (RWC) Scale, was developed with support from the Oregon Bureau of Labor and Industries (BOLI) and the Oregon Department of Transportation (ODOT) and could transform how organizations promote respect and prevent workplace misconduct when it becomes available to the public in early 2026 via Respect Works, an initiative of BOLI, ODOT and the Oregon Institute of Occupational Health Sciences. The RWC Scale was introduced in a new study published in the Journal of Business and Psychology and goes beyond simply asking if people feel respected at work. The RWC Scale systematically measures how organizational policies, supervisor behaviors, and coworkers' interactions collectively create—or undermine—a culture of respect.

Three levels of respect 

What makes this scale innovative is its multi-layered approach. Huang and the research team identified three distinct levels where respect operates: organizational, supervisory, and coworker. At the organizational level, the scale assesses whether companies have fair hiring practices and genuinely discipline harassment regardless of someone's position or popularity. The supervisor level evaluates whether direct managers make fair decisions, listen to concerns, and actively prevent bullying. Finally, the coworker level measures whether employees treat each other with kindness and speak up against harassment. 

According to the authors, there was a clear need for a tool that could identify where problems exist in an organization and answer the questions: is respect breaking down in company policies; in how supervisors behave; or in peer-to-peer interactions? 

Professor Huang’s research team spent over three years developing the scale, conducting interviews with construction workers, safety personnel, and union representatives—the very people who experience these types of workplace dynamics firsthand. They then validated their findings across five independent samples totaling over 1,400 workers from various industries.

The well-being connection 

The results reveal striking connections between respectful workplace climates—an indicator of workplace culture—and employee health. Workers who perceived higher levels of respect at all three levels reported significantly lower stress, anxiety, and depression. They also showed greater job satisfaction, stronger organizational commitment, and were less likely to quit. 

Perhaps most telling: the scale predicted actual organizational turnover rates. In a supplemental study of 144 employees at 30 businesses, companies with lower RWC scores experienced higher employee exodus over six months. 

Beyond belonging initiatives 

While many organizations have embraced employee belonging programs, the researchers argue that increasing workforce belonging alone isn't enough. 

The RWC Scale provides a roadmap for improvement. Organizations can identify specific problem areas and tailor interventions accordingly. If supervisor scores lag, targeted leadership training might help. If organizational policies fall short, companies can revise complaint procedures or promotion practices. The specificity enables precision fixes rather than one-size-fits-all solutions. And to help organizations make these corrections, the outreach team at the Oregon Institute of Occupational Health Sciences is developing accompanying training programs and resources that will be available online in early 2026. 

Looking Forward 

While the study focused heavily on construction—an industry with a documented prevalence of harassment issues—the scale showed validity across multiple sectors. Future research could expand to other high-risk industries or even organizations already prioritizing respect, to identify best practices. 

The researchers emphasize that building a respectful workplace isn't just ethical—it's strategic. Organizations that score high on the RWC Scale could potentially reduce turnover and improve employee mental health outcomes and performance. In an era of labor shortages and growing awareness of workplace mental health, respect isn't optional. It's essential. 

As workplaces increasingly understand the value of belonging to organizational success, tools like the RWC Scale offer a systematic way to measure progress—transforming respect from an abstract ideal into something concrete, measurable, and achievable. Thanks to the partnership between BOLI, ODOT and the Oregon Institute of Occupational Health Sciences, this valuable tool will be available to construction companies in Oregon and beyond in early 2026.

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This project was supported through funding from the Oregon Bureau of Labor and Industry (BOLI) and the Oregon Department of Transportation (ODOT) through the Highway Construction Support Services.