Pop and Press Blog

Ellen DeGeneres Address “Toxic Work Culture” Allegations

On Monday, Ellen DeGeneres answered claims made by previous employees on her long-running talk show, “The Ellen DeGeneres Show.” It allegedly had an internal culture of racism, fear, intimidation and unwanted sexual advances. The allegations obtained national focus adhering to a BuzzFeed article that reported the program’s “toxic work culture.”

DeGeneres’ program isn’t the only office to face a reckoning over toxic office culture over the past couple of months. Companies from Bon Appetit to the Washington Football Group have had former employers expose alleged hazardous work cultures.

History of Workplace Hazards

Some chroniclers map the earliest mentions of “hazardous workplace” to the late 1970s and the very early 1980s.

The definition of what makes a workplace healthy and nourishing instead of harmful and hazardous is continuously developing. However, dangerous workplaces tend to have a couple of essential features in common:


“A poisonous office is one in which workers don’t feel risk-free or appreciated,” claims Linda Seabrook, essential guidance and also a director at Futures Without Physical Violence. She pointed out that while numerous employees recognize that if they’re not being valued, there are additional indications to watch out for.

Backlash for Raising Concerns

Another dead giveaway of a hazardous workplace is a failure to raise problems. In a poisonous office, workers are discouraged to complain. If they do, grievances are either ignored, or you’re penalized for it.

Power discrepancy

Imbalance of power is another indicator of a poisonous office. Because expert pecking orders and social frameworks can inherently produce such discrepancies, the key is to distinguish when energy is used to make the most of others.

The 1999 publication “First Break All the Policies: What the Globe’s Greatest Managers Do Differently” by Marcus Buckingham and Curt Coffman supplies some understanding right into what helps make an office healthy. Mainly, the guide includes 12 questions that workers can ask themselves.

  1. Do I recognize what is expected of me at the workplace?
  2. Are the materials and tools I require to do my job right available?
  3. At the workplace, do I have the possibility to do what I do best daily?
  4. In the last seven days, have I got acknowledgment or praise for doing great?
  5. Does my supervisor, or a person at the workplace, seem to appreciate me as a person?
  6. Is there anyone in the office that motivates my advancement?
  7. At work, do my point of view seem to count?
  8. Does the mission/purpose of my company make me feel my work is significant?
  9. Are my associates dedicated to doing a top-quality job?
  10. Do I have a friend in the workplace?
  11. In the last six months, has somebody at the office. 
  12. Have I had opportunities at the office to learn and grow?