The Need for Culture Cultivators

To boost an employer brand, Brittany King does not believe in hiring for culture-fit. As she wrote on a LinkedIn post, Brittany believes that organizations should seek out what she calls “culture cultivators.” A highly seasoned recruiter who focuses on culture as well as diversity, equity, inclusion and belonging, Brittany wrote that culture cultivators prepare an organization for the future, they optimize the organization for growth, and they develop process improvements to remove those elements that inhibit organizational success. In this episode, we broke down where culture cultivation starts, infusing culture cultivation into institutions’ strategic plans, and how to identify culture cultivators who will inspire brand ambassadorship throughout campus. 

Key Takeaways

• Beyond Culture Fit: Hiring “culture cultivators” rather than “culture fits” fosters adaptability, inclusion, and organizational growth.
• Rooted in Inclusion: Effective culture cultivation requires feedback from all levels of the organization—from leadership to entry-level—ensuring a supportive foundation.
• Data-Driven Business Case for DEI: Middle managers and DEI leaders can drive cultural shifts by framing initiatives with data and impact metrics that align with executive goals.
• Employee Feedback Loops: Frequent, active listening and responding to employee feedback nurtures an authentic, thriving workplace culture that meets evolving needs.

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Episode Summary

What Does It Mean to Hire for Culture Cultivation?

Brittany King introduces the idea that hiring for “culture fit” is outdated and often fosters stagnation and homogeneity. In her view, organizations thrive by hiring “culture cultivators”—individuals who will evolve and enrich workplace culture to reflect an organization’s long-term goals. Rather than merely “fitting in” or “carrying” the existing culture, these cultivators proactively address growth, diversity, and improvement, which is critical for organizations that prioritize inclusion and innovation. Brittany’s approach emphasizes that a focus on culture cultivation allows for strategic, purpose-driven hiring that prepares institutions for future challenges and opportunities.

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How Can DEI Leaders Align Culture with Strategic Goals?

Brittany shares her experience in DEI recruiting and discusses how cultural cultivation connects to an institution’s broader goals, including employee retention and diversity. She emphasizes the importance of aligning DEI initiatives with organizational outcomes, such as employee satisfaction, retention rates, and inclusive practices. Brittany notes that cultural transformation requires buy-in from executives, and she suggests that middle managers frame DEI strategies as a business imperative. For example, using data to highlight potential cost savings from improved retention rates or enhanced employee engagement can make the case for inclusive practices that ultimately strengthen an institution’s employer brand.

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What Role Does Listening Play in Cultural Development?

According to Brittany, truly cultivating culture requires leaders who listen actively to employees at all levels and implement visible changes based on their feedback. She draws a strong connection between workplace culture and organizational effectiveness, describing how ignoring employee input creates a culture of distrust and disengagement. Brittany uses the analogy of “listening tours” and “learning tours” to illustrate the importance of gathering insights from employees and translating those insights into actionable strategies. This approach not only helps institutions maintain authenticity in their employer brand but also encourages employees to engage more fully when they see evidence that their voices have an impact.

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How Can Institutions Prepare for a Gen Z Workforce?

Brittany discusses how Generation Z’s values-driven, transparent approach requires a shift in traditional workplace dynamics. With Gen Z being highly perceptive of authenticity and social impact, higher education institutions need to focus on real, actionable strategies that align with these values. Brittany suggests institutions adopt more transparent communication channels, recognize diverse perspectives, and address employee concerns promptly to meet the expectations of Gen Z. She underscores that the future of work is increasingly about mutual respect and trust, making it essential for institutions to prioritize transparent and purpose-driven strategies to attract and retain younger employees.

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This Episode is Sponsored by Pathify

Meet Pathify —  an innovative higher ed engagement hub that puts students at the center of their college journey. Pathify sits at the center of your school’s digital ecosystem, becoming the single, user experience interface tying together all systems, content, and communications.Their engagement hub elevates the information that matters most and pushes systems like the SIS behind the scenes where they belong, making it simpler for students to discover and engage with the opportunities your institution provides at every step of their higher ed journey, from prospect to alumni. What’s even better, Pathify has a mobile experience that provides 100% parity with the responsive web app, so your campus app is always in sync. Pathify is a platform that EVERY stakeholder on campus  — from marketing, to admissions, to student affairs, to IT, etc., — can get equally excited about. Learn more about how Pathify is uniting strategic units across campus and bettering the entire student experience by visiting Pathify.com

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