Quick Answer
Lip service is support that is said but not acted on. In the workplace, it shows up when leaders talk about safety, respect and equal opportunity, then excuse poor behaviour from people they value. Staff notice the gap quickly, and it damages trust and workplace culture. This post is the sixth of the seven common workplace compliance mistakes. This is general information, not legal advice.
In this guide
Perhaps the BIGGEST mistake of all…
It is having senior managers and executives within an organisation that give ‘lip service’ to appropriate conduct in the workplace. It is the silent killer of your workplace culture.
Let’s first explore the definition of lip service…
Lip service: NOUN, support or agreement that does not appear to be sincere because the words spoken are not followed up by APPROPRIATE ACTION or BEHAVIOUR.
The best leaders make their people feel safe because they 100% believe in their words and back them up with action.
But unfortunately, far too often, we hear things such as:
- Oh, that’s just Tom, he’s a bit offensive at times. Most people accept who he is.
- Louise is a bit of a bully, but that’s just her way of getting things done. She’s been here a long time, and we’ve got a lot to be thankful for.
- I’ve worked with Alan for more than 20 years, it’s just the way he is. It’s something he is working on, so hopefully, he might change sometime soon.
We also still have too many leaders that make statements such as putting our people first, we are an equal opportunity employer, or safety is not negotiable, and then turn a blind eye to unsafe or inappropriate behaviour in the workplace.
So what does an employer of choice do?
Employers of choice have a distinct competitive advantage. They are seen as great places to work and tend to have high engagement levels. Their leaders focus on creating a workplace where people feel safe and can focus on doing their best work. That makes all the difference.
Wow, is it really that simple?
Yes, it is. Good leaders make their people feel safe. They create workplaces where people feel safe at work and where they are treated fairly and with respect.
Those who lead organisations in this way will always have a reliable workplace compliance system in place. This will be further strengthened by workplace compliance training and support for their supervisors and managers, so they have a deep understanding of what is required to create and maintain a workplace that is safe, fair and equitable.
Like most things, workplace culture starts from the top. It sets the scene for everyone else in the organisation. There is no place for ‘lip service’ when it comes to serious things such as work health and safety, privacy, bullying, sexual harassment and discrimination.
We all deserve the right to a safe, fair and equitable workplace from the time we step in the door to the time we leave the organisation.
How Leaders Can Stop Paying Lip Service
Ending lip service in the workplace is less about new statements and more about what happens the next time someone behaves badly.
- Hold everyone to the same standard: long service, seniority or results do not change what is acceptable. The examples above all excuse someone because of who they are.
- Act early: raise poor behaviour when you see it, in private and promptly, rather than waiting for a formal complaint.
- Back the managers who speak up: if a manager calls out a senior colleague, support them visibly.
- Respond to reports properly: people only report when they believe it will be taken seriously. Mistake #5 covers the reporting policy that makes this possible.
- Prove the values with decisions: when you say safety is not negotiable, point to a time it cost the business something and you chose safety anyway.
Leadership and culture are also expected, not optional, for preventing sexual harassment: the Australian Human Rights Commission’s positive duty guidance lists both among its standards. For more on what good and poor culture look like in practice, see our article on workplace culture in Australia.
Frequently Asked Questions
1. What does lip service mean in the workplace?
It means saying the right things about safety, respect or equal opportunity without acting on them. A common example is a leader who promotes a respectful workplace but ignores bullying by a valued team member.
2. How should a business deal with a high performer who behaves badly?
The same way it would deal with anyone else. Raise the behaviour early, set clear expectations, follow your policies and record what happens. Exempting high performers tells everyone else that the stated standard does not really apply.
3. Why does lip service damage workplace culture?
Because people judge values by what leaders tolerate, not by what they say. When poor behaviour is excused, staff stop reporting it, good people leave, and the business carries the legal and reputational risk the values were meant to prevent.
Sources
Australian Human Rights Commission, Positive duty guidance materials
Last reviewed: October 2026
This article is general information only and is not legal advice. Seek advice from a qualified professional for your situation.
On a parting note…
It’s not just about our leaders and managers. It is a cop-out to blame others when it comes to appropriate behaviour. We must all stand up for what is right, regardless of the circumstances. Our article on being a workplace bullying bystander shows what that looks like in practice.
That is a nice little lead into our final blog, Mistake#7 – Fail to communicate the real reason for workplace compliance.
