Commonly accepted values and behaviours within an organisation, such as the hours that are worked, the jokes that are considered appropriate and the manner in which colleagues are addressed.


Additional notes and information

All of these feed into collective, unspoken judgement as to what is relevant, acceptable and/or important within an organisation.

The core elements of organisational culture are implicit; they are practised in daily routines, give a common direction to the members of an organisation, and are the result of learning and internal coordination within an organisation. Furthermore, they constitute a specific view of the world.

Individuals do not consciously learn an organisational culture, but they internalise it within a process of socialisation. This shows that institutional transformation can occur only if organisational culture is taken into account.


Based on

(1) EIGE (2014), Effective gender equality training: Analysing the preconditions and success factors.

(2) EIGE (n.d.), 'Institutional transformation', Gender mainstreaming: methods and tools [online platform]