Navigating Workplace Toxicity: Jared Pope Of Work Shield On Strategies for a Healthier Work Environment
An Interview With Vanessa Ogle
Policies — Organizations should have clear and effective policies surrounding workplace misconduct so that all employees understand what is and isn’t acceptable in the workplace. These policies should provide guidance on how to report incidents that they experience or witness. In addition, they should be regularly reviewed and updated as needed. By clearly stating and reinforcing policies employers can set the standard that misconduct will not be tolerated. It’s important to lean on these policies when reinforcing misconduct as that removes any uncertainty.
Toxic work environments can have a significant impact on employees’ mental health, productivity, and overall job satisfaction. From poor communication and office politics to bullying and burnout, toxicity in the workplace can manifest in many forms. What are the most effective strategies to address and overcome these challenges? How can organizations and employees work together to create healthier, more supportive work environments? In this interview series, we are talking with with leaders, HR professionals, organizational psychologists, business leaders, and experts about “Navigating Workplace Toxicity: Strategies for a Healthier Work Environment.” As a part of this series I had the pleasure of interviewing Jared Pope.
Jared Pope, a seasoned attorney in Benefits and Employment Law, founded Work Shield in 2018 with a mission to redefine workplace integrity. With over 20 years of expertise in human resources, ERISA, and employment matters, Jared recognized the need for a comprehensive solution to manage workplace harassment and discrimination. Work Shield’s innovative, end-to-end solution simplifies the reporting, investigation, and resolution of workplace misconduct. It enables streamlined incident reporting through user-friendly channels while dedicated investigators conduct thorough, efficient, and impartial investigations. Employers benefit from real-time updates, unbiased recommendations, and valuable workplace analytics, while employees benefit from a solution that ensures their voices are heard and their concerns are addressed impartially.
Thank you so much for doing this with us! Before we dig in, our readers would like to get to know you a bit more. Can you tell us a bit about your “backstory”?
Born and raised in Texas, I learned the value of perseverance early on. During my college summers at TCU, I sold educational books door-to-door, and that experience taught me a simple yet lasting philosophy: if you knock on enough doors, work hard, and focus on controlling your attitude, success will come. This belief has shaped both my personal and professional journey.
After graduating from SMU Dedman School of Law, I discovered my passion for benefits, ERISA, and employment law, which led me to work at major firms and eventually as general counsel for an insurance brokerage. In 2011, I took the leap to start my own law firm, where I gained an in-depth understanding of my clients’ ongoing challenges in HR and benefits. Then after witnessing the #MeToo and #TimesUp movements, it became apparent that there was a need for better solutions related to harassment, discrimination and misconduct in the workplace.
In 2017, the #MeToo movement exposed the pervasive issues of harassment and discrimination in workplaces everywhere, highlighting the urgent need for better solutions. Industry-standard practices were falling short, leaving both employees and employers unprotected. This realization led to the founding of Work Shield, a solution built to foster safe, respectful workplaces where every voice is heard, and incidents are met with meaningful resolutions.
What led you to this particular career path?
The path to founding Work Shield began on the heels of the #MeToo movement, which shed light on pervasive issues of harassment and discrimination in workplaces across the country. It highlighted the urgent need for better solutions, as industry-standard practices were clearly falling short, leaving both employees and employers unprotected. This led me to consider how to create a system that fosters truly safe, respectful workplaces where voices are heard and incidents are resolved meaningfully.
One of the biggest revelations early on was seeing how traditional hotlines and internal reporting systems often placed the investigative burden on employers. These systems also generated significant fear of retaliation among employees, which prevented them from reporting incidents. This critical gap in workplace safety and integrity drove my wife Jennifer, our business partner Travis Foster, and me to take action and create Work Shield as a comprehensive, end-to-end solution. We wanted to provide a clear, unbiased process that supports both employers and their employees in managing workplace misconduct transparently and effectively.
Ultimately, building Work Shield was the ideal way to marry my business and law degrees, combining my legal expertise with a strategic vision to create lasting change in workplace trust and accountability.
Can you share the most interesting story that happened to you since you began your career?
Early in my career, I found myself at a major crossroads. I’d worked at law firms and as general counsel, but when things shifted, I had to make a choice. Taking the leap to start my own law practice felt terrifying. I didn’t know what would happen, and there were days when I questioned if I could make it work. But once I committed, I just dove in, figuring things out step-by-step. What surprised me was that I actually loved it. Building something of my own was both challenging and rewarding, and it gave me a confidence I hadn’t felt before.
That experience became the foundation for starting Work Shield. I’ve heard people say that launching a business is like building a plane while it’s taking off, and I couldn’t agree more. Every day brings new challenges, but I learned early on that resilience and adaptability are what carry you through. Taking that leap with my own practice showed me that if you’re committed and willing to figure it out along the way, you can make almost anything happen.
Can you share some strategies or practices that individuals and teams can implement to create a healthier and more productive work environment? Please share your “5 Strategies For A Healthier Work Environment”?
1. Policies — Organizations should have clear and effective policies surrounding workplace misconduct so that all employees understand what is and isn’t acceptable in the workplace. These policies should provide guidance on how to report incidents that they experience or witness. In addition, they should be regularly reviewed and updated as needed. By clearly stating and reinforcing policies employers can set the standard that misconduct will not be tolerated. It’s important to lean on these policies when reinforcing misconduct as that removes any uncertainty.
One example we encountered involved a client who was experiencing a noticeable increase in reported misconduct. As we explored the issue, we discovered that the organization didn’t have a defined code of conduct policy in place. Without a clear framework for acceptable behavior, both employees and managers were left uncertain about boundaries and expectations, which made addressing misconduct much more challenging. This highlighted how essential clear policies are, as they provide a foundation for understanding and accountability, helping to prevent misunderstandings and set a respectful tone across the organization.
2. Structured Training — Having structured training programs is one of the most important ways that leaders can help promote their ethical and compliant workplaces. By enforcing consistent training, organizational leaders will keep policies and procedures top of mind for employees so that they will always be aware and take the necessary steps should an incident occur. With training, it’s also important to consider what type of training is most valuable or needed for the organization. As a data-driven solution, Work Shield provides organizations with insights and trends to leverage in real time based on more prevalent types of misconduct within the organization.
One example that highlights the need for structured training, even at the manager level, is reflected in our incident data, which reveals trends of misconduct in certain industries involving managers themselves. This insight emphasizes the importance of training programs that extend beyond front-line employees to include management, helping them not only understand how to address misconduct, but also recognize and avoid behaviors that may cross ethical boundaries. By targeting training where it’s most needed, organizations can promote a culture of accountability and reinforce that everyone, regardless of position, is expected to uphold high standards of behavior.
3. Open Communication — Open communication starts with giving employees the option to report issues anonymously or by name, allowing them to speak up in a way that feels safe and comfortable. When employees have a trusted avenue for communicating an incident, it empowers them to come forward, providing leaders with honest insights into team dynamics and potential issues. This transparency enables leaders to make informed adjustments to team structures, address underlying challenges proactively, and create a work environment grounded in trust, respect, and accountability.
For instance, our data shows that 85% of incidents reported are self-identified, with only 15% reported anonymously. This high rate of self-identification indicates that employees in our client organizations feel a level of psychological safety, trusting that they can attach their names without fear of retaliation. This transparency not only reflects a healthy, open communication culture, but also enables leaders to gain valuable insights and specifics, which are harder to access through anonymous reports. With this level of detail, leadership can more effectively address underlying issues, implement meaningful changes, and reinforce a work environment where trust, respect, and accountability are foundational.
4. Upstanders — Misconduct in the workplace often occurs in the presence of others who recognize the behavior as unacceptable, but may hesitate to act. Creating a culture that encourages upstanding behavior, where employees feel both empowered and responsible to speak up, can transform how incidents are reported and addressed. Organizations benefit when employees feel supported to report issues they witness, knowing that their voice plays a key role in maintaining a respectful and safe work environment. Promoting this culture of upstanders rather than bystanders means providing clear reporting channels and regularly reinforcing that reporting misconduct is both valued and essential for workplace integrity. By fostering a workplace where employees are encouraged to actively contribute to a safe and supportive environment, organizations can more effectively address incidents, support those affected, and build a culture rooted in accountability and respect.
For instance, during a past video conference call with one of our client organizations, an incident of misconduct occurred in view of several attendees. In response, multiple employees chose to step forward and report the behavior. This collective action demonstrated a culture of upstanding, where employees felt comfortable speaking up to support their colleagues and hold the individual accountable. By creating an environment that encourages upstanders, the organization not only gained valuable insight into the incident, but also showed that inappropriate behavior would not be overlooked. This type of proactive reporting reinforces a culture of accountability and respect, where everyone plays an active role in maintaining a safe and supportive workplace.
5. Third-Party Investigations — Leveraging unbiased, third-party solutions to handle workplace misconduct provides employees with a secure, impartial space to report issues, knowing that their voices will be heard and addressed fairly. For organizational leaders, using third-party investigations offers peace of mind, as each incident is examined thoroughly and resolved without internal biases or conflicts of interest. This approach not only reduces potential risks, but also fosters a healthier workplace, where transparency and accountability are prioritized, and employees feel supported in reporting misconduct. By entrusting sensitive matters to a third party, organizations reinforce their commitment to creating a safe, respectful work environment.
For example, in cases where HR or management may be involved in the reported misconduct, having a third-party investigation process removes internal conflicts of interest, allowing the incident to be handled impartially. In one instance, an employee reported inappropriate behavior involving an HR manager within the organization. With an unbiased third party managing the investigation, HR was removed from the process, which helped reassure the employee that their report would be handled fairly and without fear of retaliation. This approach not only protected the employee, but also upheld a culture of accountability, demonstrating that all reports are taken seriously, regardless of who is involved.
Revelations & Influences
Can you share a story about the biggest revelation you had when you were first starting? Can you tell us what lesson you learned from that?
One of the biggest revelations I’ve had in my career is the immense value of mentors. I’m talking about true mentors who stay engaged and invested in your success. Early on, I received plenty of business advice, but there’s a difference between someone offering an opinion and a mentor who checks in, challenges you, and genuinely cheers you on. I owe much of who I am today to mentors who took the time to guide me, from my years as a collegiate distance runner, through my legal career, and now in business.
Mentorship has helped me see challenges differently and recognize possibilities in situations I might never have considered. In building Work Shield, I’ve relied on mentors to help me look at issues with fresh eyes and approach problems creatively, particularly during those “figure it out as you go” moments that come with entrepreneurship. They’ve taught me resilience, adaptability, and how to stay grounded when things get tough.
For anyone just starting out in their career, I can’t stress enough the importance of seeking out mentors who will put in the time to help you grow, who will pick you up and dust you off when you fall, and who will challenge you to become the best version of yourself. A true mentor doesn’t just give advice, they walk alongside you on your journey, offering the insight and encouragement you need to keep moving forward. And as I continue to grow, I still seek my mentors’ counsel to keep pushing me toward new goals.
Is there a particular book that made a significant impact on you? Can you share a story or explain why it resonated with you so much?
One book that has impacted me more recently is The Hard Thing About Hard Things by Ben Horowitz. This book tackles the unfiltered realities of leading a business through complex and often uncomfortable challenges. Horowitz addresses the tough decisions that leaders must face when building and growing a business, decisions that rarely have straightforward answers. It’s not a book of quick-fix strategies, but a roadmap for resilience and perseverance, offering support for leaders who have to grapple with what’s best for the organization, even when it’s hard. Trust me, this journey of building a business has been tremendously hard at times!
One part of the book that resonated with me is Horowitz’s concept of the “peacetime CEO” versus the “wartime CEO.” In times of stability, a peacetime CEO can focus on growing the organization, nurturing team development, and driving long-term vision. In more challenging, crisis-driven times, the mindset of a wartime CEO is essential. This role requires intense focus, rapid decision-making, and often tough calls to keep the business moving forward. Understanding when to adapt each approach is invaluable, especially in a dynamic business environment where conditions can shift quickly.
This concept has influenced how I navigate different phases within Work Shield, recognizing that as a leader, I sometimes need to adopt a strategic, long-term view, and at other times, a focused, hands-on approach. Learning to distinguish between these roles has been essential for me, not only to keep the business on track, but to ensure that shifts in leadership style don’t disrupt or unsettle employees who may not immediately understand the change in pace. Horowitz’s distinction between these two modes of leadership has given me a powerful framework for balancing Work Shield’s needs with the team’s sense of stability, allowing us to stay aligned and resilient through both calm and turbulent times.
Do you have a favorite “Life Lesson Quote?” Do you have a story about how that was relevant in your life or your work?
My favorite quote is: Control what you can control, and let go of what you can’t.
In building Work Shield, I’ve come to realize that there are countless variables beyond my control. If I’ve focused too much on all the uncertainties like competition, client needs, or economic pressures, it would be overwhelming. I’ve learned that to keep moving forward, I have to center on what I can control, like building a strong team, setting clear goals, and developing the best solutions we can. By planning for the unexpected with a mindset of adaptability, I shift from a place of feeling stuck to feeling capable. This approach has allowed me to focus on actions that drive impact rather than feeling limited by the unknowns.
This mindset not only brings a sense of ownership to any situation, but also strengthens Work Shield’s resilience, keeping us adaptable and prepared for whatever comes next. I’m also working to build this same perspective within our teams, encouraging them to focus on what’s within their control and stay adaptable. Together, we’re creating a culture that values flexibility and capability, no matter what challenges we face.
Workplace Toxicity Defined
What does workplace toxicity mean to you?
To me, workplace toxicity often begins with small acts of incivility, like microaggressions, unconscious biases, or unchecked misbehavior. These seemingly minor issues, if left unaddressed, can accumulate and grow, gradually eroding a strong workplace culture and setting a foundation for larger toxic behaviors. As a leader, I believe it’s essential to tackle these smaller issues early on, focusing on the building blocks of the problem rather than waiting for toxicity to become a pervasive issue.
Creating a healthy workplace culture means implementing mechanisms that allow employees to feel safe reporting these behaviors, knowing they’ll be addressed fairly and quickly. When employees feel supported and respected, they’re more likely to contribute positively, which strengthens the organization as a whole. By addressing these issues head-on and establishing a proactive approach, we help create an environment that not only avoids the costly repercussions of toxicity, such as legal fees, high turnover, and retraining expenses, but also fosters long-term success and growth. A culture rooted in respect, accountability, and open communication can prevent toxicity from taking root and create a workplace where people feel valued and empowered.
Can you describe a specific instance when you personally encountered or helped resolve a workplace toxicity incident that made you realize you wanted to start Work Shield?
Throughout my career, I’ve witnessed unfortunate instances of workplace misconduct and have seen first-hand the stark differences between organizations that handle these situations appropriately and those that don’t. In some cases, misconduct was swiftly addressed, and everyone involved had the support they needed. But there were also instances where issues were mishandled or ignored, and the fallout was significant. Careers were derailed, individuals who experienced the misconduct were left without proper recourse, and organizations faced financial repercussions, from costly payouts to reassigning employees to mitigate further issues.
What struck me most was that these incidents weren’t confined to any one industry. In the legal industry alone, I saw and heard about cases that underscored the fact that workplace toxicity can exist anywhere, and when unchecked, it can create lasting damage on both personal and organizational levels. These experiences revealed to me just how essential it is to have a structured, impartial process in place for reporting and resolving misconduct. It’s clear to me that no industry is immune to these challenges, but with the right systems in place, organizations can protect both their people and their integrity.
What are some of the most common causes of toxic work environments, and how can leaders recognize these issues before they become pervasive?
Harassment, discrimination, and unreported misconduct are some of the most common contributors to a toxic workplace environment. These issues can often start small but, if unaddressed, can build up and impact morale, productivity, and trust. Leaders can address these issues before they grow by establishing clear policies and mechanisms for reporting and resolving misconduct. Clear guidelines and defined disciplinary actions signal to employees that misconduct will not be tolerated, helping to set a standard for respectful behavior.
Additionally, consistent training programs play a crucial role in reinforcing these policies. Training ensures that all employees know what is expected of them and that acceptable behaviors are kept top-of-mind. It also provides a foundation for understanding what constitutes harassment or discrimination, preventing minor issues from escalating due to misunderstanding. A proactive approach through policy and training is essential for building a resilient, positive work culture where employees feel respected and empowered to speak up when issues arise. This clarity and consistency make it easier for leaders to identify potential problems early and prevent them from becoming ingrained in the workplace culture.
What steps can employees take to address workplace toxicity if they feel uncomfortable or unsupported by leadership?
When facing workplace toxicity, it’s essential for employees to document incidents carefully and follow their organization’s reporting policies. Whether reporting to HR, a supervisor, or both, thorough documentation provides a clear record and supports fair resolution. However, if employees feel uncomfortable or unsupported by leadership, they may worry that reporting internally won’t lead to meaningful change.
With a solution like Work Shield, employees have a 24/7 multi-channel reporting platform to report issues anonymously or non-anonymously, giving them a safe, unbiased space to share their experiences without fear of retaliation. This third-party approach means that employees don’t have to rely on internal leaders to take action, as Work Shield’s dedicated, impartial investigators handle the process from start to finish. By removing internal biases, employees can be confident that their concerns will be heard, investigated fairly, and resolved appropriately, regardless of who’s involved. This empowers employees to speak up, knowing they’re protected and valued, while helping to foster a culture of transparency, trust, and accountability.
What role does mental health play in navigating workplace toxicity, and how can both employees and organizations prioritize mental wellness?
Mental health is a critical factor in navigating and addressing workplace toxicity. When employees face a toxic work environment, their mental well-being often suffers, which can impact productivity, morale, and job satisfaction. Strained mental health can lead to higher turnover rates, increasing costs associated with hiring, onboarding, and training new talent. Beyond the financial impact, poor mental health can lead to disengagement and burnout, creating a ripple effect that affects team dynamics, communication, and overall organizational culture.
Leaders play a key role in supporting mental wellness by creating a workplace that values open communication, respect, and access to resources. Offering mental health support, such as Employee Assistance Programs (EAPs), counseling services, or regular mental health check-ins, demonstrates a commitment to employee well-being. Additionally, implementing a solution like Work Shield for confidential reporting helps reinforce a culture where employees feel comfortable speaking up without fear of stigma or retaliation. With a third-party reporting platform, employees can have access to an impartial listener, helping to alleviate the mental strain of navigating a toxic situation alone.
You are a person of great influence. If you could inspire a movement that would bring the most amount of good for the greatest number of people, what would that be? You never know what your idea can trigger.
That’s a great question! I believe that the movement we’re inspiring through Work Shield is exactly this, creating safer, more transparent workplaces. By implementing an unbiased, third-party reporting platform, we’re empowering employees to raise their voices without fear and setting a high best practice standard within organizations. Our ultimate goal is to make workplaces safer and more respectful spaces where every individual feels valued.
Beyond just a reporting platform, our solution provides clients with valuable data and analytics that offer a clear view of their organizational culture. These insights help leaders identify patterns, detect areas where misconduct may be increasing, and pinpoint locations that could benefit from further training, etc. With these insights, business leaders have the opportunity to make proactive decisions that positively impact the bottom line. They’re able to address issues before they escalate and foster a culture that reduces costs associated with turnover, legal challenges, and retraining.
Within the last six years, I’ve seen the change that a safe, transparent culture can bring to an organization, and that fuels my drive to inspire this movement. Ultimately, our vision is to empower organizations to move beyond reactive measures. Instead of responding to the fallout from unchecked misconduct, they can create an environment where issues are addressed immediately, creating a ripple effect of trust and accountability.
Call to Action
How can our readers further follow your work online?
Readers can find Work Shield on our LinkedIn, Instagram or website at www.WorkShield.com.
Thank you for these fantastic insights. We greatly appreciate the time you spent on this.
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
Navigating Workplace Toxicity: Jared Pope Of Work Shield On Strategies for a Healthier Work… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.