A sweeping new study from Shegerian Conniff confirms what many workers already feel: toxic workplaces are everywhere, and expensive. Of 161 million Americans employed in 2024, 72%, roughly 116 million people, say they have left a job because the culture was harmful. The report names the most toxic industries, the most toxic states, the warning signs employees should watch for, and the practical steps organizations must take to stop the spiral of burnout, turnover, and reputational harm.
What Toxicity Looks Like (and Why It Sticks)
Toxic workplaces share the same DNA: fear of failure, constant gossip, low morale, poor communication, performative DEIB, disrespect, toxic competition, no recognition or growth, unreasonable demands, and bad management (micromanaging, favoritism, blame culture). These are system choices, not personality quirks. And they’re expensive: rising healthcare spend, lost productivity, attrition costs, and a brand tarnished by public reviews.
The human toll is enormous. Among the country’s 161 million workers, 61.2 million men and 54.7 million women report quitting due to toxicity. Burnout—exhaustion, cynicism, reduced efficacy—isn’t a personal failing; it’s a work design failure.
The Industries in the Red Zone
- Healthcare: High rates of verbal/physical abuse (60–90% affected), bullying, and burnout (65% of PAs). Nurses report demoralizing conduct from supervisors (5%) and coworkers (77.6%). Patient safety suffers when staff do.
- Hospitality: 47% report personal burnout; 64% say colleagues left due to burnout; 69% cite exhaustion from chaotic schedules; ~16% report harassment/bullying.
- Construction: Up to 40% report depression/anxiety; 60% struggle with alcohol dependency; suicide and overdose rates vastly exceed on-the-job fatalities—an urgent mental health crisis.
- Finance: 5% report burnout; 58.3% poor work-life balance; 83.3% lack uninterrupted focus time. 60% would warn newcomers away.
- Tech: 57% burned out; 46% of software workers tie burnout directly to toxic culture; 41% of women report harassment—clear equity gaps.
How We Measured It (Industries): We consolidated reputable surveys and peer-reviewed studies on abuse/harassment and burnout, using averages/midpoints to create comparable “toxicity snapshots.” They are indicators of lived experience, not official ratings.
Where It’s Worst to Work
The state analysis, built from Innerbody stress rankings and Benefit News burnout scores, places Wyoming at #1 for workplace toxicity, with Massachusetts, Rhode Island, Idaho, and Connecticut close behind. Alaska and Montana also rank in the top ten. Themes repeat: overwork, commute and isolation pressures, thin support systems, and cutthroat cultures. Even high-skill hubs aren’t safe: relentless pace + limited leisure time = burnout-by-design.
(Note: WalletHub’s stress indicators were reviewed for context but not included in the composite score.)
For Employers: Six Moves That Cut Toxicity This Quarter
- Manager Reset: Train for psychological safety; reward managers on people outcomes (retention, engagement, inclusion).
- Workload & Focus: Cap meeting loads; protect focus blocks; set right-sized goals; shut off after-hours pings.
- Real DEIB: Tie comp to inclusion milestones; fix biased processes (hiring, evals, promotions); enforce no retaliation.
- Transparent Growth: Publish pay bands; map career paths; celebrate contributions; end “up-or-out” by offering specialist tracks.
- Health Access: Normalize EAP/therapy use; add flex schedules and adequate PTO; train leaders to respond to burnout signals early.
- Speak-Up Channels: Anonymous reporting; neutral investigations; time-bound resolutions; quarterly reporting on outcomes to build trust.
For Workers: Practical Steps to Protect Yourself
- Document everything (dates, comments, impacts).
- Use internal channels (HR, ombuds) and keep copies.
- Set boundaries (work hours, meeting limits, realistic scope).
- Build your exit runway (skills, network, references).
- Know your rights—especially around harassment, retaliation, discrimination, wage/hour, and protected leave.
Toxicity isn’t a bad mood; it’s a breach of trust, the report states. “Fixing it requires leadership courage, transparent systems, and real accountability.”
