I was looking forward to hearing back from you, Gabbie, thanks for writing. I think anyone who talks about this with you should want to make sure it remains a secret where you work. So I won't even ask what type of industry or even which country we are talking about.
What I am understanding from you is that you are not a person that can exercise some influence at your company. What troubles me is that there are supervisors who don't take your step one step further. That's what you need in leaders. Whether the desired change happens or not, you need someone who will bring you to the next step, whether it's a new outlook, acceptance, workarounds, patience, whatever, and I don't hear that from you, I am hearing a struggle (in you and in lots of other people).
I recognize that you may feel out of place on the topic of creating change; there are boundaries and do's and don'ts. You may even wonder whether you would be dismissed from the company if you opened your mouth too much, and I don't think finding a different job needs to be an option at this point. You've got a challenge, and you want to figure it out. And a post I read from you somewhere else about a procedure manual gave me insight into some talent you have at assessing uncharted territory and creating order. Gabbie, I'm a bit of a politician when I say that you can learn something from every corner of a company, it's the preachy side of me. But I have learned to see how this outlook works. I may not want to be the person that is mopping a floor and I don't know what I could learn from that task, but I know that without the person that did that mopping, I would be working at a place I was less proud of. Therefore, that person means something to me; that person does their part in making my company a successful place, and that person deserves to be spoken to and listened to. When people don't look at the various roles in a company this way, they are missing out on what teamwork and pride are all about, from my perspective, and have not really "grown" in the workforce either, and certainly not in leadership. Since you are examining issues in communication, employee relations and customer service, I think you have to retreat from referring to your position as a "small position." You may not have instant power, but you have a forward vision. When you are feeling without confidence, it might help to remember that when looking at your valuable ideas and sharing them. You are identifying a need for change with a forward vision, which is a leadership quality.
I didn't gain a sense from you that there are many others that think the way you do and that they would be able to participate in constructive discussions about these problems. Something to be aware of (and I am still working on this) is that there will always be a lot of work involved when dealing with differences in people. But there are ways of taking the differences and creating a good result with them. You have to change your speaking tone in different situations, also your vocabulary, your body language, even your breathing when communicating with different people. I think of it as putting myself at different places on an emotional thermometer, and that is draining work. But I can think of times that I have influenced the way a conversation was going by adjusting where I was on the thermometer for the sake of the goal I wanted to be understood out of my mouth. And I saved myself time in the process, by not having to repeat my efforts. This is "being myself," but in many ways. There might be more selves inside you that you can "call up" when needed and other selves to compartmentalize when needed. (I have selves that require compartmentalization, such as "verbalized frustration.")
To get back to others that think like you, if there are others, what do you think would happen if you and likeminded others pooled together small amounts of money toward refreshments and small snacks and invited two people to a meeting with you to hear your thoughts? Would that be possible? Are you allowed to invite people to meetings? Would you be listened to?
What about Human Resources and Personnel, are there people that concentrate on employee relations in your company, what has been the outcome of talking with them, if they exist?
I think the ingredients needed here are people that you can identify that need to hear a presentation; a presentation of facts; suggested solutions--because if you are like doctors that have identified a disease, rightly or wrongly, you will be expected to have a cure or treatment ; some diplomacy; impressive demeanor; and statements that indicate clearly that you are interested in continuously improving what you do together as a company.
Gabbie, what I tried to dissect above is a plan for teamwork. If there is nothing that comes out of a strategy for teamwork after a few intelligent attempts, then that is the time that you have to consider where you need to be earning a living next. Healthy companies need teamwork and they need leaders that embrace it. If I am guessing right, I would try what you want to do with these guys for a while, and see where it goes, because it could mean good changes for you personally in the future. If it doesn't work (realizing you are not the sum of perfection yourself), then present your skill at continuous improvement and service excellence to a company that is looking for you.