I had the honor of sharing my learnings about psychological safety and thriving yesterday at the Northwest Diversity Learning Series. This blog goes a little deeper on why it’s impossible to unlock the benefits of DEI without psychological safety.

The benefits of DEI cannot be realized without a commitment to ensure psychological safety.

I’ll never forget that day. I was asked to coach the leaders of a fairly large team. I introduced the idea of psychological safety. I’d talked with a number of team members and it was clear to me that the team had an opportunity to improve psychological safety.  I convinced everyone to try a psychological safety retrospective. The anonymous results were deeply troubling..this team was definitely not psychologically safe.

One member had courageously posted an anonymous item. They indicated that what hindered safety was a fear of being alone in the office, a fear that their physical safety was at risk because they’d previously received verbal threats because of the color of their skin. The research is clear. When a teammate doesn’t feel safe it literally reduces IQ…sometimes by as much as 50%! Because of this person’s courage the leaders were able to see a previously invisible problem, enabling them to act.

The leaders took swift action with HR, and committed to regularly conduct psychological safety retrospectives with a core commitment to achieve 100% psychological safety. If it weren’t for the willingness of these leaders to ask about psychological safety, this employee’s voice would have never been heard, their physical and psychological safety wouldn’t have improved, and their ability to fully contribute and bring their perspective would have been lost.

The benefits of DEI cannot be realized without a commitment to ensure psychological safety.

Psychological safety is a critical component in the workplace that allows individuals to express themselves without fear of negative consequences to their self-image, status, or career. This concept is especially important when considering Diversity, Equity, and Inclusion (DEI) initiatives, as it can significantly enhance the effectiveness of these programs.

Diversity is the presence of differences within a given setting. In the workplace, this means having a team composed of people with varying characteristics, including but not limited to race, gender, sexual orientation, and cultural background. Equity involves ensuring fair treatment, equality of opportunity, and fairness in access to information and resources for all. Lastly, Inclusion is the practice of creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued.

An environment of psychological safety fosters a culture where employees feel comfortable being themselves, which is essential for DEI to thrive. When employees don’t fear being judged or penalized for their ideas or questions, they are more likely to participate in discussions and contribute unique perspectives that can drive innovation and growth.

Research has shown that psychological safety allows for more creativity and innovation since each employee feels safe to voice new ideas. It also increases employees’ commitment to their organization, therefore increasing the retention of employees.  Communication, engagement, and the sharing of knowledge improve too when psychological safety is present in the workplace. Employees tend to become more open to learning, including learning from failure since their failures are not held against them.

Creating psychological safety in a DEI context means valuing diversity and actively working to include all voices in decision-making processes. It requires leaders to acknowledge their own biases and work to create an environment where those biases do not inhibit the contributions of others. Leaders must also be willing to listen and respond to the concerns of their employees, creating a dialogue that promotes mutual respect and understanding.

Implementing psychological safety within DEI initiatives can lead to a more positive, open-minded, and better-performing workplace. It can help in breaking down barriers that prevent marginalized groups from fully participating in the workplace. Moreover, it can lead to higher levels of employee engagement, satisfaction, and retention.

To foster psychological safety, organizations can start by training leaders and managers on its importance and how to cultivate it. They can also encourage employees to speak up without fear of retribution, and ensure that there are channels available for them to do so anonymously if they prefer.

In conclusion, psychological safety is not just a nice-to-have in the context of DEI; it is a must-have. It is the foundation upon which the full potential of DEI initiatives can be unlocked. By creating an environment where employees feel safe to express their true selves and are encouraged to contribute their unique ideas and perspectives, organizations can reap the benefits of a truly diverse, equitable, and inclusive workplace.

References: Amy C. Edmondson Ph.D. “The Role of Psychological Safety in Diversity and Inclusion,” Psychology Today. “Psychological Safety and DEI – Toward a Respectful Workplace,” Michigan State University. “What Happened to You” book by Oprah Winfrey and Dr. Bruce Berry.