Building Inclusion and Diversity in Psychological Safety
In any workplace, fostering a psychologically safe environment is key to encouraging employees to be their authentic selves, contribute openly, and take creative risks. But for this safety to be truly effective, it must be both inclusive and reflective of the diversity within the team. When employees from all backgrounds feel included and valued, they’re more likely to share insights, challenge norms, and fuel innovation.
A few years ago, I was part of a team that prided itself on psychological safety. But despite this, our meetings were often dominated by the same voices. During one brainstorming session, I noticed that a new team member, Priya, hadn’t spoken much. Curious, I asked for her thoughts after the meeting. She shared that while she had ideas, she didn’t feel they were as “polished” as others and worried about being dismissed.
Her honesty was eye-opening. Despite our emphasis on safety, we hadn’t created a space where she felt comfortable sharing her unique perspective. This experience reminded me that psychological safety isn’t just about encouraging everyone to speak up; it’s about creating an environment where everyone, regardless of their background, feels included, respected, and valued.
Three Steps to Improve Diversity and Inclusion in Psychological Safety
1. Actively Seek Out Diverse Perspectives
Creating a diverse and inclusive environment starts with actively seeking and valuing different perspectives. This involves going beyond simple encouragement and creating structured opportunities for everyone to share their views. Leaders can invite input from those who haven’t spoken up, or use round-robin formats where each person has a turn to contribute. Additionally, consider using tools for anonymous input, which can empower employees who may feel apprehensive about sharing openly.
Example: During brainstorming sessions, you might designate a few minutes for each team member to contribute ideas without interruption. This ensures that quieter team members or those from underrepresented backgrounds have a platform to speak up.
2. Address Unconscious Bias and Microaggressions
In many workplaces, subtle biases and microaggressions can inhibit psychological safety, especially for underrepresented employees. To create a truly inclusive environment, it’s essential to actively address these behaviors through training and open conversations. Educating the team about unconscious bias and providing tools to address microaggressions empowers everyone to contribute respectfully and authentically.
Example: Incorporate regular bias-awareness training, and encourage employees to speak up if they notice microaggressions or biased behavior. Create a confidential reporting structure to address concerns effectively and constructively.
3. Encourage Curiosity and Empathy in Communication
Encouraging curiosity and empathy among team members fosters a culture of genuine inclusion. When people approach each other with a desire to understand rather than judge, it creates a safe space for open communication and innovation. Leaders can model this by asking open-ended questions, showing appreciation for unique viewpoints, and encouraging employees to explore different perspectives.
Example: Host team-building activities that celebrate diversity and allow employees to share their backgrounds and experiences. This can deepen connections and help team members appreciate the varied perspectives that contribute to their collective success.
True psychological safety only exists when it embraces diversity and fosters inclusion. By actively seeking diverse voices, addressing unconscious biases, and nurturing a culture of empathy, organizations can build a psychologically safe environment where everyone feels free to contribute fully. After all, it’s in these inclusive, psychologically safe spaces that teams unlock their full potential and thrive.
