How do you know if your workplace has psychological safety?

Whether your team is hybrid, fully remote, or in-office environments, diversity and inclusion is of foundational importance. Inclusive leaders recognize that being diverse and inclusive is not just a nice to have, it is a must have to be relevant to customers, employees, and the communities of which we serve long-term. If we do not strive to mirror who we hope to work with at every level of our organization, we risk not understanding and adapting to future needs. Organizations that are diverse and inclusive achieve higher rates of innovation, make better decisions, have higher revenues and profitability than their industry peers. There is a business case and human case for diversity and inclusion.

Psychological safety is important for diversity and inclusion to thrive in the workplace. Psychological safety means to be able to freely express yourself without the fear of retaliation. People that are of different racial identities, genders, or of diverse backgrounds report feeling less psychologically safe at work. If people don’t feel like they can fully express themselves and are having to cover or code switch to fit in with the majority group, that is most often white male, there’s no way we’re getting the highest level of production, quality, or ideas from those individuals. By providing a psychologically safe workplace where people can feel seen, heard, and belonging, inclusive leaders set the tone for diverse talent to thrive.

Inclusive leaders provide psychological safe environments for all employees.

Inclusive leaders are agile, they’re open to feedback, and they adapt their approach to meet the needs of the team and organizations that they are a part of.

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