11.3 Spotlight on Human Resources Skills  

Amy Edmondson, a professor at Harvard Business School, introduced the term psychological safety, defining it as a shared belief among team members that it is safe to take interpersonal risks (Hastwell, 2023).

Thinking About Safe Work Environments

In a genuinely inclusive and psychologically safe workplace, inclusivity and communication are integral to the organizational culture. At its essence, inclusivity aims to create an environment where every employee feels a sense of belonging and value. Central to this is open and transparent communication, empowering individuals to express their thoughts freely. Active listening ensures that diverse perspectives are considered, leading to more informed decision-making.

The richness of diverse perspectives is acknowledged as a catalyst for innovation and adaptability to a changing business landscape. Inclusive behaviour is the outward expression of this culture, emphasizing respect for colleagues regardless of their background and addressing biases. Cultural competence, understanding, and appreciation of different cultures are crucial, as is avoiding cultural insensitivity.

An inclusive workplace promotes constructive conflict resolution, avoids harmful behaviour, and fosters mutual understanding. Support and allyship for colleagues facing challenges are encouraged, with leadership playing a pivotal role in modelling inclusive behaviour and setting expectations. Together, these elements create a sense of belonging and Psychological Safety, enabling full engagement in work. Organizations must invest in training, awareness, and leadership commitment to embed inclusive communication and behaviour into their core culture, emphasizing actions as much as words for a truly equitable workplace.

Thinking About Trust

Psychological Safety is a foundational concept transforming workplace environments into spaces where individuals feel encouraged and empowered to express themselves authentically. It is a catalyst for trust, collaboration, and innovation, significantly influencing both individual well-being and the broader success of organizations.

For members of marginalized groups, particularly those identifying as minorities, the stakes are higher, as research indicates that they often bear a disproportionate emotional and cognitive burden. Trust becomes a critical factor, evaluated not only in peer interactions but also in the intentions and actions of management. In diverse workplaces, the historical interactions between cultural groups further shape the nuanced experiences of Psychological Safety. Acknowledging and respecting cultural differences is paramount in fostering an environment where diverse perspectives can thrive.

The Dimensions of Cultural Safety

Psychological safety manifests in five critical areas in the workplace.

Management and Supervision

Psychological Safety is reflected in the approach of management or supervisors toward employees, encompassing the level of trust between employees and upper management. This involves management’s trust in employees, active listening, the promotion of positive working relationships, and the support provided when employees face challenges.

Communication Between Employees

The second area is related to the quality and style of communication among employees. It involves ensuring clear communication of workplace regulations, making sure that most employees understand their roles and responsibilities, and establishing transparent procedures for communicating with upper management.

Authenticity in the Workplace

In the third area, the focus is on the level of authenticity employees feel they are allowed to have. This includes whether employees feel free to be themselves at work, experience comfort in the presence of colleagues, and work in an environment that values and respects individual differences.

Employee Discretion

The fourth area deals with the level of employee discretion, which reflects how free employees feel to make decisions. This involves the organization’s attitude towards embracing reasonable risks, whether employees are comfortable taking risks and accepting their consequences, and the freedom for employees to work in ways that suit them.

Attitude and Positivity

Psychological Safety is evident in the positive affect and attitude that employees have towards their work and the organization. This encompasses how employees perceive themselves in their roles, their sense of being valuable team members, their belief in doing a good job, and the acknowledgment of their efforts and contributions.

Chapter 11 Exercise 1

As a Human Resources professional, how will you ensure your employees experience a culture of psychological safety?

“Recognizing a Safe Work Environment,” “Thinking About Psychological and Cultural Safety,” and “Different Elements of Psychological Safety” from Psychological Safety and Cultural Safety in the Workplace by Saba Ghadiri and Catherine T. Kwantes is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.