Why is Psychological Safety Important for Marginalized and Indigenous Groups?
You now have developed a good understanding of what Psychological Safety is and how it may affect a workplace as a whole. However, when we think about concepts such as Psychological Safety, we need to think more deeply about how this affects members of marginalized groups, and in the context of this learning module, specifically Indigenous employees.
Psychological Safety and Marginalized Groups
Individuals from minority groups in the workplace often experience higher levels of stress compared to those from non-minority groups. Additionally, minority group members often bear a greater burden in being able to determine whether their organization provides a psychologically safe environment. For example, self-identified minority group members must trust in peer intentions, management intentions, and management actions to experience Psychological Safety in the workplace. In contrast, trust in manager intentions is sufficient for non-minority group members.
When a workplace comprises individuals from diverse cultural backgrounds, the historical interactions between those groups can influence how Psychological Safety is experienced. Organizations that establish psychologically safe environments where cultural differences are not only acknowledged but also respected can harness the benefits of diverse perspectives and viewpoints. This is especially important in workplaces with Indigenous employees, who often grapple with the ongoing legacy of colonialism, including bias and discrimination in society.
Psychological Safety and Indigenous Employees
In 2021, Statistics Canada reported that Indigenous people represent 5.0% of the total Canadian population. Although all marginalized social groups encounter workplace challenges, Indigenous employees often face unique barriers due to the legacy of colonialism. Currently, there is limited literature on what Psychological Safety entails for Indigenous employees in Canada, although there are indications that a sense of belonging within an organization plays a key role in their Psychological Safety.
Did You Know?
Statistics from the 2019 General Social Survey on Canadians’ Safety (Victimization) reveal that one-third (33%) of Indigenous individuals report experiencing discrimination in the preceding five years, a rate more than double that of non-Indigenous, non-visible minority groups. A detailed breakdown shows that 44% of First Nations people, 24% of Métis, and 29% of Inuit experienced discrimination in the same period. The primary reasons for discrimination among Indigenous people include factors such as ethnicity or culture (15%) and race or skin color (14%). These proportions are approximately five times higher than those among the non-Indigenous, non-visible minority population.
This emphasizes the role of Psychological and Cultural Safety in organizations to combat discrimination, celebrate Indigenous values, and foster inclusivity. Such efforts are essential in addressing structural racism and promoting positive change in both organizational and individual attitudes. Research suggests that when workplaces show understanding and support for Indigenous culture and work practices, Indigenous employees are more likely to feel psychologically safe and a sense of trust.
