We all want to feel like we can be ourselves without being judged at work. To be accepted for all that we are, including our sexual orientation and gender. 89% of employees say that experiencing psychological safety in the workplace is essential for them. It should be an environment where you can express yourself freely and stay true to your identity without a fear of punishment or humiliation.
What happens when you feel psychologically safe?
In team meetings, you aren’t scared to express your ideas, opinions and issues. You feel safe to admit to mistakes and ask for help or advice and feel assured that others will offer to help out. As a result, you learn and grow whilst feeling happy and satisfied at work. This is vital in an inclusive environment and can help minorities like LGBTQ+ employees feel comfortable with their identity.
What doesn’t psychological safety look like?
Having productive disagreements at work helps us come up with new ideas and collaborate better. But when team members’ ideas are ignored or dismissed by others, it signals a lack of psychological safety. Microaggressions, such as jokes about pronouns, can make LGBTQ+ team members feel stressed and unhappy at work.
What makes psychological safety at work?
One of the most important influences on psychological safety is the team’s manager. However, everyone has a responsibility to foster a psychologically safe work environment. So, how can you take part in doing so?
-Be curious and interested. By adopting a curious mindset, you show others that you are open to learning and new ways of thinking.
-Speak up when someone in the team jokes about pronouns or says something inappropriate about people with a different sexual orientation.
-Make people feel included and accepted. Ask questions to get different perspectives and ideas. Some people may need time to think, so give them time to respond before you make a team decision.
-Ensure that people can have their say without fear of negative repercussions. Don’t shut people down, talk over them or respond with negativity or blame.
-Listen and give people your full attention. Acknowledge their views and opinions so they feel valued.
-Admit to your mistakes. Others will see it’s a safe space to share failures and learn from them.
-If you are unsure about a colleague’s pronouns, just ask.
Evidence shows that psychological safety helps you and your team perform better, be more creative and innovative. So, think about how you can use these tips to help build a more supportive and motivated environment at work.
To learn more about workplace inclusivity, read Linbert Spencer OBE’s book on inclusive leadership.
