Psychological Safety Without DEI: The Risk of Overlooking Marginalized Voices
In recent discussions, there has been a growing emphasis on psychological safety as a critical component of healthy workplace environments. The founder of LeaderFactor recently stated that “Psychological Safety is what DEI should have been.” This statement has sparked conversations about the relationship between psychological safety and diversity, equity, and inclusion (DEI). While both concepts are vital, they are not interchangeable but rather interconnected. Psychological safety, without the inclusion of DEI principles, can inadvertently perpetuate marginalization, especially for those already marginalized.
The Intersection of Psychological Safety and DEI
Psychological safety is the belief that one can speak up, make mistakes, and take risks without fear of negative consequences. It’s a foundational element for fostering open communication and innovation. However, psychological safety can look different for everyone, influenced by aspects of identity, cultural norms, and individual experiences. This is where DEI comes into play.
DEI practitioners often approach psychological safety with a nuanced lens, recognizing that a truly safe environment must consider the diverse backgrounds and experiences of all individuals. For example, a work environment might feel psychologically safe for the majority but not for marginalized groups who face systemic biases and discrimination. Without a DEI perspective, organizations risk creating a false sense of safety that overlooks the unique challenges faced by these groups.
My Experience in DEI and Identifying Gaps
In my work as an inclusive workplace consultant, I have seen firsthand how the absence of a DEI framework in discussions of psychological safety can lead to gaps in understanding and action. When we focus solely on creating a safe space for open dialogue without considering the structural and cultural barriers that different groups face, we risk marginalizing those who are already vulnerable.
For instance, I have used tools developed by LeaderFactor, such as the 4 Stages of Psychological Safety, to assess and enhance workplace environments. While these tools provide a valuable starting point, I found that adding a layer of inclusion allows for a more holistic understanding of the experiences at the intersections of identities. By incorporating principles of inclusion, we can better recognize and address the unique barriers that people from marginalized backgrounds face, such as microaggressions, implicit biases, and unequal opportunities.
A Holistic Approach to Psychological Safety
Creating a psychologically safe environment without considering DEI is not only incomplete but potentially harmful. It can lead to a superficial sense of safety where the voices of marginalized individuals are not truly heard or valued. DEI provides the necessary context to understand the complexities of individual experiences, ensuring that psychological safety is not just a theoretical construct but a lived reality for everyone in the organization.
When we integrate DEI with psychological safety, we move beyond a myopic view of the workplace to a more inclusive and empathetic one. This approach acknowledges the systemic issues that affect marginalized groups and actively works to dismantle them. It shifts the conversation from simply creating a safe space for everyone to ensuring that the most marginalized voices are not only included but prioritized.
Call to Action
The conversation around psychological safety and DEI should not be about which is more important or where one should have been. Instead, we should focus on how these concepts can and should work together. Psychological safety without DEI risks perpetuating existing inequities, while DEI without a focus on psychological safety can lack the supportive environment needed for real change.
As we continue to build inclusive workplaces, we must remember that the true measure of our success is not just in the absence of fear but in the presence of equity and inclusion. Only then can we create environments where everyone, regardless of their background, can thrive and contribute fully.
If you’re interested in learning more about successfully blending DEI and psychological safety in your organization, we invite you to download our use cases that showcase our work in this area. These examples illustrate how we’ve navigated complex challenges to create more inclusive and psychologically safe environments. Additionally, you can set up a discovery call with us to explore how we can help your organization achieve the same. Let’s work together to create workplaces where everyone feels safe, valued, and empowered to succeed.
How psychologically safe is your organization? You can’t change what you can’t measure! Learn more about our Psychological Safety assessments and more — https://offerings.theequityequationllc.com/PsychSafety
Learn more about our newest offerings for early-stage small businesses and nonprofits -https://offerings.theequityequationllc.com/SmallBusinessNPO
Learn more from me and other practitioners as we tackle the changing tides of the diversity, equity, and inclusion industry on my weekly podcast, DEI After 5 — https://podcasters.spotify.com/pod/show/deiafter5
Sacha Thompson is the founder of The Equity Equation, LLC, a boutique diversity coaching and inclusive culture consulting firm. With more than 20 years of experience within the education, non-profit, and tech industries, Sacha’s work involves removing barriers or providing support to achieve equity. She helps executives and leaders have meaningful dialogue and coaches them on the necessary, long-term changes that develop institutional cultures of inclusion. She was most recently featured in Newsweek, Business Insider, and MSNBC’s The Cross Connection.
