Introduction:
Black History Month is a powerful reminder of the extraordinary courage displayed by Black Americans in challenging systemic power. From civil rights leaders confronting segregation to everyday individuals fighting workplace discrimination, equitable resources, and injustices, their legacy underscores the critical importance of psychological safety in any organization.
Toni Morrison's poignant words, "If you are free, you need to free somebody else. If you have power, then your job is to empower somebody else," resonate deeply. This principle highlights the responsibility of those in positions of influence to cultivate environments where everyone can thrive.
Defining Psychological Safety:
As defined by Harvard Business School's Amy Edmondson, psychological safety is the shared belief that team members can take risks, speak openly, and be authentic without fear of negative repercussions. It's not merely a desirable attribute; it's essential for innovation, problem-solving, and genuine inclusion.
A psychologically safe environment encourages the expression of concerns, questions, and new ideas. It is built on trust, where calculated risks are welcomed, and creativity isn't stifled by fear of judgment.
Dr. Timothy R. Clark's "The 4 Stages of Psychological Safety"—inclusion, learner, contributor, and challenger safety—further illuminates this concept. It highlights psychological safety as a progressive journey built through confidence in belonging, learning, contributing, and challenging the status quo without fear.
The Historical Lens: Black History Month and Psychological Safety:
The civil rights movement starkly illustrates the consequences of lacking psychological safety: silenced voices, stifled innovation, and the loss of invaluable perspectives. The pioneers celebrated during Black History Month often spoke out in hostile environments.
Toni Morrison's career exemplifies this duality. As Random House's first Black woman editor, she amplified Black voices. Her literature portrayed characters battling environments that denied them safety and expression. "You wanna fly, you got to give up the thing that weighs you down," she wrote—a metaphor for shedding the fear and judgment that hinder potential.
In today's workplace, the challenges persist:
45% of Black workers report experiencing workplace discrimination.
Many feel compelled to "code-switch" to fit in.
Black employees often face harsher scrutiny and consequences.
Their innovative ideas are frequently overlooked or attributed to others.
These realities underscore why psychological safety is crucial for inclusive workplaces.
The Business Imperative of Psychological Safety:
Beyond ethical considerations, psychological safety drives business success. Research consistently demonstrates that teams with high psychological safety outperform their peers. Google's Project Aristotle identified it as the paramount factor in high-performing teams.
LGBTQ+ inclusion specialist Gina Battye and psychologist Dr. Julia Shaw emphasize its importance for marginalized identities and preventing harmful biases.
When psychological safety prevails:
Innovation flourishes.
Problems are addressed proactively.
Diverse perspectives enhance decision-making.
Learning accelerates.
Employee retention improves.
Cultivating Psychological Safety:
Building psychological safety requires intentional effort and respectful, open communication. As Morrison said, "The function of freedom is to free someone else."
For Leaders:
Model vulnerability.
Actively solicit input.
Respond constructively to feedback.
Frame challenges as learning opportunities.
Establish respectful discussion norms.
"Definitions belong to the definers, not the defined," reminding leaders to ensure inclusive environments.
For Teams:
Promote inclusive meeting practices.
Acknowledge contributions.
Respect diverse communication styles.
Address microaggressions promptly.
Build interpersonal connections.
For Organizations:
Measure psychological safety.
Train leaders in inclusive leadership.
Review systems for bias.
Hold leaders accountable.
Share success stories.
Daniel Fryer, Laura Delizonna, and others provide valuable frameworks for overcoming psychological barriers and fostering curiosity.
Black History Month: Reflection and Action:
Psychological safety facilitates productive dialogue, particularly during Black History Month. It enables Black employees to share experiences and innovations without fear. Morrison reminded us that "the function of freedom is to free someone else" and that "you are your best thing."
Moving Forward:
We are committed to fostering psychological safety. We encourage reflection and action.
Learn more through Amy Edmondson's TED Talk and join our upcoming discussion.
"If there's a book that you want to read, but it hasn't been written yet, then you must write it," Morrison said.
Brené Brown adds, "Vulnerability is not winning or losing; it's having the courage to show up and be seen when we have no control over the outcome."
What steps will you take to build psychological safety?
Comment below or contact our team with your thoughts on building psychological safety in our workplace.