Navigating Psychological Safety for Marginalized Communities in the Face of Project 2025

In today’s complex workplace landscape, leaders are increasingly called to create environments where every individual feels safe, valued, and respected. But with the potential implications of Project 2025—a policy initiative poised to reshape aspects of the workplace and potentially restrict diversity, equity, and inclusion (DEI) programs—those from communities that have been historically marginalized face an even greater risk of feeling unsupported or vulnerable. As the political and regulatory landscape shifts, leaders must be proactive, intentional, and compassionate in their approach to maintaining psychological safety for all employees, especially those who may be disproportionately impacted.

The Impact of Project 2025 on Marginalized Communities

Project 2025’s proposed policies include efforts to dismantle or reduce DEI programs, limit affirmative action, and restrict protections against discrimination based on race, gender, sexual orientation, and disability. While these changes may be aimed at reducing regulations, they could also inadvertently—or directly—undermine the psychological safety and sense of belonging for employees from marginalized communities.

Psychological safety, at its core, means that individuals feel secure in expressing themselves without fear of retribution, judgment, or exclusion. But without intentional support, those from marginalized backgrounds could find themselves feeling isolated, undervalued, or even at risk. As leaders, it’s vital to uphold the principles of psychological safety, ensuring that every team member has a voice and feels protected in the workplace.

How Leaders Can Be Intentional in Showing Up for Marginalized Communities

The key to supporting marginalized employees in the face of these challenges lies in proactive, authentic leadership. Here are ways leaders can take action in the coming days, weeks, months, and years to ensure psychological safety and inclusivity, regardless of shifting policies.

1. Prioritize Open Communication and Transparent Conversations

When external events impact the workplace, silence can breed fear and confusion. Leaders should regularly communicate with their teams, acknowledging the realities of Project 2025 and how it might affect the organization. Transparent conversations show that leaders are aware, empathetic, and committed to supporting everyone.

Actionable Steps:

• Schedule regular check-ins with your team to discuss any concerns they might have.
• Host open forums where employees can voice questions and express feelings without judgment.
• Offer clarity on company policies and values, reinforcing that the organization stands for inclusion, safety, and respect for all employees.

2. Reaffirm Your Organization’s Commitment to Inclusion

Even if DEI policies are challenged, leaders can ensure that their organization’s commitment to inclusion remains strong. Remind your team that inclusion isn’t simply a policy—it’s a principle. Demonstrate that, as an organization, you are committed to creating a safe environment where everyone is encouraged to bring their full selves to work.

Actionable Steps:

• Publish an inclusion statement that reiterates your commitment to diversity, equity, and psychological safety.
• Reinforce inclusive practices in team meetings, hiring processes, and performance reviews.
• Recognize and celebrate cultural events and milestones that are meaningful to underrepresented communities within your team.

3. Implement Psychological Safety Training for All Levels of Leadership

Psychological safety begins at the top. To truly protect and support marginalized communities, organizations must equip leaders at every level with the tools and understanding needed to create psychologically safe spaces. Psychological safety training provides leaders with actionable ways to support all employees and recognize when marginalized team members may feel vulnerable.

Actionable Steps:

• Offer ongoing training sessions focused on psychological safety, empathy, and inclusive leadership.
• Encourage managers to practice active listening, validation, and support for all employees, particularly those from marginalized communities.
• Establish accountability by measuring psychological safety and inclusion across teams, and hold leaders responsible for fostering these values.

4. Create Safe Spaces and Support Networks Within the Organization

For marginalized employees, having a safe space to share experiences, seek support, and connect with others who understand their perspective can make a significant difference. Leaders can foster these connections by establishing Employee Resource Groups (ERGs) or affinity groups where individuals can find community and support.

Actionable Steps:

• Create or strengthen ERGs dedicated to supporting marginalized communities, such as groups for women, LGBTQ+ employees, employees of color, or employees with disabilities.
• Allocate resources for these groups, providing budgets for meetings, events, or mental health support services.
• Ensure that ERGs have visibility and influence within the organization by involving them in decision-making processes and strategy discussions.

5. Advocate for Policies and Practices That Align with Psychological Safety

Although some DEI initiatives may be threatened, leaders can still advocate for policies that protect psychological safety. By aligning workplace policies with the goals of the Workplace Psychological Safety Act and other supportive legislation, leaders can establish a foundation that prioritizes the well-being of all employees, especially those who are vulnerable.

Actionable Steps:

• Review and update HR policies to emphasize psychological safety, including zero tolerance for discrimination and harassment.
• Include psychological safety metrics in employee surveys to identify areas for improvement.
• Advocate for diversity in recruitment, hiring, and promotion processes to create pathways for all employees to thrive.

6. Lead with Empathy and Acknowledge Unique Challenges

Empathy is one of the most powerful tools a leader can use to support marginalized communities. By acknowledging the unique challenges these communities face and responding with compassion, leaders can create a culture of genuine care and respect. This is especially important during times of uncertainty and change, when feelings of isolation and vulnerability may be heightened.

Actionable Steps:

• Make time for one-on-one check-ins with team members who may feel impacted by these changes.
• Actively listen to employees’ concerns, validate their feelings, and offer appropriate support, such as flexible work arrangements or mental health resources.
• Model empathy by sharing your own experiences with change and resilience, showing that everyone—including leadership—is navigating challenges.

Looking Ahead: Committing to a Safe and Inclusive Future

In a world where workplace policies and external pressures may shift, leaders have the responsibility to maintain an unwavering commitment to inclusion and psychological safety. Marginalized communities are often the most impacted by regulatory changes, and proactive support can make all the difference in their workplace experience.

By prioritizing open communication, advocating for psychological safety, and leading with empathy, organizations can rise above the limitations of Project 2025, showing that a culture of safety and inclusivity is non-negotiable.

As you navigate the days, weeks, and years to come, remember that The Equity Equation is here to support you in creating a workplace that values, respects, and protects every individual. Through training, coaching, and consulting, we help leaders develop inclusive practices and uphold the principles of psychological safety for all employees.

Resource Guide: Supporting Your Team Through Election Uncertainty

Equip yourself with practical strategies to navigate team dynamics and provide essential support during times of uncertainty. This resource guide offers scripts, templates, and actionable steps to foster a psychologically safe workplace, where your team feels valued and supported, even when external events create internal stress. Perfect for leaders at all levels, this guide is a quick and effective way to ensure you’re ready to address the unknown with empathy and confidence.

Download your copy today.

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.