99% of content on EDI misses the most important point & it's low-hanging fruit.

Every month in "A Fresh Perspective," I explore an area of HR that badly needs a rethink.

Today I'm focusing on EDI.

EDI has taken a proper battering recently and I'm not here to jump on the bandwagon. Anyone who knows me knows how passionate I am about equity and inclusion and how much I believe in the power of diversity of thought. Where there is substance to the criticism, I know it will just make those pure-intentioned folk behind the true cause work even harder to do even better.

I am here, however, to say that I still feel that 99% of what I read about EDI is missing the most important point ???????? and that when people understand it, it's an incredibly easy fix ????????.

?? Let's get on the same page

For the avoidance of doubt, here's a quick run down of the terms I'm going to use in this newsletter:

EDI - Equity, Diversity & Inclusion is about creating workplaces where everyone gets a genuine shot at access and success, regardless of their identity and background.

Privilege is the invisible boost some people get because of their background. Privilege often means an absence of additional barriers, rather than easy access to opportunity.

Belonging means feeling genuinely accepted, valued, and understood—exactly as you are.

Psychological Safety is a step beyond belonging - it means feeling safe to speak up, take risks, and be genuine — without fear of embarrassment or punishment. It's about being able to have honest conversations, share crazy ideas, and and learn from mistakes. It doesn't mean being in a 'fluffy' environment - quite the opposite, it's a brave and vulnerable place where people challenge each other but do good through it, not harm.

Please note that belonging without psychological safety is dangerous (Nazi Germany/Lord of the Flies/cults/school bullying etc....).

?? Come on now Sophie, what's the important point everyone's missing?!

Privilege and psychological safety are the same thing. Well, actually, psychological safety is the consequence of privilege.

I remember when my friend, Laura, shared her outrage with me; someone had said to her that all people who went to private school were entitled. Laura went to private school and (lovely, caring, empathic, deep-thinking soul that she is) she did not identify as entitled.

It was quickly explained though that it was meant as a compliment - that people who have gone to private school (meant as a proxy for people who are privileged) typically feel entitled to be in any place they want to be, can always find a way to say what they want to say, and feel able to leave situations they're not comfortable in without fear of the consequences. Whilst it was, of course, a huge generalisation, what this person was saying was that, in essence, privileged people's default experience and expectation is of psychological safety.

That default sense of psychological safety typically comes from a general absence of lots of bad experiences, combined with a level of financial resilience.

In contrast, those who have regularly felt 'other'/unwanted/in danger/have been discriminated against and/or have experienced financial instability - who have lacked privilege - default to feeling psychologically unsafe.

When we feel psychologically unsafe within an organisation, we are less likely to stay, we are more likely to suffer physical and mental health challenges, and we are less likely to progress and realise our full potential.

???? So what?

Have you got there already? As I said, it's incredibly simple when you see it -

the single thing we need to do to level the field is ensure psychological safety for all

We don't need to knock anyone down, or lift some people over others, we just need to give everyone the privilege that not only leads to better working lives, but also drives innovation, risk management, creativity, and organisational outperformance. For those who already default to psychological safety, the gap to close will be smaller, but they still benefit and...

...a rising tide (of Psychological Safety) lifts all boats!

If we have psychologically safe environments, not only do we make it more likely that those who default to feeling unsafe will stay and be well, but also that they will realise their full potential. When our team mates are all realising their potential, our teams realise their full potential, and we all do better and feel better.

It truly is a solve-all because, if we have psychological safety and there are any barriers to equitable opportunity, they will be surfaced and addressed.

?? So, that's the point everyone's missing, but where's the easy fix you promised?

Here it is: www.gainperspective.ai

Honestly there is literally no other scalable, sustainable, way to create, monitor, and maintain psychological safety and it is as simple to implement as things can get plus cheap as chips.

Implement Perspective and watch the attrition and absence rates within your minority group populations drop and their wellbeing, engagement, and effectiveness soar.

??What about access and awareness???

Ok - fair challenge - it's a solve-all for equality of opportunity once we've ensured equality of access to organisations and awareness of opportunity.

If you're looking to solve the access and awareness problem though, I also have a very simple and highly effective solution for you - speak to James Fellowes / Bridge of Hope Careers and they will sort you out.

??For those who want to explore this further??

Read/listen to anything by Amy Edmondson - the Harvard Professor who originated the concept of Psychological Safety e.g. "The Fearless Organisation"

Read "The Four Stages of Psychological Safety," by Timothy Clark

Follow renowned author, Matthew Syed , who is talking a lot about the importance of Psychological Safety

??Thanks for staying with me ??

I’d love to hear your thoughts—feel free to share your comments or book a time to discuss this shift further and/or see a demo of Perspective.

Stay tuned for the next newsletter when I'll be exploring another area of HR or people practice that needs a bit of a BS audit

By for now ??