Why #Anti-Racism Efforts Don't Work When Your Team Doesn't Feel Psychologically Safe

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The workplace is crucial for diversity, equity, and inclusion efforts. A diverse and inclusive workplace not only benefits the individuals within it but also positively impacts the organization's bottom line. However, creating a diverse and inclusive workplace is not a one-time event but an ongoing process requiring psychological safety. In this article, we will discuss why psychological safety is vital to anti-racism efforts in the workplace, drawing on quotes from social science experts.

Psychological safety is "a shared belief held by team members that the team is safe for interpersonal risk-taking" (Amy Edmondson, Professor of Leadership and Management at Harvard Business School). A sense of trust and comfort enables individuals to speak their minds, share their experiences, and ask questions without fear of retribution.

In the context of anti-racism efforts in the workplace, psychological safety is essential because it allows individuals to express their experiences with racism without fear of backlash. This is crucial because racism is often perpetuated through subtle microaggressions that may be hard to identify but can cause significant harm to individuals when they accumulate.

As Brené Brown, Professor of Social Work at the University of Houston, notes, "When we don't talk about hard things, we start to believe that they don't matter." This is why psychological safety is critical. It enables individuals to speak up and discuss the difficult and uncomfortable aspects of racism in the workplace. By doing so, individuals can learn from one another's experiences and perspectives and take proactive steps to address racism.

Psychological safety also plays a role in reducing the fear of being labelled a racist. As Beverly Daniel Tatum, President Emerita of Spelman College, notes, "People are often afraid to talk about race because they fear being labelled a racist. But being a racist is not the same as participating in a system of racism." Psychological safety enables individuals to engage in productive conversations without fear of being labelled as racist, allowing for more honest and open communication about racism.

In addition, psychological safety fosters a sense of belonging, which is essential for diversity and inclusion efforts. As Susan Fiske, Professor of Psychology at Princeton University, notes, "belonging is a fundamental human motivation." By creating a psychologically safe environment, individuals feel valued and respected, increasing their sense of workplace belonging.

Finally, psychological safety is essential in creating a culture of accountability. Laura Morgan Roberts, Professor of Practice at the University of Virginia's Darden School of Business, notes, "When people feel safe to speak up and share their experiences, it helps to create a culture of accountability. It allows us to identify where we need to make changes and take action to address them." In other words, psychological safety enables individuals to hold themselves and their organizations accountable for addressing racism in the workplace.

Psychological safety is vital to anti-racism efforts in the workplace. It enables individuals to speak up, and discuss difficult and uncomfortable aspects of racism, reduces the fear of being labelled a racist, fosters a sense of belonging, and creates a culture of accountability. As leaders, creating and maintaining a psychologically safe environment to foster diversity, equity, and inclusion in the workplace is essential.