Why Now is the Time to Stand Firm on Inclusion and Psychological Safety in the Workplace

The recent election has intensified anxieties and uncertainty for many, particularly within marginalized communities. As we look toward the future, a sober reality settles in: the rights and protections fought for over decades may be in jeopardy. We anticipate that the hard-won gains of DEI initiatives will face unprecedented challenges, and the workplace—one of the few spaces where people once possibly felt seen and valued—may become a battleground for the rights, dignity, and humanity of many.

As an employer, leader, or team member, now is the time to solidify and deepen your commitment to fostering an environment that honors and respects every employee. The coming months will test our convictions and resolve, and the ripple effects will be felt across both personal and professional lives. We cannot afford to waiver in our commitment to building and maintaining a workplace that is genuinely inclusive, psychologically safe, and steadfastly supportive of everyone.

The Impending Decline in Psychological Safety

Psychological safety is likely to face a steep decline in the months and years ahead. The fear, doubt, and stress that permeates our broader society will naturally seep into the workplace. Employees will carry with them the anxiety of being unheard, unseen, or even threatened for simply being themselves. As an organization, preparing for this reality is not optional—it is essential.

A strong foundation of psychological safety empowers individuals to bring their full selves to work, to speak up, to innovate, and to be a part of a team that values their contributions. When that safety erodes, the impact is devastating. Morale plummets, turnover skyrockets, and engagement levels drop. To prevent this, leaders must be clear about their organizational values and take intentional steps to demonstrate these values in action.

Reaffirming Your Company Values and Building Accountability

At this pivotal moment, organizations need to double down on their commitment to inclusion. It starts with clarity on your core values: What does your organization stand for? How do these values show up in day-to-day interactions and decision-making? And, perhaps most importantly, what will not be tolerated?

A commitment to accountability must be unwavering. Make it clear that behaviors that undermine psychological safety, inclusion, and respect will be met with real consequences. Accountability should not be limited to the moment a problem arises; it must be a continuous, visible process that ensures all employees know that their well-being is a priority.

Accountability isn’t just about “catching” harmful behavior; it’s about preventing it, too. It’s about creating an environment where employees know they can trust that issues will be handled swiftly and fairly, without bias or favoritism. Leaders must walk the talk, leading by example and upholding the standards they’ve set for others.

Building Trust Through Conviction

Trust is the bedrock of psychological safety. Employees want to know that they can trust their organization to protect and uplift them, even when it may be uncomfortable or unpopular to do so. As the political and social landscape grows increasingly volatile, standing firm in your convictions will send a powerful message to your team.

In times of great uncertainty, people seek stability and strength in their leaders. Now is the time to show up consistently, to be an advocate, and to be unafraid to say, “This is what we believe in, and we stand by it.” Your team will appreciate and respect your resolve, and that trust will translate into loyalty, engagement, and resilience.

Now is the Time to Act

This is not the time for performative gestures or vague commitments. It is the time for clear, decisive action that demonstrates your organization’s dedication to creating a psychologically safe and inclusive environment for all. Now is the time to be clear on what will not be tolerated, and to uphold those standards every day.

At The Equity Equation, we are here to support you on this journey. We understand the challenges, the stakes, and the urgent need for meaningful action. Psychological safety cannot be a “nice-to-have”—it is essential to a healthy, resilient workplace.

Stand firm. Hold fast to your convictions. Lead with empathy, integrity, and accountability. In doing so, you will build a workplace where everyone feels valued and empowered, regardless of what challenges may come. Let’s move forward with courage, together.

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.