A psychologically safe workplace is inclusive of diversity and equitable for all employees. Most people would agree with this statement and many may already be working towards it; however, they may not understand exactly how to achieve it.

“A lot of employers point to their diverse staff and feel that having employees of different races, sexual orientation, gender identity, or ability means that they have a diverse and inclusive workplace,” says Renata Hall, Manager of the Inclusion and Anti-Racism Education Program at the Equity and Inclusion Office at McMaster University. She explains that having a diverse staff is a great beginning, but it’s certainly not where it ends.

“A psychologically safe workplace is one where all employees are able to bring their whole, authentic selves to work,” says Renata. “This includes their diverse ideologies, learning, communication styles, and lived experiences.”

Renata explains that to have a truly inclusive workplace, employers must provide their employees with an environment that includes these five things.

1. Voice— the opportunity to share ideas and opinions without being embarrassed or dismissed.
2. Choice—the ability to have input and exercise control over the work environment, methods, and tasks.
3. Access—open access to systems, policies, and managers with equal engagement.
4. Success—pathways to professional development, mentoring, and shadowing.
5. Safety—a work environment free of violence, harassment, and discrimination.

The challenge is that there are often barriers that stand in the way of doing so.

“In Canada, it’s less likely to have overt barriers in the workplace, but covert barriers are common,” says Renata. “And one of the most common covert barriers to an inclusive workplace is bias.”

Recognizing your own unconscious bias

Unconscious bias occurs when people make judgments that are at least partially influenced by gender, race or other factors without realizing they have done so. These judgements are usually based on societal stereotypes or an individual’s own personal experiences.

Renata emphasizes that it’s not about dwelling on whether you have made judgements based on unconscious bias. It’s about recognizing that we have made these judgements. Now, we need to spend time understanding and unpacking our biases so that we are aware of them.

“Every one of us has bias. You don’t occupy every single social position in the world. So, naturally, you search for information to make sense of other positions or experiences that are different from yours,” says Renata. “The information that you find (e.g. media) may be incomplete or half-truths that form an unconscious bias.”

To be an inclusive leader at work, you must understand what your unconscious biases are so that you can take steps to address them. “Inclusive leadership is defined as leaders who are aware of their own biases and preferences and actively seek out and consider different views and perspectives to inform better decision-making,” says Renata.

5 steps to creating an inclusive workplace

Renata outlines these five steps employers should take to address bias and move towards an inclusive workplace. Not surprisingly, it starts with the leadership team.

1. Educate managers and supervisors. Teach them how to recognize and unpack their own unconscious biases.
2. Support managers and supervisors as they develop reflective knowledge. Once they understand their unconscious biases, help managers and supervisors find and leverage the information they need to replace biased beliefs. “One of the best places to start is within the community you are seeking to understand. Learn from others’ lived experiences. It’s experiential data,” says Renata.
3. Consider how your bias has impacted your team. Encourage managers and supervisors to look at their interpersonal relationships with employees, how people within the team interact with each other, and how work is assigned and evaluated.
4. Take a critical look at systemic practices. Review your organization’s policies and procedures through the lens of the unconscious biases you have identified and change them. “Consider who is mostly served by these policies and who is left out,” says Renata.
5. Review conflict resolution pathways and feedback loops. Do employees have a safe channel they can use—anonymously and confidentially—to report when something is not working or if they are experiencing harassment? If the answer is no, create one for them.

How WSPS can help

Use the Mental Harm Prevention Roadmap to create a psychologically safe environment for your employees.

Training

• Certificate in psychologically safe leadership (Online Instructor-Led, self-paced, 15 hours)

Resources

• Have you made the choice to be an inclusive leader? (article)
• Gender expression and gender identity: What does an inclusive workplace look like? (article)
• The link between safety, inclusion, happiness, and productivity is real (article)
• Quick Safety Tips: Workplace Psychological Safety – Watch these quick safety tips to find out what it means to have a psychologically safe workplace, the role of managers and supervisors, the positive outcomes on worker mental health and the workplace, and steps to get started.
• Check out a variety of mental health and well-being resources to protect employees from mental harm.

Events

• Register for WSPS’ Partners in Prevention Health and Safety Conferences this fall in Kitchener, Thunder Bay and Niagara Falls. Attend sessions on psychological safety and diversity, including:
  • Creating Brave Spaces – Dr. Johanna Pagonis, CEO/Founder, Sinogap Solutions Leadership Consulting – Explore key performance behaviours and strategies that contribute to an inclusive and safe workplace and will encourage participants to implement steps in their organization that will enable their leaders and employees to proactively manage their stress and burnout.
  • Diversity and Inclusion in the Workplace: Nurturing Your Business and Maintaining the Law – Lorenzo Lisi, Partner & Workplace Law Group Leader, Aird & Berlis LLP – Diversity and inclusion standards have become a principal expectation for businesses and clients. How can your workplace authentically grow and/or change to meet these standards and what does diversity and inclusion mean in terms of harassment, discrimination, and accommodation laws? What are some strategies employers can use to keep their humanity visible, meet their legal obligations to fight employee discrimination issues and ensure their business is inclusive?