Inclusion safety satisfies the basic human need to connect and belong. Whether at work, school, home, or in other social settings, everyone wants to be accepted. In fact, the need to be accepted precedes the need to be heard.
You’re valued for your individuality and can bring your whole, authentic self to work.
Superiority reinforces barriers and forces team members to edit what makes them unique.
Most organizations that try to make their teams diverse realize that diversity alone doesn’t make those teams inclusive.
Inclusion safety unlocks the power of diversity by creating sanctuaries where team members feel safe to be their authentic selves when it matters most.
They’ll feel safe to be themselves because they’ll know that you value their unique perspective, experiences, beliefs, values, and goals.
As the basic glue of human society, inclusion safety offers the comforting assurance that you matter. Everyone deserves to be included, regardless of demographics, differences, or disagreements, because inclusion isn’t earned, it’s owed.
Try these eight things to introduce inclusion safety into your organization’s culture:
When we compare and compete with each other, we lose the ability to connect. Focus your efforts on making meaningful connections with your team members. Celebrate their strengths.
Formally assign a member of your team to be your new team member’s personal guide. Have the guide conduct social tours during the first week to accelerate relationship-building.
Don’t make someone else come to you. Instead, physically meet them where they are. This sends a clear message that you value their time and input.
You’ll become more inclusive when you realize that it’s really not about you. Master the art of asking questions. Be curious about others. Ask twice as much as you tell.
Do you listen with the intent to understand or respond? Being an active listener is being an inclusive listener. Focus on their perspective, not on what you can contribute to the conversation.
Active inclusion is deliberate inclusion. When you face the people you’re interacting with, it signals that you’re interested and invested in them.
One of the easiest ways to show someone that they belong is to express genuine interest in who they are. Be proactive. Introduce yourself to those who are new, or those you don’t know yet.
When a new person joins the team, learn their name immediately. If you don’t know how to pronounce it, ask. Even if it’s difficult for you to pronounce, don’t ask for an alternative name to use.
Explore content and resources related to each of The 4 Stages of Psychological Safety™
In today's episode, Tim and Junior dive into the world of cross-cultural communication and explore the importance of understanding cultural differences. From nonverbal communication to attitudes towards conflict and time orientation, they examine how cultural dimensions impact our behavior and interactions with others. Join them for an episode full of practical tips for developing intercultural competence and improving your effectiveness in a globalized world.
Psychological safety is a culture of rewarded vulnerability. Every time you do something that exposes your insecurity, makes you feel uncertain, or otherwise pushes you out of your comfort zone, you’re committing an act of vulnerability. Our vulnerabilities are shaped by past experiences, beliefs, perceptions, fears, and even our goals. They affect how we behave and perform, how we think and feel, and how we interact with others. Creating a culture of psychological safety, where interactions are inclusive and safe, requires both modeling and rewarding acts of vulnerability.