Can you be your authentic self on your team?

Inclusion safety is the foundation of any culture of belonging. As the first stage of psychological safety, it activates the power of diversity and encourages team members to embrace what makes them, them.
The 4 Stages of Psychological Safety™

Stage 1: Inclusion Safety

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.

Does my team have inclusion safety?

diverse team at work

Diversity isn’t inclusion.

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.

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Inclusion safety is a human right.

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.

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How do I help others feel included?

Try these eight things to introduce inclusion safety into your organization’s culture:

Avoid Comparisons and Competitions

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.

Conduct Hop On, Hop Off Tours

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.

Meet a Person in Their Physical Space

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.

Ask Twice as Much as You Tell

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.

Listen and Pause

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.

Physically Face People

Active inclusion is deliberate inclusion. When you face the people you’re interacting with, it signals that you’re interested and invested in them.

Introduce Yourself at the First Opportunity

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.

Learn How to Pronounce Names

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.

Keep Exploring The 4 Stages:

Explore content and resources related to each of The 4 Stages of Psychological Safety™

Inclusion Safety Podcast Episodes

Inclusion Safety in Practice

To kick off this series, Tim and Junior will talk about what it means to behave until you believe as a principle, behaviors and environments that foster inclusion safety, the difference between bonding and bridging, and give you specific, real ways to create an environment of inclusion.

Podcast
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Navigating Cultural Differences: The Key to Psychological Safety in Global Teams

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What Psychological Safety is Not

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(Pt.2) Exclusion and Social Injustice

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Inclusion Safety Articles

Vulnerability and Psychological Safety at Work

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.

Articles
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Is It Expensive To Be Yourself? How This Golden Question Reveals Psychological Safety

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Diversity is a Fact, Inclusion is a Choice

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What Psychological Safety is Not

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