Psychological Safety, Diversity & Inclusion in the Workplace

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Canadian teams and companies of any description that report high levels of psychological safety are currently thriving.

When psychological safety is low, fear triggers the self-censoring instinct in people that diverts productive energy into negative behaviours, devoid of interaction and trust. When psychological safety is high, people engage in a meaningful way with others and contribute immense value to teams and projects.

Psychological Safety, Diversity & Inclusion in the Workplace 

The cornerstones of psychological safety are diversity and inclusion. Diversity is not inclusion and inclusion is not diversity, however the two can be mutually exclusive. To have a thriving business we need diversity of individuals in every sense of the term. To have a truly inclusive workplace people need to feel psychologically safe. As Canadians, as we strive to achieve rich diversity and inclusion in our businesses we will move towards a psychologically safe workforce.

Resolute can help your business understand areas where diversity inclusion needs to be improved upon and how you can work towards a psychologically safe workplace. Using the The 4 Stages of Psychological Safety™ and assessment we will help your team achieve a psychologically safe diverse and inclusive culture.


Psychological Safety 

“Psychological safety is a sense of belonging to a team with the opportunity to interact with its members and contribute to its purpose without fear of being punished or feeling rejected. The most important organizational development of the 21st century is the discovery that psychological safety is the foundation of team performance. It drives inclusion, learning, contribution, and innovation,” Tim Clark, author of The 4 Stages of Psychological Safety™.

Amazing Facts about Psychological Safety from renowned author, Tim Clark

  • Both Google and Microsoft have identified psychological safety as the key driver of team performance.
  • An increasing percentage of millennials refuse to work for bosses that do not create psychological safety.
  • HR considers the presence of psychological safety to be one of the most important factors in the hiring process.
  • Psychological safety is the 4th hottest topic in leadership training.
  • A mere 33% of U.S. workers believe their opinions count.
  • Increasing psychological safety improves infection control in hospitals.
  • In the United States, a student drops out of high school every 26 seconds. Many of these students drop out as a result of low psychological safety.
  • In Australia, 23% of frontline workers report feeling psychological safety versus 45% of higher income workers.
  • The K-12 educational establishment is discovering that a focus on psychological safety is the best preventive intervention to reduce the risk of school violence.

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