The Power of Psychological Safety in the Workplace

from Silk Helix
Photograph of Jenefer Livings, Founder of Silk Helix Ltd
30 January 2025

Creating a workplace where employees feel safe, valued, and empowered is essential for any business striving for success. One key factor in achieving this is psychological safety - a concept that is increasingly recognised as vital for trust which leads to innovation and inclusivity. In this article, we’ll explore what psychological safety is, why it matters, and how it can help employers promote neuroinclusion and prevent workplace harassment.

What Is Psychological Safety?

Psychological safety means feeling safe to share ideas, admit mistakes, or raise concerns, meaning there is no fear of negative consequences. It’s the confidence that speaking up won’t result in punishment, humiliation, or ostracism.

For employees, psychological safety means being able to show up authentically and bring their whole selves to work. For businesses, it’s the foundation for building a culture of trust and collaboration.

Why Is Psychological Safety Important?

Research shows that teams with high psychological safety perform better, innovate more effectively, and experience higher levels of employee satisfaction. When employees feel safe to contribute and engage, the ripple effects include:

  • Increased productivity: Employees focus on their work rather than fearing mistakes or repercussions.

  • Better problem-solving: Teams openly share ideas and challenge assumptions.

  • Higher retention: Employees are less likely to leave when they feel valued and included.

  • Reduced workplace conflict: Open communication helps resolve issues before they escalate.

Psychological safety is particularly crucial in addressing two key workplace challenges that are high on the agenda for 2025: promoting neuroinclusion and preventing harassment.

Promoting Neuroinclusion Through Psychological Safety

Neuroinclusion involves creating an environment where neurodivergent employees e.g. those with ADHD, autism, dyslexia, dyspraxia, and other conditions—feel valued and supported.

For these employees, psychological safety means being able to disclose their needs without fear of judgment and request adjustments, such as flexible work hours or assistive technology. Ultimately, it’s about valuing difference and being able to ask for what we need to thrive or raise concerns without needing to lean on a diagnosis to define us.

When neurodivergent employees feel safe to speak up, businesses benefit from the diversity of thought and problem-solving abilities they bring. Psychological safety is the foundation for creating a workplace where everyone can thrive.

Preventing Sexual Harassment with Psychological Safety

Psychological safety also plays a critical role in preventing and addressing sexual harassment. Employees are far more likely to report inappropriate behaviour when they trust their concerns will be taken seriously and acted upon. In a psychologically safe environment:

  • Employees feel empowered to set boundaries and speak out against harassment.

  • Bystanders are more likely to intervene or report incidents.

  • Employers can create a culture of accountability, making it clear that harassment has no place in the workplace.

By prioritising psychological safety, employers not only reduce the risk of harassment but also build a culture where productivity and innovation are strong.

How to Build Psychological Safety in Your Workplace

Individual workplaces sit within a society where psychological safety isn’t the norm, therefore creating psychological safety requires intentional effort from leaders and managers. Here are some practical steps to get started:

  • Lead by Example: Show vulnerability, admit your mistakes, and model respectful behaviour. This demonstrates that it’s safe for others to do the same.

  • Encourage Open Communication: Actively listen to employees, invite feedback, and make it clear that their input is valued. How you respond to questions, disclosures or concerns matters, structured methods for providing ideas as well as reporting concerns can be a useful method to ensure consistency.

  • Celebrate Differences: Promote inclusivity by acknowledging and celebrating diverse perspectives. Go beyond providing adjustments for neurodivergent employees and ensure practices and policies are inclusive and support everyone’s needs.

  • Establish Clear Policies: Create and enforce policies around acceptable behaviour and ensure employees know how to report concerns without fear of retaliation. Effectively manage those people who cross the line, which will sometimes mean dismissal.

  • Provide Training: How managers handle these situations everyday matters, ensure they have the skills to lead by example, communicate openly, create an inclusive culture and effectively respond to concerns and complaints.

Final Thoughts

The business benefits of psychological safety are well documented, employee productivity and retention are high in those organisations with psychological safety and it’s not just the risks of a discrimination or harassment claim that are avoided. In organisations where there is psychological safety, people speak up, they speak up when they have an idea and they speak up when they see a risk to the business.

If you’re looking to build psychological safety in your workplace, Silk Helix offers a range of training and resources to help. Contact us to learn more about how we can support your organisation.

While this guide covers the basics, every situation has its own complexities so you should always seek professional advice.
We can help, so book a Free Advice Call .

Article last updated: 30 January 2025

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