{"id":2480,"date":"2024-10-30T11:07:00","date_gmt":"2024-10-30T11:07:00","guid":{"rendered":"http:\/\/167.172.54.60\/?p=2480"},"modified":"2026-04-14T14:16:31","modified_gmt":"2026-04-14T13:16:31","slug":"real-talk-on-psychological-safety-what-it-is-and-isnt","status":"publish","type":"post","link":"https:\/\/staging.talking-talent.com\/us\/real-talk-on-psychological-safety-what-it-is-and-isnt\/","title":{"rendered":"Real Talk on Psychological Safety\u2014What It Is, and Isn\u2019t"},"content":{"rendered":"\n<div id=\"hero-article-6a0389fe1a5c6\" class=\"hero-article page-block page-block--pdtop-reg page-block--pdbot-reg\">\n\t\n\t<div class=\"container\">\n\t\t<div class=\"hero-article__content\">\n\t\t\t\t\t\t\t<span class=\"pill-tag pill-tag--blue-20\">Connection<\/span>\n\t\t\t\n\t\t\t\t\t\t\t<span class=\"hero-article__date\">30 Oct 2024<\/span>\n\t\t\t\n\t\t\t<h1 class=\"hero-article__title\">Real Talk on Psychological Safety\u2014What It Is, and Isn\u2019t<\/h1>\n\n\t\t\t\t\t\t\t<div class=\"hero-article__author\">\n\t\t\t\t\t<div class=\"hero-article__author-avatar\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/staging.talking-talent.com\/us\/wp-content\/themes\/talking-talent\/library\/images\/branding\/logo-icon.svg\">\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<span class=\"hero-article__author-name\">Dru Patel<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div class=\"hero-article__image\">\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1708\" src=\"https:\/\/staging.talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/04\/Older-white-woman-speaking-in-meeting.png.webp\" class=\"\" alt=\"\" srcset=\"https:\/\/staging.talking-talent.com\/us\/wp-content\/uploads\/sites\/4\/2026\/04\/Older-white-woman-speaking-in-meeting.png.webp 2560w, 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\t\t\t\t\t\t\t<\/div>\n\t\t\t<a href=\"https:\/\/staging.talking-talent.com\/us\/insights\/blog\/\" class=\"ui-btn ui-btn--outline-b sticky-content-sidebar__back\"><span>Back to articles<\/span><\/a>\n\t\t<\/aside>\n\t\t<div class=\"sticky-content-sidebar__content\">\n\t\t\t<div class=\"body-content\"><p>If you\u2019re talking workplace culture, chances are you\u2019re talking psychological safety. This concept, introduced 25 years ago by <a href=\"https:\/\/amycedmondson.com\/psychological-safety\/\">Dr. Amy Edmondson<\/a>, centers on creating environments where people feel they can speak up, share ideas, and take risks without fear of backlash or ridicule.<\/p>\n<p>In a recent <a href=\"https:\/\/staging.talking-talent.com\/us\/insights\/events\/webinar-psychological-safety-during-unrest\/\">Talking Talent panel discussion<\/a>, workplace leaders shared their insights on whether psychological safety is still relevant and how to apply it\u2014especially in diverse and polarized work settings.<\/p>\n<p>Panelists included:<\/p>\n<ul>\n<li><strong><a href=\"https:\/\/www.youtube.com\/watch?v=_-NYCsXoDQY\">Katie Giachardi<\/a><\/strong>, Head of Talent EMEA at Invesco<\/li>\n<li><strong>Erneshia Pinder<\/strong>, Vice President of Diversity, Equity, Inclusion, and Belonging at CVS Health<\/li>\n<li><strong>Mary-Clare Race<\/strong>, CEO of Talking Talent<\/li>\n<\/ul>\n<h2>Panelists Agree: It\u2019s Table Stakes<\/h2>\n<p>Psychological safety isn\u2019t just a \u201cnice-to-have\u201d\u2014it\u2019s essential for building a culture where people can thrive and companies can grow.<\/p>\n<p>\u201cI think of it as the foundation of the culture we need if we want to get good performance out of people\u2014whatever good performance looks like,\u201d Giachardi said. For her, that applies not just in the workplace, but in families, schools, and communities as well.<\/p>\n<h2>Testing the Waters: How Psychological Safety Shapes Who Speaks Up and Who Stays Silent<\/h2>\n<p>Panelists shared their own experiences with psychological safety, and Pinder spoke about her journey as a Black woman in corporate America.<\/p>\n<p>\u201cEarly on in my career, being assertive or confident as a woman of color could be mistaken as anger,\u201d she shared. \u201cAnd so you retreat into a sort of self-inflicted invisibility. And you never really get to test out the environment to see if it\u2019s an environment of psychological safety, because you can\u2019t afford to be career limiting.\u201d<\/p>\n<p>She talked about the murder of George Floyd being a watershed moment for some people, because it opened the door to conversations about inequities.<\/p>\n<p>\u201cIt gives you license, and it gives you permission to then test the waters to say, \u2018Okay, let me see if I can have this conversation. Let me see if this is a psychologically safe environment for me to show up authentically as myself.\u2019\u201d<\/p>\n<p>Giachardi, on the other hand, talked about having a sense of freedom to \u201cspeak hard truths\u201d and being valued for it. Some of that is built into her role, but also because her leaders set the conditions for open dialogue.<\/p>\n<p>\u201cI get a bit of license to do that because of the job I have,\u201d she explained, \u201cbut ultimately I wouldn\u2019t be able to if they weren\u2019t also setting up the conditions for me to feel that\u2019s acceptable.\u201d<\/p>\n<h2>Linking Psychological Safety with Inclusion<\/h2>\n<p>Next up, Race pointed out that psychological safety has become part of the vernacular around DE&amp;I. Studies show that diverse teams are more effective, higher performers.<\/p>\n<p>\u201cBut there are certain ingredients that need to be in place, inclusion being one of them,\u201d Race said. \u201cThere\u2019s no point in having a diverse team if that diverse talent isn\u2019t able to have a voice.\u201d<\/p>\n<p>Giachardi concurred, referring to psychological safety as a spectrum, with inclusion being the first necessary step. \u201cIf you don\u2019t have that, you can\u2019t get any further,\u201d she said. \u201cYou can\u2019t get to the point where people are really contributing and challenging each other.\u201d<\/p>\n<p>Pinder emphasized the need to welcome diversity beyond what\u2019s visible externally. \u201cIt\u2019s one thing to have a diverse look, but it\u2019s another to have diverse perspectives and diverse thinking, which is what you really need.\u201d<\/p>\n<p>\u201cWe\u2019re quick to code things as mainstream or not. So if someone presents with an opinion or perspective that goes against that, those opinions are not always welcome,\u201d she continued. \u201cSo what we really have to do is take a step back and reflect on what does it mean to have inclusion for all?\u201d<\/p>\n<p>Race suggested that overlooking \u2018inclusion for all\u2019 mayhave fueled backlash toward the DE&amp;I agenda. \u201cWe\u2019ve got to take everyone on the journey,\u201d she said. \u201cThat\u2019s where psychological safety plays a part. For individuals who were for centuries the majority, maybe they don\u2019t know how to navigate this new world of work\u2014they don\u2019t know what language to use or what questions they can ask.\u201d<\/p>\n<h3>Myths and Misunderstandings<\/h3>\n<p>While psychological safety is crucial, panelists agreed there\u2019s a tendency to misuse or misunderstand it in key ways:<\/p>\n<ul>\n<li><strong>It\u2019s not about keeping people comfortable:<\/strong> Psychological safety isn\u2019t about creating a cushy, conflict-free environment. True psychological safety allows team members to challenge one another, give and receive feedback, and hold each other accountable without fear. It\u2019s about encouraging constructive discomfort, where people feel safe to address tough topics.<\/li>\n<li><strong>Not about mental health:<\/strong> Although environments lacking psychological safety can impact mental well-being, the goal isn\u2019t to protect people from every difficult or challenging experience.<\/li>\n<li><strong>Not an excuse to withhold information:<\/strong> Some might think they\u2019re preserving psychological safety by holding back critical information to \u201cprotect\u201d people from difficult truths. However, transparency is essential in building genuine trust.<\/li>\n<li><strong>Not an excuse to say whatever you\u2019re thinking:<\/strong> Psychological safety doesn\u2019t mean a free pass to express any thought without regard for impact. Respect and civility remain essential, and psychological safety should support open, constructive exchanges, not unchecked opinions.<\/li>\n<\/ul>\n<p>\u201cI think the word \u2018psychological\u2019 throws people off,\u201d Giachardi said. \u201cSome assume it means never feeling challenged, but the reality is that psychologically safe spaces are often where difficult conversations happen.\u201d<\/p>\n<h3>Key Takeaways from the Q&amp;A<\/h3>\n<p>The Q&amp;A brought out some important themes on how to apply psychological safety across diverse roles and settings:<\/p>\n<ul>\n<li><strong>Remote workers:<\/strong> To build psychological safety on remote teams, panelists talked about creating intentional time for conversation and connection beyond task-focused meetings. Including \u201cblue-sky\u201d thinking sessions or dedicated time for team members to share ideas and challenges can help foster belonging, even in a dispersed work setting.<\/li>\n<li><strong>Frontline workers:<\/strong> Panelists discussed the challenge of driving psychological safety to hourly workers. Pinder talked about the importance of meeting employees where they\u2019re at, soliciting feedback, and making sure you\u2019re creating experiences with these workers at the<\/li>\n<li><strong>Normalizing grief:<\/strong> Grief remains a sensitive and often overlooked issue in the workplace. Respecting individual approaches to grief can support psychological safety, allowing employees to feel seen and supported during difficult times. \u201cFor a manager, I think it\u2019s just hold the space, allow the conversations, and ask what the person needs without making assumptions,\u201d Giachardi said.<\/li>\n<li><strong>Different political and ideological beliefs:<\/strong> Creating a culture where all opinions are respected and accepted is vital, but how those opinions are shared must align with the organization\u2019s core values. For customer-facing teams, this balance is particularly important, as they interact with a wide array of customer beliefs and identities. The goal is to foster respect for diverse viewpoints while upholding shared standards of civility and respect.<\/li>\n<\/ul>\n<h3>\nThe Future of Psychological Safety<\/h3>\n<p>Psychological safety is here to stay, but it requires continued effort.<\/p>\n<p>\u201cWe need clarity on what it actually means, and leaders need to be upskilled in psychological safety,\u201d says Pinder. Giachardi agrees, noting she wishes we had a different, more accessible, word for the concept.<\/p>\n<p>Ultimately, for our panelists, psychological safety is not just a buzzword\u2014it\u2019s the foundation for healthy, productive teams. The more organizations understand and invest in it, the better prepared they are to foster inclusive, high-performing cultures.<\/p>\n<p>&nbsp;<\/p>\n<\/div>\t\t\t\t\t\t\t<section class=\"sticky-content-sidebar__related-insight\" aria-labelledby=\"related-insight-heading\">\n\t\t\t\t\t<div class=\"sticky-content-sidebar__related-insight-header\">\n\t\t\t\t\t\t<h2 id=\"related-insight-heading\" class=\"sticky-content-sidebar__related-insight-heading h6\">Related insight<\/h2>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<h3 class=\"h6 sticky-content-sidebar__related-insight-title\">Tackling the traits: why you need diversity of personality at board level<\/h3>\n\t\t\t\t\t<a href=\"https:\/\/staging.talking-talent.com\/us\/insights\/news\/tackling-the-traits-why-you-need-diversity-of-personality-at-board-level\/\" class=\"arrow-link arrow-link--dark arrow-link--underline has-dolly-zoom-trigger\"><div class=\"arrow-link__arrow\"><svg width=\"16\" height=\"12\" viewBox=\"0 0 16 12\" 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