It’s likely that you have a couple of neurodivergent people in your team, whether they have shared this or not, because about one third of the workforce is neurodivergent. The changes that will create a more inclusive environment for them are also changes that will benefit everyone. Being accepting and supportive of different ways of thinking, working and being helps all team members to thrive at work.
Psychological safety is a great example of this. A safe work environment is one where everyone can do their best work. It’s for this very reason that helping people feel safe to be themselves is the fourth step in the Thriving Through Inclusion Roadmap. These are practical things we can all do to take ownership of fostering an inclusive work environment through everyday actions.
What is psychological safety?
If you were struggling at work, who would you feel comfortable talking to and why? What is it that makes you feel safe talking to them? Often people say it’s someone who listens, doesn’t judge, includes people, values differences and is flexible to the needs of other people.
When we see these signals that it’s safe to be honest and be ourselves, the way we show up changes. We are more likely to disclose difficulties and get the help we need to move forward instead of struggling alone. We are more likely to share ideas because we don’t worry about what other people will think. We are more likely to challenge the norm and offer alternative opinions which is so important to innovation and performance. As a result, we are more likely to stay at an organisation because we feel like we are fully thriving.
We go to work and feel able to take interpersonal risks because even if we get it wrong, we know we will still be accepted and supported. When we welcome mistakes, we welcome even more success.
Psychological safety is particularly important for neurodivergent colleagues because we often revert to masking. We have felt different our whole lives and fear standing out in the wrong way. So we observe what everyone else is doing and try to match it in our communication and behaviour. We can push down our strengths in order to fit in. It’s exhausting for us and a loss for the whole team. We need psychological safety to feel able to unmask.
How do we create psychological safety?
A sense of safety is created by people, not policies. Everyday interactions can either put people on high alert or establish trust. Demonstrating listening, showing empathy, speaking with respect, maintaining confidentiality and giving non-judgemental responses actively changes the work environment. Here are 5 things you can start doing now to support psychological safety as a leader or peer.
- Listen to understand, not to reply. Don’t focus on what you’re going to say next. Focus on what the other person is trying to tell you.
- Reflect back what you’ve heard. It gives the person a clear signal that you’re taking in what they are saying.
- Ask curious questions. Be aware of your wording and tone of voice so your questioning doesn’t come across as judgemental but instead genuinely interested and accepting of the answer.
- Don’t rush to fix problems. Demonstrate empathy before jumping into solutions. Provide that reassurance first. Ask them how you can help instead of telling them what to do.
- Help people feel seen. People remember how you made them feel more than they remember specifically what you said. Make time for acknowledgement of their feelings and experience.
At NeuroWorks, we describe psychological safety as simply helping people to feel safe where they are. It’s one of the key components for how managers and colleagues create an inclusive work environment where everyone can thrive. If each individual is a tree, the soil is the work environment we are planted in. If the soil is loose, watered and nutritious, the roots will grow and the tree will flourish. If the soil is hard and barren, the roots can’t survive. Proactively curating a workplace where individuals feel safe to be themselves is one of the ways we water the soil.
For more details on creating psychological safety in the workplace including how it fits into the Thriving Through Inclusion Roadmap, download the recording of the webinar I ran on this topic HERE.
Psychological safety is just one step on the road to thriving through inclusion. Inclusion is so valuable to workplaces. It fosters greater belonging, better relationships, stronger teams, more innovation and improved performance. As you develop inclusion in your own workplace, remember inclusion is not something done for people. It’s something created with people. We need everyone involved and everyone on board. So as well as training your leaders in neuro-inclusion, inform your whole workforce with learning and development programmes.
