A recent study of Canadian workplaces found that most people feel psychologically safe at work. 

Most but not all.

Workplaces must keep working towards ensuring that all employees feel safe at work. This is important because employees need to feel safe to be their best selves and do the best job possible. This doesn’t just mean safe from physical harm. Psychological safety in the workplace is another type of safety. Although it is a little harder to identify compared to physical safety, it is just as important. In general terms, psychological safety includes feeling comfortable enough to be one’s authentic self, being able to escalate concerns without fear of reprisal or being brushed off, and feeling valued for contributions. When people feel safe at work, they consistently perform better, show up more, stay with the company longer, and are less likely to have a mental health related disability claim.

Not everyone feels safe at work; the data shows this is especially true for racialized and Indigenous Canadians. As organizations and Human Resources professionals, it is our job to be proactive and address these feelings without waiting for employees to bring them up. Why? Because employees who do not feel safe at work are far less likely to mention concerns for fear they will be undermined or treated unfavourably. Employers must proactively create psychologically safe workplaces for every employee. We’ll help you get started.         

Start with the proper training

No one expects you or your HR department to have all the answers regarding psychological safety in the workplace. There are experts who do have solutions and they can’t wait to teach you. Start with training in diversity, equity and inclusion. When done right, this training can help identify biases, micro aggressions, prejudice, and racism in the workplace and develop action-based strategies to eliminate them. The Canadian Diversity Initiative is one organization that offers proven and effective training.   

Update policies and procedures

We can’t say it enough; policy and procedure manuals are dynamic documents that must be reviewed and updated regularly. Have you ever read your manual from a psychological safety perspective? Probably not. One or more policies outlined in the manual could likely benefit from updating. Once your HR and management teams have completed diversity, equity, and inclusion training, it will be clear which parts of the manual need revision. All policies and procedures, including the performance management and compensation processes, must not discriminate against or disadvantage any employee. Yes, it takes work, initially and ongoing, but creating a workplace where every employee feels valued is worth it.

Review mental health supports

Mental health supports, like EAP services, will not be effective if they do not adequately meet the needs of the people accessing them. Have you ever talked with your EAP provider about their experience serving racialized and marginalized groups? It is a great conversation to have. Here are a few questions to consider asking.

• Do your counsellors have experience and expertise serving racialized or marginalized groups?
• Do your counsellors have cultural sensitivity training?
• How often do your counsellors undergo additional training and education to meet the needs of under-served groups?
• Are services offered in more than just English and French?
• What strategies are used to help attract and engage clients less likely to try counselling?

You hired each and every one of your employees because they were the best person for the job. Now, it is your responsibility to help them succeed by ensuring the workplace is free from psychological harm. If you want more support in creating and maintaining a safe and positive workplace, reach out to us! Our HR consulting services can help you identify areas for improvement and develop strategies to create a truly welcoming, inclusive, and successful environment.