Psychological Safety - what is it and do you have it in your workplace?

What does it feel like to be silenced at work? To second-guess every word, every move, because you don’t know if this will be the moment your career takes a hit. For Black employees, this isn’t just a passing thought—it’s a constant negotiation of identity, self-worth, and safety. Psychological safety is the game-changer, but it’s often the missing piece in workplaces where inclusion exists in name but not in practice.

In this post, we’ll explore why psychological safety isn’t just a buzzword—it’s survival for Black professionals. From navigating microaggressions to self-silencing, we’ll uncover the signs of unsafe work environments, how they hold employees back, and actionable strategies for employees and managers to create meaningful change.

If you’ve ever wondered why your ideas aren’t being heard, why you’re burnt out from overcompensating, or why inclusion feels like an empty promise, this is for you. And if you’re a manager, it’s time to ask yourself: Is your leadership fostering a space where Black voices (all voices) thrive—or merely survive?

Let’s dive in.

Understanding Psychological Safety

Psychological safety is more than a buzzword. It’s the foundation that allows individuals to be their authentic selves at work without the looming fear of humiliation, retaliation, or exclusion. Amy Edmondson, the Harvard professor who coined the term, defined it as "a shared belief that the team is safe for interpersonal risk-taking" (Amy Edmondson's Official Website).

But what does that really mean for those of us living the reality of a workplace that feels anything but safe?

For Black employees, psychological safety goes beyond being able to speak up. It’s about survival in environments where we’re often underrepresented, over-scrutinized, and expected to overperform to be seen as equal.

How a Lack of Psychological Safety Shows Up

Self-Silencing: You have ideas but don’t share them because you fear backlash or dismissal.
Code-Switching: You constantly shift how you present yourself to fit in or appear “palatable.”
Overwork and Overcompensation: You believe perfection is the only way to gain credibility, so you are so careful to never make mistakes.
Burnout: The emotional toll of navigating a space that doesn’t feel safe depletes you mentally and physically.
Isolation: You avoid team outings or discussions, feeling like you’re on the outside looking in.

Black employees often experience microaggressions that chip away at their psychological safety. A comment about your natural hair being “unprofessional.” Being mistaken for someone in a lower role. Having your tone policed. These experiences build up, creating an environment where staying silent feels safer than engaging.

Why Psychological Safety Impacts Performance

Psychological safety isn’t just a nice-to-have—it’s directly linked to performance. When employees feel safe, they:

Speak up about issues before they escalate
Offer creative and innovative ideas
Take initiative and advocate for career growth
Collaborate more effectively

When Black employees don’t feel safe, the impact is twofold:

Personal Cost: Fear of rejection or retaliation leads to self-doubt and limited self-advocacy. You may avoid asking for stretch assignments or promotions, even when you’re qualified.
Organizational Cost: Companies lose out on the diverse perspectives that drive innovation and equitable outcomes.

According to a McKinsey report on diversity, companies with diverse teams perform better. But without psychological safety, diversity efforts fall flat because inclusion isn’t just about representation—it’s about creating spaces where people feel they belong.

Signs You Might Be in an Unsafe Environment

Your voice feels muted: Your contributions are often overlooked or dismissed.
Mistakes are punished: Instead of being treated as learning opportunities, mistakes become a mark against you.
You’re constantly walking on eggshells: You feel hyperaware of how you present yourself and how others perceive you.
Feedback feels biased: You notice that criticism comes your way more frequently than to your peers.
You feel emotionally drained: Work isn’t just demanding—it’s suffocating.

If you recognize these signs, know that you’re not alone—and you don’t have to endure this in silence.

Steps You Can Take if You Don’t Feel Safe

Find Allies: Identify colleagues or mentors who can support you and validate your experiences.
Document Everything: If you notice patterns of exclusion, microaggressions, or retaliation, keep a detailed record.
Engage Employee Resource Groups (ERGs): If your organization has an ERG for Black employees, join it to build community and find resources.
Have a Candid Conversation with a Trusted Manager or HR: Explain how the lack of psychological safety is affecting your work.
Seek External Support: A career coach or therapist can help you navigate these challenges and plan your next steps.

For Managers: How to Build Psychological Safety for Black Employees

Acknowledge Bias and Privilege: Recognize that Black employees face unique challenges in the workplace.
Foster Inclusive Dialogue: Create spaces where difficult conversations about race and inclusion are encouraged—and listen without defensiveness.
Hold Leaders Accountable: Managers should be evaluated not only on business outcomes but also on how well they create safe, inclusive environments.
Address Microaggressions Immediately: Silence in the face of discriminatory behavior signals complicity.
Mentorship and Sponsorship Programs: Provide Black employees with access to mentors and sponsors who can advocate for their career growth.

Companies like Microsoft and Deloitte have implemented robust DEI programs, incorporating psychological safety training as part of their leadership development (McKinsey's DEI Programs). It’s a recognition that creating safe spaces is not a one-off initiative—it’s an ongoing responsibility.

Resources for Employees and Managers

Books:
- The Fearless Organization by Amy Edmondson
- Caste: The Origins of Our Discontents by Isabel Wilkerson (for understanding structural issues impacting safety)
Workshops and Training:
- ARC Consulting - Leadership Development & Inclusion Training
- The Center for Creative Leadership offers DEI-focused training
- Catalyst.org provides resources specifically tailored to addressing challenges for women and BIPOC employees
Mental Health Support:
- Therapy platforms like BetterHelp and BlackTherapistsRock
- Company EAP (Employee Assistance Programs) if available

Final Thoughts: You Deserve More Than Survival

Psychological safety isn’t just about feeling good—it’s about being able to thrive. It’s about reclaiming your right to exist fully in spaces that should be equitable but often aren’t. If you find yourself questioning whether you belong, know this: You do! And if your workplace doesn’t reflect that truth, it’s time to either advocate for change or find spaces that will honor your voice.

To managers reading this: Understand that creating psychological safety isn’t optional if you want your team—and your company—to succeed. When Black employees feel safe, they rise. When all employees feel safe, they rise. When they rise, so does your organization.

The question isn’t whether psychological safety is important—it’s whether you’re willing to do the work to create it.