How to Ensure ‘Psychological Safety’ Around Race and Gender in the Workplace

By Shahla Khan


Google, Inc. is this century’s most profitable business organization (their asset is data, which is worth more than gold today), but also the pinnacle of welcoming and transparent work practices that makes it the dream employer for millennials and younger generations. One of the most important aspects of Google’s research on high-performing teams is the element of ‘psychological safety.’ The concept suggests that team members must be able to express their ideas, criticisms, and creative inputs without fear of repercussions or shaming.


Among many articles published in business blogs and magazines about psychological safety, a Harvard Business Review piece is one of the most comprehensive; it details six different ways managers can create a safety net in the workplace. Amy Edmondson, Novartis Professor of Leadership and Management at Harvard Business School, also developed a scale by which psychological safety can be measured. 



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