Psychological safety, a term coined by Harvard Business School professor, Amy Edmondson, refers to feeling safe to take interpersonal risks, to speak up, to disagree openly, and to raise concerns without fear of negative repercussions or pressure to sugar coat bad news.
Since the term was coined in 1999, the benefits of psychological safety in the workplace have been well established. According to one McKinsey survey, an overwhelming 89% of employee respondents said they believe that psychological safety in the workplace is essential.
The impact of psychological safety extends to many aspects within the workplace, as it substantially contributes to team effectiveness, learning, employee retention, and—most critically—better decisions and better performance. The LGBTQIA+ movement gave rise to the idea of safe spaces, which is being extended to all minority groups. It should be a place of inclusivity and respect for all employees, regardless of their gender, sexual orientation, or identity. For example, providing safe spaces for LGBTQIA+ employees is crucial for their wellbeing and productivity, in addition to their safety. These safe spaces can have a significant impact on creating an inclusive workplace where all workers can succeed.
