How Dei Programs Foster Psychological Safety for Employees
In today's rapidly evolving workplace, fostering a sense of psychological safety is paramount for employees to bring their whole selves to work. This Q&A style blog post explores six transformative insights into how DEI programs can achieve this goal. Beginning with the importance of joining Practicing Inclusion Community-of-Practice Groups and concluding with the implementation of Open Feedback Mechanisms, the discussion is both comprehensive and enlightening. Discover how these strategies are not just theoretical but have been successfully applied to create inclusive work environments.
- Join Practicing Inclusion Community-of-Practice Groups
- Set Clear Conduct Expectations
- Value Diverse Perspectives
- Participate in Unconscious Bias Training
- Support Equitable Opportunities
- Implement Open Feedback Mechanisms
Join Practicing Inclusion Community-of-Practice Groups
One way our DEI efforts foster psychological safety is through our "Practicing Inclusion" Community-of-Practice (CoP) groups. At BOK Financial, CoPs bring together employees who share a passion for their work, allowing them to regularly exchange best practices and create new knowledge. These groups offer an inclusive environment that engages employees at all levels, helping us tap into the diverse strengths and experiences across the company to advance our goals.
For example, on August 8, the "Practicing Inclusion" CoP hosted an event focused on the challenges and successes of African-American business owners. Employees from various business lines participated, engaging in open and honest dialogue. The event provided a safe space for employees to ask questions, share perspectives, and connect with these important stories. This created an environment where employees felt valued, supported, and empowered to bring their full, authentic selves to work.
In addition, we recently hosted a Hispanic/Latino employee panel where employees shared their journeys and insights, and we are preparing for a "Pride in the Workplace" panel on November 7 to further foster inclusion and understanding. From valuing and leveraging inclusion to developing self and others, we are excited to create an area where we can learn, grow, and strengthen our mindset around inclusion.
Set Clear Conduct Expectations
DEI programs establish clear expectations for respectful conduct by outlining specific behaviors and attitudes that are acceptable within the workplace, which serves to reduce the fear of harassment or bias occurring. These programs often include training sessions where employees learn about appropriate workplace behavior. When staff members understand what is expected of them, it creates a safer and more predictable environment.
Knowing that there are concrete rules in place reassures employees that any incidents of harassment or bias will be addressed promptly. To create a safe workplace, focus on establishing clear guidelines and enforce them consistently.
Value Diverse Perspectives
By valuing diverse perspectives, DEI programs signal that it's safe to share unique ideas and experiences because they actively encourage the expression of different viewpoints. This inclusivity allows workers from various backgrounds to feel respected and appreciated for their individual contributions. When employees see that their input is valued, they are more likely to speak up without fear of judgment or reprisal.
Such an atmosphere promotes collaboration and innovation, as people feel comfortable sharing their diverse thoughts and suggestions. Encourage team members to share their unique perspectives to foster collaborative success.
Participate in Unconscious Bias Training
Training on unconscious bias helps individuals recognize and mitigate their own biases, creating a more inclusive environment by making them aware of prejudices they might not even know they hold. These training sessions often include activities and discussions that open participants' eyes to the subtle ways bias can manifest in everyday interactions. As employees become more mindful of their automatic judgments, they start changing their behavior in ways that promote fairness and inclusion.
This eroded bias leads to a more psychologically safe space where everyone feels equally valued. Participate in unconscious bias training to foster a more inclusive workplace.
Support Equitable Opportunities
DEI initiatives that prioritize equitable opportunities and access minimize feelings of exclusion or marginalization by ensuring all employees have the same chances to succeed, regardless of their background. These programs might include mentorship opportunities, flexible work arrangements, or career development resources designed to level the playing field. Employees who see that their company values fairness are less likely to feel sidelined or ignored.
Equitable access to opportunities builds trust and a sense of belonging among the workforce. Actively support programs that prioritize fairness in the workplace.
Implement Open Feedback Mechanisms
Open dialogues and feedback mechanisms fostered by DEI programs allow employees to safely voice concerns and feel heard by creating channels for honest communication. These mechanisms might involve regular meetings, anonymous surveys, or suggestion boxes where employees can share their thoughts without fear of retaliation. When individuals know they can express their concerns or ideas openly, it fosters a sense of security and trust.
Feeling heard and understood by management can significantly boost morale and engagement. Strive to implement and use feedback mechanisms to ensure everyone's voice is heard.