Once an organization has made a commitment to diversity, equity and inclusion (DEI), attention must turn to building an inclusive culture by making DEI a top priority. In doing so, it is crucial to understand why diverse talent might be leaving an organization.
In the first part of this blog series, I shared practical solutions for accelerating women and other underrepresented groups into leadership roles. In this post, we take a deep dive into one of the primary reasons cited by diverse talent for leaving an organization: lack of psychological safety.
Creating Psychological Safety
When people feel psychologically safe, they feel comfortable taking interpersonal risks and sharing their perspectives without fear of retaliation. This became apparent when the issue of systemic racism boiled over following George Floyd’s death as Black Lives Matter became a regular topic of conversation in the workplace. Creating a safe space where people felt like their voices were being heard and they were able to engage in conversations about race, gender and any other topic became more important than ever.
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