By Alia Sunderji
Too often, organizations want the outcomes of diversity – representation, stronger teams, innovation without the deep work. They want inclusion without discomfort. Equity without accountability. Leadership without vulnerability.
But here’s the truth: psychological safety isn’t a “bonus.” It’s the foundation for a safe, inclusive workplace culture.
Without it, teams reproduce harm. Equity-deserving staff feel unsafe to share ideas, offer differing perspectives, speak up or be their full selves which leads to burnout, attrition, and a loss of trust that takes years to rebuild. When staff raise issues, they’re too often dismissed as “aggressive” or “angry” instead of being heard. That response makes people retreat, regress, or leave.
Many of our team members at RADIUS have experienced this, and still carry it with them. It’s what drives our work to make workplaces safer. We have worked with many leaders and staff in organizations who are feeling isolated and burnt out. We have been seeing leaders and staff in organizations being silenced and/or fired for grieving and showing solidarity with Palestine. We have been working with several organizations to make leadership, cultures, and structures more inclusive.
Psychological safety means honouring the whole person(their experiences, identities, and challenges) so they can contribute fully without fear. It means care over control, and treating emotional safety as a collective responsibility and not an individual burden.
We know there is a lot of conflict around our organizations, and in our work with communities.
True safety doesn’t mean avoiding conflict. It means people aren’t afraid of healthy conflict, and we create a culture of trust where we can be hard on problems and not people. This sharpens our ideas, our work, our collaboration.
Consider this possibility: psychological safety creates workplaces where diversity thrives and is celebrated. It enables more harmonious decision-making, collaborative teams, and the courage to hold the real stuff – even when it’s hard.
Organizations are facing urgent culture and retention challenges. Building trust-based, safe environments isn’t “nice to have;” It’s essential for sustainability, innovation, and justice.
That’s why at RADIUS, we’re hosting a two-day Inclusive Leadership Masterclass (October 22–23, Vancouver) for managers and team leaders ready to move beyond performative DEI, and instead, design cultures of real safety and inclusion.
Because if we are all working towards social change, psychological safety is the foundation.