Uncovering the Unconscious Bias to Foster Psychological Safety at Workplace

Psychological safety refers to the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. It is the sense of feeling safe to take interpersonal risks in a group setting without fear of negative consequences.

In the context of a workplace, psychological safety is an important factor in promoting employee well-being, job satisfaction, and productivity. It allows individuals to express themselves freely without fear of retribution, making it easier to collaborate, innovate and learn from mistakes.

Creating a psychologically safe workplace is crucial for promoting employee well-being, engagement, and productivity. When employees feel safe to speak up, take risks, and share their ideas, they are more likely to feel a sense of belonging and commitment to their organization. However, creating a culture of psychological safety requires addressing not only conscious biases but also unconscious biases that can undermine trust, communication, and collaboration.

Unconscious biases are implicit attitudes and stereotypes that can influence our perceptions, judgments, and behaviour without our conscious awareness. They are often rooted in our cultural and social experiences and can lead to unintended discrimination, exclusion, and misunderstandings in the workplace. Unconscious biases can affect how we perceive others' ideas, feedback, and contributions, and can make it challenging to build a truly inclusive and psychologically safe workplace.

To foster psychological safety, organizations must be willing to uncover and address their unconscious biases. This requires a commitment to education, awareness, and action at all levels of the organization. Here are some best practices for uncovering and addressing unconscious bias to promote psychological safety:

Provide training and education: Organizations can offer training and education to help employees understand the impact of unconscious bias and develop strategies to mitigate its effects. This can involve workshops, webinars, and coaching that provide practical tools for identifying and challenging biases.
Foster a culture of inclusion: Organizations can foster a culture of inclusion by promoting diversity, equity, and inclusion at all levels of the organization. This can involve setting diversity targets, creating employee resource groups, and actively seeking out diverse perspectives and ideas.
Encourage dialogue and feedback: Organizations can encourage open dialogue and feedback to promote psychological safety and address unconscious bias. This can involve creating channels for anonymous feedback, actively soliciting feedback from employees, and providing opportunities for employees to share their ideas and concerns.
Implement fair and transparent processes: Organizations can implement fair and transparent processes for decision-making, promotions, and evaluations to minimize the impact of unconscious bias. This can involve using objective criteria, providing clear feedback and expectations, and ensuring decision-makers are trained to identify and challenge their biases.

The concept of psychological safety has gained significant attention in recent years, especially in the context of workplace culture. Psychological safety refers to a climate in which employees feel safe to express their views and ideas without fear of judgment or retribution. It is a crucial aspect of building trust, engagement, and well-being in the workplace.

While the concept of psychological safety has gained momentum globally, the implementation of this concept in India is still in its nascent stages. Although there is growing awareness about the importance of psychological safety, there are several challenges that need to be addressed to create a psychologically safe workplace in India.

One of the major challenges is the lack of awareness and understanding of psychological safety among Indian organizations. Many organizations are still focused on traditional metrics such as productivity and efficiency, rather than the well-being of their employees. This mindset needs to shift to prioritize employee well-being and create a culture of psychological safety.

Another challenge is the prevalence of hierarchical and authoritarian work cultures in India. These cultures often create a power imbalance between managers and employees, leading to fear and reluctance in expressing dissenting views. Organizations need to work towards creating a culture that fosters open communication, constructive feedback, and diverse perspectives.

Additionally, there is a lack of formal policies and guidelines for promoting psychological safety in the Indian workplace. While some organizations have started to incorporate psychological safety practices, there is no standardized approach. Indian organizations need to develop comprehensive guidelines and policies to ensure that psychological safety is incorporated into every aspect of the workplace.

Despite these challenges, there are some organizations in India that have taken steps towards creating a psychologically safe workplace. For example, Infosys has implemented a psychological safety program called 'I M Possible', which encourages employees to share their views and ideas without fear of judgment. Another organization, Wipro, has launched an initiative called 'Sahyog' that provides employees with a safe and confidential platform to share their concerns and challenges.

In conclusion, creating a psychologically safe workplace in India requires a shift in mindset, a change in organizational culture, and the development of formal policies and guidelines. While there is still a long way to go, organizations that prioritize employee well-being and psychological safety will benefit from increased engagement, productivity, and innovation.

Several benchmark organizations around the world are known for providing psychological safety in the workplace, including Google, Netflix, and Zappos. These companies have implemented various best practices that prioritize psychological safety in their organizational cultures, such as encouraging open communication, providing feedback, fostering a growth mindset, and prioritizing inclusivity and diversity.

Here are a few organizations and their best practices to promote psychological safety in the workplace:

TATA Group:

"Dare to Try" initiative: This initiative encourages employees to take risks and innovate without fear of failure. The program includes a series of workshops and training sessions designed to foster a growth mindset and encourage employees to think creatively.
Feedback mechanism: TATA Group has implemented a robust feedback mechanism that provides employees with regular feedback and support to help them learn and grow. The company also uses a 360-degree feedback system that allows employees to receive feedback from their peers, managers, and subordinates.

Infosys:

Open and inclusive culture: Infosys has created a culture of openness and inclusivity that encourages employees to share their ideas and thoughts freely. The company has implemented various programs to foster a sense of belonging and community, including diversity and inclusion initiatives, employee resource groups, and leadership development programs.
Feedback system: Infosys has implemented a feedback system that allows employees to provide feedback to their peers and managers. The company also uses a 360-degree feedback system that allows employees to receive feedback from their peers, managers, and subordinates. This feedback system helps to foster a culture of continuous improvement and personal growth.

Wipro:

"Speak Up" initiative: Wipro has launched a "Speak Up" initiative that encourages employees to speak up about their concerns and suggestions without fear of retaliation. The program includes a helpline and online platform that allows employees to anonymously report any concerns or issues they may have. The company also provides training and support to managers and employees to help them navigate difficult conversations and constructively address conflicts.
Feedback system: Wipro has implemented a feedback system that allows employees to give and receive feedback on their performance. The company also uses a 360-degree feedback system that allows employees to receive feedback from their peers, managers, and subordinates. This feedback system helps to promote growth and development by providing employees with actionable feedback and support.

Microsoft:

Microsoft has implemented various programs and initiatives to promote psychological safety in the workplace, including:

"One Manager": Microsoft has implemented a system that allows employees to choose their own manager, promoting a sense of trust and autonomy in the workplace.
"Growth Mindset": Microsoft promotes a growth mindset by encouraging employees to embrace challenges, learn from failures, and persist in the face of obstacles.
Inclusive culture: Microsoft prioritizes inclusivity and diversity in the workplace, with various programs and initiatives aimed at creating a sense of belonging and community for all employees.

Patagonia:

Patagonia is known for its innovative and employee-centric approach to workplace culture, with programs and initiatives that prioritize psychological safety, such as:

Flexibility and autonomy: Patagonia provides employees with a great deal of flexibility and autonomy in their work, allowing them to work from home or pursue personal projects as needed.
"Let My People Go Surfing": This book, written by Patagonia's founder Yvon Chouinard, outlines the company's unique approach to workplace culture, emphasizing the importance of fostering a culture of trust, honesty, and transparency.
Environmental and social responsibility: Patagonia's commitment to environmental and social responsibility creates a sense of purpose and meaning for employees, promoting a sense of psychological safety and fulfilment in the workplace.

Adobe:

Adobe is known for its innovative and collaborative workplace culture, with various programs and initiatives that promote psychological safety, such as:

"Kickbox": Adobe's Kickbox program provides employees with a framework for developing and testing new ideas, promoting a culture of innovation and experimentation.
"Connect and Grow": Adobe's Connect and Grow program provides employees with regular opportunities to connect with colleagues and mentors, promoting a sense of community and collaboration in the workplace.
"Check-in": Adobe uses a check-in system that allows employees to share their thoughts and feelings with their managers in a safe and supportive environment, promoting open communication and trust in the workplace.

Google:

Google is known for its innovative and employee-centric workplace culture, with various programs and initiatives that prioritize psychological safety, such as:

"Project Oxygen": Google's Project Oxygen program provides managers with a set of guidelines and best practices for creating a psychologically safe workplace, including fostering a sense of trust, embracing diverse perspectives, and providing meaningful feedback.
"Googlegeist": Google conducts an annual employee survey called Googlegeist that measures employee satisfaction, engagement, and psychological safety. The company uses the results of the survey to identify areas for improvement and implement changes as needed.
"Psychological Safety Toolkit": Google has developed a psychological safety toolkit that provides employees with tips and resources for promoting psychological safety in the workplace, such as speaking up about concerns, providing constructive feedback, and embracing diverse perspectives.

Airbnb:

Airbnb is known for its innovative and inclusive workplace culture, with various programs and initiatives that promote psychological safety, such as:

"Openness": Airbnb values openness and transparency in the workplace, with regular town hall meetings and opportunities for employees to share their thoughts and feedback with senior leadership.
"Belonging and Inclusion": Airbnb's Belonging and Inclusion program provides employees with training and support to help them build inclusive and diverse teams, fostering a sense of community and belonging in the workplace.
"Mental Health": Airbnb offers a range of mental health resources and support to employees, including an Employee Assistance Program, mental health training for managers, and access to mental health professionals.

Zappos:

Zappos is known for its innovative and customer-centric workplace culture, with various programs and initiatives that prioritize psychological safety, such as:

"Culture of Happiness": Zappos prioritizes employee happiness and well-being, with various programs and initiatives aimed at creating a positive and supportive workplace culture.
"360-degree Reviews": Zappos uses a 360-degree review process that allows employees to receive feedback from their peers, managers, and subordinates, promoting a culture of continuous learning and growth.
"No Micromanagement": Zappos prioritizes autonomy and trust in the workplace, with a "no micromanagement" policy that allows employees to work in a way that best suits their needs and preferences.

Overall, it is essential for Indian organizations to prioritize psychological safety in the workplace to promote employee well-being, job satisfaction, and productivity. By implementing best practices from benchmark organizations and tailoring them to the Indian context, companies can create a culture of openness, collaboration, and growth that benefits both employees and the organization as a whole.

Karishma Manchanda

Source:

Microsoft:

"Our Commitment to Our Employees, Customers, and Communities" on Microsoft's official website
"The Mindset That Keeps Microsoft Growing" by Carol Dweck, published in Harvard Business Review
"Microsoft's Diverse and Inclusive Culture" on Microsoft's official website

Patagonia:

"Let My People Go Surfing: The Education of a Reluctant Businessman" by Yvon Chouinard
"Working at Patagonia: What Makes It So Special?" by Aaron Feigenbaum, published in Forbes
"Environmental and Social Responsibility at Patagonia" on Patagonia's official website

Adobe:

"The Kickbox Innovation Process" on Adobe's official website
"How Adobe's 'Check-in' Creates a More Productive and Engaging Work Culture" by Melissa Daimler, published in Forbes
"How Adobe Develops a Culture of Innovation" on Adobe's official website

Google:

"The Nine Traits That Define Great Leadership at Google" by Eric Schmidt and Jonathan Rosenberg, published in The Harvard Business Review
"How Google Became the Best Place to Work" by James Scurlock, published in The Harvard Business Review
"Psychological Safety and Learning Behavior in Work Teams" by Amy C. Edmondson, published in Administrative Science Quarterly

Airbnb:

"Belonging and Inclusion at Airbnb" on Airbnb's official website
"Airbnb's Chief HR Officer on How to Foster a Culture of Diversity and Inclusion" by Bethenny Frankel, published in Fortune
"How Airbnb is Building a Culture of Belonging and Community" by David Marin-Scalise, published in Great Place to Work's blog

Zappos:

"The Zappos Way of Managing" by Tony Hsieh, published in The Harvard Business Review
"How Zappos Fosters an Engaging Company Culture" by Robert Glazer, published in Forbes
"5 Ways to Build Psychological Safety at Work" by Christina Bielaszka-DuVernay, published in Zappos' Insights blog