By: Janifer Wheeler, The JOYFull BadAss 

If you think psychological safety is just another corporate buzzword, think again. It’s the foundation, the absolute bedrock, of an inclusive workplace culture. Without it, diversity, equity, inclusion, belonging, and accessibility initiatives crumble into performative nonsense. 

Psychological safety gives your team permission to be human—to speak up, take risks, screw up, and not fear being judged or punished. Spoiler alert: That’s the stuff innovation and engagement are made of.

The best part? The principles are ridiculously simple, yet profoundly effective. You don’t need a 300-page manual to get this right (although Timothy R. Clark’s The 4 Stages of Psychological Safety is a life-changing read, but I’ll get to that).

And here’s the kicker—kids already know this. Yep. Take it from me,, a badass 4th-grade teacher who made kids feel safe and unstoppable in her classroom. 

What worked in my room of 10-year-olds will work for your team. You just have to actually do the work.

From the Classroom to the Boardroom

My 4th grade classroom wasn’t ONLY about reading, writing, or arithmetic. It was about respect, belonging, and the bravery to try—even when you might fail. Unsurprisingly, the principles I honed are precisely what adults need in their workplaces to thrive.

• Rule #1: No one gets mocked for asking “stupid” questions. (Because there’s no such thing as stupid questions.) At work, this translates to cultivating an open-door policy—not just in theory, but in legit action. Leaders, this is your moment to shut up and listen.
• Rule #2: Mistakes were celebrated as learning moments. Fail at a math problem? Try again. Fail at a project? Deconstruct, learn, improve, and keep going. Adult translation? Encourage risk-taking. Don’t punish experimentation.
• Rule #3: Everyone was included—every voice mattered. Period. No favorites, no cliques. This translates directly to diversity, equity, inclusion, belonging and accessibility in the workplace. Don’t invite someone to the meeting just for optics. Give them a voice; you’ll be pleasantly surprised at the results.

These aren’t just teaching best practices—they’re HUMAN best practices. If a 4th grader can feel seen, valued, and unafraid to participate, your employees damn well should, too.

The Four Stages of Psychological Safety

The 4 Stages of Psychological Safety by Timothy R. Clark outlines a roadmap to creating an environment where psychological safety evolves—and, dare I say, thrives. Think of it as Maslow’s hierarchy for building a culture where people bring their best and boldest ideas to the table.

I’ve summarized the key points below:            

1. Inclusion Safety

To really achieve inclusion, managers need to avoid tokenism. It’s not just about inviting people to meetings for show—it’s about truly listening to their ideas and making them part of the decision-making process.

The first step is about making everyone on the team feel like they belong. That means valuing diversity and actively looking for different perspectives and voices. It’s all about making sure everyone feels welcome and included, no matter their background or identity.

People can’t give their best if they don’t feel like they belong. Inclusion safety creates that foundation—it’s the “you’re one of us” vibe that makes all the difference. 

• How to Make It Happen: Host culture-related workshops and make inclusion intentional. This isn’t about buzzwords; it’s about culture shifts. Train your team on communicating in a way that’s inclusive, not exclusionary.
• Ask Yourself: Do all employees feel seen and valued? Be honest—you’ll know the answer.

2. Learner Safety

The second stage of employee development focuses on fostering a culture of learning and growth in the workplace. This means creating an environment where curiosity, experimentation, and skill-building are encouraged. Mistakes should be viewed as learning opportunities, not failures, to promote a positive and supportive workplace culture.

To ensure “learner safety,” companies should prioritize ongoing employee training and professional development. Offering resources like mentorship programs, skill-building workshops, and seminars on new technologies can help employees stay engaged and grow their expertise. Encouraging teamwork and collaboration also boosts knowledge-sharing and innovation.

Managers play a key role in building a culture of learning. Actively listening to employees’ ideas, providing constructive feedback, and recognizing contributions help employees feel valued. This not only motivates employees but also strengthens their commitment to the organization.

By integrating continuous learning into your company culture and investing in employee growth, businesses can boost productivity, retain top talent, and create a more engaged workforce. Prioritizing professional development is a win-win for both employees and organizations.

Making mistakes leads to growth. If your team fears embarrassment or failure, they’ll stay quiet. And quiet kills innovation.

• How to Build It: Introduce “Fail Fridays.” Yep, highlight what went wrong and figure out how to make it right—without blame. Bonus points for turning it into a fun team activity.
• Team Activity Idea: Genius Hour—give employees one hour a week to focus on a project they’re curious about, no judgment attached. 

3. Contributor Safety 

Does every single person on your team—or in your school, business, or non-profit—know their unique contributions matter? No? Then your system is broken.

Contributor safety in the workplace means ensuring that every team member feels their ideas and efforts are valued, respected, and essential to the organization’s success. When people believe their contributions matter, they’re more likely to share ideas, take initiative, and collaborate effectively. 

Without this sense of safety, individuals may hesitate to participate fully, leading to disengagement and missed opportunities for innovation. Creating a culture of contributor safety involves clear communication, recognition of efforts, and fostering an environment where everyone feels empowered to make a difference.

• Fix It Now: Host a Compliments Circle where everyone takes turns sharing positive words about each other, or give random Shout Outs to recognize and celebrate someone’s efforts or achievements.

4. Challenger Safety

This is where true breakthroughs happen. Challenger safety creates an environment where your team feels empowered to question the status quo, voice their opinions, and propose new ideas without fear of criticism or retribution. 

It’s not about being disruptive for the sake of it; it’s about encouraging healthy debate and constructive challenges to drive progress. When people feel safe to speak up, they’re more likely to identify inefficiencies, share bold ideas, and contribute to meaningful innovation. 

The result? A culture where stagnant processes are replaced with fresh, creative solutions and where your team’s potential truly takes off.

• Straight Talk: Nobody respects a leader who shuts people down for questioning bad (or outdated) ideas. Lean into discomfort. Debate. Learn. Repeat.
• Quick Win Exercise: Start every meeting by saying, “What’s one thing we’re doing that’s not working? Propose your fixes.”

Embedding DEIBA into Psychological Safety

DEIBA isn’t fluff. TBH, it’s non-negotiable. Each element amplifies psychological safety and makes it stick.

• Diversity: Celebrate differences as assets, not tokens. Build teams that represent real diversity and amplify unheard voices. This is not about hiring or promoting people who are unqualified simply because they check a box. This is about appreciating the variety in the human experience. 
• Equity: Stop pretending equality is the goal. Equity is tailored support—get team members what they need to thrive. his means acknowledging and addressing systemic barriers that may prevent certain individuals from succeeding. It also involves actively working towards creating a fair and just environment for all team members.
• Inclusion: Inclusivity isn’t inviting someone to the table just to tick a box. Give them an actual seat, and don’t talk over them. Create spaces where everyone feels welcomed, valued, and respected. Recognize the impact of unconscious bias and take proactive steps to mitigate it. Encourage open communication and foster a sense of belonging for all team members.
• Belonging: Foster an “I’m part of something bigger” vibe. That’s one of many things that stops employees from quietly quitting. Create an environment where everyone can bring their whole selves to work without fear or judgment.
• Accessibility: Meet people where they are. Ensure your systems, tools, and mindsets are accessible—physically, systemically, and emotionally.

Easy Wins to Build Psychological Safety

Ready to start making a change today? These tips are straightforward and actionable.

1. Acknowledge Your Bias: Take a bias test—or two. Recognize your blind spots and commit to addressing them.
2. Make Feedback Routine: Transform feedback from a once-a-year HR formality into an everyday practice.
3. Embrace Vulnerability: Lead by example. Show your team it’s okay to admit when you don’t have all the answers.
4. Foster Peer Mentorship: Pair seasoned employees with newcomers to build a strong, natural support network.
5. Enable Anonymous Feedback: Provide employees with a safe way to voice concerns without fear of consequences.

Bottom Line

Psychological safety isn’t just “nice to have”—it’s essential. It’s what sets vibrant, inclusive, innovative workplaces apart from the ones filled with turnover, burnout, and layers of bullsh*t bureaucracy. 

Do better—with diversity, equity, inclusion, belonging, and accessibility, with psychological safety, and with how you show up for your people.

Now, go create a workplace where people actually want to work. It’s not rocket science. It’s respect, risk-taking, and the courage to treat people like the adult humans they are. 

Meet Janifer, a trailblazer in cultivating inclusive and thriving environments, both in education and business. With a robust background as a teacher and district-level Director of Continuous School Improvement, she partnered with the Texas Education Agency to elevate student success across diverse demographics. Janifer’s passion for creating supportive cultures led to the development of her Continuous Cultural Improvement™️ model, a transformative tool for small businesses to foster inclusivity, accessibility, and equity. Now, she leverages her expertise to offer professional learning and development services, helping businesses embrace diversity and drive impactful change. Janifer is committed to harnessing the power of learning as a catalyst for growth and success in every community she touches. Follow Us on LI: Wheelhouse Learning Solutions.