Psychological Safety at Work: Why It Matters This Pride Month, and Every Month
At Spencer Ogden, we’re committed to building a workplace where everyone feels safe to be their authentic selves. This Pride Month, we’re highlighting the power of psychological safety and what it really means in practice.
Creating a Culture Where Everyone Feels Safe to Be Themselves
Pride Month is a celebration of love, identity, and visibility. It’s also a timely reminder that for LGBTQ+ professionals, and all underrepresented groups, feeling safe to show up authentically at work is still not a given.
At Spencer Ogden, we believe that psychological safety is a non-negotiable foundation for inclusion, trust, and high performance. When people feel safe, they can speak up, take risks, make mistakes, and share new ideas. They can also bring their full selves to work - without fear of judgment, exclusion, or repercussion.
That’s what we’re striving to build every day.
What Is Psychological Safety?
Coined by Harvard professor Amy Edmondson, psychological safety is the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.
But for us, it goes deeper than that. Psychological safety means knowing you’re accepted as you are, not just for what you contribute. It’s feeling confident that your identity, experiences, and perspectives are welcomed, not just tolerated.
Why It Matters During Pride, and Beyond
Pride Month shines a spotlight on progress and visibility, but it’s also a moment to reflect on what inclusion looks like in action.
Too many LGBTQ+ employees still feel pressure to self-censor or code-switch at work. The emotional toll of hiding a core part of your identity can’t be underestimated- it impacts wellbeing, engagement, and performance.
Creating psychologically safe environments is one way we help remove that pressure.
Because when someone doesn’t have to second-guess how they’ll be perceived for simply being themselves, they’re free to focus on what they do best-and thrive.
What We’re Doing at Spencer Ogden
We know psychological safety doesn’t just happen. It’s built deliberately- through culture, leadership, and everyday interactions.
Here’s how we’re putting that into practice:
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We lead with empathy: Our leaders and managers are trained to listen with curiosity, not judgment.
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We welcome authenticity: Whether it’s sharing pronouns, cultural celebrations, or personal stories, we encourage people to bring their whole selves to work.
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We learn from each other: Through open forums, internal comms, and DEI training, we continue to grow our understanding of diverse lived experiences.
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We listen and act: Our people have multiple channels to raise feedback, ask questions, or flag issues with confidence that they’ll be heard.
Looking Ahead
Psychological safety isn’t just a DEI buzzword- it’s the engine behind strong, inclusive, high-performing teams. When we invest in creating safer spaces, we unlock potential. We build trust. We shape a workplace where everyone can contribute meaningfully and feel like they belong.
This Pride Month, and every month, we’re committed to making Spencer Ogden a place where people can be proud of who they are, not just what they do.
Because when people feel safe, they feel free.
#PrideMonth #PsychologicalSafety #InclusiveWorkplace #LifeAtSO #WeAreSpencerOgden
