Why Inclusion and Diversity Matters
Diversity without inclusion is like inviting someone to a party but not letting them dance. True inclusion means that all voices are not only present but welcomed, respected, and considered. It’s about making space for difference, and ensuring that everyone feels like they belong - regardless of background, identity, or perspective.
In the context of psychological safety, Inclusion & Diversity isn’t just a value. It’s a measurable behavior. When people feel included, they are more likely to contribute ideas, challenge assumptions, and help the team grow. When they don’t, they disengage, withdraw, or stay silent.
This domain gives teams insight into whether everyone truly feels part of the team experience, and whether diversity is being translated into collaboration and creativity.
What the Score Means
In the Psychological Safety Index, the Inclusion & Diversity domain captures whether team members feel equally respected, involved, and valued for who they are and what they bring.
A high score suggests:
-
Team members feel seen and heard
-
Different perspectives are welcomed and integrated into decision-making
-
People feel comfortable being themselves
A low score might reflect:
-
Unconscious bias or favoritism
-
Lack of representation in leadership or decision-making roles
-
People feeling like they have to hide aspects of their identity or stay quiet to fit in
Global Benchmarks
Globally, Inclusion & Diversity scores tend to vary more than other domains. Teams with high psychological safety often have strong scores here, but many showed a wide variance in their results. Even in high-performing organizations, there can be pockets where people feel excluded or undervalued.
Benchmarking your team against the global average is helpful, but it’s even more important to ask: “Who might not feel fully included here, and why?”
Key Mindsets and Behaviors
Creating an inclusive team culture requires more than good intentions. It starts with a deep commitment to equity and a willingness to listen, learn, and adapt.
Mindsets to adopt:
-
“Everyone has something valuable to contribute”
-
“I may not see what others experience”
-
“My actions shape the culture, even when I don’t realize it”
Helpful behaviors include:
-
Proactively inviting input from quieter voices or underrepresented groups
-
Rotating meeting roles (like facilitator or note-taker) to share power and visibility
-
Being open to feedback about exclusion, even when it’s uncomfortable
Red Flags to Watch For
Low scores in the Inclusion & Diversity domain often come with subtle, but persistent signals. Pay attention to these patterns:
-
“It’s always the same few people who get heard”
-
“I don’t feel like I can speak up without being judged”
-
“We talk about inclusion, but I don’t see it in practice”
-
One or two people dominate conversations or decisions
These signs can indicate that certain perspectives are being privileged over others, even if unintentionally.
Practical Steps to Improve This Domain
If your team wants to strengthen Inclusion & Diversity, focus on daily habits and systemic practices that build inclusion from the ground up.
1. Audit your meeting dynamics
Who speaks most often? Who rarely speaks? Use structured turn-taking or ask people to reflect silently before sharing to level the playing field.
2. Practice identity-safe feedback
When offering feedback, focus on behavior and impact rather than assumptions. Invite others to share how they experience your feedback as well.
3. Learn from lived experience
Host listening sessions, run anonymous pulse checks, or simply ask, “What could we do to make this team more inclusive for you?”
4. Move from representation to participation
It’s not enough to have diverse people on the team. Make sure they are part of shaping strategy, decisions, and the direction of the work.
Wondering how your team measures up in their Inclusion & Diversity?
We offer a simple and effective team assessment tool that provides anonymous insights into your team's psychological safety levels. Both an overall score as in the four domains. This invaluable assessment is the first step towards unlocking your team's full potential.
