Psychological Safety vs Safeguarding: What’s the difference and why it matters at work

In the work that we do at Spotlight Inclusion we know that there is sometimes an overlap between psychological safety and safeguarding, but these two things are not the same. In fact, they can sometimes work in tension with each other.

What is psychological safety?

Psychological safety is determined by internal and external factors for a person and has a lot to do with workplace culture.

A psychologically safe person will feel able to take risks and speak up on behalf of themselves and others. They know that if they make a mistake, they may have feelings of embarrassment or anxiety, but they will know that they won’t be ‘told off’ or ridiculed of that mistake. They feel valued and heard.

It is common for people to feel less psychologically safe at work. Factors that can have a detrimental effect on a person’s psychological safety include:

• Fear of being made an example of if they make a mistake

• Concern about being shut down if they contribute to a meeting, or discussion

• Anxiety about consequences if they raise a concern about something or highlight a potential problem.

Not everyone will experience spaces and the work place the same - what is experienced by one person as psychologically safe, may be the total opposite for another.

Who is likely to feel less psychologically safe?

It is possible for anyone to feel a lack of psychological safety. However, some people will feel less psychologically safe than others.

A person’s psychological safety will ebb and flow depending on where they are, their role etc. For example, as a new person to a workplace, I may feel much less psychologically safe because I don’t know the unwritten rules. However, as a person who has worked somewhere for 10 years, I may be much more comfortable because I know how things work, people know me, I’ve built a reputation etc.

Our work echoes wider research and tells us that those who are underrepresented, marginalised and have protected characteristics are more likely to feel psychologically unsafe. This is due to things such as:

• A fear of ridicule based on an aspect of their identity such as ethnicity, neurodivergence, sexuality or accent

• Opportunities withheld

• Pressure to represent everyone else who shares the same identity as you. For example, being the only trans person in the building and having to answer all of the questions about trans issues

• Witnessing poorer treatment for those who share the same identity or are minoritised in another way

• Experience of overt and direct discrimination

• Not having concerns dealt with well previously, creating an unsafe environment now

• Bullying and micromanagement.

What is safeguarding?

Generally, safeguarding is a proactive set of behaviours and policies which seek to prevent harm to the physical, mental and emotional wellbeing of people we know may already be vulnerable. For example, but not limited to:

• Children and young people

• Adults with care needs

• Vulnerable adults

• Situationally vulnerable people (through mental illness, pregnancy)

• The elderly

• Disabled people.

Safeguarding may have a focus on identifying and preventing abuse, as well as a focus on protection and empowerment.

How do psychological safety and safeguarding overlap?

Fear and anxiety erode safety, cause harm and be detrimental to a person’s wellbeing. When this happens at work, it is easy to conclude that a person isn’t being safeguarded.

However, fear and anxiety are not always due to abuse or neglect, and they don’t only apply to people who are not able to advocate for themselves effectively or consent.

When is it problematic to conflate psychological safety and safeguarding?

A big challenge we sometimes see is when the prevention of discrimination such as racism, homophobia or misogyny are held under a safeguarding strategy or policy.

This is not adequate as it can lead to:

• People responsible for safeguarding not knowing how to deal with a complaint of racism effectively, for example

• Drift and a lack of effective action

• A focus on vulnerable groups who absolutely need safeguarding, whilst missing the cause of psychological unsafety caused by the working environment and people responsible for that environment.

What is best practice for organisations?

#1 Have a safeguarding policy in place

Policy is a good place to start. Organisations should have a safeguarding policy which shouldn’t be limited to children and adults with an identified need. It should help people to protect adults who become vulnerable for example due to severe mental illness. Ideally, safeguarding should have an expectation of candour built in to it so that it is rigorous and protects people who need it.

#2 Have an EDI policy in place

Having an EDI policy which clearly defines what diversity, equity and inclusion mean to you as an organisation. Psychological safety is an indicator of inclusion practices working well so it is good to reference psychological safety and what that looks like in this policy.

#3 People need to be trained effectively

Training for managers and leaders is important. Those in positions of responsibility need to know how to manage and lead without causing harm to others. Providing effective and modern training for managers and leaders that includes how to do so through the lens of inclusion, taking into consideration how:

• To effectively support people with protected characteristics

• How to create welcoming and supportive environments for all

• How to centre wellbeing for their team

• How to hear complaints effectively and with curiosity rather than with fragility

#4 Listen to understand

Conduct listening activities to understand people’s experiences and get an accurate understanding of inclusion and where improvements need to be made.

#5 Onboarding

Create an effective onboarding system that helps people to become secure in their work and working environment as quickly as possible – we want people to be at their best.

In summary

Psychological safety relates to culture, relationships, and behaviour at work.
Safeguarding relates to policies, duties, and preventing harm to people who are vulnerable or become vulnerable.

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