Employees want to know how they’re doing and what it will take to progress. Read more about performance feedback ecosystems that work.
You’ve heard Alley is a company committed to building a more diverse, equitable, and inclusive workplace, and are wondering what actions we’ve taken. Over the past year we have focused on supporting equity at all intersections and improving team member learning and development as part of a long-term sustainability plan to embed Diversity, Equity, and Inclusion (DE&I) efforts in all areas of Alley’s business.
10 Strategies for Increasing Psychological Safety, Improving Equity, and Amplifying Marginalized Voices at Work
In this piece you’ll read research on the specific ways in which institutional barriers to psychological safety manifest for minorities in the workplace. And, as promised in part one, you’ll learn 10 practical, research-based strategies we’re using at Alley for creating inclusive, psychologically safe workplaces while honoring the intersection of overlapping identities that each team member holds.
Whether your workplace is remote permanently or temporarily, psychological safety is elementary in the experience of high-performing teams. Without psychological safety, the consequences would be far-reaching and destructive to the individual and the organization. But cultivating psychological safety is hard work, especially on remote teams.