The Hidden Gap Stifling Inclusion Efforts: Uncovering the Barrier to Authentic Inclusion

Every organization today seems to echo the same mantra: "Bring your full self to work." It’s an idealistic vision—one where employees are free to be authentic, contributing their unique perspectives and talents without fear of judgment. But beneath these well-meaning words lies a critical challenge: Are companies truly prepared to embrace the full diversity of the human experience? Have they built an environment that genuinely welcomes, nurtures, and develops authentic individuality? And more importantly, why should they care?

Inclusion isn't just a moral obligation or a PR-friendly buzzword. It’s a business imperative that drives growth, innovation, and competitive advantage. However, many organizations find that despite their best efforts, their inclusion initiatives fall short. Without a foundation of psychological safety, even the most well-intentioned inclusion efforts can fail to create real change. And when inclusion fails, the entire organization feels the impact.

Avoid The Illusion of Inclusion, Psychological Safety Is the Key

Many organizations proudly boast their commitment to diversity, equity and inclusion. There are statements, cultural heritage months and celebrations, training on unconscious biases, and revised policies that appear progressive on paper. But how often do these initiatives translate into real change? Too often, they remain surface-level efforts, disconnected from the everyday experiences of employees. Too often, these efforts do not meet people where they are and bring them along on a journey.

True inclusion goes beyond symbolic gestures. It requires a deep, intentional commitment to fostering an environment where every employee feels safe to be themselves whether they desire to or not. This means cultivating psychological safety—a climate in which people feel comfortable speaking up, offering ideas, and expressing concerns without fear of being marginalized or punished.

Psychological safety, a concept popularized by Harvard Business School professor Amy Edmondson, is the missing link to successful inclusion. Without it, employees may hesitate to share their true thoughts or express their authentic selves, fearing negative consequences, may not contribute their best work, become disengaged, and ultimately leave the company. They may conform to what they perceive as the ‘safe’ way to behave, which often means suppressing their individuality. This is not inclusion; it’s assimilation. And when employees feel forced to hide who they truly are, the entire organization suffers.

Why Organizations Should Care: The Business Case for Inclusion

Inclusion is not just about the moral case —though that’s certainly part of it. It’s about smart business. The world is changing, and so are the expectations of both employees and customers. Organizations that fail to prioritize inclusion risk falling behind, losing their competitive edge, and damaging their reputation in the marketplace. 

Let’s start with employee engagement. According to Gallup’s State of the Global Workplace report, only 21% of employees worldwide are engaged at work. The cost of this disengagement is staggering—Gallup estimates that it results in $7.8 trillion in lost productivity globally each year. When employees feel they cannot be authentic, their engagement and productivity plummets. They are less likely to invest their energy and creativity in their work, leading to lower productivity, higher turnover, and increased absenteeism.

Psychological safety is critical to addressing this disengagement and it is the leader’s responsibility to foster a safe environment. Psychological safety requires leaders to be emotional intelligent, vulnerable, authentic and inclusive to garner authenticity from employees. When employees know they can physically, verbally and emotionally express themselves without fear, their engagement and trust levels rise. They feel more connected to their work, more invested in their organization’s purpose, and more willing to contribute innovative ideas.

But it’s not just about keeping employees happy with unicorns and rainbows. It’s about experimentation and calculated risk taking that drives innovation—a critical driver of business growth. Innovation thrives in environments where diverse perspectives are valued and encouraged. When employees feel safe to bring their full selves to work, if they so choose, they are more likely to contribute new ideas, challenge the status quo, and drive the organization forward. In contrast, organizations that stifle individuality risk stagnation, missing out on the fresh thinking needed to stay competitive in today’s fast-paced market. In this world, “business as usual” is any organization’s biggest competitor. 

The High Stakes of Inauthenticity

When employees feel they cannot be authentic at work, the costs are significant—for both the individual and the organization. Inauthenticity leads to disengagement, as employees expend energy on fitting in rather than on their actual work. Over time, this disengagement erodes trust and loyalty, leading to higher turnover rates and increased absenteeism.

The impact on innovation is equally concerning. Innovation requires a diversity of thought—a rich tapestry of ideas and perspectives. But when employees feel they must conform to a narrow standard, creativity suffers, mental capacity declines and business growth stagnates. The organization misses out on the bold ideas that come from different experiences and viewpoints. This stagnation can have serious consequences, particularly in industries where agility and innovation are key to staying competitive.

Let’s not forget the broader implications for company culture. When authenticity is suppressed, a toxic culture can take root—one where employees feel isolated, unsupported, and undervalued. This not only affects morale but also tarnishes the company’s reputation, making it harder to attract and retain top talent.

Authenticity fosters deeper connections, stronger collaboration, and higher engagement. Employees who feel valued for who they are are more likely to go the extra mile, contribute innovative ideas, and stay with the company longer.

Cultivating a Culture of Authenticity and Inclusion

So, how can organizations move beyond good intentions and create a truly inclusive culture? It begins with a commitment to self-awareness, cultural agility, continuous improvement and a willingness to take a hard look at the status quo.

1. Assess Your Current Culture: Start by evaluating where your organization stands on inclusion, with a focus on psychological safety. Use employee surveys, focus groups, and one-on-one interviews to gather insights into how employees perceive your workplace. Are certain groups feeling less included or more disengaged? Identify the pain points and use this data to guide your strategy.
2. Develop Inclusive Leadership: Invest in leadership development that prioritizes inclusion and emotional intelligence. Encourage leaders to engage in self-reflection, confront their own biases, and learn from diverse perspectives. Equip leaders with the tools to create inclusive teams where psychological safety is a priority.
3. Foster Psychological Safety: Create an environment where employees feel safe to speak up and share their ideas. This could involve regular check-ins, anonymous feedback channels, and open forums for discussion. Ensure that every voice is heard and that dissenting opinions are respected.
4. Embrace Diverse Perspectives: Actively seek out and incorporate diverse viewpoints in decision-making processes. This might involve diversifying your hiring practices, supporting employee resource groups, and ensuring representation at all levels of the organization. Remember, diversity of thought is a key driver of innovation, but it can only flourish when employees feel psychologically safe.
5. Hold Yourself Accountable: Set clear, measurable goals for inclusion and track your progress regularly. Be transparent about where you’re succeeding and where you need to improve. Accountability is crucial to driving real change.
6. Create Inclusive Policies and Practices: Review your organizational policies to ensure they support inclusion. This includes everything from recruitment and promotion processes to flexible work arrangements. Policies should be designed to accommodate diverse needs and create a level playing field for all employees.

The Road Ahead

As you are aware, inclusion is not a checkbox or a one-time initiative—it’s an ongoing journey that requires commitment from every level of the organization. The business case for inclusion is clear: it drives engagement, fosters innovation, and enhances company culture. But beyond the numbers, inclusion is about creating a workplace where every individual feels valued, respected, and empowered to contribute their best work.

For leaders, the challenge is to move beyond rhetoric with good intentions and take meaningful action. This means creating a culture of psychological safety, embracing diverse perspectives, and holding yourself accountable for progress. It’s about leaders becoming learners.

For employees, it’s about contributing to this culture by bringing your authentic self to work, supporting your colleagues, and advocating for inclusion at every opportunity.

The stakes are high, but the rewards are even greater. By prioritizing inclusion, with a focus on psychological safety, organizations can unlock the full potential of their workforce, drive sustained business growth, and create a workplace where everyone can thrive. 

Book a complimentary discovery call to learn more about Shayla and The Atkins Impact Consulting Firm to explore how we can break the barrier stifling inclusion in your organization.

Shayla N. Atkins, PHR, SHRM-CP