Supporting Colleagues’ Cultural Identities: Creating a Safe Space at Work

Why Cultural Identity Matters in the Workplace

Cultural identity is often understood as a connection to a particular heritage, language, tradition, or shared values, but it goes beyond just where you or your family come from. It is also shaped by the communities, workplaces, and social groups around you, and it can evolve over time as you encounter new experiences and relationships. For Public Safety Personnel (PSP), this means cultural identity is fluid and multifaceted, blending personal background with the unique cultures found within their professions. For example, even within public safety professions, like policing and firefighting, distinct workplace cultures develop that shape how people interact, make decisions, and support each other. While both share a commitment to public safety, the ways they communicate, handle stress, and work as teams can be quite different. Recognizing these distinct workplace cultures helps us understand how cultural identity isn’t fixed but constantly adapting, shaped by the people we work with and the roles we perform. This awareness is key to creating workplaces where everyone feels truly seen and valued.

Cultural Identity and Psychological Safety in the Workplace

Psychological safety at work means feeling confident that you can express yourself without fear of negative consequences. For employees, this includes the freedom to share cultural practices, speak their native language, or bring cultural perspectives into decision-making. When cultural identities are embraced and respected, employees tend to feel more connected, experience greater job satisfaction, and show higher levels of engagement. This sense of acceptance encourages authenticity, which strengthens trust and collaboration across teams. On the other hand, when cultural expressions are ignored, misunderstood, or met with bias, workers may feel the need to “hide” important parts of themselves . This kind of pressure can lead to stress, lower morale, and decreased productivity, impacting both individual well-being and the overall effectiveness of the team. Creating a psychologically safe environment where cultural identity is valued is not just a ‘nice-to-have’, it’s essential for building strong, resilient, and inclusive workplaces.

The Impacts of Lacking Psychological Safety
In environments lacking psychological safety, employees often feel pressured to hide or downplay important parts of their identity to avoid judgment, exclusion, or negative consequences. At a systemic level, this might mean policies or unspoken norms that prioritize certain cultural norms or working styles while sidelining others. Open conversations about differences are rare, and incidents of bias, microaggressions, or discrimination frequently go unchallenged. On an individual level, employees may hold back ideas, avoid asking for help, or refrain from sharing their perspectives out of fear of being misunderstood or penalized. This kind of environment breeds mistrust, isolation, and low morale, which can gradually lead to burnout, higher turnover, and diminished team performance. When cultural identities aren’t valued, many employees feel invisible and unsafe, limiting both their own potential and the effectiveness of the entire team.

Three Strategies to Support Colleagues’ Cultural Identities

1.       Encourage Open Sharing and Learning:
Creating space for colleagues to bring their cultural backgrounds into the workplace through storytelling, informal conversations, or by integrating cultural perspectives into everyday work. This approach supports ongoing learning and understanding, helping to break down stereotypes and build empathy. When people feel comfortable expressing their culture naturally at work, it enriches the team’s collective experience and fosters a more inclusive environment.

2.       Speak Up Against Bias, Exclusion, and Microaggressions:
Microaggressions are subtle, often unconscious comments or actions like dismissive remarks, mispronouncing names, or stereotyping can quietly undermine cultural identities and create discomfort. If you witness these behaviors or any form of bias or exclusion, use your voice to address them respectfully and promptly. Silence can be seen as acceptance, so speaking up helps foster a safer and more respectful workplace. Supporting policies and practices that promote equity and inclusion also strengthens this effort and holds everyone accountable.

3.       Reflect on Your Own Biases and Privilege:

Understanding your own cultural lens and privileges is a key step toward being an effective ally. Reflect on how your background shapes your views and interactions, and consider how systemic inequities may impact your coworkers. Be willing to adjust your behaviors and challenge unconscious biases to foster a more inclusive space for everyone.

More Resources for Further Learning and Support

• How Do We Foster Cultural Safety in the Workplace? -  https://vpfo.ubc.ca/2021/04/how-do-we-foster-cultural-safety-in-the-workplace/

• Creating a Culturally Safe Workplace: Strategies and Challenges - https://www.resources.wellnessworkscanada.ca/post/creating-a-culturally-safe-workplace-strategies-and-challenges

• Workplace Strategies for Mental Health - Guides on creating psychologically safe environments. workplacestrategiesformentalhealth.com

References

1.       Sue, D. W., et al. (2007). Racial microaggressions in everyday life: Implications for clinical practice. American Psychologist, 62(4), 271–286.

2.       Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383.

3.       Livermore, D. A. (2015). Leading with cultural intelligence: The real secret to success (2nd ed.). AMACOM.