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Have you ever been in the position of being the only man / woman / non-binary / person of color / non-native speaker / etc in the room? How did that feel? How comfortable did you feel? How free did you feel to be your true, authentic self? How psychologically safe did you feel?
Today, we’re speaking with Stephanie Roldan about the topics of psychological safety and diversity, equity, and inclusion (DE&I).
Stephanie Roldan is the Director of Lean Culture at Rosendin Electric. She leads Rosendin’s Respect for People and Continuous Improvement culture, simplified as “Lean Culture.” This responsibility includes developing, setting, and leading the strategy on creating an inclusive environment and sense of belonging for employees. She serves as the Chairperson for Rosendin’s Diversity, Equity, and Inclusion Committee and sits on the Board of Directors for the AZ Foundation for Women.
As a woman in the construction industry, Stephanie knows first-hand what it feels like to be “the only” one in the room. She also knows the importance of cultivating a psychologically safe culture and the impact it can have on bringing people together. The impact it can have on helping us all to feel like we can fully express ourselves. And the impact it can have on creating a more equitable workplace.
During our conversation, Stephanie and I have a deep conversation about the experience of being “the only” one in the room. We talk about the importance of psychological safety and how norms around our social groups influence the way we show up and the way others react to us. We talk about the importance of being curious, cultivating connected relationships, being open, and sharing our own stories as a way to create increased connection and empathy. We talk about this and so much more. You won’t want to miss this important conversation.
This topic not only deals with psychological safety in the workplace, but also to create a culture where your team is safe and feels comfortable in the work environment. Members of a team should feel they won’t be punished for seeking change and problem solving or making a push for adjusting organizational behavior. Learning innovation and growth techniques to increase psychological safety can be difficult, but it’s imperative to build a workplace safe for interpersonal risk especially as more workers transition to a work from home.