Civility, Inclusion & Psychological Safety Framework

Here are some intentional strategies HR and leadership can implement to maintain civility, inclusion, and psychological safety in the workplace:

1. Set Clear Expectations

■ Policies outline respectful communication and professional boundaries

■ Employees know how to report concerns safely

■ Workplace discussions on politics/personal beliefs are guided by clear expectations

2. Train & Support Leaders

■ Leaders receive training in inclusive leadership and bias awareness

■ Leaders know how to de-escalate conflict and model respectful behavior

■ Leadership demonstrates transparency and active listening consistently

3. Build Psychological Safety

■ Employees feel safe speaking up without fear of retaliation

■ Anonymous feedback channels are available and actively monitored

■ Concerns raised by employees receive timely acknowledgment and action

4. Embed Inclusion in Daily Work

■ Hiring, promotions, and projects are assigned equitably

■ Diverse voices are included in decision-making processes

■ Workplaces (remote, hybrid, in-office) are designed to be accessible and inclusive

5. Prioritize Well-being

■ Employee Assistance Programs (EAPs) and mental health resources are accessible

■ Workload monitoring prevents burnout and resentment

■ Flexible scheduling is available to support diverse employee needs

6. Encourage Respectful Dialogue

■ Teams have norms for collaboration and communication, created together

■ Employees are trained on how to disagree respectfully

■ Leaders promote dialogue (understanding) over debate (winning)

7. Monitor & Measure

■ Regular surveys measure civility, inclusion, and safety perceptions

■ Exit interviews flag potential cultural or behavioral issues

■ Early intervention processes address toxic behavior before escalation

**Pro Tip for Managers: Review this checklist quarterly with your team. Small, consistent actions build a culture of trust, belonging, and resilience—even during stressful times.