Psychological safety is one of the most used phrases in people and culture conversations right now. Leaders talk about it in town halls. It appears in EDI strategies. HR Directors reference it in board reports. And yet, in most of the organisations I work with, it is largely absent.

That is not an indictment of the people leading those organisations. Most of them genuinely care. But caring about psychological safety and actually creating it are two very different things. And the gap between the two is where inclusion quietly dies.

So let me be precise about what psychological safety actually is, because the confusion around the term is itself part of the problem.