Belonging at Work: Building Safety Through Inclusion and Authenticity

Psychological safety is often talked about as “nice” or “supportive”, but for accessibility & inclusion, that framing doesn’t go far enough.

Welcome to Inclusive Workplaces!

Psychological safety is often talked about as being “nice,” “open,” or “supportive.” But for accessibility and inclusion leaders, that framing doesn’t go far enough, and it doesn’t deliver results.

In March, Marissa Ellis (Diversily) will join us for 'Belonging at Work: Building Safety Through Inclusion and Authenticity' to reframe psychological safety as a performance-critical capability: one that determines whether people can speak honestly about barriers, risk, and lived experience or whether those truths stay hidden until it’s too late.

You’ll leave this webinar with a clearer understanding of why even well-intentioned organisations struggle to hear disabled and marginalised voices, and what it really takes to change that.

Why Belonging Depends on Psychological Safety and What Gets in the Way

For many organisations, accessibility and inclusion efforts stall not because of a lack of policy, ambition, or talent, but because people don’t feel safe enough to tell the truth.

This session explores what psychological safety actually is (and isn’t), and why it plays such a critical role in accessibility, representation, and organisational decision-making. Marissa introduces the four layers of psychological safety - Inclusion, Learner, Contributor, and Challenger - and shows how gaps at any layer can silence disabled employees and other minority voices, even in organisations that believe they are inclusive.

You’ll examine how majority vs minority experiences shape risk, voice, and authenticity at work, and why disabled employees are often forced to filter their reality, consciously or unconsciously, in order to keep themselves safe. This filtering creates what Marissa calls the Truth Gap: the distance between what leaders believe is happening and what people are actually experiencing.

Most importantly, we’ll move beyond theory. Gaining practical strategies to strengthen inclusion, enable authenticity, and close the Truth Gap, so that your organisation can surface issues earlier, make better decisions, and create conditions where accessibility isn’t something people have to fight to be heard about - becoming a truly Inclusive Workplace.

And the biggest takeaway? High performance is limited not by talent or ambition, but by how much truth your organisation can safely hear.

What to expect?

• A clear understanding of what psychological safety really is and why it goes far beyond comfort, niceness, or good intentions
• Insight into the four layers of psychological safety (Inclusion, Learner, Contributor, and Challenger) and how breakdowns at each layer silence truth
• A deeper look at how difference and power dynamics (majority vs minority experiences) affect risk-taking, voice, and authenticity at work
• Practical ways to identify and close the Truth Gap, enabling more honest information flow, better decisions, and stronger inclusion outcomes

Who are Diversily?

Diversily is a global inclusion consultancy helping forward thinking organisations transform how they lead, think, and innovate; turning inclusion into a growth lever to build stronger teams, design better products, and scale responsibly.