Navigating the Hidden Impact of Dysregulated Nervous Systems on Workplace Psychological Safety
In today’s dynamic workplace environments, the emphasis on psychological safety is crucial for fostering both employee wellness and organizational productivity. However, a critical aspect often overlooked in this pursuit is the role of the nervous system's regulation. Particularly for traditionally marginalized employees, a dysregulated nervous system can significantly diminish their sense of psychological safety, compounded by the chronic stress from biases and systemic discrimination they frequently face.
Understanding Nervous System Dysregulation
Nervous system dysregulation occurs when our body's natural response to stress is either chronically activated or suppressed, leading to an imbalance that impacts both physical and psychological functioning. Symptoms can manifest as anxiety, depression, hyper-vigilance, or in terms of polyvagal theory, a 'dorsal vagal' shutdown—a state where individuals feel immobilized or disconnected, hindering their ability to perceive psychological safety or engage constructively.
Stressors for Traditionally Marginalized Employees
Traditionally marginalized employees often encounter specific stressors that can lead to chronic stress and nervous system dysregulation. These include microaggressions, unequal access to opportunities, overt discrimination, and the constant pressure to prove their worth. Such continuous exposure to stressors can keep their nervous systems in a state of alert, making it challenging to engage with safety measures that might seem effective in more neutral settings.
Exploring Other Polyvagal States
Besides the 'dorsal vagal' state, other polyvagal states like the 'sympathetic' state—characterized by fight or flight responses—can also diminish efforts towards fostering psychological safety. These states trigger behaviors that may appear as overreactive or aggressive, further alienating the individual from perceived safety nets in the workplace.
Effective Approaches to Enhance Psychological Safety
Implement Mindfulness and Somatic Exercises: Encourage practices that focus on body awareness and mindfulness, such as somatic exercises. These methods help individuals reconnect with their bodies and calm their nervous systems, promoting better regulation and reduced anxiety.
Cultivate Open Communication with Strategic One-on-One Sessions: Build environments of trust through transparency and open communication, augmented by one-on-one sessions that use strategic prompts to encourage emotional granularity. This involves understanding and expressing one’s complex feelings with precision, which alongside active listening and reflective feedback, fosters deeper connections and empathy.
Promote Inclusive Policies and Practices: Establish inclusive policies that address the unique needs of traditionally marginalized employees without singling them out. This isn't about treating these employees differently; it's about ensuring that inclusivity measures are robust enough to support all employees facing various traumas and stresses.
Assess and Disrupt Cultural Norms: Many workplace cultural norms are rooted in structures of white supremacy that cater to a specific prototype, which does not resonate with every ethnicity and culture. These norms can induce stress across the employee spectrum. It is crucial to assess and actively disrupt these norms to foster a truly inclusive workplace environment.
By recognizing the impact of nervous system dysregulation, especially among traditionally marginalized employees, and implementing thoughtful, inclusive strategies, organizations can foster a more supportive and productive workplace. This holistic approach not only addresses the unique challenges faced by these employees but also opens avenues to enhance psychological safety for all. By taking steps to understand and mitigate the impact of chronic stress and trauma, we can pave the way towards creating more resilient and inclusive workplaces where every employee can thrive.
References:
Porges, S.W., (2011). The Polyvagal Theory: Neurophysiological Foundations of Emotions, Attachment
Hanson, R., & Mendius, R. (2009). Buddha's brain: The practical neuroscience of happiness, love & wisdom. Oakland, CA: New Harbinger Publications.
Brown, B. (2018). Dare to Lead: Brave Work. Tough Conversations. Whole Hearts. New York: Random House.
Harvard Business Review (2017). The Biggest Reason Teams Get Stuck is Psychological Safety. Retrieved from https://hbr.org/2017/08/the-biggest-reason-teams-get-stuck-is-psychological-safety