Building Safe Spaces for Candid Conversations
One of the standout moments in Episode 9 of Talent Talk was a simple but powerful reflection from our male guest David Hawkins, Chair and Managing Director, BASF Australia and New Zealand:
“The moment I let my team know I didn’t have all the answers, everything changed. They trusted me more.”
That’s the essence of psychological safety. And in the context of gender equality, it’s essential. Without safe spaces, we can’t have honest conversations about bias, allyship, and growth. In this blog, I want to explore how leaders—especially male leaders—can create environments where these conversations aren’t just allowed, but welcomed.
🎧 Listen to the full episode on Spotify:Talent Talk – Episode 9
Why Safe Spaces Matter in Gender Equity
It’s easy to say we value inclusion. But real inclusion requires a foundation of psychological safety—where people feel they can speak up, share their experiences, challenge bias, and admit mistakes without fear of being judged or penalised.
In the episode, David shared how his early attempts at allyship felt awkward:
“I was worried I’d say the wrong thing. But silence is worse. Once I owned that fear and created space for learning, my team leaned in.”
This openness is what fosters trust. And trust is the gateway to cultural change.
Common Barriers to Safe Conversations
Creating a psychologically safe space doesn’t happen by accident. Leaders often face these common roadblocks:
1. Fear of Getting It Wrong
Especially when it comes to gender or race, many leaders avoid the topic altogether for fear of missteps.
2. Hierarchy
When power dynamics are strong, employees may hesitate to speak freely, especially about inequities or biases.
3. Defensiveness
If a leader reacts defensively when called out, it shuts the conversation down and sends a clear message: “This isn’t a safe topic.”
David shared how he used to respond to feedback with:
“That wasn’t my intent.”
Now he’s shifted to:
“Tell me more—I want to understand how that landed for you.”
That change alone signals growth and humility.
What Safe Spaces Look Like in Action
In the episode, we explored some ways organisations are getting this right. Here’s what safe, inclusive environments actually look like:
Listening is active, not passive. Leaders don’t just nod—they follow up, take action, and revisit topics.
Feedback is normalised. It’s not personal. It’s cultural.
Leaders model vulnerability. They admit when they don’t know or when they’ve made mistakes.
Employee voices shape decisions. Inclusion isn’t performative—it’s embedded in how things get done.
One great example came from David Hawkins’s company: they host regular “listening circles” where employees can share lived experiences in a moderated, confidential setting. Leadership attends to listen—not to respond or defend, but to learn.
5 Actions Male Leaders Can Take to Create Safe Spaces
If you’re a male leader wondering where to start, here are five actions inspired by our conversation:
1. Say “I Don’t Know”
It sounds simple, but it’s powerful. You don’t have to be an expert. You have to be open.
2. Invite Stories
Ask your team:
“What’s something about your experience here that I wouldn’t know unless you told me?”
This creates space for perspective-sharing without pressure.
3. Pause the Defensiveness
When receiving feedback—especially about exclusionary behaviour—pause, reflect, and thank the person. Resist the urge to justify.
4. Model Reflective Practice
Share what you’re learning. If you’ve read a book, attended a training, or received coaching—talk about it openly. Make learning visible.
5. Reward Candor
When someone takes a risk and speaks up—thank them. Celebrate honesty, even if it’s uncomfortable. Especially if it’s uncomfortable.
From Awareness to Action
Creating safe spaces isn’t the end goal—it’s the beginning. Once trust is built, it opens the door to action: equitable hiring, inclusive policies, diverse leadership, and better decision-making.
But without that trust, even the best DEI strategies will fall flat. People need to know they’ll be heard before they speak.
Andrea’s Tip: Psychological Safety Is Measurable
If you’re unsure where your team stands, ask them. Use pulse surveys, 1:1 check-ins, or anonymous tools to gather feedback on these questions:
Do you feel safe raising concerns on this team?
Can you admit mistakes without fear of blame?
Do you feel your voice matters in decision-making?
The data may surprise you—and guide you.
How Coaching Helps Build Safety
In my coaching sessions, I often work with leaders who want to foster inclusion but aren’t sure how. The first step is always the same: self-awareness.
When we unpack their communication style, body language, tone, and language, we start to identify what signals safety—and what might unknowingly shut people down.
The truth is, most leaders aren’t intentionally exclusive. But we all carry biases, blind spots, and habits that shape our culture.
Coaching creates the space for leaders to explore that, shift behaviour, and grow in real time.
Final Thought: Safe Doesn’t Mean Comfortable
Let’s be clear—safe doesn’t mean easy. The best conversations are often the hardest. But they’re worth it.
“It’s not about being comfortable. It’s about being real. That’s where growth happens.”
As a leader, your job isn’t to have all the answers. It’s to make it safe for the right questions to be asked—and truly heard.
💬 Want help building psychological safety on your team?The Career Establishment offers coaching and workshops designed for inclusive leadership.
Series Navigation
Part 1: Why We Need Male Champions for Gender Equality?
Part 2: Mentorship Isn’t Enough - Why Women Need Sponsors?
Part 3: Why Language Matters in Championing Gender Equality?
Continue to Part 5: Sustaining Allyship: Moving From Intention to Impact