Listening beyond the loudest voice: how safety determines who participates

Women speak up less than men in the workplace. This is not an assumption; it has been proven by research. But this silence is not a lack of opinion. It is a signal. In work environments where feedback is viewed as criticism and emotions as weakness, people hold back. Especially women. Because they have learned that as a woman, you can quickly be seen as too direct, too sensitive, or too difficult if you do speak up.

And this is not just a personal risk. It is a systemic issue.

The norm is still not neutral

Organizations are not designed to be gender-neutral. Many norms regarding behavior, decision-making, and leadership have historically been shaped by men, for men. And although society is changing, these unwritten rules are still deeply woven into our work culture.

The effect? Women often internalize early on that they need to adjust their tone. They have to stretch their boundaries. They need to package their ideas a bit more diplomatically. Or they say nothing at all—not because they have nothing to say, but because they do not feel safe sharing it.

“I wanted to say something in that meeting, but I didn’t know how it would come across.”
“I got emotional and immediately felt weak.”
“I had feedback, but I didn’t want to cause trouble.”

These are not exceptions. They are daily micro-dynamics that collectively shape a work culture in which valuable signals are lost.

What you don’t hear costs you

The discomfort of unspoken concerns doesn’t go away on its own. It accumulates. Until someone drops out, quits, or systematically withdraws from the conversation. In the meantime, the team continues to operate at half capacity. Without the contributions needed for the organization to grow.

Psychological safety is, therefore, not a 'soft skill.' It is a hard prerequisite for:

• innovation capability (➝ +27% in safe teams)
• engagement and retention
• healthy moral compass in complex situations
• sustainable employability

And for women, it is the key to something greater: participating equally.

Did you know that…

• 70% of women sometimes feel unsafe speaking up at work?
• 55% say that showing emotions is negatively evaluated in their organization?
• Only 12% feel that their needs are truly heard?

So what does this require from employers?

Not yet another round of discussions. But real space. Space for doubt, for nuance, for differing perspectives. It starts with recognizing that psychological safety is not just a sum of individual courage. It is a systemic choice.

It requires leadership that normalizes mistakes. HR policies that actively seek out silent voices. And colleagues who do not just send messages but also ask questions. Because when women consistently hold back, you lose more than a voice. You lose direction.

Sources: Google Project Aristotle, Deloitte, HBR, TNO, Women Inc.