Mega-Threats, Identity-Based Psychological Safety, and Solutions for Inclusive Workplaces

Abstract

Mega-threats—violent, identity-targeted events that receive significant media coverage—represent a critical societal challenge with profound implications for workplaces. While originating in society, these events deeply shape the experiences of stigmatized employees, who often experience heightened embodied threat, diminished engagement, and relational strain in the workplace as a result of mega-threats. This paper examines the role of identity-based psychological safety—defined as an environment in which employees feel secure discussing social identities without fear of retaliation—as a buffer against the negative workplace consequences of mega-threats. We highlight evidence that identity-focused dialogue, though often avoided, actually fosters stronger connections, greater authenticity, and increased inclusion when undertaken with openness and support. Yet, contemporary setbacks to diversity, equity, and inclusion (DEI) initiatives have reinforced colorblind ideologies which further constrain opportunities for such conversations. We argue that cultivating identity-based psychological safety requires leaders to normalize dialogue about identity, embed accountability mechanisms, and model courage in addressing discomfort. Over time, these efforts can diminish the perceived risk of identity-based conversations, transforming workplaces into inclusive environments where employees feel valued and empowered. This work contributes to scholarship on organizational inclusion, stigma, and psychological safety in times of societal upheaval.