Participation isn’t equally safe.
For some people, speaking up costs energy. For others, it can cost reputation, opportunity, or a sense of safety.
That doesn’t make silence passive; it makes it protective.
When silence is misread as a lack of commitment or even a personal lack of confidence, the real issue (the conditions aren’t safe enough) can go unseen.
Why this matters → (30 sec read)
Most of us have moments at work when we pause. Do I contribute here?
What if they don’t agree?
Is this the right moment?
Will this help?
How will I personally come off?
We regularly interpret participation through the lens of confidence. “She speaks up in meetings all the time - she’s really confident”.
But participation is actually shaped by risk.
When the consequences (of being misunderstood, getting it wrong, of floating an idea people don’t like) feel manageable, people speak more freely.
When the consequences don’t feel manageable, silence becomes a sensible choice.
for leaders → (30 sec read)
Cultures that value participation must first reduce the risk attached to it.
That means noticing who speaks easily, who hesitates, who do you start to notice wrestling with whether it’s “safe enough”.
Participation grows when people trust that they won’t be penalised for being honest - especially when that honesty is uncomfortable.
Bringing it all together
Across the last few days, a pattern has been emerging.
Risk shapes behaviour.
Room for error shapes confidence.
And safety shapes participation.
If we think about it, none of this is really about personal confidence.
It’s actually about the conditions (that are making that person/ people feel confident).
When we misunderstand silence, we risk missing the opportunity to change the environment that produced it.
Or - looked at from another angle, when we read participation as personal confidence, we miss the opportunity to try to replicate the conditions that produced it - and get more people participating.
Reflection
When have you stayed quiet to protect yourself or someone else?
What would have made speaking up feel safer in that moment?
🔔 coming up on The Work Edit:
Tomorrow, we’ll explore what actually changes things.
Want to feel more confident talking about topics like this at work?
the 2026 Diversity Ambassador certification is now open for booking! 🎉
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When are the Classes?
Thursday 7 May, 12-1:30 - Examining Beliefs - Foundations of EDI Thursday 14 May, 12-1:30 - Today's Sex & Equality Landscape
Thursday 21 May, 12-1:30 - Flags, Pronouns & Human Rights Thursday 28 May, 12-1:30 - Talkin' 'Bout my Generation
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coming up on Cultural Calendar Club
12 Months of live, inspiring, entertaining talks events, made financially accessible for all organisations
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International women’s day
Redefining macho
Monday 9 March 2026
12:00 13:00
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Rebecca created the “Redefining MACHO” framework to encourage better male allyship and foster a more diverse and inclusive workplace. This framework consists of five simple, actionable steps that everyone can implement today to enhance DE&I within their organisations and the broader business community.
M = Meaningful Mentor
A = Amplify Awareness
C = Capture Confidence
H = Harmony with Home
O = Orchestrate Opportunities
Rebecca will discuss how this framework can unlock numerous small actions that collectively support the development of diverse teams, actively champion equity, and ensure that inclusion is experienced by all. She has conducted several “Redefining MACHO” workshops and events, gathering valuable feedback and real-life examples that provide a clear roadmap for change.
She will also share her “Work Life Harmony Handbook” and “Confidence Boosting Alphabet” to help SMASH Imposter Syndrome.