Uncertainty chips away at psychological safety.
Why this matters → (30 sec read)
Microaggressions don’t always register as single, dramatic moments. More often, they introduce doubt.
“Microaggressions matter. They’re not just small.
They shape whether people feel they belong — or isolated.”
— Jesse Wilson
When moments go unaddressed, people are left replaying them, trying to interpret intent, deciding whether it’s worth raising, or safer to stay silent.
In today’s short video Jesse Wilson explains how that uncertainty doesn’t stay contained, it becomes additional mental and emotional work, carried quietly alongside day-to-day work.
For leaders → (30-second read)
Uncertainty is not a ‘soft’ issue, it has measurable effects on key workplace metrics; productivity, motivation, trust, innovation, engagement and retention to name a few.
“Emotional fatigue, poor sleep, stress, anxiety — and alienation or isolation.”
— Jesse Wilson
When people don’t feel safe to name what they’ve experienced, silence becomes a coping strategy. because the personal cost of clarity feels too high.
Over time, this erodes psychological safety and trust.
As Jesse puts it simply: “Uncertainty chips away at our psychological safety.
Bringing it all together
Silence after harm often looks like calm, but for those on the receiving end, it can feel anything but.
Unanswered questions linger, confidence wavers, energy drains.
For some, this uncertainty is occasional.
For others — particularly those navigating race, power, and difference, it’s cumulative.
Work becomes heavier not because of the tasks themselves, but because of the constant vigilance required to stay safe.
Wellbeing isn’t just shaped by what happens at work.
It’s shaped by what’s left unresolved.
When uncertainty becomes routine, burnout isn’t far behind.
Reflection
Where might silence or unaddressed moments be creating ongoing uncertainty at work?
What support would make it easier for people to name impact, without fear?
🔔 coming up on The Work Edit:
Tomorrow, we’ll look at how even small acts of speaking up can begin to shift workplace culture.
Want to feel more confident talking about Race and other topics at work?
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Thursday 7 May, 12-1:30 - Examining Beliefs - Foundations of EDI Thursday 14 May, 12-1:30 - Today's Sex & Equality Landscape
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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.