Psychological safety is the base for an inclusive future: PMI's Silke Muenster
STORY
In an organisation's efforts to create inclusion, there must first be psychological safety as a base. Fortunately for those who want to drive change, it is easy to get people to buy into the concept of psychological safety. Silke Muenster, Chief Diversity Officer at Philip Morris International, explains how this works
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By Mint Kang
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arlier this year, Philip Morris International released an Inclusive Future report developed by the International Institute for Management Development, on the methods organisations can use to drive cultural change in support of diversity and inclusion. One major theme emerged throughout the findings: that psychological safety | March 2022
plays a central role in determining just how well an organisation's D&I initiatives can take hold. People Matters asked Silke Muenster, PMI's Chief Diversity Officer, about the report's findings and how the concept of psychological safety fits into D&I strategies today. Silke has been with PMI for over a decade, and before taking the lead
role for diversity, her area of expertise was market research. Coming from that background, she brings a strong focus on measuring outcomes – “What gets measured gets done,” she told us. Here's her perspective on how to create a long-term strategic approach for D&I.
The IMD report recommends moving away from measuring D&I by selfreporting, and instead establishing broader benchmarks. Why do you think self-reporting has been the norm for such a long time? In deciding an organisation's D&I progress, the feeling of being included or
