Why Trust Matters Now More Than Ever

The world feels heavy right now. From global conflicts and societal unrest to economic uncertainties, the challenges are constant, and employees are carrying more than just their workloads. Many are not okay, navigating personal fears, anxieties, and a sense of instability. I hear this in employee interviews and discussions. In these moments, they look to their leaders for guidance and reassurance that they are seen, valued, and supported.

But trust is eroding. Trust in institutions—governments, media, and corporations—is at an all-time low, spilling over into the workplace, where employees are increasingly skeptical of leadership intentions, especially around commitments to EDI. Without trust, even the most well-intentioned gestures can miss the mark.

I experienced this a few years ago during the societal uprising after George Floyd’s death. One of the leaders where I worked called me out of the blue. It was awkward, and it was clear there was a mandate to check in with Black employees. The conversation felt forced because our relationship had always been about work tasks, deadlines, and budgets—we had never connected on a personal or human level. Looking back, I recognize that the leader was likely grappling with the situation, too, unprepared and unsure of how to navigate such a deeply personal and sensitive moment. It’s a reminder that organizations often don’t equip their leaders with the skills or support to handle these conversations authentically. That call highlighted a truth, however: trust cannot be built in a crisis—it has to be nurtured long before tensions rise.

Today, as the world continues to face new challenges, the stakes for trust in leadership are higher than ever. Leaders can no longer afford to view trust as a soft skill—it’s a critical foundation of effective and inclusive leadership, especially when employees are navigating global instability, personal uncertainties, and the pressure of a rapidly changing work environment.

So, what does trust look like in the context of EDI?

It’s more than checking in during tough times. It’s about creating an environment where people feel safe speaking up, sharing their ideas, and bringing their whole selves to work without fear of judgment. In remote and hybrid work settings, where face-to-face interactions are limited, intentional trust-building becomes even more crucial to keeping teams connected and engaged. When trust is missing, people hold back, conversations stall, and the true benefits of diverse perspectives are never realized.

  1. Psychological safety—the belief that you can speak up, share ideas, or raise concerns without fear of punishment or dismissal—is a cornerstone of inclusive cultures. When trust is present, employees feel safe contributing thoughtfully and respectfully, even during challenging times. In today’s remote work environment, fostering psychological safety helps keep teams engaged, connected, and open to constructive dialogue.

  2. Trust Breaks Down Barriers, Especially in Uncertain Times - Power dynamics can become even more pronounced during times of conflict and crisis. Leaders who actively work to build trust—by being transparent, admitting their own uncertainties, and genuinely engaging with their teams—help dismantle those barriers, making space for honest conversations that are needed now more than ever. In a world where institutional trust is low, employees need to feel that their leaders are genuinely committed to them.

  3. Trust Enables Meaningful Conversations About Bias, Privilege, and Impact - When people are encouraged to bring their whole selves to work, they bring their diverse identities, experiences, biases, and fears. Trust creates the foundation for open and respectful conversations, allowing teams to confront these biases and reflect on the impact of their actions and decisions. It’s through these honest dialogues that real change begins, fostering a culture of genuine inclusion and understanding.

  4. Trust Fuels Resilience and Innovation - In times of uncertainty, businesses rely on innovation and adaptability to survive. Trust empowers employees to take risks, share new ideas, and fully engage without fear of failure. When employees trust their leaders, they’re more willing to lean into challenges, making the organization more resilient and agile in responding to changing circumstances.

How Leaders Can (Re)build Trust

(Re)building trust requires intentional actions and a commitment to authentic leadership. It’s not enough to assume that trust is already present or will naturally return—it must be actively cultivated through deliberate efforts.

  • Acknowledge the Erosion of Trust - Be open about the reality that trust may be low, especially during challenging times. Addressing this gap head-on is the first step in rebuilding it. Employees need to see leaders who are not afraid to admit when trust has been lost and are willing to work to regain it.

  • Be Consistently Transparent - Foster trust by being open about the guiding principles behind your decisions and the challenges your organization or you as a leader face. Transparency builds credibility and shows that you’re committed to genuine progress, not just reacting to mandates. It’s about sharing the reasoning, acknowledging uncertainties, and being honest about the tough decisions that impact your team.

  • Connect on a Human Level - Take time to genuinely engage with your employees beyond work tasks and deadlines. Trust is built when people feel seen and valued as individuals, not just as employees. Empathy and authentic connection are key; they show your team you understand and care about their experiences.

  • Follow Through on Your Commitments - Trust is easily broken when promises are made but not kept. Whether it’s addressing feedback, providing resources for development, or acting on initiatives, your follow-through is your credibility. Consistent, tangible actions prove to employees that their voices matter.

Trust isn’t something you can build overnight, and it certainly can’t be mandated. It’s not about perfectly worded check-ins. It’s an ongoing practice that requires commitment, consistency, and care, especially in an increasingly uncertain world. By prioritizing trust, leaders create spaces where inclusion isn’t just an initiative but a lived, everyday experience.

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When Safe Spaces Are Misunderstood