Aspen Digital

In today’s rapidly evolving work environment, trust-building in tech has emerged as critical for fostering engagement, innovation, and productivity in organizations. How can trust be cultivated among leaders and employees? What are its impacts on performance?

The Tech Accountability Coalition, a project incubated by Aspen Digital, recently hosted business and equity experts for a session on trust in the workplace, moderated by Etsy Diversity, Equity, Inclusion & Accessibility Senior Manager Beth Weisendanger. 

This discussion featured three distinguished panelists, including Wharton School of Business Assistant Management Professor Dr. Stephanie Creary, Google Retention & Progression Director Rachel Spivey, and Paradigm Learning Director Alex Tiant. The panelists each shared their insights on the complex interplay between trust and diversity, equity, and inclusion (DEI) in the workplace. Watch the session below, and dig into highlights here. 

Watch Session on Trust-Building in Tech

Understanding Trust: An Academic Perspective

Beth Weisendanger started the conversation by inviting Dr. Stephanie Creary to share her scholarly insights on trust-building, delving into its historical roots and intricate interplay with diversity, equity, and inclusion.

Additionally, Dr. Creary highlighted the multifaceted nature of trust-building, which extends beyond interpersonal relationships to include trust in institutions such as employers, governments, and brands.

Trust versus Psychological Safety

A critical distinction was made between trust and psychological safety. Trust focuses on whether one believes others will act in a trustworthy manner, whereas psychological safety pertains to feeling confident that one will not be penalized for making a mistake. Dr. Creary offered a nuanced explanation, underscoring the importance of understanding these concepts as complementary rather than interchangeable.

Building a Culture of Trust at Google

Rachel Spivey shared practical insights on building a culture of trust at Google. Her team focuses on employee retention and progression, recognizing that trust often hinges on strong manager-employee relationships.

The essence of trust lies in the assurance that a manager will communicate openly and truthfully. One significant barrier to building trust arises when there is a misalignment between the employer’s priorities and the aspirations of the employee.

The Organizational Impact of Trust

Alex Tiant addressed why leaders should prioritize trust, not only for performance but also for the broader well-being of their teams. Alex identified the risks associated with a lack of trust, such as feelings of exclusion, decreased willingness to take risks, and hindered feedback processes.

Paradigm helps leaders foster an environment where trust and psychological safety are paramount, ensuring that diverse and inclusive workplaces thrive. 

PRACTICAL Steps for Leaders to Build Trust

Throughout the discussion, practical strategies for trust-building in tech were emphasized:

1. Acknowledging Trust as Essential: Leaders should explicitly express their intention to earn trust as foundational to effective partnerships.
2. Modeling Humility and Transparency: Sharing personal growth journeys can humanize leaders and encourage inclusivity.
3. Aligning Words with Actions: Consistency in messaging and behavior, especially during challenging times, is crucial for maintaining trust.

FINAL THOUGHTS AND TAKEAWAYS

The session concluded with each panelist offering a key takeaway, collectively emphasizing the importance of establishing trust through both verbal assurance and demonstrable actions. In doing so, organizations can create environments where employees feel valued, respected, and empowered to contribute meaningfully.

Building trust within an organization is not a one-size-fits-all approach but rather a multifaceted process that involves active listening, transparency, and a commitment to DEI principles. By implementing the insights and strategies shared by our panelists, organizations can ensure that trust becomes a cornerstone of their corporate culture, leading to thriving, innovative, and inclusive workplaces.

RESOURCES

• The Benefits of Belonging
• Inclusive Leadership: Unlocking the Power of Diversity Through Inclusion

SPEAKERS

Dr. Stephanie J. Creary
Assistant Professor of Management, Wharton School of the University of Pennsylvania

Read about Dr. Stephanie J. Creary

Dr. Stephanie J. Creary (she/her), is an organizational behavior scholar and an Assistant Professor of Management at The Wharton School of the University of Pennsylvania. Dr. Creary’s research is focused on understanding how to create more effective work relationships and improve diversity, equity, and inclusion in the workplace. She has published her research in leading academic journals and insights from her research have appeared in top popular press outlets. For her contributions to management research and thinking, she was named to the Thinkers50 Radar Class of 2023 and received an NACD Directorship 100 award.

Rachel Spivey
Retention & Progression Director, Google

Read about Rachel Spivey

Rachel Spivey (she/her) has worked at Google for the last fourteen years, promoting various dimensions of diversity, equity and inclusion. She has the unique experience of starting at the entry level at Google and rising into the leadership ranks. As Director of the Stay and Thrive, Minority Serving Institution Strategy, and Belonging teams, she champions underrepresented talent pipelines. Her team drives employee retention, progression, and belonging, strategically focused on supporting our partnerships with minority-serving institutions. Previously, she held the role of Internal Community Advocate where she served as a Diversity Team liaison between the Black and Hispanic Employee Resource Groups. During her time at Google, she has also worked as the Project Manager for Google’s race initiatives, helped launch a diversity engagement platform and continues to advocate to increase our investment in HBCUs. The highlight of her career has been elevating Google’s racial justice agenda by organizing a Hoodie March for Trayvon Martin, Day of Support for the victims of Charleston shooting and vigils for Alton Sterling and Philando Castile. Rachel graduated magna cum laude with a Bachelor of Science from Hampton University.

Alex Tiant
Learning Director, Paradigm

Read about Alex Tiant

Alex Tiant (she/her), is a Director on Paradigm’s Learning Team. As the leader of the Client Partnerships function, she helps clients plan, manage, and execute Diversity, Equity, and Inclusion strategies, designs and facilitates workshops, and coaches executives on their DEI journey. In Alex’s role, she has led Paradigm’s work with high-growth startups, global professional services firms, and Fortune 500 companies. She advises on the effectiveness of DEI Committees and Employee Resource Groups for global organizations. She is passionate about evolving organizational cultures, developing leaders, and empowering professionals to prioritize their well-being.

Moderator

Beth Wiesendanger
Diversity, Equity, Inclusion & Accessibility Senior Manager, Etsy

Read about Beth Wiesendanger

Beth Wiesendanger (she/her/hers) is a Senior Diversity, Equity, Inclusion & Accessibility Manager at Etsy, and her mission is to ensure more of us are seen, heard and advocated for.  As a Disabled woman she works to leverage the resources she has access to and create access for those who don’t. She is a champion of creating opportunities, tearing down cultural and systemic barriers, and fostering community, knowledge, and success. Over her career she has overseen and executed hundreds of events around the globe; bringing awareness to topics like diversity in creativity, women in tech, accessibility & disability, the future of work, and more.