Freedom, Cultural Security, Participation
This week, we’re looking at the last three of the Basic Human Needs:
Freedom —our need to exercise agency and choice in most areas of our lives.
Cultural Security —our need to have our traditions, values, practices, and language recognized and respected by those around us.
Participation — our need to play a part in and have influence on the systems that impact us.
How do you honor these needs for yourself? How might we more intentionally honor these needs for those in our workplaces or neighborhoods? Write a little about this in your journal or in the comments below.
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I am really appreciating this weekly reflection on basic human needs. We all know that leaders need to focus on performance, productivity, and outcomes, but it is equally important to recognize that our workplaces are powered by human beings with fundamental needs that, when unmet, quietly erode the trust, engagement, and belonging so necessary for thriving workplaces.
Freedom, Cultural Security, and Participation aren't abstract concepts. They show up — or don't — in the everyday choices we make as leaders.
When we micromanage, we signal that we don't trust people's judgment. When we create "inclusive" environments that still require people to code-switch to belong, we're asking them to leave part of themselves at the door. When we solicit feedback but nothing ever changes, we're teaching people that their voice doesn't actually matter.
Honoring these needs looks like giving people real agency over how their work gets done — not just what gets done. It looks like creating spaces where cultural traditions, values, and identities are treated as assets rather than accommodations. And it looks like building participation structures where influence is genuine, not performative.
As leaders, we should constantly ask ourselves: Are the people I lead experiencing freedom, cultural security, and participation — or are they simply adapting to the absence of them?