In Part 1 of this series [Link to blog], we explored how confidence is shaped by workplaces, not by women themselves. In this post, we turn our attention to what leaders and organisations can do to create the conditions where confidence can grow. By focusing on practical strategies and everyday behaviours, workplaces can support people to contribute fully, take initiative, and feel empowered in their roles.

Workplaces that build confidence rely on practical, everyday behaviours. These are shaped by how leaders guide, support and listen to their teams.

Creating the Conditions for Confidence

Confidence is built through clear expectations, skill development, supportive relationships, courage to speak up, and psychological safety. These elements shape how people show up, contribute, and feel valued at work.

Clear expectations, goals, and processes reduce second guessing because when people know what is expected, decisions feel easier and more grounded. High-quality feedback reduces uncertainty by confirming what is working and where adjustments are needed.

Training, feedback and opportunities to learn give people a chance to build skill over time. As capability increases, confidence grows because individuals can see their progress.

Support from leaders, peers, mentors and role models helps people feel backed and valued. Strong relationships often make it easier to contribute ideas or take on new challenges.

Courage depends on feeling safe to ask questions, try new app concerns. When people know they will be treated fairly, they are more willing to step forward. This is part of building psychological safety.

Psychological safety is a key foundation for confidence at work. It means people feel safe to ask questions, share ideas, and try new approaches without fear of judgement or negative consequences. Leaders can build this by framing mistakes as learning opportunities, showing openness and vulnerability, and creating an environment where contributions are valued. When psychological safety is present, people are more willing to step forward, take initiative, and back their judgement. Read more about building psychological safety here.

These elements—clarity, capability, connection, courage, and psychological safety—work together to shape how people show up and contribute.

Beyond the Basics: Additional Ways Workplaces Can Support Confidence

In addition to clarity, capability, connection, courage, and psychological safety, workplaces can take practical steps to further support confidence:

• Reduce bias in hiring, promotions, and recognition processes
• Offer flexible work arrangements that support wellbeing and participation

These actions help ensure everyone has equal opportunity to contribute, develop, and be recognised for their work.

What individuals can do with the right support

Confidence is easier to build when the workplace is supportive, yet individuals can still use practical strategies to grow. These include:

• Preparing with clear goals instead of aiming for perfection
• Recognising and communicating strengths
• Building networks that offer support and perspective
• Seeking mentors or sponsors who help open doors
• Practising contributions in smaller settings
• Keeping track of achievements to build self-recognition
• Setting boundaries that support wellbeing
• Consciously supporting others by reinforcing their ideas, acknowledging contributions, and ensuring voices are not interrupted or overlooked

These strategies help individuals participate with more ease, especially when the environment around them reinforces their efforts.

Confidence is a shared responsibility

Building confidence at work is a shared responsibility. Leaders and workplaces play a critical role by creating clarity, developing capability, fostering connection, encouraging courage, and embedding psychological safety. When these conditions are in place, people feel supported, valued, and empowered to contribute fully.

By taking practical actions such as reducing bias in hiring, promoting flexible work, and actively supporting learning and growth, organisations can make confidence a natural part of everyday work