During the Safety People Forum, Safety Professionals from around the country delved into the critical issue of psychological safety in the workplace.
Our presenter Peter Brace PhD, of Human Capital Realisation began the conversation utilising the SCARF model, and identified key domains that contribute to a safe environment for employees. The discussion also covered the challenges of training employees whose first language is not English and the complexities surrounding psychosocial hazards in high-risk industries. Additionally, we discussed changes in consultant roles, highlighted the benefits of a standardised tool across organisations, and underscored the importance of mental health and wellbeing in the workplace.
Addressing Psychological Safety in the Workplace The issue of psychological safety in the workplace was addressed, explaining that employees often feel unsafe sharing ideas, questions, or concerns due to fear of punishment or humiliation. The SCARF model was introduced, highlighting five domains—status, certainty, autonomy, relatedness, and fairness—that foster a safe environment when positively addressed. Emphasis was placed on open communication, validating employees’ reports, and providing assistance to those who raise psychosocial hazards, illustrated using Toyota’s ‘Andon Cord’ system.
Access slides from the presentation here.
Managing Psychosocial Hazards in the Workplace A framework for managing and mitigating psychosocial hazards was presented, stressing the importance of asking, responding, and acting on hazard reports, as well as measuring progress. The discussion highlighted the role of individual responsibility and the need for a more collaborative approach to addressing these hazards.
Addressing Language and Cultural Differences in Training Challenges in training employees whose first language isn’t English were discussed, noting the difficulties in ensuring correct messaging and the use of surveys and metrics to measure training success. The importance of considering generational, gender, and age differences when communicating with diverse groups was highlighted, alongside the balance between remote work, team cohesion, and measuring training effectiveness in remote settings.
Discussing Psychosocial Hazards and Surveys The complexities of psychosocial hazards, especially in high-risk industries, were discussed, with personal experiences shared and an emphasis on open communication and employee well-being. The People at Work survey was identified as a tool to measure psychosocial hazards and pinpoint areas for improvement, with positive experiences shared regarding its implementation.
Consultants, Benchmarking, and Psychosocial Risks A shift in consultant roles from problem identification to solution provision was proposed, highlighting the potential benefits of affiliations with organisations like Safety People. The value of a standardised tool across organisations, supported by consulting for benchmarking, was agreed upon. Experiences in implementing a psychosocial risk framework were shared, emphasising the importance of follow-up and action. The importance of mental health and wellbeing in the workplace, and the need for open communication and resource sharing within the safety community, were also discussed.
Next Steps
- Safety Resources: Safety People have developed a resource library on the Safety People website which you can access here.
- Experience Sharing: Further details about the organisation’s experience with the People at Work survey will be shared.
- Survey Review: Attendees are encouraged to review the People at Work survey tool and resources available at peopleatwork.com.au.
