Psychological Safety: Learning From Global Examples
Gina Battye
We empower leaders, eliminate negative behaviours and improve communication, creating a healthy workplace culture | CEO & Founder of the Psychological Safety Institute
In this edition, we explore industries that are actively working to embed psychological safety principles. We uncover the barriers to engagement and delve into the key challenges organisations face globally, extracting valuable insights along the way.
We finish by examining the critical distinctions between psychosocial hazards and psychological safety.
Active Industries
Conversations about Psychological Safety are taking place in organisations on a global scale. Whilst they may not use the term Psychological Safety, they often share common language when describing the issues they face.
While some organisations actively acknowledge their psychological safety issues, others might perceive them through the lens of belonging, inclusion or employees not bringing their Authentic Self to work. Despite the variation in terminology, the underlying issue remains the same.
Having closely monitored industry dynamics over the years, I noticed a pattern emerging. This is what I noticed. Once a few companies in a specific industry begin discussing psychological safety, there is a noticeable surge in inquiries from within that same industry within the same year. It just goes to show the power of “word of mouth” and industry-driven messaging.
From my experience, the industries that have consistently prioritised their journey towards psychological safety include:
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On the other hand, industries like:
have shown intermittent interest, often characterised by one-off or short bursts of training.
Unfortunately, these industries typically offer only an introduction to psychological safety, either as a one-time awareness raising session, or as a keynote during an annual conference.
Some industries, such as:
have initiated discussions on psychological safety but have not engaged deeply in its implementation.
Their involvement typically takes the form of casual conversations (‘fireside chats’ or a panel discussion as part of a wider conversation), such as during events like Pride month, International Women’s Day or annual conferences.
Active Sectors
When it comes to commitment, the private sector has displayed the highest dedication, followed by the third sector, with the public sector exhibiting the least engagement.
Barriers to Engagement
The reasons organisations give for a lack of engagement and commitment to creating a psychological safe workplace range from:
If your organisation lies within any of the industries that aren’t engaging with psychological safety on a consistent basis, ask yourself WHY.
And what can you do to change that?
Key Global Challenges
These are the key challenges faced by organisations globally.
Which resonate with you?
Global Lessons
Psychosocial Hazards vs Psychological Safety
Several countries, including Australia, Sweden, Belgium and Denmark, have taken significant steps to address psychosocial hazards in the workplace, by adopting legislation.
While the adoption of legislation addressing psychosocial hazards is a good step forward for employees, providing additional protection in the workplace, it’s important to recognise that psychosocial hazards and psychological safety are separate concepts.
Let’s explore the differences between them.
Psychological Safety: An individual's subjective experience of safety, comfort and confidence within a specific context.
Psychosocial Hazard: Anything in the workplace environment that has the potential to cause psychological harm to employees.
Key Points: Psychosocial Hazards
Psychosocial hazards primarily focus on external factors within the workplace that pose a risk to employees’ psychological well-being.
They highlight workplace conditions, practices and structures that may contribute to stress, anxiety and other psychological issues.
They are objective conditions or stressors that can affect mental and physical health.
Examples of Psychosocial Hazards at Work
Job Demands
Includes lack of support, work overload, inadequate staffing, lack of job training, shiftwork, role ambiguity, long work hours, remote or isolated working.?
Physical Work Environment
Includes working with poorly maintained equipment, hazardous tasks, working in hazardous conditions or doing demanding work while wearing personal protective equipment that is poorly fitted, heavy or reduces visibility or mobility.
Also includes conditions that affect concentration: high noise levels, uncomfortable temperatures or poor lighting, and unpleasant conditions such as poorly maintained amenities, unpleasant smells or loud music.
Organisational Factors
Includes poor organisational change management, mandatory overtime, lack of infrastructure or equipment, inadequate/unclear policies, low reward and recognition.
Interpersonal Relationships
Includes poor workplace relationships and interactions, micromanagement, bullying, aggression, violence, harassment, incivility, violent or traumatic events.
The Harm Caused By Psychosocial Hazards
Psychological Harm
Includes:
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Physical Harm
Includes:
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Psychosocial Hazards vs Psychological Safety
Psychological safety is closely tied to an individual’s subjective experience: including perception, emotions and behaviours.
Whereas, psychosocial hazards relate to the external conditions and stressors present in the workplace that may impact employees’ psychological well-being.
While addressing psychosocial hazards can help enhance psychological safety in the workplace, it is crucial to recognise that these are distinct concepts.
Organisations can take proactive steps to recognise and manage psychosocial risks in order to prevent or reduce their negative impact on the mental health and well-being of their employees.
It is important to understand the differences between Psychosocial Hazards and Psychological Safety, and not to confuse the two!
Psychological Safety Institute Updates
We are developing a few different ways you can engage with us. Please take a read to find out more!
Free Options
A free private chat community for individuals interested in Psychological Safety. More on this coming soon!
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Our June Meet-Ups
Free to attend - these are an opportunity to meet other people interested in Psychological Safety, to find out more about the Psychological Safety Institute, our methodology, the tools we use, our diagnostic tool, our training and to answer specific questions you have etc.
There is no agenda - we will discuss whatever you want to discuss in the session!
Click the links above to access the meeting links.
Low Cost Options
These are structured meetings dedicated to discussions, exchanges and activities related to psychological safety.
The Forum is a place where individuals can seek support and guidance related to psychological safety issues, and explore solutions. Participants may learn from each other's experiences, share best practices and explore strategies for promoting psychological safety in the workplace.
Fee of ￡20 per month to join the Psychological Safety Forum, with a 6 month minimum commitment.
DM me and I will add you to the waiting list.
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Pre-orders now being taken:
If you would like to discuss bulk orders, for your team, entire organisation or a big event you are hosting, drop me a DM.
Entry Level Options
Level 1: Learn the Basics of Psychological Safety
Our Level 1 program is designed to equip you with the fundamental principles of Psychological Safety in just three interactive, inspirational sessions, 2.5 hours each. Earn CPD accreditation along the way!
Delve deep into the essence of Psychological Safety: core concepts, myths, factors that influence PS, signs of PS issues in organisations, repercussions of its absence.
Explore the intersection of authenticity, identity, personality and power dynamics within the context of Psychological Safety - and how this affects how you show up at work, interpersonal dynamics and overall PS in the workplace!
Discover how Psychological Safety manifests within organisational structures, examine where priorities lie, understand the Hierarchy of Psychological Safety, dissect the interplay between inclusion, Maslow's hierarchy of needs and psychosocial hazards.
Gain insights into crafting a compelling business case, defining roles and responsibilities and learn how to initiate those crucial conversations to cultivate a culture of Psychological Safety.
We'll finish up with signposting, next steps etc.
Investment for the Program: ￡1,500
Dates: July 2024, days and times to be confirmed
Attendance: 1 session per week
DM me and I will add you to the waiting list.
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If you want to measure psychological safety either in specific teams, or your entire organisation, Lux, our Psychological Safety Diagnostic Tool, is ready and waiting for you!
We collaborated with the University of Cambridge on this - so you can be sure it is validated, tested and interrogated thoroughly!
Once the survey results are in from the survey, we provide bespoke recommendations on what to do to improve psy safety!
Investment:
Individual teams: ￡2,500
Organisations with fewer than 1,000 employees: ￡5,000
Send me a DM or email to [email protected] if you want to set up a meeting to discuss a Lux roll-out.
Ready to ignite change?
Take action today to build psychological safety in your workplace.
Reach out to learn more: www.ThePSI.Global
For more valuable content, follow me:
@GinaBattye
CEO & Founder, Psychological Safety Institute
We empower leaders, eliminate negative behaviours and improve communication, creating a healthy workplace culture | CEO & Founder of the Psychological Safety Institute
4 个月Thank you for sharing this The Inclusion and Equity Leadership Association (IELA)!