LEVELS FOR AFFECTING PSYCHOLOGICAL SAFETY IN THE WORKPLACE

• Level 5 — Proactive psychological protection. The last level of defence for an employee is their mental fitness. Their resiliency and coping skills can influence their level of risk if exposed to a critical incident event, as well as their ability to manage work demand and to self-advocate if being bullied. Like practicing good physical health, the more proactive and prepared an employee is for the unexpected, the better they will be able to manage psychologically-heavy demands. But keep in mind that regardless of preparation, like a safety glove, human beings have psychological limits.

• Level 4 — Programs for prevention, early intervention and treatment. These are the programs intended to impact the employee experience. They're measured and audited on a regular basis for impact, perceived value and return on investment.

• Level 3 — Strategy and policies. These are clearly-defined, integrated and align human resources and OHS activities to maximize the employee experience. The purpose of any strategy or policy is to create a place where employees want to come to work, are physically and psychologically safe, are clear of their expectations, and understand their responsibilities.

• Level 2 — Shaping culture. A culture where differences, diversity and inclusion are welcomed. This creates an atmosphere of psychological safety for people to take risks, work without fear, share their concerns, ask questions and be authentic.

• Level 1 — Leadership philosophy. This starts at the top, where senior leaders role model and expect all other leaders to make people important and to demonstrate through actions that employees matter. The test is the average employee believing their senior leadership and direct manager care for their well-being.