Blog Layout

Psychological Safety in the Workplace Cannot Be Ignored

A recent study of Canadian workplaces found that most people feel psychologically safe at work. 


Most but not all.


Workplaces must keep working towards ensuring that all employees feel safe at work. This is important because employees need to feel safe to be their best selves and do the best job possible. This doesn’t just mean safe from physical harm. Psychological safety in the workplace is another type of safety. Although it is a little harder to identify compared to physical safety, it is just as important. In general terms, psychological safety includes feeling comfortable enough to be one’s authentic self, being able to escalate concerns without fear of reprisal or being brushed off, and feeling valued for contributions. When people feel safe at work, they consistently perform better, show up more, stay with the company longer, and are less likely to have a mental health related disability claim.


Not everyone feels safe at work; the data shows this is especially true for racialized and Indigenous Canadians. As organizations and Human Resources professionals, it is our job to be proactive and address these feelings without waiting for employees to bring them up. Why? Because employees who do not feel safe at work are far less likely to mention concerns for fear they will be undermined or treated unfavourably. Employers must proactively create psychologically safe workplaces for every employee. We’ll help you get started.         


Start With the Proper Training

No one expects you or your HR department to have all the answers regarding psychological safety in the workplace. There are experts who do have solutions and they can’t wait to teach you. Start with training in diversity, equity and inclusion. When done right, this training can help identify biases, micro aggressions, prejudice, and racism in the workplace and develop action-based strategies to eliminate them. The Canadian Diversity Initiative is one organization that offers proven and effective training.   

 

Update Policies and Procedures

We can’t say it enough; policy and procedure manuals are dynamic documents that must be reviewed and updated regularly. Have you ever read your manual from a psychological safety perspective? Probably not. One or more policies outlined in the manual could likely benefit from updating. Once your HR and management teams have completed diversity, equity, and inclusion training, it will be clear which parts of the manual need revision. All policies and procedures, including the performance management and compensation processes, must not discriminate against or disadvantage any employee. Yes, it takes work, initially and ongoing, but creating a workplace where every employee feels valued is worth it.


Review Mental Health Supports

Mental health supports, like EAP services, will not be effective if they do not adequately meet the needs of the people accessing them. Have you ever talked with your EAP provider about their experience serving racialized and marginalized groups? It is a great conversation to have. Here are a few questions to consider asking.

  • Do your counsellors have experience and expertise serving racialized or marginalized groups?
  • Do your counsellors have cultural sensitivity training?
  • How often do your counsellors undergo additional training and education to meet the needs of under-served groups?
  • Are services offered in more than just English and French?
  • What strategies are used to help attract and engage clients less likely to try counselling?


You hired each and every one of your employees because they were the best person for the job. Now, it is your responsibility to help them succeed by ensuring the workplace is free from psychological harm. If you want more support in creating and maintaining a safe and positive workplace, reach out to us! Our HR consulting services can help you identify areas for improvement and develop strategies to create a truly welcoming, inclusive, and successful environment. 

By Chris Hylton March 6, 2025
Employee engagement drives productivity and retention. Use easy, cost-effective strategies to boost motivation and create a thriving workplace.
By Chris Hylton February 9, 2025
Reduce hiring costs, improve employee retention, and build a stronger team. Learn how expert recruitment solutions can transform your hiring process.
Benefits plans for small businesses and start-ups
By Chris Hylton January 22, 2025
Affordable employee benefits are possible for small businesses and start-ups! Book a FREE consultation to learn more.
By Chris Hylton November 28, 2022
Worried about labour shortages? Find out how competitive salaries, efficient hiring, and strong onboarding can attract and retain top talent.
Benefits Renewal Made Easy
By Chris Hylton October 24, 2022
Learn the 3 steps to renewing your employee benefits plan. Discover how to save money, strengthen offerings, and negotiate like a pro!
We’re sharing tools employers can use to mitigate rising mental health costs
By Chris Hylton September 20, 2022
Employers cannot ignore the rising cost of mental health. Failure to provide meaningful support will be costly in terms of talent, workplace culture, and the bottom line. There are three things that employers can do to support employees and create a workplace where everyone has the opportunity to be successful!
By Chris Hylton August 16, 2022
Just because we make travel plans, it doesn’t mean that things will go smoothly. Travel insurance is an affordable product that can be customized to your needs with innovative and practical add-ons.
3 tips to help your workplace succeed in a downturn economy
By Chris Hylton July 11, 2022
People are worried about inflation and recession. For your employees, these concerns are compounded with additional fears about job security. We can’t predict the future, but we can help you understand how the current economy is affecting your workplace and the steps you can take to minimize its negative impact.
Outsourcing workplace investigations has been proven to be an effective solution.
By Chris Hylton June 3, 2022
Inadequate handling of an investigation can cause the situation to escalate, affect workplace morale, and disrupt workplace relationships. A lack of effective intervention can even lead to legal action.
Helping employees with long Covid to succeed in the workplace
By Chris Hylton May 3, 2022
Long Covid is real and its impact is significant for the people who have it. Employers should be aware of long Covid so they can be prepared to support employees who are affected. Employers can lessen the impact and provide meaningful assistance to employees through empathy, proactive policies, and ongoing support.
More Posts
Share by: