Framework and diagnostic
Safety you can measure. Belonging you can feel.
Our proprietary psychological safety framework, and the diagnostic that shows you where to start.
The promise
A defensible position, and more importantly a plan.
Eighty-four items, fourteen per dimension, scored into clear bands from critical to strong. It gives you a defensible position on psychosocial hazard identification and, more importantly, a plan.
Then the framework builds the trust, team safety and belonging that keep people well and performing. The diagnostic is the beginning of the work, never the whole of it.
84
items in the diagnostic
14
items per dimension
6
dimensions, each banded on its own
What it measures
Six dimensions. Eighty-four items. Nowhere to hide.
Fourteen items sit under each dimension. Each is scored and banded, so a strong result in one place cannot quietly cover a critical one somewhere else.
Workload
What is being asked, and whether it is possible.
Autonomy
How much say people have in their own work.
Recognition
Whether effort is seen, and by whom.
Fairness
Whether the rules apply to everyone equally.
Community
The quality of the relationships people work inside.
Values
Whether what we say and what we do are the same thing.
Scored into bands
Each dimension is banded separately. A strong result in one place cannot quietly cover a critical one somewhere else, which is exactly what an organisation-wide average tends to do.
How it runs
Diagnose, then build.
- The eighty-four item diagnostic, run across the organisation or a division at a time
- Scored into bands from critical to strong, dimension by dimension, so nothing hides in an average
- A findings session with the leadership team, read with them rather than presented at them
- A plan that names the hazards, the owners and the sequence
- The framework itself: the work of building trust, team safety and belonging, once you know where to start
Who it is for
Organisations carrying a duty, and meaning it.
- Boards and executives who now hold a psychosocial safety duty and need a defensible position
- Hospitals and health services, where exposure is part of the job and the risk is constant
- NGOs and civil society organisations, with funding pressure, volunteers and frontline exposure
- Any organisation whose engagement survey keeps saying something it cannot quite name
The thinking behind it
We have written all of this down.
The OHS Amendment Bill changed what is asked of Australian organisations, and particularly of hospitals and health services. We have published our fullest thinking on what the Bill asks and how to meet it without turning safety into paperwork.
Read them before you commission anything, from us or from anyone else.
Workbook · 15 pages
SocioSafety Executive Reflection Workbook
A companion to the psychosocial safety work. Questions for a leadership team to sit with, honestly, before deciding anything.
DownloadWhite paper · 73 pages
The OHS Amendment Bill and the transformation of psychosocial safety
Our fullest piece of thinking on what the Bill asks of hospitals and health services, and how to meet it without turning safety into paperwork.
DownloadExecutive briefing · 3 pages
OHS Amendment Bill: finding your hazards
A short, practical guide to identifying psychosocial hazards in your own organisation.
Download
In Australia
Christina Foxwell
Founder and Global CEO
Let us introduce ourselves properly.
If any of this resonates, we would value a short conversation to understand your people priorities and show you where we could help. No pitch, and no obligation.
In Australia you will hear from Christina Foxwell and the Sydney team.