Our approach

We are committed to building psychologically safe, inclusive workplaces where every individual feels respected, valued, and empowered.

Our approach to psychological safety goes beyond compliance; we create environments where open communication, trust, and vulnerability are encouraged at every level.

By embedding inclusive practices into leadership development, our tailored training programs equip leaders with the tools to recognise and address bias, facilitate difficult conversations, and create a culture that celebrates diversity.

We provide evidence-based frameworks for measuring and improving psychological safety, ensuring that every team member feels supported to bring their whole selves to work.

Our comprehensive approach helps organisations drive sustainable change that benefits both individuals and the broader business.


What consulting looks like for psychological safety, inclusion and leadership

  • Decision support and inclusive facilitation
  • Inclusive communication and employee engagement
  • Annual, quarterly, monthly and weekly routines
  • Coaching and mentoring
  • Leadership development and growth
  • Conflict resolution and ESG crises management
  • Building inclusive teams
  • Company strategy and annual planning

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What it looks like in practice

1. Research

We identify leading practices and transferable learnings from peers, supported by research into intervention effectiveness. Our approach includes insights from reports like the Respect@Work Report 2020 and Mental Health Inquiry Report 2020. We also conduct organisational surveys, listening sessions, and data quality reviews for comprehensive evaluation.

2. Analysis

Our analysis focuses on the inclusion of diverse groups, identifying design exclusions through scenario analysis, and prioritising mental health and wellbeing in safe, flexible, and welcoming environments. It also involves benchmarking through internal and external data analysis.

3. Recommendations

Our recommendations review cost-benefits include calculating ROI with assumptions and prioritising alternative options based on the hierarchy of controls. We assess risks by evaluating their likelihood, impact, control effectiveness, and unintended consequences; and provide guidance on accountability measures, reporting, and impact measurement.

4. Co-design

We design with input and feedback through existing employee groups and working groups, including those with lived experience. We create a transparent leadership processes, aligning them with existing meetings and routines to promote buy-in, advocacy, and ownership.

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