what we do

Psychological safety, inclusion and leadership

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

What it looks like in practice

1. Research

We start by understanding the unique needs, values, and goals of your organisation. This step involves mapping out your business objectives and identifying how work design can support them.

Through targeted assessments, we establish a strong foundation that aligns with your company’s vision and purpose, setting the stage for meaningful transformation.

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.