3.2 Wellbeing and Psychological Safety
Driver: 3.2
Dimension: Culture
Supporting aspiration: People feel supported, respected and safe to speak up.
Why it matters
Employees need to believe they can contribute, raise concerns and access support without negative consequences.
What great looks like
Inclusion is visible in decisions, bullying and harassment are not tolerated, support pathways are known and leaders respond respectfully to concerns and ideas.
Employee Survey alignment
| Item | Survey question |
|---|---|
| Q1 | We value individual differences and include diverse perspectives in decisions |
| Q2 | Bullying / harassment within our organisation is not tolerated |
| Q3 | There is support available to me when I need assistance with work/life related challenges |
How to interpret a weak result
A weak result for this driver should prompt a practical diagnosis, not an immediate solution. Ask:
- Is the issue whole-of-council, concentrated in particular work areas or linked to specific employee groups?
- Which question-level result is driving the pattern?
- Do comments or leader perspectives explain the issue?
- Is this mainly a system/process issue, a leadership issue, a resourcing issue or a communication issue?
- What would employees reasonably expect Council to do next?
Possible actions and interventions
- Review psychosocial risk themes alongside survey results
- Clarify support channels and escalation pathways
- Build leader capability in respectful conversations
- Use targeted listening where inclusion or speak-up results are weak
Evidence to review alongside the survey
- Employee Survey question-level results and comments
- Relevant people metrics such as turnover, absenteeism, vacancy, overtime, grievances, safety or EAP themes
- Leadership and SME perspectives
- Relevant workforce, service, budget or risk data