Creating a Psychosocially Safe Workplace
Last week was a biggie. I gave my first ever KEYNOTE presentation alongside the legends at Safe On Site.
Safe on Site - H&S Forum 2024, Napier City Rovers Clubrooms
As part of their annual H&S forum, I was invited to speak after meeting Catherine and Anita from SoS at a women's health breakfast (hosted by the wonderful Dr. Samantha Newman). We just happened to share a table and got chatting about where we were from etc, and clearly something in my yarn resonated with the ladies - so much so they got in touch later that day and we started putting the wheels in motion.
October was ADHD awareness month, so we ended up settling on a few topics that we would cover. The first half of the talk was all things ADHD. I was incredibly nervous putting this talk together as I was worried I would miss something vital, or just straight up have the wrong information. Then the little voice in the back of my head was telling me ‘no one is going to care this much about ADHD’, and that I’d be met with a whole lot of eye rolling.
But man, was I wrong! In the audience were a solid mix of industries - everything from local Council to social workers to engineering firms. All of them were either business owners, HR/H&S managers, or team leaders. And every single one of them were engaged, taking photos of my slides and furiously taking notes. I was bombarded in the break and at the end, with people wanting to know more and/or coming up and telling me that I'd just explained their worker/partner/child to a T - and what should they do with that knowledge.
“If you’ve met one person with ADHD, congratulations, you’ve met one person”
ADHD is a nuanced and complicated condition. How we can better help those around us with it, is to have a deeper, more solid understanding of what it actually is and how it may (or may not) show up. Understand that yes, there are some aspects of life that we will naturally always struggle with.
The second half of the talk, I focused on how we create a more psychologically safe workplace. Whilst I might not be an HR expert, or a psychologist, I do have extensive experience in multiple industries and roles, and have firsthand experience of workplace bullying, toxic behaviours, sexual assault, mediation processes, and some shocking management processes. The name of the talk was a bit tongue in cheek - ‘Sh*t I wish my manager knew’ - this wasn’t aimed at any one in particular, it was more of a broad stroke. Having spent most of the last couple of years doing a deep dive into ADHD, it dawned on me how any accommodations or adjustments to help our neurodivergent folk thrive in the workplace could be applied to everyone. We can all benefit from feeling a little safer and more valued at work. So why not teach everyone?
We don’t know what we don’t know, and there is no point in holding someone to account for something they either have no knowledge or experience of, or for something they cannot do. You wouldn’t have a go at a fish for not being able to walk - you’d do your best to make sure it could swim uninterrupted and with the right supports. So we can apply the same principles to the workplace. Having spent almost a decade in construction, it has always struck me as very odd how little room for professional development there is. Just because someone is good on the tools, does not mean they’ll be a good manager. Yet people are often thrown in the deep end with very little training, support or guidance, then blamed for the shortcomings. How is that fair?
So what are some good tactics to try to implement into your workplace to help foster a psychosocially safe work environment?
1. USE those spicy brains
First off, if you know you have (or suspect) staff with ADHD, Dyslexia or Autism - get them in those big round table business planning sessions. We are big picture thinkers and see patterns and links that others don’t see. Our brains work differently, so utilise them to your advantage.
2. Question EVERYTHING
Ask questions and allow the status quo to be challenged. Yup, you heard me. If someone is questioning something, it’s either because they A) don’t understand, B) need clarification, or C) - my favourite - can see a better way and want to know what the reasoning is behind the current standpoint.
Put those egos aside and let the questions be asked. If the answer is “that’s just how it is” or something along those lines - then you have a problem. If you can’t even justify or explain the WHY behind something, then it needs to be addressed. It might be that an ex staff member implemented the practice, or it could be from an old company policy. If you can’t answer why - it’s time to review.
3. Be a SPONGE
Environments that allow people to question, in turn, allow people to learn. Learn by doing, learn by making mistakes, learn by pivoting/changing directions. Yes, it’s uncomfortable trying something new. But you know what's worse? Getting 1, 3, 5 years down the track and still being in the same position.
Losing staff and having to go through the painful process of recruiting & training new employees. Perhaps you’re in an environment that doesn’t allow much movement up the ranks role-wise. Look at how else you can implement areas of learning and development. Maybe it’s in the technology they’re using? Maybe it’s recognising their weaknesses and strengths and learning how best to capitalise on those?
There are many, many other ways to create psychologically safe working environments that help create psychosocial safety. The first step is to turn the mirror back around at you and your business, and look at where the opportunities are within and take baby steps in that right direction.
Get clear on the company direction, what goals you want to achieve and then start to look at how they can be done and most importantly - how you’re going to bring the team along for the ride and make sure they don’t miss their stop. Take time to look at your own weaknesses and strengths before pushing ahead with the teams. Leave the ego at the door and get comfortable being uncomfortable - that’s where the real growth happens!
Need help up-skilling the team around ADHD &/or creating a mentally healthy workplace? Send me an email HERE and let’s chat!
