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Leadership Insights from HILCA360: Health Leader Capabilities

Written by Annalise Wright on October 9, 2024. Posted in Articles, Practitioner, Subscriber.

What was involved?

Our research suggests that the retention of staff is a significant issue in the Health sector and that the effectiveness of a leader’s managerial and leadership behaviours directly impact this. Between 2020 and 2024, 166 leaders across the Western Australian health industry took part in the HILCA tool, including the perspectives of approximately 3000 health care workers.

The HILCA reflects Health LEADS framework and include leadership of the NSQHS Standards. Upon completion, leaders received their results in a confidential debrief session, identifying key opportunities for growth to create a more psychologically safe workplace and ultimately lead to less staff turnover.

Health Leader Results

The top three strengths indicated in the assessments were:

Consistently follows legislation;
Actively cares about the safety and wellbeing of others; and
Follows policies and procedure to achieve organizational goals.

Alternatively, the top three capability gaps were:

Manages team conflict effectively;
Turns creative ideas into reality; and
Effectively dals with unacceptable behaviour.

The largest area of opportunity for growth for health leaders was their ability to Engage Others more effectively. The gaps between desired and actual capability suggest that the sector is weaker in areas that have large impacts on employee engagement and retention.

What Next?

The purpose of the HILCA project was to identify key priority areas for leadership development to inform strategies that consider workload and budget constraints but allow each participant to have a targeted approach to their leadership growth.

Additionally, we recommend that organisations use the results to target areas that matter most, focus on known industry gaps and ensure leadership training is executed with a strategically targeted approach.

Using the HILCA tool, organisations can track this development over time to ensure that the developmental strategies are effective and if employees are less likely to look for alternative employment.

You can learn about our recommendations and the full report at the ACHSM Congress from October 23-25 where our Head of Research, Sasha Burnham will be presenting.

How to Measure Psychological Safety and Enhance Employee Well-being and Performance

Written by datadrivesinsight on September 30, 2024. Posted in Article, Articles, Practitioner, Public, Subscriber.

Employee engagement, innovation, peak performance – these are the hallmarks of any successful organisation. The secret ingredient that unlocks them all is psychological safety – the willingness to take interpersonal risks, speak up with ideas and feedback, and admit mistakes – and the good news is it can be measured. This often-overlooked factor empowers teams to thrive. Measuring and understanding where your teams sit in terms of psychological safety can provide invaluable insights into the inner workings of your organisation, and where there is room for improvement.

Measuring Psychological Safety

Quantitative Methods: Organisation-wide surveys, ranging from simple questionnaires to comprehensive diagnostic tools have been the most common quantitative method for measuring culture, engagement and aspects of psychological safety. These however are commonly annual surveys and ‘top down’ meaning results are filtered by management and by the time they reach the team members are often out of date and/or not actioned.
Qualitative Methods: Whilst focus groups and interviews could provide rich insights into employees’ perceptions of psychological safety, team members often feel reluctant to be open and honest as this approach does not allow for confidentiality and anonymity and hence may not get to the ‘route cause’ of low employee well-being and performance.
Real-time Pulse Checks: Regular, brief pulse checks, such as those in the PSI Program, provide real-time data on psychological safety, inclusivity, and psychosocial risk factors, identifying improvement areas and enabling timely interventions which promote an adaptive team culture and performance.

Integrating Psychological Safety into Team Strategies
Business plans which include psychological safety measures at team level allow an organisation to ‘keep a finger on the pulse’ of every team ‘real-time’ and address risk areas and concerns before they impact team morale and performance.
The PSI tool is a valid and reliable tech-enabled solution that provides anonymous and confidential insights, allowing leaders to benchmark and understand their organisation’s psychological safety and risk profile as well as immediately action any gaps and improvement opportunities with their teams.

Key Benefits of Psychological Safety:
Gallop research shows that shifting psychological safety from 3/10 to just 6/10 results in the following benefits:
• 27% reduction in turnover
• 40% reduction in safety incidents
• 12% increase in productivity.

_{Amy, C. Edmondson. “The Fearless Organisation”. HBS. 2019. Wiley.}

Key Features of the PSI Team Performance program:
Leadership and Team Commitment
Leaders must be empowered to objectively measure psychological safety and psychosocial hazards ‘real time’ and manage these proactively with their teams, as a ‘top down’ and ‘bottom up’ approach.

Identifying Gaps and Opportunities
Assessing existing psychological safety levels, finding development opportunities, and incorporating these insights into team BAU ensures team performance is always on the radar.

Skill Development
Immediate action and change enabled by micro-learnings in communication, empathy, sharing ideas and concerns, giving feedback, and others empowers and builds employee capability and EQi to take interpersonal risks and nurture psychological safety within and outside of their teams.

Improve Your Teams’ Culture and Performance with DataDrivesInsight.com
Psychological safety is a critical foundation of organisational success. By accurately measuring psychological safety and inclusivity, integrating it into team BAU, organisations can enhance employee well-being, improve performance, increase resilience, and retain top talent.

Create an account on the DataDrivesInsight.com member portal to access exclusive educational resources, and learn more about our suite of solutions. To learn more about how to measure and enhance psychological safety, well-being and performance within your teams, contact us.

Leadership in the Care Industry: Strengths and Opportunities

Written by Annalise Wright on September 4, 2024. Posted in Articles, Practitioner, Subscriber. No Comments on Leadership in the Care Industry: Strengths and Opportunities

Who Was Involved?

In 2021, Data Drives Insight (DDI) and Human Services Skills Organisation (HSSO) embarked on a partnership to collect data across the care industry by using DDI’s CILCA360 tool. With investments from both organisation, the shared purpose was to understand current leadership capability across the Care and Disability industries in order to create targeted development strategies and improve future outcomes.

The data collected includes 11 590 surveys from the assessment of 1394 leaders in the care industry. Leaders were represented in all states:

Care Industry Strengths

The surveys measured leadership capability by using the average ‘current performance,’ scores for each survey item for each individual leader. These are measured on a five-point scale. The top five highest performing items across the whole assessment were:

Actively cares about the safety and wellbeing of others
Consistently follows legislation
Is sincere
Treats all others with respect
Follows policies and procedures to achieve organisational goals

The highest performing domain was Leading Business. This domain focuses on legislation, policy and procedures which suggests that leaders on average were compliant to a high degree. Additionally, the data suggests that leaders had a genuine care for the safety and wellbeing of others.

Care Industry Opportunities

Leadership capability surveys measured opportunities by the average gap size between current performance and desired performance. These were both measured on a five point scale. The top five items that had the biggest gap were:

Manages team conflict effectively
Practices self-care
Effectively deals with unacceptable behaviour
Shares responsibility effectively
Addresses challenging situations effectively

The results indicated that the area needing the most development was the Leading Others domain, specifically with managing team conflicts, working through challenging situations and dealing with unacceptable behaviour. These results reflect a need for leaders to improve staff skill development strategies and conduct more effective appraisals.

What Next?

There are many areas of opportunities for development for leaders in the care sector. The CILCA360 tool provides insight into leader-specific opportunities to focus developmental strategies. Our findings suggest that development in the sector needs to move from a compliance focus to a person centred focus to create more psychologically safe teams that deliver quality services for older persons and sustainable businesses.

The full report will provide extensive research into the outcomes of the survey, analysing comparisons by state, gender equity, across sectors, as well as providing insights into recommendations, challenges and the importance of improving psychological safety. This report will be available at the ACCPA conference from October 23rd-26th.

Cultivating Psychological Safety in Modern Workplaces

Written by datadrivesinsight on August 28, 2024. Posted in Articles, Practitioner, Public, Subscriber.

modern workplace with healthy psychological safety

Psychological safety has become a critical focus as businesses adapt in the ever-evolving workplace environment. Understanding how psychologically safe your team truly feels is crucial for fostering a thriving and innovative work environment. Through the prioritisation of psychological safety, organisations can encourage open communication, collaboration, productivity and creativity among team members.

Defining Psychological Safety

Dr. Edmondson, a Harvard Business School professor, defined the term Psychological Safety as “A belief that one will not be punished or humiliated for speaking up with questions, concerns, or mistakes, and that the team is safe for interpersonal risk-taking.”

In a psychologically safe workplace, employees feel safe to learn, contribute, and challenge the status quo without fear of judgment or consequences.

The Levels of Psychological Safety

On average, organisations are currently ranked at barely 3/10 in psychological safety, preferring ‘artificial’ harmony, highlighting the crucial necessity for growth and the emergence of a more psychologically safe culture.

Low: Organisations with low psychological safety exhibit minimal trust and inclusivity, leading to performance driven by fear rather than intrinsic motivation. It stifles innovation, discourages open communication, and increases the risk of burnout and turnover.
Average: Trust and inclusivity exist, but employees feel comfortable expressing thoughts only occasionally and with certain colleagues. Mixed responses to mistakes can adversely affect collaboration and personal growth.
High: A culture of openness and inclusivity fosters continuous learning, innovation, and personal growth, enhancing commitment, idea generation, and problem-solving, leading to improved attraction and retention rates.

Gallop research shows that shifting psychological safety from 3/10 to just 6/10 results in:

27% reduction in turnover
40% reduction in safety incidents
12% increase in productivity.

Amy, C. Edmondson. “The Fearless Organisation”. HBS. 2019. Wiley.

Psychological safety is also associated with improved problem-solving, decision-making, and knowledge-sharing, enhancing employees’ ability to adapt and contribute effectively, all of which are crucial as we transition to a modern workplace.

Building Psychological Safety in Evolving Work Environments

Prioritising psychological safety and inclusivity is vital in the new workplace, where remote work, flexible schedules, and a diverse workforce are becoming the norm. By fostering an inclusive workplace culture where employees feel safe to share ideas and take initiative, organisations can drive engagement, innovation, and overall improved performance.

For a more in-depth understanding of psychological safety, watch this short video presentation by Abby Hunt and Sasha Burnham at The Future of Coaching Conference 2024, hosted by FireUp Coaching.

DataDrivesInsight.com is committed to helping leaders and teams create psychologically safe workplaces through our comprehensive tech-enabled diagnostic and change solutions. Create an account on the DataDrivesInsight.com member portal to access exclusive educational resources, and learn more about our suite of solutions. Stay informed about the latest insights and strategies designed to empower your leaders and teams drive sustainable change. To learn more about how you can incorporate Data Drives Insight’s solutions into your organisation, contact us here.

Why Psychological Safety is Key to Building a Thriving Workplace

Written by datadrivesinsight on August 20, 2024. Posted in Article, Articles, Practitioner, Public, Subscriber.

Organisations today operate in a dynamic and ever-evolving landscape. Leaders face a constant barrage of challenges, from rapid technological advancements and shifting market demands to managing a diverse workforce and a hybrid work environment. In this ever-changing landscape, one factor has emerged as a critical driver of team effectiveness and overall organisational success: psychological safety.

The Importance of Psychological Safety

Meeting the evolving challenges while fostering a culture that promotes collaboration, innovation, and well-being are all crucial for success. The concept popularised by Harvard Business School Professor Amy Edmondson, refers to an environment where individuals feel safe to take interpersonal risks, express their ideas, and voice concerns without fear of retribution or ridicule. In such an environment, team members are more likely to be engaged, collaborate effectively, and contribute their best work. Periods of significant change, such as extraordinary events such as mergers, cyber threats, and pandemics, can disrupt operations and significantly impact employee morale and productivity. By promoting psychological safety among teams, organisations can be sure they have a buffer against the negative effects of change-related stress, fostering a sense of trust and inclusivity within teams, and ultimately resilience.

Psychological Safety and Team Effectiveness

The presence of psychological safety significantly influences the effectiveness of a team. Teams with high levels of psychological safety are characterised by open communication, mutual respect, and a shared sense of purpose. These teams are more productive because members feel empowered to share creative solutions and challenge the status quo. Furthermore, psychological safety within organisations fosters resilience, enabling teams to navigate setbacks and learn from failures constructively.

Key Benefits of Psychological Safety

Enhanced Innovation: Employees feel safe sharing ideas, organisations benefit from diverse perspectives, leading to more innovative work from teams.
Improved Employee Engagement: Encourages employees to be fully engaged with their work, leading to higher job satisfaction and reduced turnover rates.
Greater Collaboration: A psychologically safe environment promotes open dialogue and trust, essential for effective teamwork and collaboration.
Increased Learning and Development: Employees are more likely to seek feedback, admit mistakes, and learn from them in a supportive environment, fostering continuous improvement.
Better Performance: Ultimately, teams that operate in psychologically safe environments are more productive, efficient, and successful in achieving their goals.

Fostering a Culture of Psychological Safety

Prioritising psychological safety is paramount for organisations navigating the complexities of today’s business landscape. By fostering an environment where employees feel safe to speak up, share ideas, and take interpersonal risks, leaders can drive innovation, engagement, and overall success.

To learn more about how you can incorporate Data Drives Insight’s solutions into your organisation, contact us here.

DataDrivesInsight.com announced sponsor of the 2024 Gender Equity Awards.

Written by datadrivesinsight on July 30, 2024. Posted in Article, Articles, Company News, Practitioner, Public, Subscriber.

DataDrivesInsight.com is thrilled to partner with Business in Heels in their sponsorship of the 2024 Gender Equity Awards.

The Gender Equity Awards 2024, Australia’s premier event celebrating the champions of gender equality, is thrilled to announce a new addition to its distinguished list of sponsors. DataDrivesInsight.com, a leading Australian company known for its tech tools to support workplace inclusion, and its visionary MD Ashley Hunt, have stepped forward as fervent advocates for this crucial cause.

Gender Equity Awards 2024 has been at the forefront of recognising and applauding organisations and individuals who have made outstanding contributions towards achieving gender equality in Australia.
With DataDrivesInsight.com and Ashley Hunt on board, the event is set to reach new heights in terms of impact and significance.

Ashley Hunt, Founder and Managing Director of DataDrivesInsight.com:

“At DataDrivesInsight.com, we understand that creating psychologically safe workplaces is not just a compliance requirement but a foundational element for fostering innovation, engagement, and overall organisational success. My experience as a counsellor and family therapist has shown me firsthand the significant harm caused by inequity. That’s why we focus on systemic change, utilising data-driven insights to empower leaders and build inclusive, high-performing teams. The commitment to psychological safety and inclusivity must be deliberate and continuous, as it directly influences the well-being and productivity of both individuals and the organisation as a whole.”

Lisa Sweeney, CEO/Founder of Gender Equity Awards 2024:

“We are incredibly excited to welcome DataDrivesInsight.com and Ashley Hunt as sponsors for the Gender Equity Awards 2024. Their dedication to fostering inclusion in organisations is inspiring, and we look forward to working together to shine a spotlight on those who are driving positive change in our society.”

DataDrivesInsight.com’s commitment to diversity and inclusion goes far beyond words; their actions, programs, and internal initiatives demonstrate their dedication to making a meaningful difference in the lives of their own employees, the companies with which they work, and the broader community.

About DataDrivesInsight.com:

DataDrivesInsight.com is a pioneering Australian company dedicated to fostering inclusive and high-performing workplaces through data-driven insights. Their technology-enabled tools and solutions drive sustainable culture change, leadership and organisational performance by empowering teams. Backed by empirical research, DataDrivesInsight.Com specialises in real-time leadership and team transformation solutions based on neuroscience. Working with high-risk sectors here safety is paramount, including health and care industries, the company’s innovative tools, such as the PSI and PSI 360 programs, provide actionable data that empowers leaders to create psychologically safe teams and workplaces. These insights help organisations comply with WHS laws, enhance employee engagement, and boost productivity. Committed to systemic change, DataDrivesInsight.som supports leaders in building diverse and inclusive teams that thrive.

About Gender Equity Awards 2024:

The Gender Equity Awards 2024 is Australia’s leading platform for acknowledging and celebrating organisations and individuals who have demonstrated exceptional commitment and effort towards achieving gender equity in various spheres of life.

For more information, visit the Gender Equity Awards website.

Understanding the Changing Legislation Around Psychosocial Risk and Psychological Safety in Australia

Written by datadrivesinsight on July 11, 2024. Posted in Article, Practitioner, Public, Subscriber.

In recent years, there has been a significant shift in the legislative landscape concerning psychosocial risk and psychological safety across Australia. These changes are part of a broader effort to improve workplace safety and ensure that mental health is given the same priority as physical health in the workplace.

The Evolution of Legislation

The introduction of ISO 45003, the first international standard to provide guidance on managing psychosocial risks, has been a major milestone. This standard highlights the importance of psychological health and safety, encouraging organisations to adopt a more proactive approach to identifying and mitigating psychosocial hazards. It is designed to be used in conjunction with ISO 45001, which focuses on occupational health and safety management systems.

Implications for Leaders in Government

Psychological safety is critical in local government workplaces to ensure effective governance and high-quality public service. At Data Drives Insight, we offer a range of tools and programs tailored to meet these regulatory requirements and enhance workplace psychological safety. Here are five key reasons why:

Improved Employee Engagement and Retention: Creating a psychologically safe environment ensures employees feel valued and respected, leading to higher job satisfaction and lower turnover rates.
Enhanced Decision-Making and Innovation: When employees can voice their ideas and concerns without fear of retribution, it fosters a culture of innovation and better decision-making.
Increased Productivity and Performance: Teams that operate in a psychologically safe environment collaborate more effectively and are more productive, enhancing overall performance.
Compliance with Legal and Ethical Standards: Adhering to guidelines like ISO 45003 ensures that local governments meet legal requirements and uphold ethical standards, reducing the risk of legal issues.
Better Community Relations and Trust: Employees who feel psychologically safe are more likely to engage positively with the community, building trust and improving relations between the government and its constituents.

Commitment to Psychological Safety

The development of tools and programs at Data Drives Insight underscores our commitment to supporting organisations in creating psychologically safe workplaces. By leveraging our expertise and innovative solutions, organisations can not only comply with legislative requirements but also enhance employee engagement, productivity, and overall organisational performance.

PSI (Psychological Safety Indicator): The PSI measures team members’ sense of psychological safety and inclusivity within their team in a confidential and anonymous manner. This data is presented in an interactive dashboard, allowing leaders to track progress and foster a more inclusive workforce. Organisations that use PSI can identify and respond to psychosocial risk factors, supporting staff mental health and gaining a competitive advantage.

PSI360: The PSI360 provides a 360-degree feedback mechanism for leaders, highlighting how their leadership impacts team psychological safety and inclusivity. This comprehensive feedback is used to develop targeted improvement plans, enhancing leaders’ capacity to create safe and inclusive environments, which in turn improves team performance and employee retention.

Leading the Way to a Safer Future

As Australian legislation continues to evolve, it is imperative for leaders, especially those in government, to stay ahead of these changes by fostering a culture of psychological safety. By doing so, they not only comply with legal requirements but also enhance the well-being and performance of their teams. Data Drives Insight remains dedicated to providing the most effective tools and insights to help organisations manage psychosocial risks and promote a culture of safety and inclusivity. Together, we can create thriving workplaces where every individual feels valued and respected.

Supporting Organisations

For those looking to further understand and implement these changes, organisations such as LGPro provide invaluable resources and support. LGPro specialises in professional development and advocacy for local government professionals, ensuring they are equipped to meet the challenges of today’s workplace.

By prioritising psychological safety, leaders can create a more engaged, innovative, and productive workforce, ultimately leading to better public service and governance.

To learn more about how you can incorporate Data Drives Insight’s solutions into your organisation, contact us here.

Understanding Psychological Safety: Key Insights from Abby Hunt and Sasha Burnham’s Presentation at FireUp Conference

Written by datadrivesinsight on May 28, 2024. Posted in Article, Practitioner, Public, Subscriber.

In today’s dynamic and evolving corporate landscape, understanding psychological safety has become a cornerstone for high-performance, innovative, and inclusive workplaces. This article draws insights from the recent FireUp Conference, where Abby Hunt, Director and Counselling Psychologist, and Sasha Burnham, Head of Research, elucidated the concept of psychological safety and its profound impact on workplace culture.

What is Psychological Safety?

Psychological safety, a term popularised by Harvard professor Amy Edmondson, refers to an environment where individuals feel confident that they can speak up, share ideas, and express concerns without fear of punishment or humiliation. This concept is crucial as it encourages employees to contribute their unique perspectives, fostering an innovative and collaborative workplace culture. In such an environment, the ripple effects extend beyond individual empowerment to enhance team performance and organisational success.

The Importance of Psychological Safety

There are a myriad of benefits associated with high psychological safety within teams:

Increased Engagement and Productivity: Teams with high psychological safety experience a deeply engaged, productive, and passionate workforce. Employees are more likely to take initiative and collaborate effectively.
Better Decision-Making and Solutions: High psychological safety facilitates effective decision-making and higher-quality solutions due to the free exchange of ideas and diverse perspectives.
Enhanced Innovation and Creativity: When team members feel safe to express themselves, innovation and creativity thrive, driving excellence within the organisation.
Talent Attraction and Retention: Organisations that prioritise psychological safety attract and retain better talent, as employees seek workplaces where they feel valued and heard.

Psychological Safety vs. Psychosocial Risk

Psychological safety and psychosocial risk are two sides of the same coin when it comes to workplace wellbeing, but they address different aspects.

Psychological Safety: This term refers to creating a secure and open environment where employees feel comfortable taking interpersonal risks. It means they can speak up, share ideas, and express concerns without fear of negative consequences. High psychological safety empowers employees to contribute their best, fostering innovation and collaboration.
Psychosocial Risk: This refers to factors in the workplace that can harm an employee’s psychological health, such as excessive workload, lack of support, and negative organisational culture. These risks pose a threat to employee wellbeing and can significantly impact basic productivity.

Psychological safety is not just a buzzword; it is a critical component of a thriving, innovative, and inclusive workplace. Organisations that invest in fostering psychological safety and addressing psychosocial risks stand to gain not only in terms of employee wellbeing but also in overall performance and success. As Abby emphasised, “Psychological safety is everyone’s responsibility, but it hinges on leadership valuing and facilitating it.”

By understanding and implementing the principles of psychological safety, organisations can unlock their full potential, creating environments where diversity and innovation are not just encouraged but are integral to their success.

Data Drives Insight’s PSI Program

Data Drives Insight offers the Psychological Safety and Inclusivity Indicator (PSI) and PSI 360 tools, designed to assess and enhance psychological safety and inclusivity within organisations. These tools provide invaluable insights into a team’s psychological profile, guiding leaders in creating environments where all employees feel secure and valued.

It was such a pleasure to be involved in the 2024 Fire Up Future of Coaching Conference. Visit the Fire Up Coaching website here. To learn more about how you can incorporate Data Drives Insight’s PSI solutions into your organisation, contact us here.

Transforming Workplaces: The Interconnected Nature of Psychological Safety, Inclusivity, and Gender Equity.

Written by datadrivesinsight on April 24, 2024. Posted in Article, Public, Subscriber.

In today’s evolving corporate landscape, workplaces are not just physical environments where tasks are performed; they are dynamic spaces where diversity, gender equity, and inclusivity (DEI) are increasingly becoming the linchpins of organisational success. Yet, the journey towards true gender equity and inclusivity is met with challenges, requiring more than mere policy adjustments or quota fulfilment. It necessitates a fundamental shift towards cultivating psychological safety, the bedrock upon which inclusive and equitable workplaces are built. This environment encourages every individual, irrespective of gender, to be genuinely valued and integrated into the team fabric. In this article, we discuss the interconnected nature of psychological safety, inclusivity, and gender Equity.

Psychological Safety

Psychological safety, a term popularised by Harvard professor Amy Edmondson, refers to an environment where individuals feel confident that they can speak up, share ideas, and express concerns without fear of punishment or humiliation. This sense of security is paramount, as it encourages employees to contribute their unique perspectives, fostering an innovative and collaborative workplace culture. The ripple effects of psychological safety reach beyond empowering individuals; they are instrumental in achieving genuine inclusivity, gender equity, and, by extension, organisational success.

Inclusivity in the workplace is more than merely acknowledging diversity. It is actively embracing and valuing different backgrounds, experiences, and perspectives. It challenges organisations to address and dismantle the microaggressions and unconscious biases that undermine inclusivity and allow gender disparities to persist. Establishing psychological safety enables organisations to create a culture of openness and trust, making every employee feel valued and heard.

Deloitte’s “Women @ Work 2023: A Global Outlook” Report

Deloitte’s “Women @ Work 2023: A Global Outlook” sheds light on the prevailing challenges women face in the workplace, revealing that 44% of women experienced non-inclusive behaviours, including harassment and microaggressions. This highlights the significant hurdles in creating a culture of inclusivity and safety.

Gender equity, as the ultimate aim of these efforts, seeks to establish a workplace where opportunities for growth, recognition, and leadership are accessible to everyone, irrespective of gender. This goal demands the dismantling of systemic biases and fostering an environment of inclusivity and psychological safety. Solutions such as Data Drives Insight’s Psychological Safety and Inclusivity Indicator (PSI) and PSI 360, highlight the tools available to organisations to assess and enhance these critical elements, providing invaluable insights into team’s psychological profiles while also guiding leaders in creating spaces where gender equity is not just an aspiration but a reality.

The synergy between psychological safety, inclusivity, and gender equity is profound. Each component bolsters the others, creating a cumulative effect that drives organisations towards meaningful transformation. Prioritising psychological safety fosters inclusivity and creates a clear path for gender equity. This integrated approach is vital for advancing DEI while unleashing the full potential of a diverse and dynamic workforce.

Supporting Psychological Safety through tools such as the PSI solution.

As we navigate the path towards change, it is clear that organisations must embrace a holistic approach to DEI, constantly striving to enhance the psychological safety and inclusivity of their workplaces. Through dedicated efforts and innovative solutions like the PSI solution, businesses can overcome obstacles and cultivate an environment where diversity is not only celebrated but forms the basis of empowerment for all individuals.

Envisioning the future of work, we foresee a world where psychological safety, inclusivity, and gender equity create a strong foundation to thriving organisations.

To learn more about how you can incorporate Data Drives Insight’s solutions to Psychological Safety and Inclusivity to your organisation, contact us here.

References:

Deloitte, 2023. Women @ Work 2023: A Global Outlook. [online] Deloitte.
Available at: < https://www.deloitte.com/global/en/issues/work/content/women-at-work-global-outlook.html>