5 tips for creating safe-to-speak cultures at work

Workplace hazards can take many forms.

Some are easy to notice – a faulty ladder, broken glass, or poor ventilation.

Others are harder to see. They stay hidden because people don't feel safe enough to speak up about them.

In my work helping organisations prevent gender-based violence, I've seen how psychosocial hazards like sexual harassment, bullying and discrimination can go unnoticed for a long time when employees don't feel heard or supported.

I've also seen the difference when leaders deliberately create cultures where speaking up is normal, expected and safe.

That's what a safe-to-speak culture is all about.

What are psychosocial hazards?

Under Work Health and Safety laws, businesses must manage the risk of psychological hazards at work.

A psychosocial hazard is something that could cause psychosocial harm or have a negative impact on someone’s mental health.

At work, that can look like:

• poor support

• poor organisational change management

• traumatic events or material

• violence and aggression

• bullying

• sexual harassment and other forms of discrimination

• conflict or poor workplace relationships and interactions.

There are also things that may not be psychosocial hazards, but can act as amplifiers of psychosocial harm, like the use of NDAs in workplace sexual harassment cases .

What is a safe-to-speak culture?

A safe-to-speak culture is one where employees feel psychologically safe to raise concerns, provide feedback and challenge harmful behaviour without fear of negative consequences.

Employers have responsibilities under Work Health and Safety and positive duty legislation to create cultures where people feel safe, respected and supported to speak up. Safe-to-speak cultures help organisations to identify and address psychological hazards like bullying and sexual harassment, while 

What stops people from speaking about issues at work?

Many people assume that if something serious was happening, someone would report it. Unfortunately, it's rarely that simple.

People may worry they won't be believed. They may fear retaliation, damage to their reputation or career, or being labelled a troublemaker. Others may not know how to raise concerns safely, or may have previously seen reports ignored.

When those barriers exist, harmful behaviours can remain hidden.

That's why organisations need to do more than create reporting systems. They need to create trust.

Addressing psychosocial hazards through safe-to-speak cultures

When it comes to addressing psychosocial harm like sexual harassment in the workplace, there is no one-size-fits-all approach. However, there are many opportunities leaders can take to improve their response to these issues and build safe-to-speak cultures.

Here are my top tips for organisations that want to create safe-to-speak workplace cultures.

1. Make it easy for people to speak up

If there's only one way to report a concern, some people simply won't use it.

Different people have different needs and levels of comfort. Organisations should provide multiple pathways for employees to raise concerns, including anonymous options.

This might include:

• trained contact officers

• employee assistance programs

• third-party reporting services

• anonymous reporting tools

• engagement or pulse surveys

• formal complaints processes.

The easier and safer it is to raise concerns, the more likely people are to do so.

2. Build psychological safety

A reporting process alone won't create a safe-to-speak culture.

People need to believe they will be listened to, taken seriously and treated fairly.

Leaders play a critical role here. When leaders listen openly, acknowledge feedback, admit mistakes and encourage respectful debate, they help create an environment where people can speak up.

3. Support bystanders

Too often, responsibility for reporting harmful behaviour falls solely on the person experiencing it.

Yet bystanders often see, hear or sense issues before formal reports are made.

Creating a safe-to-speak culture means helping employees recognise problematic behaviour, understand their role in responding, and feel confident to take action when needed.

That action might be:

• checking in with a colleague

• challenging inappropriate behaviour

• documenting concerns

• using a reporting pathway.

Organisations must also ensure that bystanders are supported and protected when they do speak up.

4. Listen to the data and close the loop

Surveys, feedback channels and reporting systems can provide valuable insights into what's happening across an organisation.

The key is acting on what you learn.

Employees are far more likely to raise concerns when they can see that feedback leads to meaningful action. When organisations communicate what they've heard and what they're doing in response, trust grows.

It's also important to understand that an increase in reporting isn't necessarily a sign that problems are getting worse.

In many cases, increased reporting can be a sign that people have greater trust in the organisation and feel safer coming forward about issues that may previously have gone unreported.

5. Make your commitment visible

Employees pay attention to what leaders say, but even more to what leaders do.

Leaders need to clearly and consistently communicate that sexual harassment, bullying and discrimination are unacceptable, that people who raise concerns will be supported, and that retaliation will not be tolerated.

Equally important is what happens after someone speaks up.

Responses should:

• prioritise the wellbeing of impacted people

• be respectful and trauma-informed

• maintain confidentiality where appropriate

• keep people informed throughout the process.

A safe-to-speak culture isn't built simply by encouraging people to come forward. It's built by responding well when they do.

The Our Watch Institute can help your business build safe-to-speak cultures

When it comes to addressing psychosocial hazards such as sexual harassment, bullying and discrimination, there is no one-size-fits-all solution. Every workplace is different, but one thing remains consistent: people need to feel safe enough to speak up.

When people feel safe to speak, organisations are better equipped to identify risks early, prevent harm, and create workplaces where everyone can thrive. We offer tailored support to help you build a safe-to-speak culture in your workplace.

Our offerings include:

• organisational pulse checks

• policy reviews 

• executive team or all staff training 

• gender equality action plans 

• implementation support 

• consulting

• internal and external communications support.

Contact us by email or use the form at the bottom of the page to discuss your needs.