C5. Psychological Safety & Wellbeing Policy
Creating a workplace where every person feels safe, valued, and supported
"My humanity is bound up in yours, for we can only be human together." — Desmond Tutu
Policy Purpose
This policy outlines Trust Children’s commitment to fostering a workplace where psychological safety, wellbeing, respect, and relational care are central to how we work together. It brings together our obligations under the OHS (Psychological Health) Regulations 2025 and the WorkSafe Psychological Health Compliance Code in a warm, human, values-aligned way. It ensures that staff, contractors, and therapy assistants can work in an environment that protects mental and emotional wellbeing, promotes kindness and dignity, and supports sustainable, ethical practice.
Policy Statement
At Trust Children, psychological safety is foundational. We commit to cultivating a workplace where every person feels safe to speak openly, raise concerns, ask questions, admit mistakes, offer ideas, and engage in reflective practice without fear of humiliation, blame, or harm. This policy sets expectations for respectful relationships, supportive supervision, safe communication, and timely responses to psychosocial risks or concerns.
Our values of trust, kindness, courage, integrity, and excellence guide how we care for each other so that we can care for children and families with confidence, clarity, and heart.
Policy Details
What Psychological Safety Means at Trust Children
Psychological safety is the shared belief that our workplace is safe for interpersonal risk-taking. It shows up when we:
- feel comfortable expressing uncertainty or asking for help
- feel respected and understood in our differences
- experience supervision as supportive, reflective, and growth-focused
- can raise concerns early, knowing they will be heard and responded to
- work within clear, consistent expectations and boundaries
- feel connected to a team that values our wellbeing as much as our performance
Psychological safety enables high-quality care, strong ethical decision-making, and a sustainable working life in emotionally complex environments.
Understanding Psychosocial Hazards
Psychosocial hazards are aspects of work that may create negative psychological responses. In our context, these may include:
- high job demands or workload pressures
- ongoing exposure to trauma or distressing content
- unclear roles or expectations
- poor support or supervision
- conflict, bullying, harassment, or discrimination
- organisational change that is poorly communicated
- remote or isolated work
- emotionally challenging family dynamics
- inappropriate behaviour from clients, carers, or members of the public
This policy outlines how we identify, assess, manage, and review these hazards using WorkSafe-aligned processes while keeping our relational culture intact.
Our Approach to a Safe and Supportive Workplace
Supportive Supervision
- Supervision is the primary space for reflective practice, professional growth, emotional support, and accountability.
- All clinicians and therapy assistants participate in regular supervision appropriate to their role.
- Supervision records track learning, wellbeing risks, and action plans.
- Leadership ensures supervision is compassionate, purposeful, and consistent.
Respectful Communication
- Staff communicate with kindness, clarity, and professionalism.
- Boundaries around after-hours communication protect staff wellbeing.
- Concerns are raised respectfully and addressed in supportive, timely ways.
Workload and Role Clarity
- Workloads are monitored through supervision and team processes.
- Staff can raise concerns about capacity, stress, or role clarity early.
- Leaders support staff to problem-solve, delegate appropriately, and maintain safe boundaries.
Safe Reporting Pathways
Staff can raise concerns about psychological safety, wellbeing, or harmful behaviours through:
- direct conversation with the person involved (when appropriate)
- supervision
- the Clinical Director
- escalation through governance channels for safety-critical concerns
- protected pathways for bullying, harassment, or discrimination
All reports are responded to in a fair, respectful, trauma-informed and timely manner.
Preventing Harmful Behaviours
Trust Children has zero tolerance for:
- bullying
- harassment
- sexual harassment
- discrimination
- aggressive or harmful behaviour
- victimisation after raising a concern
This behaviour is inconsistent with our values and with WorkSafe requirements. Clear expectations, reporting options, and support processes ensure that staff feel safe and empowered to speak up.
Consultation and Continuous Improvement
Psychological safety is maintained through ongoing consultation, including:
- supervision and reflective discussions
- team meetings
- feedback mechanisms
- opportunities to contribute to policy and quality improvements
- regular review of psychosocial risks through our prevention plan
Staff are encouraged to share insights, contribute to solutions, and participate in continuous learning.
How to Raise a Concern
If concerns arise about wellbeing, psychological safety, or harmful behaviours, staff must:
- Speak directly with the person involved if appropriate.
- Raise the concern in supervision or with a supervisor.
- Escalate to the Clinical Director for unresolved or safety-critical matters.
- Where child safety or family trust is impacted, escalate immediately under the Child Safety Policy.
All concerns are responded to with kindness, fairness, confidentiality, and integrity.
Related Policies and How They Connect
Document Control
v1.0 · Created: Dec 2025 · Review: Annual (Dec 2026) · Owner: △△D Pty Ltd
