Creating a safe space for speaking out
To create a supportive and confidential environment where people feel comfortable and encouraged to share their thoughts, experience, concerns and challenges without fear of judgment or retribution is central to an inclusive workplace culture.
Recommendations for action
Creating a safe space where all voices are heard, where we can ‘disagree well’ (feeling empowered to disagree and accepting we may be disagreed with), and where it is OK to get it wrong, is realised through trust, understanding and empathy.
Here are eight recommendations on how to make your workplace a safe space to speak out:
Encourage authenticity in the workplace
Authenticity helps to create an inclusive environment where people feel accepted and valued for who they are. This is at the heart of inclusivity, psychological safety, and good communication.
Encourage authenticity in the workplace
Authenticity helps to create an inclusive environment where people feel accepted and valued for who they are. This is at the heart of inclusivity, psychological safety, and good communication.
Encourage authenticity in the workplace
Authenticity helps to create an inclusive environment where people feel accepted and valued for who they are. This is at the heart of inclusivity, psychological safety, and good communication.
Listen to what is being said
People will feel safe to speak out if they think they will be authentically listened to, and appropriate action will be taken.
Listen to what is being said
People will feel safe to speak out if they think they will be authentically listened to, and appropriate action will be taken.
Listen to what is being said
People will feel safe to speak out if they think they will be authentically listened to, and appropriate action will be taken.
Welcome curiosity and not judgement
Encourage differences in opinions and create spaces where people feel comfortable to contribute and challenge.
Welcome curiosity and not judgement
Encourage differences in opinions and create spaces where people feel comfortable to contribute and challenge.
Welcome curiosity and not judgement
Encourage differences in opinions and create spaces where people feel comfortable to contribute and challenge.
Enable anonymous reporting
Don’t be afraid to allow employees to call out harmful and inappropriate behaviour. Encourage them to be an agent of change by speaking out. Anonymous reporting empowers everyone to report harmful and inappropriate behaviour without fear of retaliation [See Safe and Supported Reporting].
Enable anonymous reporting
Don’t be afraid to allow employees to call out harmful and inappropriate behaviour. Encourage them to be an agent of change by speaking out. Anonymous reporting empowers everyone to report harmful and inappropriate behaviour without fear of retaliation [See Safe and Supported Reporting].
Enable anonymous reporting
Don’t be afraid to allow employees to call out harmful and inappropriate behaviour. Encourage them to be an agent of change by speaking out. Anonymous reporting empowers everyone to report harmful and inappropriate behaviour without fear of retaliation [See Safe and Supported Reporting].
Ensure you take appropriate action
One reason employees do not raise their concerns is because they do not believe that action will be taken. Ensure your reporting procedure provides for fair evaluation, and for just and effective resolution of concerns. Don’t allow the process to stagnate. Have follow up meetings with the reporter and any witnesses to keep them in the loop and assure them that action has been taken.
Ensure you take appropriate action
One reason employees do not raise their concerns is because they do not believe that action will be taken. Ensure your reporting procedure provides for fair evaluation, and for just and effective resolution of concerns. Don’t allow the process to stagnate. Have follow up meetings with the reporter and any witnesses to keep them in the loop and assure them that action has been taken.
Ensure you take appropriate action
One reason employees do not raise their concerns is because they do not believe that action will be taken. Ensure your reporting procedure provides for fair evaluation, and for just and effective resolution of concerns. Don’t allow the process to stagnate. Have follow up meetings with the reporter and any witnesses to keep them in the loop and assure them that action has been taken.
Be transparent
A lack of transparency around complaints, breaching confidentiality, or overt favouritism and protection of other leaders are toxic behaviours in the workplace. Be transparent to demonstrate accountability, earn trust, preserve workplace culture and encourage others to speak out.
Be transparent
A lack of transparency around complaints, breaching confidentiality, or overt favouritism and protection of other leaders are toxic behaviours in the workplace. Be transparent to demonstrate accountability, earn trust, preserve workplace culture and encourage others to speak out.
Be transparent
A lack of transparency around complaints, breaching confidentiality, or overt favouritism and protection of other leaders are toxic behaviours in the workplace. Be transparent to demonstrate accountability, earn trust, preserve workplace culture and encourage others to speak out.
Be accessible
Ensure managers and senior leaders are visible, approachable and available to employees who need to speak out. Being a good listener, showing empathy and being comfortable with vulnerability are key characteristics of an accessible manager or senior leader. Ensure feedback is responsive rather that reactionary.
Be accessible
Ensure managers and senior leaders are visible, approachable and available to employees who need to speak out. Being a good listener, showing empathy and being comfortable with vulnerability are key characteristics of an accessible manager or senior leader. Ensure feedback is responsive rather that reactionary.
Be accessible
Ensure managers and senior leaders are visible, approachable and available to employees who need to speak out. Being a good listener, showing empathy and being comfortable with vulnerability are key characteristics of an accessible manager or senior leader. Ensure feedback is responsive rather that reactionary.
Criticise constructively
Avoid judgement, and critique in a way that encourages development, growth and success. Foster a culture of being constructive rather than destructive.
Criticise constructively
Avoid judgement, and critique in a way that encourages development, growth and success. Foster a culture of being constructive rather than destructive.
Criticise constructively
Avoid judgement, and critique in a way that encourages development, growth and success. Foster a culture of being constructive rather than destructive.
The toolkit:
Inclusive practice
Our toolkit will help you start your journey towards inclusion, developing a respectful and supportive working environment
The toolkit:
Inclusive practice
Our toolkit will help you start your journey towards inclusion, developing a respectful and supportive working environment
The toolkit:
Inclusive practice
Our toolkit will help you start your journey towards inclusion, developing a respectful and supportive working environment
Explore more toolkits
Explore more toolkits
Explore more toolkits
© 2025 Halsden Centre Limited. A company registered in England & Wales No 15730726
© 2025 Halsden Centre Limited. A company registered in England & Wales No 15730726
© 2025 Halsden Centre Limited. A company registered in England & Wales No 15730726