This standard ensures every team member feels safe, respected, and included—regardless of role, background, or perspective. It fosters a culture where people can contribute fully, challenge ideas, and grow with confidence.
Aligned to our "Psychological Safety First" policy, this standard strengthens collaboration, trust, and innovation. Without it, voices go unheard, engagement drops, and team cohesion suffers.
| Category | Description |
|---|---|
| People & Culture | Psychological safety is not acknowledged. Inclusion is left to chance or individual behaviour. |
| Process & Governance | No structured processes exist to support inclusion or address unsafe behaviour. |
| Technology & Tools | No tools or rituals are used to gather or act on team sentiment. |
| Measurement & Metrics | Inclusion and safety are not measured or monitored. |
| Category | Description |
|---|---|
| People & Culture | Teams make some effort to create welcoming spaces, but experiences vary. |
| Process & Governance | Feedback is occasionally sought, but action and follow-up are inconsistent. |
| Technology & Tools | Informal tools (e.g. anonymous feedback) may be used within teams. |
| Measurement & Metrics | Some teams track sentiment or inclusion, but there's no cross-team consistency. |
| Category | Description |
|---|---|
| People & Culture | Teams actively foster belonging and psychological safety through norms and rituals. |
| Process & Governance | Inclusion practices are consistent, visible, and documented. |
| Technology & Tools | Surveys, feedback loops, and inclusive practices are embedded in team ceremonies. |
| Measurement & Metrics | Sentiment and inclusion data are regularly reviewed and discussed. |
| Category | Description |
|---|---|
| People & Culture | Inclusion and safety are seen as core capabilities for performance. Teams are supported to grow in both. |
| Process & Governance | Feedback and lived experience inform leadership practices and system improvements. |
| Technology & Tools | Tools support trend analysis, heatmaps, and visibility of psychological safety indicators. |
| Measurement & Metrics | Inclusion metrics are linked to engagement, performance, and team health outcomes. |
| Category | Description |
|---|---|
| People & Culture | Psychological safety and inclusion are part of the team's identity. Practices evolve based on real-world feedback and learning. |
| Process & Governance | Leadership and delivery teams co-create improvements based on inclusion insights. |
| Technology & Tools | Data and dialogue are used in tandem to deepen understanding and drive change. |
| Measurement & Metrics | Inclusion practices are continuously refined. Outcomes are visible across the organisation. |