DETAILED SELF-DIAGNOSTIC
Psychosocial Safety Diagnostic
A closer look at where psychosocial risk may be building in your organisation, across ten areas of working life. It goes deeper than a quick checklist and gives you a clear picture of where to focus.
Work through each statement and answer for how work is actually experienced day to day, not just what your policies say. There is no pass or fail. The point is to see clearly and act early.
It takes about ten minutes, and nothing is saved against your name.
Leadership & systems
Whether psychological health is owned, understood and built into how the organisation runs.
Senior leaders are not clear on their duties around psychological health at work.
We have not reviewed psychosocial risks in any recent or structured way.
When we do respond, we lean on training and policies rather than changing how work is set up.
Roles & expectations
How clear people are about what they are responsible for and what good work looks like.
People are not always sure what they are responsible for.
Roles overlap in ways that create friction.
What good performance looks like is left unclear.
Workload & pressure
Whether the volume and pace of work are realistic and sustainable.
People carry more work than is realistic, or deadlines are too tight.
Long hours or skipped breaks are common.
The job often pulls people in conflicting directions at once.
Say over the work
How much influence people have over how their own work gets done.
People have little influence over how their work gets done.
Processes are rigid, with little room to adapt.
Staff cannot set their own pace or method of working.
Support & relationships
The quality of support, communication and how conflict is handled.
Support from managers or teammates is patchy.
Communication within teams is poor.
There is no reliable way to sort out disagreements between people.
Recognition & fairness
Whether effort is noticed and reward feels fair and open.
Good work often goes unnoticed.
How pay and benefits are decided is not transparent.
Recognition feels uneven or unfair.
Change & uncertainty
How well people are consulted and steadied when things change.
Change tends to happen with little consultation.
People are often unsure where their role is heading.
Leaders do little to steady people through transitions.
Respect & behaviour
Whether people are safe from bullying, harassment and aggression.
There have been reports of bullying or unreasonable conduct.
There is a real risk of harassment, including sexual harassment.
There is no clear, safe way for people to report poor behaviour.
Emotionally demanding work
Exposure to distressing situations and the support that follows.
Some roles involve distressing situations, conflict or trauma.
People face aggression from clients or the public.
There is little debriefing or support after difficult incidents.
Working alone or remotely
The risks that come with limited contact and slower access to help.
Some people regularly work on their own.
Remote or isolated work makes staying in touch harder.
Help might not reach someone quickly in an emergency.
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Disclaimer: This diagnostic is provided for general informational and educational purposes only. It is not a substitute for a formal psychosocial risk assessment carried out by a suitably qualified professional, and it does not guarantee compliance with any law, regulation or standard. Psychosocial hazards vary between workplaces, and results are indicative only. For specific guidance, please consult an appropriately qualified professional.
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