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JL Academy - Psychological Safety Audit

Psychological Safety Audit

Safe Team, Safe People: The Staff Experience Snapshot

Research proves that the single biggest factor in keeping the people we support safe is the culture of the team supporting them. When staff feel psychologically safe—supported, heard, and valued—incidents go down and quality of care goes up.

Reflect on your typical daily experience. Be honest. This is a diagnostic tool for your environment.

1. Participant Information & Consent

Who are we & Purpose

This research is facilitated by JL Academy Ltd to understand the current state of psychological safety in Health, Education, and Social Care settings. Insights gathered help develop future training curriculums.

Anonymity & Confidentiality

  • We do not record names, emails, or IP addresses.
  • Individual responses will never be linked to a specific person or organisation.
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2. Sector Information

Part 1: Inclusion & Belonging

Do you feel safe to be who you are?

I can be my authentic self at work without fear of negative judgment.
Colleagues treat each other with respect, even when under high stress or during a crisis.
Diverse opinions are genuinely valued, not just "tolerated."
I never feel "invisible" at work; everyone's presence is acknowledged.

Part 2: Learner Safety

Is it safe to admit mistakes?

I feel comfortable openly saying "I don't know" or "I need help."
When I report a mistake, the manager's first reaction is "What can we learn?" rather than "Why did this happen?"
I can highlight gaps in my own knowledge or training without it being used against me.
When an error occurs, the default assumption is a 'process failure' or 'training gap', not that I failed.

Part 3: Contributor Safety

Is it safe to use professional judgment?

When I suggest an improvement to a plan (care, support, or education), it is genuinely considered.
I feel empowered to use my professional judgment rather than rigidly "just following the policy."
I have a high degree of autonomy over how I complete my work (within the safety framework).
I feel a strong sense of ownership and accountability for the people I support (students, patients, or clients).

Part 4: Challenger Safety

Is it safe to challenge the status quo?

I would feel safe respectfully telling my manager that I disagree with one of their decisions.
I would feel confident challenging a senior colleague if I believed an individual's safety or dignity was at risk.
I can challenge a decision without facing any social or professional penalty.
My manager actively seeks out bad news, asking "What's not working?" or "What are we missing?"

Part 5: System & Support Safety

Does the organisation keep staff safe?

After a serious incident involving a person we support, the manager's first priority is the wellbeing of the staff involved.
Every staff member involved in a restrictive intervention receives an informal "Hot Debrief" (check-in) before going home.
I trust that senior management will "have my back" if I follow training and a difficult incident still occurs.
When we learn something from an incident review, that learning is always translated into a visible change.