The Importance of Psychological Safety in the Workplace

I’ll never forget a story a client once shared with me. A young worker in a manufacturing plant spotted a machine guard that wasn’t set properly. He thought about speaking up but stopped himself. He worried his supervisor might say he was “overreacting” or, worse, that he didn’t know what he was doing. A week later, another worker was able to reach into the machine while it was operating and was injured on that very piece of equipment.

Now, the machine was fixed. The incident was investigated. Training was refreshed. But what really stuck with me was this: the hazard was known. The risk was avoidable. The problem wasn’t the machine — it was silence.

That’s psychological safety.

What Do We Mean by “Psychological Safety”?

In simple terms, it’s the belief that you can speak up — about hazards, mistakes, or new ideas — without fear of embarrassment, punishment, or being labelled “difficult.” Here in Ontario, our Occupational Health and Safety Act (OHSA) gives every worker the right to refuse unsafe work and the right to participate in health and safety. But rights on paper only work if people feel safe enough to exercise them. If workers worry about retaliation, or if supervisors dismiss concerns, those rights may as well be invisible.

Think of it this way: physical safety is about guarding against physical harm. Psychological safety is about creating the conditions where those guards actually get put in place.

Why It Matters Now

Ontario workplaces are changing fast. Remote work, hybrid teams, younger workers, and an increased focus on mental health have shifted expectations. We also know from WSIB and MOL (Ministry of Labour, Immigration, Training and Skills Development) data that first-year workers are at much higher risk of injury. Why? Often, they don’t feel comfortable asking questions or admitting what they don’t know.

And let’s be honest — we’ve all seen it. A worker shrugs off a near miss. A supervisor waves away a “minor” hazard. A manager avoids tough conversations about workload. Each silence is a small crack in the foundation. Over time, cracks widen.

Building Psychological Safety in Practice

This isn’t about buzzwords. It’s about how we lead, listen, and respond. From my work with Ontario companies, here’s what makes the biggest difference:

1. Leaders Set the Tone

   When supervisors admit their own mistakes, it opens the door for others. If you’re a manager, try saying, “I don’t have all the answers — what do you think?” You’d be surprised how quickly that shifts the room.

   
   

2. Use Ontario’s Free Resources

   Organizations like the Canadian Centre for Occupational Health and Safety (CCOHS) and the Mental Health Commission of Canada offer free tools and training modules. Locally, the Workplace Safety & Prevention Services (WSPS) has resources on both psychological health and hazard recognition. Tap into them — you’ve already paid for them through WSIB premiums.

   
   

3. Normalize Speaking Up

   Build it into safety talks. Instead of just running through the checklist, ask: “What’s one thing that doesn’t feel right in your work today?” Make that part of the ritual.

   
   

4. Respond, Don’t React

   When someone raises a concern, your reaction is everything. If you brush it off, you’ve told the room that silence is safer than speaking. Even if the issue seems small, thank them. Investigate it. Close the loop.

   
   

5. Link It to Legal Duties

   Under Section 25 of the OHSA, employers must take every reasonable precaution for worker protection. Ignoring psychological safety doesn’t just risk morale — it risks compliance.

   
   

Real-World Example

I worked with a manufacturing company in the GTA that had a pattern of back injuries. At first glance, it looked like a training issue. But after talking with employees, the real story came out: they didn’t want to admit when loads were too heavy because they feared being seen as “weak.” Once leadership addressed that culture — encouraging workers to call for help without judgment — the injury rate dropped in half.

That’s psychological safety in action.

Where Do We Go From Here?

We can’t afford to treat psychological safety as a “nice-to-have.” It’s a risk management tool. It’s prevention. And in Ontario’s current climate — with the MOL increasing inspections, and with courts imposing higher fines for employers who ignore hazards — it’s also protection for your business.

So here’s my challenge to you: this week, ask your team one simple question — “What’s something you’ve been holding back from saying?” Then, just listen.

You might be surprised at what you hear. And you might prevent the next incident before it ever happens.

The Bottom Line

✅ Takeaway: Psychological safety isn’t separate from workplace safety — it’s the foundation. Without it, even the best safety programs won’t work as intended.

Additional Insights on Psychological Safety

The Role of Communication

Effective communication is crucial in fostering psychological safety. Regular check-ins and open forums can encourage employees to share their thoughts. When workers feel heard, they are more likely to voice concerns.

Training and Development

Investing in training programs that emphasize psychological safety can yield significant benefits. Workshops that focus on communication skills, conflict resolution, and emotional intelligence can empower employees.

Leadership Commitment

Leadership commitment is vital. When leaders prioritize psychological safety, it sets a positive example. It shows that creating a safe environment is a shared responsibility.

Measuring Psychological Safety

Consider implementing surveys to gauge the psychological safety within your organization. Understanding employee perceptions can help identify areas for improvement.

Conclusion

In conclusion, psychological safety is not just a concept; it is a necessity for a thriving workplace. By prioritizing it, we can create an environment where everyone feels safe to contribute. Let’s work together to build a culture of openness and trust.

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Remember: The phrase "psychological safety" is essential for both employee well-being and compliance with regulations. Let's make it a priority in our workplaces.