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Resources & Tools

Resources and Tools

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The annual member survey helps us respond to your health and safety needs through relevant, quality, and timely education and programming.
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In long-term care it is increasingly apparent that who is on shift is just as important as how many staff are on shift. Quality care is difficult to achieve when we do not routinely engage with one another in a positive, or civil, manner.
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Programs & Services

Programs and Services

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Leading from the Inside Out
Leading from the Inside Out waitlist
Guidelines & Regulations

Guidelines and Regulations

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WorkSafeBC’s healthcare and social services planned inspection initiative focuses on high-risk activities in the workplace that lead to serious injuries and time-loss claims.
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WorkSafeBC is releasing a discussion paper with proposed amendments to the Current Rehabilitation Services and Claims Manual that guide wage rate decisions related to short-term and long-term disability compensation. Recommended amendments include: These changes may affect your claims costs. Click here to view the proposed changes and offer feedback to WorkSafeBC – The deadline is 4:30 p.m. on Friday, […]
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Get PSyched! - November 2024

Psychological protection

Workplace psychological safety is demonstrated when employees feel able to put themselves on the line, ask questions, seek feedback, report mistakes and problems, or propose a new idea without fearing negative consequences to themselves, their job or their career.

Psychological safety in the workplace is vital. It is established when employees feel free to be themselves, raise questions, seek feedback, report mistakes, or propose new ideas without fear of negative repercussions to their job security or career progression. A psychologically safe workplace not only promotes emotional well-being among its employees but also actively works to reduce any threats to their mental health.

Psychological safety is crucial for several reasons:

  1. Employees in a psychologically safe environment often show greater job satisfaction, improved performance, and are more inclined toward team learning behaviours.
  2. It encourages employees to voice their opinions and participate more actively in their roles.
  3. Workplaces typically see lower incidences of stress-related illnesses.
  4. Fewer grievances, conflicts, and legal risks.

In the absence of psychological safety, employees may face:

  • Demoralization and a sense of threat.
  • Disengagement from their roles and overall workplace strain.
  • Ambiguity and unpredictability in workplace conditions. This lack of psychological safety can also negatively impact the confidence of shareholders, consumers, and the public in the organization.
Psychological protection

Featured Resources

Psychological protection

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A toolkit that shows how other health-care organizations have addressed psychological health and safety in their environments (includes links to practical tools and templates used in the sector).
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Assessment tools uniquely designed to help the health-care sector assess and mitigate psychological risk (includes a staff survey and organizational review).
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A public pledge from health organizations to show that they value the psychological health and safety of their staff and are committed to taking action on improving their work environments.
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Psychological protection resources

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We strive to empower those working in the continuing care sector to create safer, healthier workplaces by fostering a culture of safety through evidence-based education, leadership, and collaboration.