The hazards are not the same in every industry, so the program is not either
Psychosocial risk is sector specific. A generic survey asks a gas crew and a childcare team the same questions and learns very little from either. We build the measurement and the training around the hazards your industry actually carries.
Where we work, and what we look for
Not an exhaustive list. If your sector is not here, the method still applies; the intake conversation is where we work out what it looks like for you.
Resources, energy and gas
Rosters, isolation, fatigue and fly in fly out separation are the dominant load. Measurement focuses on recovery time, supervisor support at the crew level, and how safety critical roles carry decision pressure.
Construction and infrastructure
Time pressure, subcontractor churn and a culture that historically punished disclosure. Training concentrates on supervisors, because on most sites the supervisor is the entire psychosocial control system.
Health, aged care and hospitality
Emotional labour, occupational violence and rostered fatigue run together. We separate the load that is inherent to the work from the load created by how the work is organised, because only one of those is fixable.
Disability and community services
Lone work, behaviours of concern, vicarious trauma and thin supervision. This is the sector our clinical practice sits inside, so the measures and the language are already native.
Agencies and professional services
Workload, role ambiguity, client behaviour and always on availability. Strain here is usually invisible until it appears as resignation, so the measurement targets early signal rather than late symptom.
Education and early learning
Behaviour escalation, parent conflict, administrative load and a workforce trained to absorb rather than report. Training gives staff and leaders a shared language for what is actually happening.
Transport, logistics and warehousing
Isolation, fatigue, incident exposure and dispersed supervision. Measurement is built to reach a workforce that is rarely in one room at one time.
Local government and public sector
Community facing aggression, political pressure, restructure fatigue and complex accountability. The documented cycle matters here as much as the intervention itself.
Four things change, every time
The questions
Survey items are written in your workforce's language and reference the real conditions of the job, not abstract wellbeing constructs.
The benchmarks
Results are read against your own history and your sector's known risk profile, so a high score means something specific.
The training
Scenarios, examples and role plays come from your industry. Supervisors practise the conversations they will actually have.
The controls
Recommendations are operationally realistic. We work within rosters, margins and staffing pressures rather than around them.
Tell us what your workforce actually looks like
Twenty minutes, no obligation. We will tell you which hazards we would expect to find in your setting and how we would go looking for them.
If you already know you want to move, the offerings page sets out the three ways to run the program and what each one includes.
Book the discovery conversation →