The Culture Plus Brief
Weekly intelligence on psychosocial safety, respect at work and inclusive leadership
Practical analysis and evidence-based insights on psychosocial safety, positive duty, respect at work, inclusive leadership, DEI strategy, workplace culture, and AI governance.
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Where the work shows up.
Commentary and thought leadership published across global business and HR outlets.
Written by
Felicity Menzies
Founder & CEO, Culture Plus Consulting
15+ years advising global and Australian corporate and government organisations on workplace culture, psychosocial risk and Respect at Work obligations.
More about FelicityWhat you’ll receive
Recent editions
Psychosocial Safety
What’s Missing from Psychosocial Safety Guidance: An Executive Operating Model
This is the ninth article in a weekly series on psychosocial hazard management in Australia. Most organisations are not underinvesting in psychosocial safety. They are investing without an operating model capable of connecting that activity across the enterprise.
Psychosocial Safety
Trauma-Informed Leadership: A New Approach to Psychological Safety
Workplace mental health is not a problem on the horizon. It is a crisis already underway, and the data is unambiguous. Safe Work Australia recorded 17,600 serious mental health compensation claims in 2023-24, the highest proportion ever recorded...
Psychosocial Safety
Psychosocial Safety is a Physical Safety Control
This is the eighth article in a weekly series on psychosocial hazard management in Australia. Organisations that would never let a critical physical control go unowned, unmeasured or unverified often govern psychosocial risk through wellbeing programs instead. The evidence shows the two are not separate risks running in parallel — psychosocial risk is a leading indicator of physical incident risk.
Psychosocial Safety
Psychosocial Safety: Law Establishes the Duty. Governance Determines Performance.
This is the seventh article in a weekly series on psychosocial hazard management in Australia. Statutory duties, codes of practice, regulator guidance and the positive duty now establish clear expectations. What they do not provide is an integrated executive governance model for consistently translating those expectations into practice.
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