With over a year since the introduction of South Australia’s Psychosocial Hazards Code of Practice, it’s a good time to reflect on what it truly means to create a safe and healthy workplace. Introduced on Christmas Day 2023, the Code set a clear expectation for businesses to identify and manage psychosocial risks—stressors such as bullying, sexual harassment, high and low job demands, inadequate reward and recognition and poor support that can significantly impact employees’ well-being.
But workplace safety isn’t just about compliance. It’s about fostering environments where people feel respected, valued, supported, and able to do their best work without fear or undue stress.
The Consequences of Inaction
A recent case in Victoria highlights the real-world impact of failing to address psychosocial hazards. A company director is now facing multiple charges under workplace safety laws for neglecting their duty of care—allegations that include bullying, sexual harassment, and gendered violence against a female employee.
This situation is a stark reminder that ignoring workplace risks doesn’t just lead to legal trouble; it affects lives. Employees who experience workplace harm often suffer lasting emotional, psychological, and even physical consequences. The ripple effects extend beyond the individual—teams become fractured, morale declines, and businesses face reputational damage that can be difficult to repair.
The Power of Proactive Action
Taking steps to address psychosocial risks before they escalate isn’t just the right thing to do—it’s also an investment in a stronger, more productive workplace. One of our clients recently saw the benefits of this approach firsthand when they were selected for a random audit. Initially uncertain about the process, they soon realised their commitment to psychosocial safety had positioned them well.
By having structured processes in place—such as regular risk assessments, clear reporting pathways, and proactive interventions—they turned what could have been a stressful experience into an opportunity to reinforce their culture of care and accountability.
Why a Strong Approach Matters
Psychosocial risks don’t resolve themselves. Left unchecked, they can lead to disengaged employees, higher turnover, and workplace conflict. More importantly, they can cause real harm. That’s why proactive measures—like conducting workplace assessments, implementing support structures, and fostering open conversations—are essential.
A well-managed workplace isn’t just one that avoids penalties; it’s one where people feel safe, valued, and supported. When businesses prioritise mental and emotional well-being alongside physical safety, they build environments where employees can thrive.
Moving Forward Together
With clear guidelines in place, now is the perfect time for businesses to assess their workplace practices and make meaningful improvements. This isn’t just about meeting obligations—it’s an opportunity to lead by example and contribute to a broader culture of workplace safety and respect.
By taking action today, we can help ensure that every workplace is one where people feel secure, heard, and empowered to do their best work.
Collette Ordish is an experienced Human Resources and Organisational Development professional with more than 20 years of experience supporting organisations across Australia, including over a decade in senior HR leadership roles. Having worked across a diverse range of industries including aged care, hospitality, health, education, manufacturing, and state and local government – she is recognised for her practical, people-focused approach and ability to help organisations achieve sustainable business outcomes through their people.
At the heart of Collette’s work is a genuine passion for developing people and creating workplace cultures where individuals, teams and organisations can thrive. She believes that when employees feel valued, supported and empowered to grow, businesses are better positioned to achieve their strategic objectives. This philosophy underpins her approach to organisational development, leadership development and employee engagement.
Collette has extensive experience designing and implementing initiatives that strengthen organisational capability and culture, including workforce planning and design, leadership and mentoring programs, employee engagement strategies, talent management frameworks, succession planning and culture transformation initiatives. A qualified trainer and assessor, she has developed and facilitated a broad range of learning and development programs that build leadership capability, enhance team effectiveness and drive positive workplace behaviours.
Drawing on her own leadership experience, Collette understands the realities and complexities of leading people. She is passionate about coaching leaders to build confidence, navigate challenging people matters and create high-performing teams through effective communication, accountability and employee development.
As an accredited Saville Wave and DISC practitioner, Collette leverages psychometric and behavioural assessment tools to provide data-driven insights that support individual and leadership development. By combining assessment data with practical coaching techniques, she helps individuals gain a deeper understanding of their strengths, motivations, communication styles and development opportunities. This evidence-based approach enables leaders and employees to maximise their potential, enhance their effectiveness and achieve peak performance in their roles.
A particular area of expertise is executive performance and leadership effectiveness. Collette has designed and facilitated executive and CEO performance review processes for organisations across a range of sectors, working closely with Boards, Councils and senior leadership teams to develop meaningful performance frameworks, gather and analyse stakeholder feedback, facilitate 360-degree reviews, and support leadership development. Her approach ensures performance reviews provide not only accountability but also valuable insights that drive leadership growth and organisational success.
Collette is also a strong advocate for diversity, equity and inclusion and has led the development of gender equity strategies, diversity and inclusion initiatives, and Reconciliation Action Plans. She is committed to helping organisations create inclusive workplaces where people from all backgrounds feel respected, supported and able to contribute their best.
Through her combination of strategic thinking, practical experience and genuine commitment to people development, Collette partners with organisations to build stronger leaders, more engaged workforces and workplace cultures that enable both people and businesses to succeed.
Qualifications & Associations:
Bachelor of Business & Commerce (HR & Business Law)
Certified Organisational Development Practitioner (AIHR)
Certificate IV Training & Assessment
Certified Learning & Development Specialist (AIHR)
Member of the Australian Human Resources Institute (AHRI)
Certificate III in Investigative Services
Investigations Agents License (SA)
Certified Axiology Practitioner
Certified Behaviours Practitioner (DISC)
Certified Motivators Practitioner
Saville Accredited Assessor
Specialisations:
Employee Engagement
Organisational Development
Disciplinary & Performance Matters
Facilitation of Executive performance reviews
Workplace Facilitation, Education & Training
Gender Equity, Diversity & Inclusion