Strengthening psychological safety among colleagues

Celine Ischebeck, EDI Advisor and EHCP Coordinator, Nottingham College 

At Nottingham College, equity, diversity, inclusion (EDI), and the safety and wellbeing of our students and colleagues are central to everything we do. Our EDI approach is rooted in fairness, respect, and a genuine sense of belonging.   

A key part of this culture is psychological safety - ensuring every colleague feels able to bring their true authentic self to work. With more than 1,500 colleagues, we recognise that creating this environment requires meaningful action. That’s why we have implemented a range of initiatives designed to create safe spaces for open dialogue, self-expression, and the sharing of ideas without fear of judgement.  

An example of one of these initiatives is our Café Connections programme, which offers informal networks where colleagues can connect over shared experiences and support one another. These include the Carers’ Café, Menopause Café, LGBTQ+ Café, Culture Café, and Enabled Café, among others. These spaces promote community, visibility, and understanding, helping colleagues feel recognised and supported.  

Encouraging colleagues to disclose protected characteristics  

More recently, our People Services (HR) team has been leading a focused project to increase disclosure rates of protected characteristics across our workforce. We understand that psychological safety directly impacts individual wellbeing, team cohesion, and organisational effectiveness, so encouraging disclosure must be handled with care and transparency.  

Building trust through transparency  

Creating an environment where colleagues feel comfortable sharing personal information requires trust. We have prioritised clear communication about why data is collected, how it is used, and who has access to it. By demystifying data processes and addressing concerns around confidentiality, we are empowering colleagues to make informed choices about disclosure.  

We also demonstrate the positive impact of sharing this information. For example, insights from workforce data highlighted the need to better support colleagues from underrepresented ethnic groups in their leadership journeys. In response, we introduced a targeted initiative reserving 25% of places on a leadership programme for colleagues from these groups - turning data into meaningful action.  

Taking this work even further, the college has appointed a dedicated EDI Advisor, reinforcing our commitment to EDI across the organisation.  

Our approach is collaborative and shaped by the voices of colleagues. Through feedback mechanisms, working groups, and our EDI and Wellbeing Committee, we actively involve colleagues in shaping our initiatives.  

DI Advisor, Celine Ischebeck, explains:  

“By consciously and consistently involving colleagues across the college we create space for open dialogue and shared ownership of cultural change. This encourages a culture where people feel confident to contribute, advocate for others, question assumptions and challenge constructively.”  

Work focused on protected characteristics is personal and requires sensitivity. Individuals may be at different stages in their personal journeys. For example, a colleague may wish to come to terms with a new diagnosis before sharing it at work. Even among those with shared characteristics, experiences can vary significantly depending on past and present environments.  

Celine adds:  

“We must appreciate that every experience is unique. Assumptions about someone’s comfort with disclosure should never be made. Psychological safety grows when we encourage open conversations, recognise our differences, and lead with compassion and respect.”  

Developing psychological safety is a shared responsibility. When organisations invest in it, the impact is far-reaching - enhancing engagement, performance, innovation, and overall wellbeing. At Nottingham College, we are proud to be building a culture where everyone can belong and succeed.