At the core of any successful inclusive work culture lies the art of fostering psychological safety.

This essential element ensures that all employees feel secure enough to voice their ideas and concerns without fear. When leaders prioritise psychological safety, they create an environment where diverse perspectives are welcomed, and innovation thrives.

In episode #42 of Classroom 5.0, Camille Davey, the founder of Grow Together and a lived experience mental health speaker, shared her valuable insights on how leaders can cultivate such an environment.

Listen to the full episode here 

Camille’s journey, marked by her experiences with major depression and severe anxiety, has fuelled her mission to transform workplaces into spaces where mental health is openly discussed and supported.

From the moment I first met Camille in a small café in Surry Hills, I knew I was speaking to someone who walked her talk on inclusive change. We immediately connected over a shared passion for mental health and a desire to see supportive strategies scaled, and as we scribbled our visions on napkins, I realised how deeply Camille’s lived experience shaped her approach to workplace mental health:

“I’ve always known what it’s like to be mentally unwell,” she told me, reflecting on her journey that began at 16 with a diagnosis of major depression. This was more than just a job for her—it was a mission.

Camille describes her background as a “triage of experience,” blending her HR expertise, academic knowledge in psychology and neuroscience, and most importantly, her personal journey with mental health. This unique combination allows her to see the gaps in how workplaces address mental health and, more crucially, how to fill them. “We’re very good at looking at theories and frameworks,” she says, “but if we don’t listen to the voice of lived experience, we’re only half doing the job.”

Her emphasis on psychological safety as the cornerstone of an inclusive work culture is something every HR professional should take to heart. Camille believes that without psychological safety, employees will mask their true selves, often to the detriment of their well-being and productivity. She’s experienced this firsthand, having masked her own struggles for years, only to face a debilitating panic attack that forced her to confront her reality. “It’s so important to create a culture where people feel safe enough to share what they need,” she explained, “because if they don’t, everyone loses out—the employee, the team, and the organisation.”

Courageous Curiosity and Respectful Inquiry

One of the most profound insights from our conversation was Camille’s take on what she calls “courageous curiosity.” This idea challenges leaders to ask the tough questions about mental health, even when it’s uncomfortable. “If you’re feeling uncomfortable, that’s probably a good thing,” Camille shared with me. “It means you care enough to be uncomfortable, and that’s where real growth happens.”

But she’s quick to distinguish between being curious and being prying. “It’s about asking the right questions in a way that’s respectful,” Camille says. “People shouldn’t have to disclose their condition—what matters is understanding the functional impact it has on their role and how you can support them.” This respectful curiosity fosters a culture of trust, where employees feel seen and heard, not judged or scrutinised.

Practical Steps to Embed Psychological Safety

As our conversation emphasised, creating an inclusive work culture doesn’t happen overnight. It requires intentional actions from leaders at every level. Here are a few takeaways from our discussion:

1. Model Vulnerability: Camille encourages leaders to share their own stories, not necessarily their deepest struggles, but aspects of their life that show they, too, have challenges. This openness can set the tone for a more trusting and inclusive environment.

2. Engage in Continuous Learning: “There’s no cookie-cutter approach to psychological safety,” Camille reminds us. Every workplace is different, and so are its needs. Leaders should invest in ongoing training to better understand how to navigate these sensitive conversations.

3. Start with an Audit: We both agreed that it's imperative organisations start by understanding where they currently stand, by reviewing their data, and asking their people “Ask questions like, what are our current policies? What language are we using? Do we have training in place?” This helps identify gaps and areas for improvement.

4. Co-Design Solutions: Perhaps the most critical step is involving those with lived experiences in the design of policies and initiatives. “You can’t create effective solutions without input from those who are directly impacted,” Camille says. This collaborative, co-design approach ensures that the strategies you implement are relevant and effective.

Fostering psychological safety and an inclusive work culture is not just about ticking boxes—it’s about genuinely caring for our people and creating spaces where they can thrive. It’s about being brave enough to ask the hard questions, to embrace the discomfort, and to lead with empathy.

If there’s one thing Camille left me with, it’s this: “If you’re uncomfortable, that’s a good place to start. It means you’re growing.” And in a world where the future of work is increasingly uncertain, that’s the kind of leadership we all need.

Listen to the episode here 

Watch the episode on YouTube here 

More reading and resources 

Check out the recommended reads and resources mentioned in this episode:

Connect with Camille Davey on LinkedIn here, or via her website - Grow Together 

Learn about The NeuroIMPACT Network

And if you're ready to unleash the potential in your people with peak performance leadership development solutions built for neurodivergent minds, be sure to check out The NeuroIMPACT Network here, and explore our services for individuals, organisations and youth here

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