Knowledge CentreGlossary of Terms
Every conversation starts with a shared understanding. Our glossary provides clear, practical definitions of the terms, concepts, and frameworks used throughout WorkRight23 and the wider fields of psychosocial safety, workplace health, relational harm, and organisational wellbeing: helping individuals, healthcare professionals, leaders, and organisations speak the same language.
A
Adult Bullying in the Workplace
Adult bullying in the workplace is repeated, unreasonable behaviour directed at a worker or group of workers that creates a risk to their health, safety, or wellbeing. It commonly involves an abuse of power, whether derived from organisational position, seniority, expertise, or social influence, and may include intimidation, humiliation, exclusion, verbal abuse, work sabotage, or other behaviours that undermine dignity and psychological safety.
Related Terms
Workplace BullyingAbuse of PowerPsychological SafetyPsychosocial HazardsHostile Work EnvironmentHarassmentWorkplace ConflictOccupational StressTraumaRetaliationRankism
Affirmative Action
Affirmative action refers to policies and practices designed to improve opportunities for individuals or groups who have experienced historical or systemic disadvantage. These measures aim to promote equitable access to employment, education, and career advancement by reducing barriers and addressing underrepresentation. The use and legal status of affirmative action vary between jurisdictions.
Related Terms
Diversity and Inclusion (D&I)DiversityEquity and Inclusion (DEI)EquityEqual Employment Opportunity (EEO)Systemic DiscriminationProtected CharacteristicsHuman RightsInclusionWorkplace Diversity
Ageism
Ageism is discrimination, prejudice, or stereotyping based on a person's age. In the workplace, it may affect recruitment, promotion, training opportunities, performance management, or termination decisions. Ageism can impact workers of any age and may contribute to exclusion, reduced well-being, and diminished career opportunities.
Related Terms
DiscriminationProtected CharacteristicsDiversity and Inclusion (D&I)Equal Employment Opportunity (EEO)Workplace BiasUnconscious BiasHuman RightsWorkplace Culture
Anomaly Detection
Anomaly detection is the process of identifying unusual patterns, behaviours, or changes within organisational data that differ significantly from expected norms. Within the WorkRight23 Platform, anomaly detection helps identify emerging psychosocial risks, unexpected changes in workforce trends, and potential organisational issues requiring further investigation before harm escalates.
Related Terms
Pattern RecognitionCross-Metric TriangulationPsychosocial RiskConstellation Risk Index (CRI)Workplace AnalyticsOrganisational IntelligenceRisk Assessment
Article 23 of The Universal Declaration of Human Rights
Article 23 of the Universal Declaration of Human Rights affirms every person's right to work, to freely choose employment, to just and favourable working conditions, to equal pay for equal work without discrimination, to fair remuneration that supports human dignity, and to form and join trade unions to protect their interests. Article 23 provides one of the foundational human rights principles underpinning fair and respectful workplaces.
Related Terms
Human RightsEqual Employment Opportunity (EEO)DiscriminationFair WorkEmployment RightsFreedom of AssociationDuty of CareWorkplace Justice
B
Behavioural Constellation
A Behavioural Constellation is the interconnected pattern of workplace behaviours that emerge from underlying organisational conditions rather than isolated individual actions. Within the WorkRight23 Framework, behaviours such as bullying, conflict, withdrawal, presenteeism, poor communication, and reduced collaboration are viewed as interacting elements of a broader organisational system. Understanding the behavioural constellation helps identify root causes and supports interventions that address systemic issues rather than individual symptoms.
Related Terms
WorkRight23 Hazard ConstellationPattern RecognitionPsychosocial HazardsRoot Cause AnalysisSystems ThinkingOrganisational CultureWorkplace BehaviourConstellation Risk Index (CRI)
Bullying Continuum
The WorkRight23 Bullying Continuum is an evidence-based assessment tool that maps the frequency and intensity of workplace bullying over time. By identifying behavioural patterns rather than isolated incidents, the continuum helps distinguish different forms of bullying, supports more accurate risk assessment, and assists individuals and organisations in selecting appropriate intervention and resolution strategies.
Related Terms
Workplace BullyingPsychosocial HazardsCase ManagementPattern RecognitionRisk AssessmentWorkplace ConflictPsychological SafetyOrganisational Culture
Burnout
Burnout is a work-related condition that develops when chronic workplace stress remains unmanaged over time. It is characterised by emotional and physical exhaustion, increased detachment or cynicism towards work, and a reduced ability to perform effectively. Burnout is an indicator that workplace demands and available resources have become persistently unbalanced and may signal broader psychosocial hazards within the organisation.
Related Terms
Chronic StressEmotional ExhaustionOccupational StressPsychosocial HazardsWorkloadJob DemandsPsychological HealthPsychological SafetyEmployee WellbeingPresenteeismFatigueMental HealthWork-Life BalanceOrganisational CultureJob ResourcesRecoveryResilienceCompassion FatigueSecondary Traumatic StressAbsenteeism
C
Case Management
Within the WorkRight23 Platform, Case Management is a secure, trauma-informed process that enables members to document workplace or relationship incidents in a structured and chronological manner. Each record is securely stored and time-stamped, creating a confidential history that members control. Case Management helps individuals organise information, monitor patterns over time, and make informed decisions about if, when, and how they choose to seek support or take further action. With the member's consent, case information can be shared with trusted professionals, such as legal representatives, healthcare providers, workplace representatives, or law enforcement, where appropriate.
Related Terms
Incident DocumentationEvidence ManagementTrauma-Informed PracticeConfidentialityConsentOptions CoachOptions AdvocatePsychological SafetyPattern RecognitionPerpetrator MatchingTarget SupportSecure RecordsDecision-MakingRecovery
Coercive Control
Coercive control is a persistent pattern of abusive behaviours used to dominate, intimidate, isolate, or control another person by restricting their independence, freedom, or sense of safety. Rather than involving a single incident, coercive control consists of repeated behaviours that create fear, dependency, and an unequal power dynamic. It may include emotional or psychological abuse, intimidation, threats, isolation, financial abuse, surveillance, humiliation, manipulation, or controlling access to family, work, communication, or essential resources.
Related Terms
Domestic ViolenceFamily ViolenceIntimate Partner ViolencePsychological AbuseEmotional AbuseFinancial AbuseGaslightingStalkingHarassmentIntimidationAbuse of PowerTraumaPsychological SafetyVictimisationSafety Planning
Commitment
Commitment is the psychological connection and dedication a person has to their work, team, profession, or organisation. Committed workers are more likely to contribute discretionary effort, support organisational goals, and remain with their employer. Organisational commitment is strengthened by trust, meaningful work, effective leadership, fairness, and psychological safety.
Related Terms
Employee EngagementOrganisational TrustLeadershipPsychological SafetyOrganisational CultureWorker WellbeingHuman CapitalWorkforce Capability
Conflict Management
Conflict management is the process of preventing, managing, and resolving disagreements between individuals or groups in a constructive and respectful manner. Effective conflict management focuses on understanding underlying issues, improving communication, restoring working relationships where appropriate, and achieving fair and sustainable outcomes before conflict escalates into formal disputes or workplace harm.
Related Terms
Workplace ConflictMediationNegotiationResolutionGrievanceCommunicationPsychological SafetyRestorative JusticeWorkplace RelationshipsOrganisational Culture
Conflict of Interest
A conflict of interest occurs when a person's personal, financial, professional, or relational interests could influence, or be perceived to influence, the objective and impartial performance of their duties or decision-making responsibilities. Conflicts of interest can undermine fairness, transparency, trust, and organisational integrity if they are not appropriately identified and managed.
Related Terms
GovernanceEthicsIntegrityAccountabilityTransparencyDecision-MakingFiduciary DutyDuty of CareOrganisational Culture
Consent
Consent is the voluntary, informed, specific, and ongoing agreement to an action or decision. It must be given freely by a person with the capacity to make that decision, without coercion, manipulation, or undue pressure. Consent may be withdrawn at any time, and once withdrawn, the activity or use of information must stop unless otherwise required by law.
Related Terms
Informed ConsentConfidentialityPrivacyData SecurityTrauma-Informed PracticePersonal InformationCapacityInformation SharingAutonomyLegal Rights
Constellation Risk Index (CRI™)
The WorkRight23 Constellation Risk Index (CRI) is a proprietary organisational risk measure that quantifies the overall level of psychosocial risk by analysing the interaction, intensity, connectivity, and organisational exposure of psychosocial hazards. Unlike traditional survey scores that measure isolated factors, the CRI measures how hazards combine and reinforce one another to influence organisational risk. The index enables organisations to identify emerging systemic risks, prioritise interventions, and monitor improvement over time.
Related Terms
Constellation Stability Score (CSS)WorkRight23 Hazard ConstellationPsychosocial RiskPsychosocial HazardsRoot Cause AnalysisPattern RecognitionOrganisational RiskCross-Metric Triangulation
Constellation Stability Score (CSS™)
The WorkRight23 Constellation Stability Score (CSS) is a proprietary measure of organisational resilience that evaluates the stability of an organisation's psychosocial system. The CSS considers organisational momentum, stabilising factors, emerging vulnerabilities, and the interaction of psychosocial hazards to indicate whether organisational conditions are improving, deteriorating, or remaining stable over time.
Related Terms
Constellation Risk Index (CRI)WorkRight23 Hazard ConstellationOrganisational ResiliencePsychosocial RiskRoot Cause AnalysisGovernanceContinuous Improvement
Constructive dismissal
Constructive dismissal occurs when an employee resigns because an employer's actions or omissions have fundamentally breached the employment relationship, leaving the employee with no reasonable option but to resign. Examples may include serious breaches of contract, unsafe working conditions, unlawful discrimination, retaliation, or persistent workplace bullying. Whether constructive dismissal has occurred depends on the facts of the case and the applicable employment law.
Related Terms
Wrongful TerminationEmployment LawGrievanceRetaliationWorkplace BullyingDuty of CareEmployment RelationsEmployment ContractProcedural Fairness
Cross-Metric Triangulation
Cross-metric triangulation is the process of analysing multiple organisational measures together to identify relationships, validate findings, and improve confidence in decision-making. Within the WorkRight23 Platform, cross-metric triangulation combines information from psychosocial assessments, workplace indicators, organisational metrics, incident data, and other evidence sources to reveal patterns that would not be visible through any single measure alone.
Related Terms
Pattern RecognitionAnomaly DetectionEvidence ManagementWorkplace AnalyticsRoot Cause AnalysisConstellation Risk Index (CRI)Organisational Intelligence
D
Decision Opacity
Decision opacity refers to organisational situations in which decisions are made without sufficient transparency, explanation, or accountability. When employees do not understand how or why decisions are made, uncertainty, mistrust, role ambiguity, and perceived unfairness increase, contributing to psychosocial risk and reduced organisational performance.
Related Terms
GovernanceOrganisational JusticeLeadershipTransparencyRole AmbiguityPsychological SafetyTrustCommunicationGovernance Failure
Disciplinary Procedure
A disciplinary procedure is a formal process an employer follows to address alleged misconduct or serious performance concerns. It provides a structured framework for investigating concerns, giving the employee an opportunity to respond, and determining an appropriate outcome. Depending on the circumstances, outcomes may include coaching, formal warnings, suspension, or termination of employment.
Related Terms
Performance ManagementPerformance Improvement Plan (PIP)InvestigationProcedural FairnessNatural JusticeMisconductEmployment RelationsWorkplace PoliciesGrievance
Diversity and Inclusion (D&I)
Diversity and Inclusion (D&I) is the organisational commitment to creating a workplace that values differences in people, experiences, perspectives, and backgrounds while ensuring everyone is treated fairly, respected, supported, and able to participate fully. An inclusive workplace enables individuals to contribute their skills and ideas without barriers created by bias, discrimination, or exclusion.
Organisations may use different terminology for this function, including Diversity, Equity and Inclusion (DEI), Inclusion and Diversity (I&D), and Diversity, Inclusion and Belonging (DI&B).
Related Terms
DiversityEquity and Inclusion (DEI)InclusionBelongingEquityEqual Employment Opportunity (EEO)Psychological SafetyWorkplace CultureHuman RightsUnconscious BiasSystemic Discrimination
Domestic Violence in the Workplace
Domestic violence in the workplace occurs when family or domestic violence impacts a person's employment, workplace safety, or psychological wellbeing. Abuse may extend into the workplace through threats, intimidation, harassment, stalking, unwanted communication, coercive control, or physical violence, whether the person is working on-site, travelling for work, or working remotely. Employers have a responsibility to take reasonable steps to manage these risks and support affected workers.
Related Terms
Family ViolenceIntimate Partner ViolenceCoercive ControlWorkplace ViolencePsychological SafetyPsychosocial HazardsOccupational ViolenceHarassmentStalkingRisk AssessmentDuty of CareWork Health and Safety (WHS)Employee WellbeingTrauma-Informed Practice
Duty of Care
Duty of care is the legal and ethical responsibility to take reasonable steps to prevent foreseeable harm and protect the health, safety, and wellbeing of workers. This includes identifying, assessing, and managing physical and psychosocial hazards, providing appropriate support, and maintaining a safe system of work.
Related Terms
Work Health and Safety (WHS)Health and Safety at WorkPsychosocial HazardsRisk AssessmentRisk ManagementPsychological SafetyEmployer ResponsibilitySafe System of WorkNegligenceReasonably PracticableGovernanceEmployee WellbeingOccupational Health and Safety (OHS)ComplianceForeseeable Harm
Dynamic Risk Index (DRI™)
The WorkRight23 Dynamic Risk Index (DRI) is a proprietary measure that monitors changes in an individual's or organisation's level of risk over time. Unlike static assessments that provide a single point-in-time result, the DRI tracks the movement, direction, and rate of change in psychosocial risk, enabling emerging concerns to be identified early and appropriate support or intervention to be prioritised.
Related Terms
Relationship Risk Index (RRI)Constellation Risk Index (CRI)Risk AssessmentPattern RecognitionWorkplace SignalsPsychological RecoveryOrganisational Intelligence
E
Economic Exposure
Economic exposure is the actual or potential financial impact created when psychosocial hazards remain unmanaged within an organisation. Economic exposure may include reduced productivity, absenteeism, presenteeism, turnover, workers' compensation costs, legal expenses, regulatory action, reputational damage, reduced innovation, customer dissatisfaction, and the loss of valuable human and organisational capital. Understanding economic exposure enables leaders to view psychosocial risk as a strategic business issue rather than solely a compliance obligation.
Related Terms
Hidden ROIHuman CapitalIntangible CapitalPsychosocial RiskOrganisational RiskGovernanceProductivityWorker WellbeingConstellation Risk Index (CRI)
Employee Assistance Program (EAP)
An Employee Assistance Program (EAP) is a confidential workplace support service that provides employees and, in some cases, their immediate family members with short-term counselling, advice, and referral services for personal or work-related concerns. EAPs commonly assist with issues such as stress, workplace conflict, mental health, relationship difficulties, financial concerns, grief, and substance misuse. EAPs are intended to support wellbeing but do not replace an employer's responsibility to eliminate or minimise workplace hazards.
Related Terms
Employee WellbeingOccupational StressMental HealthPsychological SafetyTrauma-Informed PracticeCounsellingDuty of CarePsychosocial HazardsSupport ServicesWork Health and Safety (WHS)
Employee Competence
Employee competence is the combination of knowledge, skills, abilities, experience, behaviours, and professional judgement required to perform a role safely and effectively. Competence develops through education, training, experience, coaching, and continuous learning. Organisations have a responsibility to ensure workers possess the competencies necessary for their roles and to provide opportunities for ongoing development as work requirements change.
Related Terms
Workforce CapabilityLearning and DevelopmentHuman CapitalPerformance ManagementLeadershipJob RequirementsTrainingOrganisational Capability
Employee Hierarchy of Needs
The WorkRight23 Employee Hierarchy of Needs is an evidence-based framework that measures the extent to which an organisation meets employees' fundamental workplace needs. The model assesses five progressive levels: Safety and Security, Rewards, Affiliation, Growth, and Work-Life Balance. By identifying unmet needs, organisations can better understand employee engagement, prioritise interventions, and target investments that improve wellbeing, performance, retention, and organisational outcomes.
Related Terms
Employee EngagementPsychological SafetyHuman Capital Management (HCM)Employee WellbeingOrganisational CultureMotivationWork-Life BalanceLeadershipPerformanceIntangible Capital
Employment Relations
Employment relations refers to the legal, contractual, and interpersonal relationship between employers, employees, unions, and other workplace stakeholders. It encompasses the rights, responsibilities, and processes that govern employment, including negotiation, consultation, dispute resolution, workplace policies, and compliance with employment legislation.
Related Terms
Employment LawEmployment ContractGrievanceDisciplinary ProcedureCollective BargainingTrade UnionProcedural FairnessNatural JusticeWorkplace Policies
Empowerment
Empowerment is the process of enabling individuals to regain confidence, autonomy, and control over decisions that affect their lives and wellbeing. Within the WorkRight23 Framework, empowerment is achieved by providing people with knowledge, support, evidence, and options so they can make informed choices about their own pathway to recovery and resolution. Empowerment recognises that lasting outcomes are strongest when individuals remain in control of their own decisions.
Related Terms
Informed Decision-MakingOptions CoachPsychological RecoveryTrauma-Informed PracticeSelf-AdvocacyRecoveryPsychological SafetyWorker Wellbeing
Engagement
Engagement is the extent to which workers are emotionally, cognitively, and behaviourally invested in their work and motivated to contribute to organisational success. Engaged workers demonstrate energy, commitment, involvement, and a willingness to contribute beyond minimum role requirements. Engagement is influenced by leadership, meaningful work, recognition, growth opportunities, psychological safety, and organisational culture.
Related Terms
CommitmentWorker WellbeingHuman CapitalWorkforce CapabilityLeadershipPsychological SafetyOrganisational CultureProductivityMotivation
Equity
Equity is the principle of recognising that people have different circumstances and may require different levels of support or access to resources to achieve fair outcomes. Unlike equality, which provides everyone with the same opportunities or treatment, equity seeks to remove barriers and address disadvantage so that individuals have a genuine opportunity to succeed.
Related Terms
EqualityDiversity and Inclusion (D&I)DiversityEquity and Inclusion (DEI)Human RightsProtected CharacteristicsEqual Employment Opportunity (EEO)AccessibilityInclusion
Evidence Management
Evidence management is the systematic collection, organisation, protection, and secure storage of information relevant to a workplace matter. Evidence may include incident records, emails, messages, photographs, documents, witness statements, and other materials that help establish facts, identify patterns, and support informed decision-making.
Related Terms
Case ManagementIncident DocumentationConfidentialitySecure RecordsInvestigationPattern RecognitionDecision-MakingTarget Support
External Capital
External capital refers to the value created through an organisation's relationships with customers, suppliers, partners, regulators, investors, communities, and other external stakeholders. It includes trust, reputation, brand value, customer loyalty, strategic partnerships, and social licence to operate. Together with human capital and structural capital, external capital forms one of the three primary components of organisational intangible capital.
Related Terms
Intangible CapitalHuman CapitalStructural CapitalReputationTrustStakeholder RelationshipsGovernanceOrganisational Performance
F
Family Violence
Family violence is a pattern of abusive behaviour occurring within family or domestic relationships that causes physical, psychological, emotional, sexual, financial, or social harm. It may involve coercive control, intimidation, threats, isolation, or violence and can significantly affect a person's safety, health, wellbeing, and ability to participate in work and community life.
Related Terms
Domestic ViolenceIntimate Partner ViolenceCoercive ControlPsychological AbuseFinancial AbuseTraumaSafety PlanningWorkplace Safety
G
Gaslighting
Gaslighting is a form of psychological manipulation in which a person deliberately causes another to question their memory, perception, judgement, or reality. Over time, gaslighting can undermine confidence, increase dependency, and contribute to psychological harm. It commonly occurs within abusive personal relationships and workplace power imbalances.
Related Terms
Psychological AbuseEmotional AbuseCoercive ControlManipulationWorkplace BullyingAbuse of PowerTraumaPsychological SafetyHarassment
General Practitioner (GP)
A General Practitioner (GP) is a registered medical practitioner who provides primary healthcare, including the assessment, treatment, and ongoing management of physical and mental health conditions. Within the WorkRight23 Platform, members may choose to provide consent for their GP to access relevant wellbeing information through the GP Portal to support coordinated care.
Related Terms
ConsentGP PortalPsychological HealthMental HealthCase ManagementConfidentialityTrauma-Informed PracticeHealth Care Provider
Governance
Governance is the system of leadership, accountability, decision-making, and oversight through which an organisation is directed and controlled. Effective governance establishes clear responsibilities, promotes ethical conduct, manages risk, ensures legal compliance, and supports the achievement of organisational objectives while protecting the interests of workers and stakeholders.
Related Terms
LeadershipAccountabilityDuty of CareConflict of InterestRisk ManagementOrganisational CultureEthicsComplianceBoard GovernanceDecision-Making
Governance Failure
Governance failure occurs when an organisation's leadership, oversight, accountability, or decision-making systems fail to identify, manage, or respond appropriately to organisational risks. Governance failures often allow psychosocial hazards, misconduct, or systemic problems to develop or persist, increasing the likelihood of harm to workers, organisational performance, reputation, and long-term sustainability.
Related Terms
GovernanceDuty of CareOrganisational JusticeRisk ManagementPsychosocial RiskLeadershipAccountabilityEconomic ExposureRoot Cause Analysis
Grievance
A grievance is a formal complaint raised by an employee regarding workplace treatment, decisions, behaviours, or conditions they believe are unfair, inappropriate, or harmful. Grievances may relate to issues such as bullying, harassment, discrimination, workplace conflict, unsafe work practices, or breaches of employment obligations, and are intended to provide a fair process for resolution.
Related Terms
ComplaintDispute ResolutionWorkplace ConflictBullyingHarassmentDiscriminationEmployment RelationsNatural JusticeProcedural FairnessInvestigationMediationDisciplinary ProcedureResolutionEmployment RightsWorkplace Policies
H
Harassment
Harassment is unwelcome behaviour that intimidates, humiliates, offends, or threatens another person and creates an environment that is hostile, degrading, or unsafe. Harassment may be verbal, physical, written, visual, or digital and may relate to a protected characteristic or occur independently. Repeated or serious harassment can adversely affect a person's health, wellbeing, dignity, and ability to work.
Related Terms
BullyingSexual HarassmentDiscriminationPsychological SafetyHostile Work EnvironmentVictimisationWorkplace BullyingPsychosocial HazardsWorkplace Conflict
Hostile work environment
A hostile work environment is one in which workplace behaviours, decisions, or conditions create an intimidating, offensive, degrading, or psychologically unsafe atmosphere. It may result from repeated bullying, harassment, discrimination, abuse of power, or other psychosocial hazards that interfere with a person's ability to work safely, effectively, and with dignity.
Related Terms
BullyingHarassmentDiscriminationPsychological SafetyPsychosocial HazardsWorkplace CultureAbuse of PowerIntimidationVictimisationWorkplace ConflictOccupational ViolenceDuty of CareRespect at WorkEmployee WellbeingToxic Workplace
Human Capital
Human capital is the collective knowledge, skills, experience, capabilities, health, and potential of an organisation's workforce that contribute to value creation and organisational performance. Unlike physical assets, human capital grows through learning, development, wellbeing, and effective leadership.
Related Terms
Human Capital Management (HCM)Intangible CapitalEmployee EngagementWorkforce CapabilityLearning and DevelopmentOrganisational PerformanceEmployee WellbeingLeadership
Human Capital Management (HCM)
Human Capital Management (HCM) is the strategic approach to attracting, developing, supporting, and retaining people to achieve organisational objectives. It encompasses the policies, practices, and systems used to manage the employee lifecycle, including workforce planning, recruitment, learning and development, performance management, remuneration, employee wellbeing, and succession planning. Effective HCM recognises that people are a critical organisational asset and seeks to optimise both organisational performance and employee outcomes.
Related Terms
Human Resources (HR)Human CapitalWorkforce PlanningTalent ManagementEmployee EngagementEmployee WellbeingPerformance ManagementLearning and DevelopmentRecruitmentOnboardingSuccession PlanningWorkforce AnalyticsOrganisational CultureLeadershipStrategic Human Resource Management (SHRM)
I
Independent Contractor
An independent contractor is a self-employed individual or business engaged to provide goods or services under a contract. Unlike an employee, an independent contractor generally controls how, when, and where the work is performed, supplies their own tools or resources where appropriate, and is responsible for managing their own tax, insurance, and business obligations. Whether a worker is an employee or an independent contractor depends on the nature of the working relationship and the applicable laws in the relevant jurisdiction.
Related Terms
ContractorEmployeeEmployment RelationshipFreelancerGig WorkerSelf-EmployedLabour HireEmployment StatusContract for ServicesContract of ServiceWorkforce ManagementTax ObligationsEmployment LawWorker ClassificationOutsourcing
Indicator
An indicator is a measurable observation, event, behaviour, or data point that suggests the presence of an organisational condition, trend, or potential risk. Indicators provide evidence that something may require investigation but do not, on their own, identify the underlying cause. Within the WorkRight23 Framework, indicators are distinguished from psychosocial hazards and root causes, enabling organisations to move beyond symptom management towards sustainable prevention.
Related Terms
EvidenceRoot CausePsychosocial HazardsPattern RecognitionRisk AssessmentWorkplace AnalyticsOrganisational Intelligence
Informed Decision-Making
Informed decision-making is the process of making choices based on accurate information, a clear understanding of available options, and consideration of the potential benefits, risks, and consequences of each option. Within the WorkRight23 Framework, informed decision-making ensures that members remain in control of their own journey, supported by evidence, professional guidance where appropriate, and a clear understanding of their available pathways.
Related Terms
EmpowermentOptions CoachOptions AdvocateConsentCase ManagementRecoverySelf-AdvocacyPsychological SafetyTrauma-Informed Practice
Innovation
Innovation is the successful development and implementation of new ideas, products, services, processes, or ways of working that create value for individuals or organisations. Innovation flourishes in environments characterised by psychological safety, collaboration, diversity of thought, learning, and trust, where people feel confident sharing ideas and challenging existing practices.
Related Terms
Psychological SafetyOrganisational CultureLeadershipContinuous ImprovementHuman CapitalOrganisational IntelligenceKnowledge ManagementProductivity
Intangible Capital
Intangible capital comprises the non-physical assets that create long-term organisational value. It includes human capital, structural capital, and external (relationship) capital, together with knowledge, culture, leadership capability, intellectual property, trust, and organisational reputation. In knowledge-based economies, intangible capital is often the primary driver of sustainable performance, innovation, resilience, and competitive advantage.
Related Terms
Human CapitalStructural CapitalExternal CapitalIntellectual CapitalOrganisational CultureKnowledge ManagementLeadershipInnovationOrganisational PerformanceHidden ROI
Intersectionality
Intersectionality is the recognition that people may experience multiple, overlapping aspects of their identity, such as race, ethnicity, gender, age, disability, sexual orientation, religion, or socioeconomic status, that can interact to shape their experiences of privilege, discrimination, exclusion, or disadvantage. Understanding intersectionality helps organisations recognise that individuals may face unique and compounded barriers that cannot be understood by considering each characteristic in isolation.
Related Terms
Diversity and Inclusion (D&I)DiversityEquity and Inclusion (DEI)EquityInclusionBelongingDiscriminationProtected CharacteristicsEqual Employment Opportunity (EEO)Human RightsPsychological SafetyWorkplace CultureBiasUnconscious BiasHarassmentCultural Competence
J
Job Demands
Job demands are the physical, psychological, emotional, cognitive, or organisational aspects of work that require sustained effort or adaptation. While appropriate job demands can support motivation and performance, excessive or prolonged demands without adequate resources may contribute to occupational stress, burnout, fatigue, and psychosocial harm.
Related Terms
Job ResourcesOccupational StressBurnoutWorkloadPsychosocial HazardsWorker WellbeingRole ClarityRisk Assessment
Job Description
A job description is a formal document that outlines the purpose, responsibilities, duties, reporting relationships, and key requirements of a role within an organisation. It typically includes the knowledge, skills, qualifications, experience, and competencies needed to perform the role effectively, providing clarity for recruitment, performance management, and employee development.
Related Terms
Job AnalysisJob RolePosition DescriptionRole ClarityCompetenciesKey ResponsibilitiesPerson SpecificationRecruitmentPerformance ManagementWorkforce PlanningOrganisational StructureEmployment ContractPosition RequirementsLearning and DevelopmentSuccession Planning
Job Resources
Job resources are the physical, psychological, social, and organisational factors that help workers perform effectively, manage job demands, and maintain wellbeing. Examples include supportive leadership, role clarity, autonomy, learning opportunities, adequate staffing, effective communication, and access to appropriate tools and equipment. Strong job resources reduce psychosocial risk while improving engagement, resilience, and performance.
Related Terms
Job DemandsWorker WellbeingPsychological SafetyLeadershipWorkforce CapabilityEmployee EngagementOccupational StressHuman Capital
L
Leadership Behaviour
Leadership behaviour refers to the actions, decisions, communication, and interpersonal conduct demonstrated by people in leadership roles. Leadership behaviour influences organisational culture, psychological safety, trust, engagement, and the effective management of psychosocial hazards. Positive leadership behaviours promote fairness, accountability, learning, and worker wellbeing, while ineffective leadership behaviours may contribute to organisational dysfunction and psychosocial risk.
Related Terms
LeadershipGovernancePsychological SafetyOrganisational CultureOrganisational JusticeTrustWorker WellbeingHuman CapitalMicromanagement
M
Mediation
Mediation is a voluntary and confidential dispute resolution process in which an independent third party assists people in resolving disagreements through facilitated discussion and negotiation. The mediator does not make decisions or determine outcomes but helps participants explore issues, improve communication, and reach mutually acceptable agreements where possible.
Related Terms
Conflict ManagementDispute ResolutionGrievanceNegotiationRestorative JusticeEmployment RelationsWorkplace ConflictProcedural Fairness
Mental Health
Mental health is a person's emotional, psychological, and social wellbeing, influencing how they think, feel, behave, cope with stress, relate to others, and make decisions. Mental health exists on a continuum and may fluctuate over time. Positive mental health supports resilience, healthy relationships, and effective functioning in both work and personal life.
Related Terms
Psychological HealthWellbeingOccupational StressBurnoutTraumaPsychological SafetyMental IllnessEmployee WellbeingResilience
Micromanagement
Micromanagement is a management style characterised by excessive supervision, control, and involvement in employees' work, limiting their autonomy, decision-making, and ability to perform independently. While appropriate oversight is an important management responsibility, persistent micromanagement can reduce trust, increase stress, undermine confidence and engagement, and contribute to psychosocial hazards in the workplace.
Related Terms
LeadershipManagement StyleAutonomyRole ClarityPsychological SafetyEmployee EngagementTrustDelegationPerformance ManagementWorkplace StressPsychosocial HazardsOrganisational CultureSupervisionJob DemandsEmployee Wellbeing
Moral Injury
Moral injury occurs when a person experiences psychological distress after witnessing, participating in, or being unable to prevent actions that conflict with their deeply held moral or ethical values. In workplaces, moral injury may arise when workers are required to act contrary to their professional standards or are repeatedly exposed to situations that prevent them from doing what they believe is right.
Related Terms
Psychological HarmOccupational StressBurnoutTraumaEthical LeadershipPsychological SafetyOrganisational CultureDuty of Care
N
Natural Justice
Natural justice is a fundamental legal principle requiring decisions that affect a person's rights, interests, or employment to be made fairly, impartially, and without bias. It generally includes the right to know the allegations or concerns, the opportunity to respond, and the expectation that decisions are based on relevant evidence.
Related Terms
Procedural FairnessInvestigationGrievanceDisciplinary ProcedureEmployment RelationsDue ProcessDecision-Making
Negative Acts Assessment (NAA™)
The WorkRight23 Negative Acts Assessment (NAA) is an evidence-based assessment that measures the frequency and nature of negative workplace behaviours experienced or observed by individuals. Rather than asking whether a person has been "bullied," the assessment captures specific workplace behaviours that may contribute to psychosocial harm. The results assist in identifying behavioural patterns, emerging psychosocial hazards, and organisational risk while supporting evidence-based intervention.
Related Terms
Workplace BullyingBehavioural ConstellationWorkplace SignalsPsychosocial HazardsPattern RecognitionCase ManagementWorkRight23 Hazard Constellation
O
Occupational Stress
Occupational stress is the physical, emotional, cognitive, and behavioural response that occurs when workplace demands exceed a person's ability or available resources to cope over time. It may arise from factors such as excessive workload, low job control, poor support, role ambiguity, organisational change, workplace conflict, or other psychosocial hazards. Prolonged occupational stress can negatively affect health, wellbeing, and work performance.
Related Terms
StressChronic StressBurnoutPsychosocial HazardsJob DemandsJob ResourcesWorkloadRole AmbiguityJob ControlEmployee WellbeingPsychological HealthPsychological SafetyFatigueWorkplace ConflictOrganisational ChangeAbsenteeismPresenteeismResilience
Options Advocate
An Options Advocate is an independent lawyer who provides confidential legal guidance to WorkRight23 members when the platform identifies a verified protected person match through its Matching System. The advocate is granted secure access to the relevant encrypted case information and explains the legal and non-legal options that may be available. The service is provided on a pro bono basis, and all discussions are protected by legal professional privilege. The Options Advocate supports informed decision-making but does not determine the course of action. The member remains in control of whether, when, and how they choose to proceed.
Related Terms
Options CoachMatching SystemLegal Professional PrivilegeConfidentialityInformed Decision-MakingTarget SupportTrauma-Informed PracticeEmployment LawWhistleblowingDispute ResolutionJusticeCase Management
Options Coach
An Options Coach is a trained WorkRight23 support professional who provides confidential, trauma-informed guidance to help members understand their situation, explore available options, and make informed decisions. The Options Coach offers practical information, emotional support, and assistance in navigating workplace, organisational, and personal pathways, but does not provide legal or clinical advice. The member remains in control of all decisions, with the coach supporting their confidence, safety, and wellbeing throughout the process.
Related Terms
Options AdvocateTrauma-Informed PracticePsychological SafetyTarget SupportInformed Decision-MakingCase ManagementEmployee Assistance Programme (EAP)WellbeingPsychosocial HazardsWorkplace ConflictRecoverySupport ServicesReferralSelf-AdvocacyEmpowerment
Organisational Change
Organisational change is the planned or unplanned modification of an organisation's structure, systems, processes, workforce, technology, or strategy. Effective change management includes clear communication, consultation, leadership, and support to minimise uncertainty and psychosocial risk. Poorly managed organisational change is recognised as a significant psychosocial hazard and may contribute to stress, role ambiguity, reduced trust, and organisational instability.
Related Terms
Change ManagementLeadershipGovernanceRole AmbiguityPsychological SafetyPsychosocial HazardsOrganisational CultureWorkforce PlanningOrganisational Resilience
Organisational Culture
Organisational culture is the shared values, beliefs, behaviours, and practices that shape how people interact, make decisions, and perform work within an organisation. Culture influences leadership, communication, trust, innovation, psychological safety, and how risks and workplace behaviours are managed. A healthy organisational culture supports wellbeing, engagement, ethical conduct, and sustainable performance.
Related Terms
LeadershipPsychological SafetyGovernanceEmployee EngagementOrganisational JusticeWorkplace BehaviourHuman CapitalTrustValuesPsychosocial Hazards
Organisational Gravity
Organisational Gravity is the cumulative influence that organisational systems, leadership, structures, culture, and decision-making exert on workplace behaviour. Just as gravity shapes the movement of celestial bodies, organisational gravity shapes how psychosocial hazards emerge, interact, and influence worker experiences. Strong organisational gravity can either stabilise healthy workplace systems or amplify psychosocial risk when governance failures, poor work design, or cultural dysfunction are present.
Related Terms
WorkRight23 Hazard ConstellationSystems ThinkingRoot CauseOrganisational CultureGovernanceConstellation Risk Index (CRI)Constellation Stability Score (CSS)
Organisational Intelligence
Organisational intelligence is an organisation's ability to collect, integrate, interpret, and apply information to improve decision-making, manage risk, and enhance performance. Within the WorkRight23 Framework, organisational intelligence is created by combining psychosocial data, operational metrics, workplace indicators, and organisational knowledge to identify emerging risks, understand root causes, and support evidence-based leadership decisions.
Related Terms
Pattern RecognitionCross-Metric TriangulationGovernanceWorkplace AnalyticsConstellation Risk Index (CRI)Root Cause AnalysisOrganisational Learning
Organisational Justice
Organisational justice is the perception that workplace decisions, processes, and interpersonal treatment are fair, consistent, respectful, and transparent. High levels of organisational justice contribute to trust, engagement, psychological safety, and employee wellbeing, while perceived injustice can increase workplace conflict, stress, and psychosocial risk.
Related Terms
Procedural FairnessNatural JusticePsychological SafetyLeadershipGovernanceTrustEmployee EngagementWorkplace CultureConflict Management
Organisational Performance
Organisational Performance is the extent to which an organisation achieves its strategic, operational, financial, and social objectives while sustaining the health, capability, and wellbeing of its workforce. Within the WorkRight23 Framework, organisational performance is influenced by the interaction of governance, leadership, organisational culture, psychosocial safety, human capital, and the effective management of psychosocial risk. Sustainable performance is achieved when organisations strengthen both their people and their systems rather than focusing solely on short-term financial outcomes.
Related Terms
ProductivityInnovationHuman CapitalOrganisational ResilienceGovernanceEconomic ExposureWorker WellbeingOrganisational IntelligencePsychological SafetyIntangible Capital
Organisational Resilience
Organisational resilience is an organisation's ability to anticipate, adapt to, respond to, and recover from disruption while continuing to achieve its objectives and support its workforce. Resilient organisations learn from experience, strengthen their systems, and continuously improve governance, leadership, and organisational capability. Effective psychosocial risk management is a critical contributor to long-term organisational resilience.
Related Terms
GovernanceContinuous ImprovementRisk ManagementPsychological SafetyOrganisational IntelligenceHuman CapitalStructural CapitalConstellation Stability Score (CSS)Systems Thinking
Organisational Trust
Organisational trust is the confidence workers have that their organisation, leaders, and colleagues will act with integrity, fairness, competence, and respect. High organisational trust supports collaboration, innovation, engagement, psychological safety, and organisational performance, while low trust contributes to conflict, disengagement, turnover, and psychosocial risk.
Related Terms
TrustPsychological SafetyLeadershipOrganisational CultureOrganisational JusticeGovernanceEngagementWorker Wellbeing
P
Pattern Recognition
Pattern recognition is the process of identifying recurring behaviours, trends, relationships, or risk indicators across multiple incidents or sources of information. Within the WorkRight23 Platform, pattern recognition helps reveal emerging psychosocial hazards, repeated harmful behaviours, and potential root causes that may not be apparent when incidents are viewed individually.
Related Terms
Case ManagementMatching SystemRoot Cause AnalysisPsychosocial HazardsWorkplace AnalyticsEvidence ManagementRisk AssessmentOrganisational Intelligence
Performance Improvement Plan (PIP)
A Performance Improvement Plan (PIP) is a formal process used to address concerns about an employee's work performance. It outlines the performance issues, the expected standards, the support and resources available, measurable improvement goals, and the timeframe for achieving them. A PIP is intended to provide employees with a fair opportunity to improve their performance before further employment decisions are considered.
Related Terms
Performance ManagementPerformance ReviewCoachingFeedbackEmployee DevelopmentDisciplinary ProcedureCapabilityJob PerformanceGoal SettingPerformance StandardsProcedural FairnessNatural JusticeEmployment RelationsHuman Capital Management (HCM)Workforce Development
Performance Management
Performance management is the continuous process of setting expectations, providing feedback, supporting development, monitoring performance, and recognising achievement to help individuals and organisations achieve their objectives. Effective performance management balances accountability with coaching, development, and employee wellbeing.
Related Terms
Performance Improvement Plan (PIP)Performance ReviewCoachingFeedbackGoal SettingEmployee DevelopmentLeadershipHuman Capital Management (HCM)Employee Engagement
Perpetrator
A perpetrator is a person whose actions, behaviours, or decisions cause harm to another individual. Within the WorkRight23 Platform, the term is used in a factual and descriptive manner to identify the person alleged by a member to have engaged in harmful behaviour. The term does not imply legal guilt or liability but enables patterns of behaviour to be documented, analysed, and, where appropriate, matched securely across cases.
Related Terms
TargetWorkplace BullyingHarassmentAbuse of PowerMatching SystemCase ManagementPattern RecognitionPsychosocial Hazards
Personal Psychosocial Continuum (PPC™)
The WorkRight23 Personal Psychosocial Continuum (PPC) is a wellbeing measure that monitors changes in an individual's psychosocial functioning over time. The continuum assesses key domains including psychological safety, wellbeing, confidence, work functioning, and connectedness, enabling members to understand how workplace experiences are affecting their recovery and overall wellbeing. Repeated measurement provides insight into trends, progress, and potential areas requiring additional support.
Related Terms
Worker WellbeingPsychological HealthCase ManagementTrauma-Informed PracticeRecoveryOccupational StressBurnoutWorkRight23 Platform
Presenteeism
Presenteeism occurs when employees attend work despite illness, injury, fatigue, or psychological distress, resulting in reduced productivity, impaired performance, and an increased risk of errors or further harm. Presenteeism often reflects organisational factors such as excessive workload, poor psychological safety, or workplace cultures that discourage workers from taking leave when needed.
Related Terms
AbsenteeismBurnoutOccupational StressEmployee WellbeingPsychological SafetyWorkloadFatigueOrganisational CultureProductivity
Procedural Fairness
Procedural fairness is the principle that decisions affecting individuals should be made through processes that are impartial, transparent, and consistent. It requires that people are informed of concerns affecting them, given a reasonable opportunity to respond, and that decisions are based on relevant evidence without bias.
Related Terms
Natural JusticeInvestigationGrievanceDisciplinary ProcedureEmployment RelationsDecision-MakingGovernanceOrganisational Justice
Productivity
Productivity is the efficient creation of value through the effective use of people, knowledge, resources, and technology. While often measured as output relative to input, sustainable productivity depends on healthy work design, capable leadership, worker wellbeing, and the effective management of psychosocial hazards. Within the WorkRight23 Framework, productivity is viewed as an outcome of organisational health rather than simply individual effort.
Related Terms
Human CapitalInnovationWorker WellbeingOrganisational PerformanceEngagementWorkforce CapabilityPsychological SafetyEconomic ExposureHidden ROI
Protected Identity Verification Record (PIVR™)
The WorkRight23 Protected Identity Verification Record (PIVR) is a secure and confidential identity verification process used within the platform to confirm the identity of individuals while protecting their privacy. The PIVR supports accurate perpetrator matching and relationship assessments without exposing personal information to other users. This approach balances confidentiality, data integrity, and procedural fairness while maintaining member control over personal information.
Related Terms
Matching SystemConfidentialityPrivacyConsentRelationship Risk Index (RRI)Case ManagementSecure RecordsTarget Support
Psychological Health
Psychological health refers to a person's emotional, cognitive, and mental well-being, enabling them to cope with life's challenges, work productively, build positive relationships, and contribute to their community. Psychological health is influenced by personal, social, and workplace factors, including exposure to psychosocial hazards.
Related Terms
Mental HealthPsychological SafetyEmployee WellbeingOccupational StressBurnoutTraumaResiliencePsychosocial Hazards
Psychological Recovery
Psychological recovery is the ongoing process through which an individual restores their emotional wellbeing, confidence, sense of safety, and ability to function following psychological harm or trauma. Recovery is unique to each person and may involve personal healing, workplace changes, professional support, rebuilding trust, and developing renewed confidence and resilience. Within the WorkRight23 Framework, recovery is viewed as an individual journey supported by informed choice, empowerment, and trauma-informed practice.
Related Terms
RecoveryTraumaPsychological HealthWorker WellbeingEmpowermentOptions CoachTrauma-Informed PracticeOccupational StressBurnoutPsychological Safety
Psychological Safety
Psychological safety is the shared belief that people can speak up, ask questions, share ideas, admit mistakes, raise concerns, or challenge decisions without fear of humiliation, retaliation, discrimination, or other negative consequences. A psychologically safe workplace encourages open communication, learning, collaboration, and respectful disagreement, enabling individuals and teams to contribute fully while supporting wellbeing, innovation, and organisational performance.
Related Terms
Psychosocial HazardsPsychological HealthWorkplace CultureTrustEmployee VoiceSpeaking UpRespect at WorkLeadershipBullyingHarassmentInclusionTeam EffectivenessOrganisational CultureEmployee WellbeingLearning Culture
Psychosocial Harm
Psychosocial harm is the physical, psychological, emotional, or social harm that arises from exposure to psychosocial hazards in the workplace. It may affect a person's health, well-being, relationships, work performance, and quality of life. Psychosocial harm often develops over time through repeated exposure to adverse workplace conditions rather than a single event.
Related Terms
Psychosocial HazardsPsychological HealthOccupational StressBurnoutTraumaWorkplace BullyingPsychological SafetyEmployee WellbeingDuty of Care
Psychosocial Hazards
Psychosocial hazards are aspects of work design, work organisation, management practices, workplace relationships, or the work environment that can cause psychological or physical harm. Common psychosocial hazards include excessive job demands, low job control, poor support, role ambiguity, poor organisational change management, workplace bullying, harassment, violence, inadequate reward and recognition, remote or isolated work, and traumatic events. Effective management of psychosocial hazards is essential to protecting worker health and organisational performance.
Related Terms
Psychological SafetyPsychological HealthOccupational StressBurnoutWorkplace BullyingHarassmentJob DemandsJob ResourcesRisk AssessmentWork Health and Safety (WHS)Organisational CultureDuty of Care
Psychosocial Risk
Psychosocial risk is the likelihood that exposure to one or more psychosocial hazards will result in psychological or physical harm to workers or negatively affect organisational performance. The level of risk is influenced by the nature, intensity, duration, and interaction of hazards, together with the effectiveness of organisational controls. Within the WorkRight23 Framework, psychosocial risk is viewed as a dynamic systems phenomenon rather than the result of isolated workplace issues.
Related Terms
Psychosocial HazardsPsychosocial HarmRisk AssessmentRisk ManagementWork Health and Safety (WHS)Constellation Risk Index (CRI)WorkRight23 Hazard Constellation
Psychosocial Safety
Psychosocial safety is the condition in which work is designed, organised, and managed to minimise psychosocial risks and protect workers from psychological harm. It is achieved by identifying and controlling psychosocial hazards, promoting psychological safety, supporting worker wellbeing, and creating organisational systems that enable healthy, respectful, and sustainable work.
Related Terms
Psychological SafetyPsychosocial HazardsPsychosocial RiskWorker WellbeingWork Health and Safety (WHS)Duty of CareOrganisational Culture
Q
Quid Pro Quo
Quid pro quo is a form of sexual harassment in which employment decisions, workplace benefits, promotions, or other advantages are offered, withheld, or threatened in exchange for sexual favours or other unwanted personal conduct. This abuse of power is unlawful in many jurisdictions and undermines dignity, equality, and psychological safety in the workplace.
Related Terms
Sexual HarassmentAbuse of PowerHarassmentDiscriminationHostile Work EnvironmentPsychological SafetyWorkplace BullyingEmployment Law
Quiet Quitting
Quiet quitting refers to employees performing the duties required by their role without taking on additional unpaid work, excessive overtime, or responsibilities beyond their agreed job requirements. While often viewed negatively, quiet quitting may also reflect responses to burnout, poor leadership, inadequate recognition, or an attempt to restore healthy work-life boundaries.
Related Terms
BurnoutEmployee EngagementWork-Life BalanceOccupational StressEmployee WellbeingLeadershipOrganisational CultureJob DemandsPsychological Safety
R
Rankism
Rankism is the misuse or abuse of power associated with a person's position, status, or authority within a hierarchy. It occurs when individuals are treated unfairly, exploited, humiliated, or disadvantaged because of differences in organisational rank. Rankism often underpins workplace bullying, discrimination, abuse of power, and other harmful workplace behaviours.
Related Terms
Abuse of PowerWorkplace BullyingLeadershipOrganisational CultureHarassmentDiscriminationPsychological SafetyGovernance
Rape
Rape is a criminal offence involving sexual penetration without a person's voluntary and informed consent. Consent must be freely given, can be withdrawn at any time, and cannot be obtained through force, threats, intimidation, coercion, manipulation, or when a person lacks the legal capacity to consent. The legal definition of rape varies between jurisdictions.
Related Terms
Sexual AssaultConsentSexual CoercionTraumaDomestic ViolenceIntimate Partner ViolenceCriminal Law
Rape Culture
Rape culture describes social attitudes, beliefs, behaviours, and institutional practices that normalise, minimise, excuse, or tolerate sexual violence while placing responsibility on victims rather than perpetrators. It contributes to environments where sexual misconduct is less likely to be challenged and victims are discouraged from reporting or seeking support.
Related Terms
Sexual AssaultSexual HarassmentConsentVictim BlamingGender EqualityWorkplace CulturePsychological SafetyTraumaSexual Coercion
Recovery
Recovery is the ongoing process through which a person restores their wellbeing, confidence, functioning, and quality of life following psychological harm, trauma, or other adverse experiences. Recovery is individual, non-linear, and may involve personal growth, professional support, workplace adjustments, and the rebuilding of trust and resilience.
Related Terms
TraumaHealingPsychological HealthEmployee WellbeingOptions CoachTrauma-Informed PracticeResilienceReturn to Work
Relationship Health Assessment™
The WorkRight23 Relationship Health Assessment is an evidence-based assessment designed to evaluate the overall health, stability, and quality of workplace or personal relationships. The assessment identifies strengths, emerging concerns, communication patterns, trust, psychological safety, and behavioural risks, enabling individuals and organisations to identify opportunities for early intervention before relationships deteriorate further.
Related Terms
Relationship Risk Index (RRI)Workplace ConflictPsychological SafetyBehavioural ConstellationWorkplace SignalsCase ManagementWorker Wellbeing
Relationship Risk Index (RRI™)
The WorkRight23 Relationship Risk Index (RRI) measures the level of risk within workplace or personal relationships by evaluating behavioural patterns, escalation, stability, and immediate safety concerns. The index assists in identifying relationships that may require additional monitoring, intervention, or support while recognising that relationship risk changes over time rather than remaining static.
Related Terms
Relationship Health AssessmentBehavioural ConstellationCase ManagementPattern RecognitionWorkplace ConflictCoercive ControlPsychological Safety
Resilience
Resilience is the capacity to adapt, recover, and continue functioning following adversity, stress, or change. While individual resilience is important, sustainable resilience is strengthened by supportive leadership, psychologically safe workplaces, effective job design, and healthy organisational cultures rather than relying solely on individual coping strategies.
Related Terms
Psychological HealthBurnoutOccupational StressRecoveryEmployee WellbeingPsychological SafetyOrganisational CultureLeadership
Response Quality Index (RQI™)
The WorkRight23 Response Quality Index (RQI) evaluates the reliability and consistency of assessment responses to determine the overall confidence that can be placed in the results. The RQI considers factors such as response completeness, internal consistency, contradictory answers, response patterns, and completion behaviour, providing a confidence rating that supports accurate interpretation of assessment findings.
Related Terms
Workplace Experience Health Index (WHEI)Workplace AnalyticsCross-Metric TriangulationAssessment ReliabilityOrganisational IntelligenceData Quality
Restorative Justice
Restorative justice is a structured approach to resolving harm that focuses on acknowledging the impact of wrongdoing, repairing relationships where appropriate, and restoring trust rather than solely assigning blame or punishment. Participation is voluntary and typically involves dialogue, accountability, and agreed actions to address harm and support recovery.
Related Terms
Conflict ManagementMediationWorkplace ConflictResolutionPsychological SafetyOrganisational JusticeTrauma-Informed PracticeAccountability
Retaliation
Retaliation is any adverse action taken against a person because they have reported, opposed, or participated in the investigation of suspected wrongdoing, discrimination, harassment, bullying, unsafe work practices, or other protected activities. Retaliation may include dismissal, demotion, exclusion, intimidation, reduced work opportunities, threats, or other actions intended to discourage reporting or exercising workplace rights.
Related Terms
WhistleblowerGrievanceWorkplace BullyingHarassmentConstructive DismissalVictimisationPsychological SafetyEmployment Law
Risk Assessment
Risk assessment is the systematic process of identifying hazards, evaluating the likelihood and potential consequences of harm, and determining appropriate control measures to eliminate or minimise risk. In psychosocial risk management, risk assessment considers both the severity of hazards and their interaction within the broader organisational system.
Related Terms
Psychosocial HazardsRisk ManagementWork Health and Safety (WHS)Duty of CareRoot Cause AnalysisGovernanceOrganisational Risk
Risk Constellation
A term used to describe the interconnected, aggregate patterns of risk within an organization. Rather than looking at isolated incidents, a risk constellation analyzes how multiple factors (e.g., poor leadership, high workload, low autonomy) combine to create systemic danger.
Related Terms
Psychosocial RiskSystemic Risk
Risk Management
Risk management is the coordinated process of identifying, assessing, controlling, monitoring, and reviewing risks that may affect an organisation's objectives, people, assets, or reputation. Effective risk management integrates legal obligations, governance, and organisational strategy to reduce harm while supporting sustainable performance.
Related Terms
Risk AssessmentGovernanceDuty of CarePsychosocial HazardsWork Health and Safety (WHS)Organisational RiskComplianceLeadership
Role Ambiguity
Role ambiguity occurs when workers lack sufficient clarity about their responsibilities, authority, priorities, reporting relationships, or performance expectations. Unclear roles can increase uncertainty, reduce confidence, create inefficiencies, and contribute to occupational stress and psychosocial risk. Clear role definition supports effective decision-making, accountability, collaboration, and organisational performance.
Related Terms
Role ConflictJob DescriptionRole ClarityLeadershipOrganisational ChangePsychological SafetyJob DemandsWorkforce Planning
Role Conflict
Role conflict occurs when workers experience incompatible expectations, competing priorities, or conflicting responsibilities that make it difficult to perform their role effectively. Role conflict may arise between different managers, organisational objectives, professional obligations, or personal values, increasing stress and reducing work effectiveness if not appropriately managed.
Related Terms
Role AmbiguityJob DemandsOccupational StressOrganisational ChangeLeadershipPsychological SafetyWorkplace ConflictWorker Wellbeing
Root Cause
A root cause is the underlying organisational condition or systemic factor that gives rise to one or more workplace hazards or incidents. Unlike immediate causes, which explain what happened, root causes explain why it happened. Addressing root causes enables organisations to reduce multiple hazards simultaneously and create more sustainable improvements.
Related Terms
Root Cause AnalysisSystems ThinkingOrganisational CultureGovernancePsychosocial HazardsPattern RecognitionOrganisational RiskContinuous Improvement
Root Cause Analysis
Root Cause Analysis (RCA) is a structured process used to identify the underlying organisational factors that contribute to incidents, hazards, or failures. Rather than focusing solely on individual behaviour, root cause analysis examines work design, leadership, governance, systems, resources, and organisational conditions to identify sustainable solutions.
Related Terms
Root CauseSystems ThinkingOrganisational RiskGovernanceContinuous ImprovementRisk AssessmentPattern RecognitionPsychosocial Hazards
S
Safety Exit
The WorkRight23 Safety Exit is a privacy feature designed to help members leave the platform quickly and safely if they are concerned that someone may be monitoring their online activity. Activating the Safety Exit immediately redirects the user away from the platform and helps protect their privacy. Users may also need to clear their browser history depending on their circumstances.
Related Terms
PrivacyConfidentialityDigital SafetyTrauma-Informed PracticeDomestic ViolenceCoercive ControlPersonal SafetyWorkRight23 Platform
Safety Planning
Safety planning is the process of identifying potential risks and developing practical strategies to protect an individual's physical, psychological, emotional, and digital safety. A safety plan may include identifying safe people and places, documenting incidents, preserving evidence, managing communication, planning emergency responses, and accessing professional or community support. Within the WorkRight23 Framework, safety planning is tailored to the individual's circumstances and supports informed decision-making without removing personal choice.
Related Terms
Domestic Violence in the WorkplaceCoercive ControlTrauma-Informed PracticeCase ManagementPsychological SafetyRisk AssessmentOptions CoachSafety ExitWorker Wellbeing
Self-Advocacy
Self-advocacy is the ability to understand, communicate, and act on one's own rights, needs, preferences, and interests. In workplace settings, self-advocacy involves seeking information, raising concerns, requesting support, and participating actively in decisions that affect one's wellbeing, employment, or recovery.
Related Terms
EmpowermentOptions CoachPsychological SafetyEmployee VoiceInformed Decision-MakingRecoveryWorkplace Rights
Sexual Assault
Sexual assault is any sexual activity or contact that occurs without a person's voluntary and informed consent. It includes both penetrative and non-penetrative acts and may involve force, threats, intimidation, coercion, manipulation, or situations where a person lacks the capacity to consent. Sexual assault is a criminal offence in many jurisdictions.
Related Terms
ConsentRapeSexual CoercionSexual HarassmentTraumaDomestic ViolenceCriminal LawVictim Support
Sexual Coercion
Sexual coercion is the use of pressure, intimidation, manipulation, threats, deception, or abuse of power to obtain sexual activity without a person's freely given and informed consent. Coercion may be emotional, psychological, professional, financial, or physical and can occur within personal, workplace, or other relationships. Sexual coercion invalidates consent and may constitute a criminal offence depending on the circumstances and applicable law.
Related Terms
ConsentSexual AssaultRapeSexual HarassmentQuid Pro QuoCoercive ControlAbuse of PowerTraumaPsychological Safety
Sexual Harassment
Sexual harassment is unwelcome conduct of a sexual nature that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. It may include unwanted sexual advances, requests for sexual favours, sexually suggestive comments, jokes, gestures, messages, images, or physical contact. Sexual harassment may occur between people of any gender and can be a single serious incident or a pattern of behaviour.
Related Terms
Sexual AssaultSexual CoercionQuid Pro QuoHarassmentConsentWorkplace BullyingHostile Work EnvironmentPsychological SafetyDiscrimination
Speaking Up
Speaking up is the act of raising concerns, reporting risks, sharing ideas, questioning decisions, or identifying unsafe, unethical, or inappropriate behaviour within an organisation. A psychologically safe workplace encourages employees to speak up without fear of retaliation, ridicule, or negative consequences.
Related Terms
Psychological SafetyEmployee VoiceWhistleblowerOrganisational CultureLeadershipTrustGovernanceRetaliation
Stress
Stress is the physical, emotional, cognitive, and behavioural response to demands or pressures that challenge a person's ability to cope. While short-term stress can be a normal and motivating response, prolonged or excessive stress may negatively affect health, wellbeing, relationships, and work performance.
Related Terms
Occupational StressChronic StressBurnoutPsychological HealthEmployee WellbeingFatigueResiliencePsychosocial Hazards
Structural Capital
Structural capital comprises the organisational knowledge, systems, processes, intellectual property, technology, governance, and infrastructure that enable an organisation to operate effectively and retain value beyond individual employees. Together with human capital and external capital, structural capital forms one of the three primary components of organisational intangible capital.
Related Terms
Intangible CapitalHuman CapitalExternal CapitalKnowledge ManagementGovernanceOrganisational CultureInnovationIntellectual PropertyOrganisational Capability
Survivor
A survivor is a person who has experienced abuse, violence, trauma, or other harmful events and identifies with a recovery-focused perspective that emphasises strength, resilience, and healing. Some individuals prefer the term survivor, while others identify as victim or target. Within the WorkRight23 Platform, the preferred term is target, reflecting a neutral, trauma-informed approach that acknowledges the person's experience without defining their identity or assuming a particular stage of recovery.
Related Terms
TargetVictimTraumaPsychological RecoveryEmpowermentTrauma-Informed PracticeWorker WellbeingPsychological Safety
Systemic Discrimination
Systemic discrimination occurs when organisational policies, practices, structures, or cultural norms unintentionally or deliberately disadvantage particular individuals or groups. Unlike individual acts of discrimination, systemic discrimination is embedded within organisational systems and may persist even without intentional bias. It is recognised as a psychosocial hazard because it contributes to exclusion, inequality, psychological harm, and reduced organisational performance.
Related Terms
DiscriminationDiversity and Inclusion (D&I)EquityOrganisational JusticeProtected CharacteristicsUnconscious BiasPsychological SafetyWorkplace CultureHuman Rights
Systems Thinking
Systems thinking is an approach to understanding organisations by examining how people, processes, structures, and behaviours interact to influence outcomes. Rather than viewing incidents as isolated events, systems thinking recognises that workplace issues often arise from interconnected organisational conditions and shared root causes.
Related Terms
Root Cause AnalysisRoot CauseOrganisational CultureGovernancePattern RecognitionPsychosocial HazardsContinuous ImprovementOrganisational Risk
T
Target
Within the WorkRight23 Platform, the term target refers to a person who has experienced workplace bullying, harassment, discrimination, abuse of power, or other harmful behaviour. The term is intentionally used instead of victim to recognise the individual's experience without defining their identity by the harm they have suffered. It reflects a strengths-based, trauma-informed approach that supports empowerment, recovery, and informed decision-making.
Related Terms
PerpetratorCase ManagementOptions CoachRecoveryTrauma-Informed PracticeWorkplace BullyingPsychological SafetyVictim
Team Effectiveness
Team effectiveness is the ability of a group to work collaboratively to achieve shared objectives while maintaining healthy relationships, trust, communication, and adaptability. Effective teams are characterised by psychological safety, role clarity, mutual accountability, and constructive conflict management.
Related Terms
Psychological SafetyLeadershipCommunicationTrustTeamworkEmployee EngagementOrganisational CultureCollaboration
Toxic Workplace
A toxic workplace is an organisational environment characterised by persistent behaviours, leadership practices, or cultural conditions that undermine employee wellbeing, dignity, trust, and psychological safety. Common features include bullying, harassment, excessive workloads, poor leadership, discrimination, fear of speaking up, and unresolved conflict. Toxic workplaces contribute to increased psychosocial risk, burnout, turnover, absenteeism, and reduced organisational performance.
Related Terms
Hostile Work EnvironmentWorkplace BullyingPsychological SafetyOrganisational CultureBurnoutOccupational StressLeadershipPsychosocial HazardsEmployee Wellbeing
Trade Union
A trade union is an organisation that represents workers in matters relating to employment, working conditions, workplace rights, health and safety, and collective bargaining. Trade unions advocate on behalf of their members and may negotiate employment agreements, provide representation, and support workers in resolving workplace disputes.
Related Terms
Employment RelationsCollective BargainingEmployment RightsWorkplace RepresentationGrievanceWork Health and Safety (WHS)Employment Law
Trauma
Trauma is the psychological, emotional, physical, or behavioural response to an event or series of events that are experienced as overwhelming, threatening, or deeply distressing. Trauma may result from a single incident, repeated exposure to harmful experiences, or prolonged adverse conditions such as workplace bullying, discrimination, coercive control, or domestic violence. Trauma affects individuals differently and may have lasting impacts on health, relationships, and daily functioning.
Related Terms
Psychological HarmBurnoutOccupational StressRecoveryTriggerTrauma-Informed PracticePost-Traumatic StressEmployee Wellbeing
Trauma-Informed Practice
Trauma-informed practice is an approach that recognises the widespread impact of trauma and seeks to prevent re-traumatisation by promoting physical, psychological, and emotional safety. It emphasises trust, choice, collaboration, empowerment, cultural responsiveness, and respect while recognising individuals' strengths and resilience.
Related Terms
TraumaPsychological SafetyRecoveryEmpowermentConsentTarget SupportEmployee WellbeingOptions CoachCase Management
Trigger
A trigger is a stimulus that reminds a person of a previous traumatic experience and activates an emotional, psychological, or physical response. Triggers may involve sights, sounds, smells, words, situations, or memories and can occur consciously or unconsciously. Understanding triggers is an important aspect of trauma-informed practice and recovery.
Related Terms
TraumaTrauma-Informed PracticeRecoveryPsychological HealthEmotional RegulationPost-Traumatic StressEmployee Wellbeing
Trust
Trust is the confidence that individuals can rely on others to act with honesty, integrity, competence, and respect. In workplaces, trust supports collaboration, communication, innovation, psychological safety, and effective leadership. High-trust organisations are more likely to encourage learning, engagement, and constructive problem-solving.
Related Terms
Psychological SafetyLeadershipOrganisational CultureGovernanceEmployee EngagementCommunicationIntegrityTeam Effectiveness
Turnover
Turnover refers to the rate at which employees leave an organisation and are replaced over a given period. High turnover may indicate organisational issues such as poor leadership, excessive workload, limited career development, inadequate support, or unmanaged psychosocial hazards. Monitoring turnover helps organisations identify emerging risks affecting workforce stability and performance.
Related Terms
Employee RetentionBurnoutEmployee EngagementOrganisational CultureWorkforce PlanningOccupational StressHuman Capital Management (HCM)Psychosocial Hazards
U
Unconscious Bias
Unconscious bias refers to automatic attitudes, assumptions, or stereotypes that influence a person's decisions, behaviours, and judgements without conscious awareness. While unconscious bias is a natural part of human cognition, it can contribute to unfair treatment, discrimination, and barriers to diversity and inclusion if left unrecognised and unmanaged.
Related Terms
BiasDiversity and Inclusion (D&I)EquitySystemic DiscriminationProtected CharacteristicsPsychological SafetyOrganisational CultureDecision-Making
V
Vicarious Trauma
Vicarious trauma is the cumulative psychological impact experienced by individuals who are repeatedly exposed to other people's traumatic experiences through their professional roles. It commonly affects healthcare professionals, counsellors, lawyers, investigators, first responders, human resource practitioners, and others working closely with people affected by trauma. Without appropriate support, vicarious trauma may contribute to emotional exhaustion, reduced wellbeing, burnout, and impaired professional functioning.
Related Terms
TraumaSecondary Traumatic StressBurnoutCompassion FatigueWorker WellbeingOccupational StressTrauma-Informed PracticePsychological Health
Victim
Within the legal and criminal justice system, a victim is a person who has suffered harm as the result of a crime or unlawful act. The term carries specific legal rights and protections but does not determine legal guilt or liability. Within the WorkRight23 Platform, the preferred term is target, reflecting a trauma-informed, strengths-based approach that recognises the person's experience without defining their identity by the harm they have suffered.
Related Terms
TargetPerpetratorTraumaRecoveryCriminal LawWorkplace BullyingPsychological HarmJustice
W
Wellbeing
Wellbeing is a holistic state in which individuals are physically, psychologically, emotionally, socially, and, where relevant, spiritually healthy and able to function effectively in their daily lives. Workplace wellbeing is influenced by both personal circumstances and organisational factors, including leadership, work design, psychological safety, and exposure to psychosocial hazards.
Related Terms
Worker WellbeingPsychological HealthMental HealthOccupational StressBurnoutPsychological SafetyResilienceWork-Life Balance
Whisper Network
A whisper network is an informal system through which individuals privately share information about people whose behaviours have caused concern, particularly in relation to bullying, harassment, sexual misconduct, or abuse of power. While whisper networks may help people protect themselves and identify patterns of harmful behaviour, they generally lack procedural safeguards, evidence standards, privacy protections, and mechanisms for natural justice. The WorkRight23 Matching System provides a secure, evidence-informed alternative that protects confidentiality while identifying verified behavioural patterns.
Related Terms
Matching SystemWorkplace BullyingSexual HarassmentCase ManagementPattern RecognitionConfidentialityPsychological SafetyPerpetrator
Whistleblower
A whistleblower is an individual who reports suspected illegal, unethical, unsafe, or improper conduct occurring within an organisation. Whistleblowers may disclose concerns relating to fraud, corruption, workplace safety, discrimination, harassment, or other serious misconduct. Effective whistleblower protections help safeguard individuals from retaliation and support organisational integrity and accountability.
Related Terms
WhistleblowingRetaliationPsychological SafetyGovernanceEthicsSpeaking UpIntegrityProtected DisclosureWorkplace Safety
Whistleblowing
Whistleblowing is the act of reporting suspected illegal, unethical, unsafe, or improper conduct to an appropriate authority within or outside an organisation. Effective whistleblowing systems encourage early identification of organisational risks, support accountability, and protect individuals who raise genuine concerns in good faith.
Related Terms
WhistleblowerProtected DisclosureGovernanceEthicsRetaliationPsychological SafetySpeaking UpOrganisational Integrity
Work Health and Safety (WHS)
Work Health and Safety (WHS) is the legal and organisational framework for protecting workers from physical and psychological harm arising from work. It involves identifying hazards, assessing risks, implementing effective control measures, and continuously monitoring and improving workplace health and safety. Modern WHS frameworks recognise psychosocial hazards as workplace risks requiring the same systematic management as physical hazards.
Related Terms
Occupational Health and Safety (OHS)Duty of CarePsychosocial HazardsRisk AssessmentRisk ManagementSafe System of WorkWorker WellbeingGovernanceCompliance
Work-Related Psychosocial Risk
Work-related psychosocial risk is the likelihood that psychosocial hazards arising from work design, organisational systems, workplace relationships, or the work environment will cause psychological or physical harm. Effective management focuses on preventing harm by identifying and addressing organisational causes rather than responding only after harm has occurred.
Related Terms
Psychosocial HazardsRisk AssessmentRisk ManagementWork Health and Safety (WHS)GovernanceRoot Cause AnalysisPsychological Safety
Worker Wellbeing
Worker wellbeing is the overall physical, psychological, emotional, and social health of people in the workplace. It is influenced by work design, leadership, organisational culture, relationships, workload, recognition, psychological safety, and the effective management of psychosocial and physical hazards. Worker wellbeing contributes to sustainable performance, engagement, innovation, and organisational resilience.
Related Terms
Psychological HealthPsychological SafetyOccupational StressBurnoutWork Health and Safety (WHS)Human CapitalEmployee EngagementOrganisational CultureWork-Life Balance
Workforce Capability
Workforce capability is the collective knowledge, skills, experience, behaviours, adaptability, and capacity of an organisation's workforce to achieve its strategic objectives. Workforce capability extends beyond technical competence to include leadership, collaboration, learning, resilience, and the ability to respond effectively to changing organisational demands.
Related Terms
Human CapitalLearning and DevelopmentEmployee EngagementProductivityInnovationOrganisational IntelligenceLeadershipOrganisational Resilience
Workforce Planning
Workforce planning is the strategic process of ensuring an organisation has the right number of people with the appropriate skills, capabilities, and capacity to meet current and future operational needs. Effective workforce planning considers organisational strategy, workforce demographics, succession planning, workload, emerging skills, and organisational change. Poor workforce planning can contribute to excessive workloads, staffing shortages, role conflict, burnout, and other psychosocial hazards.
Related Terms
Human Capital Management (HCM)Workforce CapabilityEmployee CompetenceJob DemandsOrganisational ChangeSuccession PlanningRecruitmentLeadershipPsychosocial Hazards
Workplace Bullying
Workplace bullying is repeated, unreasonable behaviour directed towards a worker or group of workers that creates a risk to their health, safety, or wellbeing. Bullying may be verbal, physical, psychological, social, or work-related and often involves an actual or perceived imbalance of power. While a single serious incident may not always constitute bullying, it can still present a significant psychosocial hazard requiring intervention.
Related Terms
Adult Bullying in the WorkplaceHarassmentAbuse of PowerHostile Work EnvironmentPsychological SafetyPsychosocial HazardsOccupational StressRetaliationWorkplace Conflict
Workplace Conflict
Workplace conflict is a disagreement or incompatibility between individuals or groups arising from differences in goals, expectations, values, communication, roles, or interests. While conflict is a normal part of organisational life, unmanaged conflict can escalate into bullying, harassment, reduced psychological safety, and organisational dysfunction.
Related Terms
Conflict ManagementMediationGrievancePsychological SafetyWorkplace RelationshipsLeadershipCommunicationOrganisational Culture
Workplace Culture
Workplace culture refers to the shared values, beliefs, behaviours, attitudes, and practices that influence how work is performed and how people interact within an organisation. Workplace culture shapes employee experiences, leadership behaviours, psychological safety, ethical decision-making, and organisational performance. A healthy workplace culture promotes respect, inclusion, trust, accountability, and continuous improvement.
Related Terms
Organisational CultureLeadershipPsychological SafetyGovernanceWorker WellbeingEmployee EngagementTrustValuesPsychosocial Hazards
Workplace Experience Health Index (WHEI™)
The WorkRight23 Workplace Experience Health Index (WHEI) is a composite measure that evaluates the overall health of employees' workplace experiences by integrating psychosocial assessment data across multiple organisational domains. Rather than measuring individual incidents in isolation, the WHEI provides a holistic view of organisational wellbeing, highlighting strengths, emerging risks, and areas requiring targeted intervention.
Related Terms
Constellation Risk Index (CRI)Workplace SignalsPsychosocial HazardsOrganisational IntelligenceCross-Metric TriangulationWorker WellbeingPattern Recognition
Workplace Investigation
A workplace investigation is a structured and impartial process used to establish the facts relating to allegations of misconduct, policy breaches, workplace complaints, or other organisational concerns. Investigations should be conducted fairly, objectively, confidentially, and in accordance with procedural fairness and natural justice.
Related Terms
InvestigationProcedural FairnessNatural JusticeGrievanceDisciplinary ProcedureWorkplace BullyingHarassmentEmployment Relations
Workplace Resilience Index (WRI™)
The WorkRight23 Workplace Resilience Index (WRI) measures an organisation's capacity to anticipate, adapt to, recover from, and learn from disruption while maintaining worker wellbeing and organisational performance. The index considers leadership, governance, organisational capability, psychosocial safety, workforce stability, and adaptive capacity to provide insight into long-term organisational resilience.
Related Terms
Organisational ResilienceConstellation Stability Score (CSS)GovernanceWorker WellbeingHuman CapitalOrganisational IntelligenceContinuous ImprovementLeadership
Workplace Signals
Workplace Signals are observations, experiences, concerns, or suggestions submitted by workers that provide early evidence of emerging organisational issues or psychosocial hazards. Within the WorkRight23 Platform, Workplace Signals are analysed collectively to identify patterns, monitor organisational health, and provide leaders with early warning of issues before they escalate into more serious organisational risks.
Related Terms
Indicator (Evidence)Pattern RecognitionWorkplace Experience Health Index (WHEI)Psychosocial HazardsCross-Metric TriangulationOrganisational IntelligenceEarly Warning SignalsWorkplace Analytics
Workplace Violence
Workplace violence is any incident in which a worker is abused, threatened, intimidated, or physically assaulted in circumstances arising out of or during the course of work. Workplace violence may involve physical, psychological, verbal, or sexual aggression and can originate from colleagues, customers, clients, patients, family members, or other third parties.
Related Terms
Occupational ViolenceHarassmentWorkplace BullyingDomestic Violence in the WorkplacePsychological SafetyWork Health and Safety (WHS)Psychosocial HazardsDuty of Care
WorkRight23 Hazard Constellation™
The WorkRight23 Hazard Constellation is a proprietary systems model that visualises psychosocial hazards as an interconnected network rather than isolated risks. The model recognises that organisational hazards influence one another, forming clusters that amplify, suppress, or destabilise overall organisational functioning. By analysing hazard interactions, organisations can identify root causes, quantify systemic risk, and prioritise interventions that create the greatest organisational benefit.
Related Terms
Constellation Risk Index (CRI)Constellation Stability Score (CSS)Psychosocial HazardsPsychosocial RiskRoot Cause AnalysisSystems ThinkingPattern RecognitionOrganisational Intelligence
WorkRight23 Platform
The WorkRight23 Platform is a secure, trauma-informed digital support platform designed to help individuals document workplace harm, understand their options, and make informed decisions about their pathway to recovery and resolution. The platform combines confidential case management, secure evidence storage, psychosocial assessments, wellbeing monitoring, educational resources, and proprietary analytics to support both individual healing and organisational learning. Members remain in control of their information and decide if, when, and how they choose to take action.
Related Terms
Case ManagementMatching SystemOptions CoachOptions AdvocateBullying ContinuumEmployee Hierarchy of NeedsPsychological SafetyWorker WellbeingTarget SupportConfidentiality
Wrongful Termination
Wrongful termination occurs when an employer ends a person's employment in breach of an employment contract, applicable legislation, or legal obligations. Wrongful termination may arise from unlawful discrimination, retaliation, failure to follow procedural fairness, breach of contract, or other unlawful conduct. The legal definition and available remedies vary between jurisdictions.
Related Terms
Constructive DismissalEmployment LawGrievanceProcedural FairnessNatural JusticeRetaliationDisciplinary ProcedureEmployment Relations