Bradley Wallis – Regional Manager

Jun. 24, 2026
3 - Min

Showing up without the mask

For many people, psychological safety at work is difficult to define. For Bradley Wallis, Regional Manager at Sodexo Australia, it’s much simpler than that. It’s the difference between showing up as yourself or showing up behind a mask.

Working in the FIFO sector for many years, Bradley understands the pressure many people can feel to fit a certain mould, especially in traditionally male-dominated industries. Over time, his experience at Sodexo helped him better understand what psychological safety and inclusion can look like when they are actively supported in the workplace.

The psychological fear to get over is the ability to come out without a fear or a mask around your coworkers.

Interestingly, Bradley found that safety came not from avoiding difficult conversations, but from engaging in them openly and constructively. “The more I was challenged, the more I realised I was safer,” he says.

Why visibility matters

For Bradley, genuine inclusion comes from curiosity, open conversations, and people being willing to learn from each other. He believes allyship is not something that should stay quiet or hidden in the background.

“Good allyship is visible by sharing support and people knowing your stance before someone has to ask you,” he says.

That visibility matters, especially for people who may still be figuring out whether they feel safe enough to be themselves at work.

Today, Bradley’s goal is supporting greater visibility for LGBTQIA+ colleagues He believes creating psychologically safe workplaces starts with awareness, empathy, and recognising shared humanity.

“We have more in common than we are different,” he says. “Our differences are simply sometimes misunderstood or amplified.”

Building allyship through learning

Bradley also understands why some people may hesitate to speak up or show support because they are worried about getting it wrong. But to Bradley, intent matters.

“If there’s good intent and openness to be corrected, it’s alright,” he says. “Nobody knows everything. It’s okay.”

He believes allyship grows when people are willing to listen, ask questions, and learn more about the experiences of others.

“Building allyship means sharing stories, educating colleagues on different diversity experiences, and showing a genuine desire to learn,” he explains. That mindset, he believes, creates room for growth, better conversations, and stronger teams.

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Looking ahead with hope

Bradley has seen encouraging signs of progress across Sodexo, particularly through growing participation in employee networks and conversations around inclusion.

“What gives me hope is there are more members in the network wanting to increase visibility of the activities we do,” he says.

For Bradley, psychological safety is not built through policies alone. It is built every day through the way people listen, support each other, and create environments where others feel safe to contribute fully.

Because when people no longer feel the need to hide parts of themselves, workplaces become stronger, more connected, and more human.

And that starts with making it safe to be you.