Nathan Harden: Building a culture where every voice matters

Jun. 09, 2026
3- Min

Safe to be you

Workplaces are at their best when people feel comfortable speaking up, sharing ideas, and bringing their whole selves to work.

For Nathan Harden, that idea sits at the heart of psychological safety.

While conversations around inclusion often focus on policies and programs, Nathan believes culture is built through everyday interactions, how people listen, how they respond to different perspectives, and whether individuals feel respected and valued for who they are.

One experience in particular helped shape his understanding of what an inclusive workplace can look like.

"One turning point was when I saw leaders openly share their own experiences and vulnerabilities," Nathan recalls.

"It set the tone that authenticity wasn't just accepted, it was valued. From that moment, I felt less pressure to fit a mould and more freedom to contribute as I am."

That experience reinforced something Nathan has come to value deeply throughout his career: the importance of creating environments where people feel safe to contribute, challenge ideas, ask questions and learn from mistakes.

Why psychological safety matters

For Nathan, psychological safety is about more than feeling comfortable.

It's about creating a workplace where people know their voice matters.

"Psychological safety means being able to speak up, share ideas, or admit mistakes without fear of judgement," he says.

"It's knowing you'll be treated with respect, even when perspectives differ."

He also believes psychological safety comes with a shared responsibility.

Being able to challenge unsafe behaviours, raise concerns, and have honest conversations is just as important as feeling supported when doing so.

In industries that rely on teamwork, trust and collaboration, these behaviours help build stronger teams and better outcomes for everyone.

The role we all play

Nathan believes the actions that create inclusive workplaces are often the simplest ones.

Leaders who listen. Colleagues who make time for others. Teams that remain curious and open to different experiences.

"Active listening, curiosity and consistency make a huge impact," he explains.

"Leaders who genuinely seek input, acknowledge different viewpoints and follow through on actions build trust."

He sees allyship in much the same way.

Rather than being reserved for significant moments, he believes allyship is demonstrated through everyday actions, creating space for different voices, challenging bias when it appears, and remaining open to learning from others.

Importantly, Nathan believes people shouldn't be afraid of getting things wrong.

"It's okay not to have all the answers," he says. "What matters is being willing to listen, learn and adjust."

"Culture is shaped by how we show up daily, how we treat each other, and how we support one another to succeed."

Looking ahead

As Sodexo Australia recognises Pride Month, Nathan hopes conversations around inclusion and psychological safety continue to grow.

He believes workplaces benefit when people feel comfortable discussing topics such as inclusion, mental wellbeing, career growth and the different experiences that shape who we are.

Those conversations build understanding, strengthen relationships and help create environments where people can thrive.

What gives him optimism is the growing willingness of people and organisations to engage in those discussions.

Ultimately, Nathan believes creating inclusive workplaces isn't about a single initiative or statement. It's about the choices people make every day.

"Culture is shaped by how we show up daily, how we treat each other, and how we support one another to succeed."

And for Nathan, that's what being safe to be yourself at work is really about.