90percent Consulting

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90percent Consulting

We help leaders create healthier workplaces through coaching, strategy, and practical tools that support people, not just policies. Why 90% and not 100%?

NT-based and trauma-informed, we focus on reducing burnout, building trust, and helping teams stay and thrive. Because perfection doesn't leave room for continuous improvement.

10/09/2026

Today is R U OK? Day.

But what happens if they are not OK?

What structures exist to support the employees who are still showing up and doing their jobs, even when they're struggling?

The silent ones who are doing the work, often more than their share, but are quietly drowning?

R U OK? Day is an important conversation, especially when approached with gentle curiosity.

Let the person know what you've noticed that's different from their norm. Ask if they're OK, then follow up with realistic, tailored options for support.

Make sure you know what's available, and what's suitable.

Ensure your options include online, face-to-face and SMS support, recognising that different people will feel comfortable accessing support in different ways.

And remember, this may be the first time anyone has initiated the conversation.

The person may need time to think about how they want to respond, or what support might actually help.

Remain available over the coming weeks.

Gently check in again.

Because asking “R U OK?” matters.

What happens after you ask matters too.

08/09/2026

When we talk about masking in the workplace, the conversation often focuses on neurodivergence.

But people can also feel pressure to mask their gender identity or expression.

And for some neurodivergent employees, those pressures can exist at the same time.

So what signals does your workplace send about whether it's safe to be yourself?

Look at your policies and procedures. Do they still refer to employees as he/she or his/her? If someone doesn't identify that way, how might that affect their willingness to tell you?

Could changing your documentation to they/their send a different message?

What about email signatures? When leaders include their pronouns, could that help signal acceptance of gender variation?

These might seem like small details, but they contribute to the environment people are constantly assessing around them.

If someone is already using energy to mask their neurodivergence, what is the additional load when they feel they need to mask their gender identity too?

30/08/2026

Your psychosocial risk assessment might be missing cultural load.

When organisations assess psychosocial hazards, they might consider workload, role clarity, support and workplace relationships.

But for First Nations employees, there can be additional demands that aren't always visible.

- Being expected to speak on behalf of an entire culture.

- Being asked to educate colleagues.

- Carrying additional cultural responsibilities.

- Navigating cultural obligations alongside organisational expectations.

- Experiencing discrimination or cultural isolation at work.

Cultural safety isn't created by expecting First Nations employees to carry the responsibility for it.

It's created when organisations recognise these demands and design appropriate support around them.

That might include cultural mentoring, flexibility around cultural obligations, appropriate reporting processes and access to First Nations employee networks.

Psychosocial safety and cultural safety aren't separate conversations.

For some employees, they're deeply connected.

Does your psychosocial risk assessment consider cultural load?

28/08/2026

What could bird flu mean for the people who live and work in Kakadu?

With H5 bird flu now detected in Australia, I've been thinking about what an outbreak could mean here in the Territory.

There has been no detection in the NT, but preparedness matters.

In a place like Kakadu, the impact wouldn't only be about sick birds.

For First Nations people, it could affect culturally significant species, traditional hunting practices, connection to Country and cultural responsibilities.

For rangers and others working on Country, it could also change how they work, what they encounter and the responsibilities they carry.

And that's the part organisations need to think about too.

When an environmental or biosecurity threat affects someone's work, community, culture and Country simultaneously, the psychological impact can't be separated neatly from the operational response.

Preparedness needs to consider people as well as wildlife.

If you see sick or dead birds or other animals, don't touch them. Record the location, take photos or video if it is safe to do so, and report it to the Emergency Animal Disease Hotline on 1800 675 888.

For more info: https://www.agriculture.gov.au/biosecurity-trade/pests-diseases-weeds/animal/avian-influenza/resources

24/08/2026

A Place to Bloom 🌻

You may start to notice this artwork appearing more often across my work, and there is a reason for that.

I commissioned Johanna Wunbirri to create A Place to Bloom, an original artwork that reflects something fundamental to the work I do: creating environments where people feel safe, included, supported and able to thrive.

Johanna is a proud woman of Ngarrindjeri descent. Ngarrindjeri people are waterspirits of yarluwar-ruwe (saltwater country) and murrundi-ruwe (freshwater country) from the south-east of Adelaide, along the Murray River.

Johanna’s Aboriginal name was given to her by her aunties, Rosemary and Margery Morgan, Traditional Owners of Wadjigan Country, southwest of Garramilla/Darwin.

A Place to Bloom reflects the importance of creating safe, inclusive spaces where people feel seen, heard and supported.

The sunflowers represent the Hidden Disabilities Sunflower, recognising those living with non-visible disabilities or conditions.

The neutral background reflects people from all walks of life coming together to seek support, while the green gathering symbols represent safe yarning circles, spaces built on trust, respect and connection.

Together, these elements celebrate a place where every person is supported, valued and given the opportunity to bloom.

It is a sentiment that sits closely alongside my work in organisational psychology, and one I am proud to now have reflected in my brand.

Thank you, Johanna, for creating something so meaningful.

Artist: Johanna Wunbirri
Instagram:
Email: [email protected]

18/08/2026

Happy National Science Week! 🔬

One of the reasons I chose to study organisational psychology is because decisions about people deserve the same scientific rigour we expect in engineering, medicine and finance.

Yet many organisations continue to invest in workplace trends, personality labels and leadership fads without stopping to ask a simple question:

What does the evidence actually tell us?

The research is remarkably consistent.

When we apply evidence-based principles to leadership, work design, recruitment and psychological safety, organisations don't just create healthier workplaces.

They create better-performing ones.

This week is a timely reminder that science doesn't just belong in laboratories.

It belongs in our workplaces too.

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http://www.90percent.com.au/

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