Do’s and Don’ts of Creating a Trauma-Informed Workplace

Are you ‘trauma informed’? We asked BEN PORTER and DIANA CHEPKOSGEI of the Psychosocial Group to explain why this is an important issue for all HR, managers and leaders to consider. Here are ten things they told us.

1.Even the most resilient employees can suffer, affecting their health and productivity. Emotional distress, extreme worry, substance abuse, fatigue, low immunity, low self-esteem or social withdrawal. All of these are common reactions. But of course, these do not necessarily mean that a person is experiencing psychological trauma.

2.Trauma is the lasting emotional impact of an extremely distressing event or experience. Unlike everyday adversity, a traumatic event often involves a serious threat to life, such as physical injury or death, and a sense of helplessness. It may be political or economic instability, emotional abuse, physical violence, sexual abuse, accident, illness, war, loss, grief or displacement.

3.It may be more common than you think. A global study found that 70 per cent of people have experienced at least one traumatic event in their lifetime. Most people in your organisation have probably experienced trauma.

4.Trauma reduces organisational creativity and innovation. It can also strain relationships, hinder cooperation and reduce commitment to organisational goals. Traumatised people may have difficulty building trust with others. Trauma can make organisations more prone to absenteeism and staff turnover, leading to increased recruitment and training costs and disruption to workflow.

5.The evidence is clear: understanding trauma is beneficial. One study found that workplace mental health interventions can deliver an average 5:1 return on investment. However, many workplaces focus more on “getting the job done” and less on the individual and their experiences. But the two are interconnected. When your team thrives, so does your mission.

6.People who have experienced trauma can be valuable assets in the workplace. They often bring new perspectives and ideas to the table. Trauma can help people to be creative, purposeful and visionary. It can inspire them to create solutions to challenges. Not everyone needs to experience trauma to grow, but those who do tend to emerge stronger and wiser.

7.Some leaders and managers worry about having to take responsibility for all of their employees’ personal problems. But their role is not to provide counselling. Rather, it is to show empathy and understanding. It’s to promote a compassionate workplace. It’s to refer team members to relevant resources or professional support.

8.In a trauma-informed workplace, people are more willing to discuss things openly and seek support when needed. Creating this environment depends on having compassionate leaders who provide resources and practical support when employees are struggling. The more compassionate the leader, the more likely people are to report cases such as sexual abuse. When trauma is not addressed at work, it creates an environment where shame, fear and silence become the norm in times of crisis.

9.We can help. We offer trauma-focused therapy for people who are struggling to recover after a traumatic event. We run mental health and wellbeing awareness training courses for managers. We can review your organisation’s culture to help you create an environment where your team and mission can flourish.

10.Success depends on the buy-in and active participation of senior leaders. If your work involves exposure to traumatic events, materials, or the risk of trauma from others, it is important to develop a budget to create a trauma-informed workplace. This means developing and implementing plans and policies.