The impact of trauma in the workplace and the importance of a trauma-informed approach

The impact of trauma in the workplace

Trauma has the potential to change how a person’s nervous system functions and its ability to regulate. This can, in turn, lead to a range of psychological and physiological symptoms.

When business leaders understand that trauma is what happens inside a person (i.e., a change in their nervous system) as a result of what happened to them and/or what they experienced, it changes their thinking from “What’s wrong with this person?” to “What happened to this person?” There are many different types and causes of trauma and there may be increasing effects over time. This includes re-traumatization whi

• Not being trusted, included, or involved in decision making because of mental health issues associated with trauma.
• Not having an opportunity to be heard, give feedback, or be given a choice as to how they work best
• Working with clients who may be struggling with and expressing similar experiences and circumstances.
• Punitive and/or disciplinary-focused — as opposed to corrective — actions in the workplace.

It’s important for employers to understand the effects of trauma, because it can significantly impact an individual’s mental health and ability to effectively contribute at work. How trauma manifests at work can also vary greatly. Your team members may: 

• Not speak up or set reasonable boundaries
• Not voice ideas or pursue opportunities and challenges
• View constructive feedback as a personal failure
• Be excessively hard on themselves for errors that anyone could have made
• Take a lot of time off work or be less present and productive while at work
• Withdraw from working in teams
• Be more irritable, anxious, or angry
• Feel undervalued

Additionally, second-hand exposure or accumulated exposure to a distressing event — like working with certain clients — may result in vicarious trauma.

What is a trauma-informed approach?

A trauma-informed approach means working to understand and acknowledge that trauma exists, recognizing how it can impact one’s life, experience, and interactions at work. It also means doing what’s possible to support the person experiencing trauma, as well as those they interact with. This doesn’t mean labelling, diagnosing, or treating trauma. Nor does it mean excusing unsatisfactory performance or behaviour. A trauma-informed approach in the workplace promotes understanding, support, and empathy, as well as recognizing that trauma arises from many different experiences and events. 

Adapted from the Buffalo Center for Social Research, the principles of a trauma-informed approach in the workplace include:

Safety: Helping ensure physical and emotional safety for all individuals.

Trustworthiness: Ensuring clarity, consistency, and professional interpersonal boundaries.

Choice: Ensuring individuals clearly understand their rights and responsibilities, and allowing them to have choice and control as it relates to their own health and wellness.

Collaboration: Sharing power and making decisions together.

Empowerment: Recognizing strengths and skills, and providing an atmosphere where people feel validated.

How can employers support those who have/are experiencing trauma? 

Given the many ways it can manifest, it won’t always be obvious if a team member has or is experiencing trauma. However, there are actions that employers can take to help support the mental health of their employees, in general.

In addition to understanding and learning more about a trauma-informed approach, these actions include: 

• Regularly reaching out and checking in, particularly if something seems off.
• Naming mutual support as a value and encouraging your teams to support one another during life’s inevitable difficulties.
• Scheduling a debrief after challenging interactions and situations.
• Providing meaningful and genuine acknowledgement.
• Taking an appreciative inquiry approach (e.g., acknowledging the strengths and talents that employees bring to their roles, and supporting them to work to further enhance those strengths and talents)
• Supporting employees with flexible work and encouraging them to take time off.
• Protecting employee down time (e.g., not emailing or messaging them after hours)
• Promoting resiliency and having open conversations about vicarious trauma, if applicable to your workplace.
• Offering training sessions associated with mental health and/or providing coverage for employees to take them on their own.
• Offering enhanced benefits for counselling and mental health supports, and ensuring employees are aware of their options.

Overall, it’s about fostering a genuine, safe, supportive, and trusting work environment. 

Improve your workplace’s well-being with a trauma-informed approach

If you’re curious about how to implement a trauma-informed approach in your workplace, MNP’s advisors are here to help. Reach out to Cori Maedel, Partner in MNP’s Human Resources Consulting to learn more.