Facing Trauma in Diversity/Inclusion/Belonging Initiatives

I previously wrote about the impact unresolved trauma has on corporate Diversity/Inclusion/Belonging initiatives within organizations.  

Many people reached out to me in agreement having witnessed it, but not knowing next steps.

Prior to 2020, it had been estimated that 70% of adults in the United States would experience at least one traumatic event in their life time.  As we enter 2021, that number is expected to rise significantly as a result of the virus/violence/vitriolic rhetoric.  

So what are tangible steps that an organization can take to help their work force address trauma in order to become more engaged/ more productive/more purposeful?

First, admit that the work force has been impacted by trauma. There are different definitions for trauma, but all include the following: unexpected, scary, distressing and disturbing, feelings of helplessness, frightening, and disconnected from feelings of safety and belonging.  The Trauma Healing Institute defines trauma as, “Trauma is a deep wound of the heart and mind that takes a long time to heal.   It hurts every part of us:  our relationships, our bodies, our thoughts, and our faith.” 

I spent a large part of my career working closely with individuals who had been incarcerated; individuals living in shelters; immigrants and refugees.   There was trauma, and it impacted their work, but as it was dealt with, their lives/their purpose/their abilities began to change. I’ve seen it.  I’ve also seen the effects of unresolved trauma and the negative heart breaking results. However, there is also trauma for individuals who lose a loved one unexpectedly; lose their job unexpectedly; lose a relationship unexpectedly; lose a pet unexpectedly; face a medical diagnosis unexpectedly; witness violence in their neighborhood on a regular basis; experience loss through natural disaster; or are impacted by domestic abuse or suicide.   It doesn’t just apply to someone who has been in a refugee camp in a war torn country .

Second, there are many different corporate chaplain organizations in the United States.  Chaplains are trained to deal with trauma; and the ones sent into corporate settings are trained to help employees work through their trauma to remain employed and productive.   Chaplains are versed in all religious beliefs; they are also comfortable working with individuals with no faith affiliation.

Third, there are Trauma Groups that will send in facilitators to help employees work through unresolved trauma.   Like the chaplains, these individuals have been trained in how to deal specifically with trauma to allow individuals to heal and move forward.

Finally, as part of a Diversity/Inclusion/Belonging program, employees can be provided a safe space to “share their stories”.    Sharing stories validates them; makes them real; but also moves them from a place of constant attention to a place of memory. This is similar to telling stories at funerals and wakes.  

There are options for addressing the trauma that comes with an expanding Diversity/Inclusion/Belonging initiative. Ignoring it, isn’t one of them.