Trauma in the Workplace

Many individuals who engage in advocacy work do so because they, or someone they know, have been directly impacted by trauma. In today's society, it's hard to find someone untouched by some form of traumatic experience, be it through personal experiences like the pandemic or the continual exposure to violence in the media. Despite a tendency among traditional businesses, organizations, and corporations to operate as if it's business as usual, the reality underscores a critical and growing need to integrate trauma-informed practices in the workplace.

Making trauma-informed practices a cornerstone of workplace culture is as essential as the now standard requirements for anti-harassment and tech security protocols. This is because retraumatization in the workplace is an issue that should never be minimized or overlooked.

Trauma-informed practices are not about handling employees with kid gloves or tiptoeing around difficult topics. Rather, they ensure that all team members are treated with respect, held accountable, and communicated with in a manner that they can understand and process effectively.

Implementing trauma-informed practices can include:

1. Providing healthy, skill-based feedback on a regular basis, which creates an expectation for both positive and constructive feedback, focusing on the work or situation rather than the individual.

2. Establishing consistent and documented operating procedures to provide employees with the resources they need for success, facilitating easy access to established protocols.

3. Creating space for questions and clarification, fostering an environment where returning to a topic for further discussion is free from stigma.

4. Setting clear timelines, deadlines, and expectations to ensure everyone is on the same page.

5. Encouraging open dialogue about personal boundaries and mental health needs to create a supportive environment that recognizes and respects individual limitations and preferences.

Incorporating trauma-informed practices as a fundamental part of your team or business's culture is not only about avoiding potential triggers; it's about building a supportive, cohesive, and productive work environment. This approach helps teams feel more connected and allows for the early identification of individuals who may not be a good fit for the team through open communication, clear feedback, and well-defined expectations and timelines.

Conclusion and Action Steps:

Embracing trauma-informed practices in the workplace is not just a trend but a necessary evolution in creating healthy, resilient, and inclusive work environments. To move forward:

1. Educate Your Team: Begin with training sessions on trauma-informed practices for all employees, emphasizing the importance of empathy, respect, and effective communication. The Hope Team’s 40-hour Hope Advocacy Training is a great option.

2. Revise Policies and Procedures: Review existing policies and procedures through a trauma-informed lens, making necessary adjustments to support a psychologically safe workplace.

3. Implement Regular Feedback Loops: Establish mechanisms for regular, constructive feedback that respects individual experiences and promotes personal and professional growth.

4. Foster an Open Communication Culture: Encourage open dialogue about mental health, boundaries, and personal needs to destigmatize discussions about trauma and support.

5. Evaluate and Adapt: Regularly assess the effectiveness of your trauma-informed practices and be willing to make changes based on feedback from your team.

By taking these steps, organizations can create environments where employees feel valued, respected, and supported, leading to greater productivity, satisfaction, and overall well-being.

For more information about the 40-hour Hope Advocate Training, please visit: https://extension.unr.edu/family-resilience/trainings.aspx