Workplaces are more than just settings for productivity; they are environments where individuals bring their whole selves, including past experiences, challenges, and emotional health. Trauma, whether stemming from personal experiences or workplace-related incidents, can significantly influence how people perform, interact, and feel in professional spaces. For organisations, fostering an understanding of trauma and emotional wellbeing is not just compassionate—it is essential for creating inclusive, productive, and supportive environments.
This article explores how trauma manifests in the workplace, its effects on employees and organisations, and the strategies employers can adopt to promote emotional wellbeing for all.
Trauma in the Context of the Workplace
Trauma can be broadly defined as a deeply distressing or disturbing experience that alters an individual’s sense of safety and well-being. In a workplace context, trauma may have either external or internal origins.
Types of Trauma Affecting Employees
- Personal Trauma Employees may carry personal trauma into the workplace, such as abuse, bereavement, or health challenges. These experiences often affect how they view authority, relationships, and stress.
- Workplace Trauma Trauma can also originate within the workplace. Examples include:
- Witnessing or experiencing harassment, bullying, or discrimination.
- Being involved in or witnessing accidents, violence, or dangerous incidents.
- Working in high-stress or high-risk industries, such as healthcare or emergency services.
- Collective Trauma Community-wide or global events, such as natural disasters, pandemics, or social unrest, can also contribute to workplace-wide emotional burdens.
How Trauma Impacts Work Performance
The effects of trauma on an individual are as unique as the experiences that cause it. However, several common patterns can appear in the workplace.
1. Difficulty Concentrating
Trauma often affects cognitive functioning, making it challenging to focus, solve problems, or complete tasks. Memory problems and an inability to organise priorities are common.
2. Increased Absenteeism
Employees struggling with trauma may find it difficult to maintain consistent attendance. Physical health issues, emotional fatigue, or the need to avoid stressors in the workplace can all contribute to absenteeism.
3. Emotional Dysregulation
Trauma survivors may experience heightened emotional sensitivity or sudden outbursts of frustration, irritation, or sadness, particularly in high-stress situations.
4. Hypervigilance or Avoidance
Hypervigilance often manifests as an overreaction to perceived threats, even in routine workplace interactions. Conversely, avoidance behaviours may cause employees to withdraw from tasks, meetings, or colleagues.
5. Diminished Trust and Collaboration
Trauma—especially when related to workplace harassment or bullying—can make it challenging for employees to trust their colleagues or managers, leading to difficulties with teamwork or sharing responsibilities.
Secondary or Vicarious Trauma in the Workplace
Employees in certain careers, such as healthcare, social work, therapy, or journalism, may experience secondary trauma, also referred to as vicarious trauma. This occurs when individuals are repeatedly exposed to the traumatic stories or distress of others, such as patients or clients. Common symptoms include burnout, emotional exhaustion, and a growing sense of helplessness.
For organisations in high-risk sectors, creating systems of support for employees to process these experiences is vital.
Creating a Trauma-Informed Workplace
A trauma-informed workplace recognises the prevalence of trauma, understands its potential impact on employees, and seeks to create an environment that fosters safety, trust, and support. Here are actionable steps employers can take:
1. Promote Emotional Safety
Creating a safe workplace environment goes beyond physical safety—it includes emotional and psychological well-being as well:
- Enforce zero-tolerance policies for bullying, harassment, and discrimination.
- Encourage open communication through regular check-ins or access to confidential reporting channels.
- Ensure employees feel they are treated fairly and that their voices are heard.
2. Offer Flexibility and Support
Trauma-related challenges can affect employees’ work schedules or performance. Flexibility helps reduce stress and fosters a culture of trust:
- Allow flexible working hours, remote work options, or additional leave when necessary.
- Adapt workloads and expectations temporarily for employees recovering from trauma.
3. Provide Access to Mental Health Resources
Normalising mental health support and promoting access to professional resources is crucial in a trauma-informed workplace:
- Offer Employee Assistance Programmes (EAPs) that include mental health counselling.
- Share information about mental health resources, such as hotlines or local providers.
- Provide workplace training to leaders and teams on recognising and addressing trauma.
4. Foster a Culture of Empathy
Managers and team members should approach one another with empathy and understanding:
- Train managers to interact sensitively with employees who may be affected by trauma.
- Encourage active listening without judgement when an employee shares their struggles.
- Avoid pressuring employees to disclose personal experiences—they should have the choice to share only when they feel comfortable.
5. Build Resilience Through Wellbeing Initiatives
Proactively helping employees build resilience enables them to cope better with challenges:
- Offer workplace resilience programmes, such as mindfulness training or stress management workshops.
- Create spaces for relaxation and decompression, such as quiet zones or outdoor areas.
- Encourage peer-support groups where employees can share experiences and insights.
Why Trauma-Informed Leadership Matters
Leadership plays a vital role in setting the tone of a trauma-informed workplace. Leaders who are compassionate and informed about trauma can guide their teams with greater sensitivity and effectiveness.
Traits of a Trauma-Informed Leader
- Empathy: They seek to understand employees’ feelings and experiences.
- Transparency: They communicate openly and honestly, creating trust.
- Adaptability: They adjust managerial expectations to accommodate employees’ individual needs.
- Active Listening: They allow employees to feel heard and validated without judgement or dismissal.
By modelling supportive behaviour, trauma-informed leaders can set an example for the entire organisation.
The Benefits of a Trauma-Informed Workplace
Creating a trauma-informed culture benefits not only individuals but also the organisation as a whole. When employees feel safe, supported, and understood, they are more likely to thrive at work. Key benefits include:
- Improved Retention: Understanding and meeting employees’ emotional needs reduces turnover rates.
- Increased Productivity: Employees who feel supported are better able to focus, collaborate, and perform consistently.
- Stronger Team Morale: A culture of empathy and trust enhances team cohesion and satisfaction.
- Positive Reputation: Organisations prioritising employee wellbeing are seen as desirable workplaces, attracting top talent.
Supporting Colleagues with Trauma
For team members, supporting a colleague with trauma begins with compassion and awareness. Here are some simple ways to provide support:
- Check In Regularly: A simple “How are you doing?” can go a long way.
- Avoid Assumptions: Allow the individual to share their experience and needs on their own terms.
- Be Patient: Healing from trauma takes time, so avoid pushing for quick resolutions.
- Respect Boundaries: Colleagues may need space or privacy as they manage their emotions at work.
Final Thoughts
Trauma affects people in many ways, but a well-informed and empathic workplace can play a critical role in promoting healing and resilience. By fostering an environment rooted in safety, trust, and understanding, organisations not only support individual wellbeing but also create a more inclusive and thriving workplace for everyone.
Whether you are a leader, a colleague, or someone personally impacted by trauma, remember that progress begins with small, compassionate actions. By working together, we can create professional spaces where employees feel valued and empowered, no matter their past experiences.
