In today’s fast-changing political and economic climate, corporations face unprecedented challenges from the attempted dismantling of DEI to the soaring cost of goods. Employees are navigating workplace demands while also dealing with civil unrest, economic instability, and personal hardships. The impact of trauma—whether from systemic inequities, workplace stress, or global crises—affects productivity, engagement, and overall workplace culture.
The very first space I started speaking on trauma-informed workplaces was at a global manufacturing company.
In case you didn't know, here is a little bit of the backstory. I was a supply chain and operations analyst for over six years and ever since I was 11 or so years old I wanted to be the Chief Operating Officer of Google. (Can you tell I've always been a big dreamer?) All of my career-oriented decisions were made with that in mind. I always had a strong analytical mind and I had deep respect for the quality and workforce of the manufacturing company that I was working for after obtaining my degree. Then, COVID hit around March of 2020. There was turmoil between those who were considered essential workers on the shop floor and those who were able to work from the safety of their homes. In May, the killing of George Floyd ignited overdue uprising and racial unrest. On October 15, my Dad was diagnosed with an aggressive cancer. Those next few months were focused on supporting him during chemo and radiation. Then, in March of 2021, I experienced an extremely traumatic and violent assault. As I returned to work, I noticed my own productivity and mental clarity was nowhere close to what it used to be. I looked around and noticed that I wasn't alone in this. So many people in my workplace were dealing with grief, loss, fear of the unknown, a lack of safety, a deep lack of trust, illness, a lack of financial wellbeing, discrimination, etc. A 1-800-Employee Assistance Hotline wasn't going to fix any of that.
I decided to study as much about the impact of trauma in nonclinical settings as I could. I became an internationally certified trauma informed coach via the most amazing organization called Moving the Human Spirit. I was inspired by an article in Forbes magazine titled "Why we Need Trauma-Informed Workplaces". I also gathered research from advocates, experts in clinical spaces, human resources, and books such as Stephen M. R. Covey's The Speed of Trust.
In 2022, I proposed the idea of speaking on Building Trauma-Informed Workplaces at the manufacturing company I worked for. It had such a large impact that was immediately overwhelming my email, direct messages, time, and walks to the lunch room. This idea of creating spaces that are trauma-informed and helping survivors build a sustainable life after trauma was a need that I didn't realize was so vast. It needed all of my energy and still does to this day.
When organizations integrate trauma-informed principles, they create environments where employees feel safe, valued, and empowered to thrive. If you are looking for a keynote speaker, workshop facilitator, or consultant to come into your workplace, it would be an honor to connect with you. In the meantime, here’s how corporate leaders can take meaningful steps toward building a trauma-informed workplace.
1. Recognizing Trauma’s Impact on the Workplace
Trauma isn’t always obvious. It can be acute, chronic, or systemic, and it affects employees differently. From financial stress to racial injustice to post-pandemic burnout, today’s workforce is experiencing a spectrum of challenges that influence mental health and performance.
A trauma-informed workplace acknowledges these realities by:
Recognizing that stress and adversity impact how employees function.
Understanding that traditional corporate structures may unintentionally retraumatize workers.
Prioritizing emotional safety as much as physical safety.
2. Leadership Buy-In: Setting the Tone from the Top
Trauma-informed leadership starts at the executive level. Leaders must commit to creating a culture of trust, transparency, and support. This includes:
Training leadership on trauma-informed principles.
Modeling emotional intelligence and active listening.
Encouraging open dialogue about mental health and workplace stressors.
When leaders prioritize well-being, it sets a precedent that resonates throughout the organization.
3. Creating Psychological Safety
Employees perform best when they feel secure. A trauma-informed workplace fosters psychological safety by:
Encouraging open communication without fear of retaliation.
Providing avenues for anonymous feedback.
Addressing microaggressions, discrimination, and toxic workplace behaviors proactively.
When employees feel heard and respected, engagement and retention improve.
4. Implementing Flexible Policies and Support Systems
Rigid workplace structures often exacerbate stress. Trauma-informed organizations offer:
Flexible work schedules and remote options.
Paid mental health days and wellness initiatives.
Leadership and organization understanding of Employee Assistance Programs (EAPs) and peer support groups.
These measures create a supportive framework that allows employees to navigate personal challenges without sacrificing productivity.
5. Prioritizing Equity and Inclusion
Systemic trauma disproportionately affects marginalized communities. A trauma-informed workplace actively works toward equity by:
Addressing wage gaps and promotion disparities.
Implementing inclusive hiring and retention practices.
Supporting affinity groups and mentorship programs.
True inclusion isn’t just about representation—it’s about ensuring that all employees have the resources and support they need to succeed.
6. Integrating Training and Ongoing Education
Education is the foundation of a trauma-informed workplace. Organizations should offer:
Trauma-informed care training for HR, managers, and employees.
Workshops on resilience, mindfulness, and stress management.
Regular assessments to gauge workplace well-being.
Knowledge empowers employees and leaders alike to foster a culture of awareness and support.
7. Measuring Success and Making Adjustments
Building a trauma-informed workplace is an ongoing process. Companies should:
Conduct employee satisfaction surveys to measure psychological safety.
Review HR policies to ensure alignment with trauma-informed principles.
Regularly seek feedback to make necessary improvements.
By consistently evaluating and evolving practices, organizations can create sustainable, trauma-informed workplaces that support both employees and business outcomes.
Final Thoughts
In today’s uncertain world, corporate leaders have a responsibility to create workplaces that prioritize well-being. A trauma-informed approach isn’t just about addressing past experiences—it’s about proactively fostering resilience, inclusivity, and trust.
As we navigate an evolving economic and political landscape, we must remember that trauma-informed is human-informed. By putting people first, organizations can build stronger, more adaptable, and ultimately more successful teams.
If your organization is ready to take the next step toward becoming trauma-informed, let’s start the conversation. Contact | Survivor Rising Change begins with leadership, and together, we can build workplaces where everyone has the opportunity to heal, grow, and succeed.