The Importance of Being Trauma-Informed

Becoming trauma-informed isn’t just about compassion and inclusion: it also makes good business sense.

Guest poster Loretta Rose explains different types of trauma, how they manifest, and how you can cultivate a more supportive culture for the good of your colleagues and your business.

Workplace trauma is not just an individual issue—it’s an organisational one. It affects retention, productivity, engagement, and the overall culture of a company. HR and L&D professionals must prioritise recognising and addressing workplace trauma if they want to create environments where employees can thrive.

I’ve experienced trauma in more than one workplace. Trauma is a heavy word, but it’s the most accurate one. According to the British Association of Counselling and Psychotherapy, emotional and psychological trauma stems from stressful events that crush your sense of security, leaving you feeling helpless and vulnerable. It can result from a one-off event, such as an accident or violent attack, or prolonged abuse over years.

Understanding Workplace Trauma

As a psychotherapist, I have supported many individuals who have faced workplace trauma—any traumatic event occurring in the work environment. Drawing on my previous corporate career, I have faced the sudden death of a colleague, repeated experiences of redundancy, the insidious impact of daily microaggressions on self-esteem, the strain of working under toxic leadership, chronic burnout from poor work-life boundaries, and abusive behaviour from colleagues.

These experiences can profoundly impact mental health, triggering feelings of helplessness and eroding trust. For me, these events shifted my focus from professional growth to sheer survival. I found myself craving safety and stability while fearing the recurrence of traumatic incidents. Sometimes, the only solution was to leave the workplace entirely.

Recognising Trauma in Employees

Trauma manifests differently for everyone, but there are common signs that can help you identify struggling employees:

• Persistent fatigue or changes in sleep patterns

• Increased reliance on alcohol or drugs

• Avoidance of specific people, tasks, or situations

• Hypervigilance or being consistently on edge

• Withdrawal from colleagues and social interactions

• Erratic performance - either a significant drop in productivity or a tendency to overwork

• Excessive absenteeism

• Exaggerated reactions to being startled or touched

• Difficulty concentrating or making decisions

Context is crucial. What looks like a behavioural issue may have deeper roots. Personal, cultural, and situational factors must be considered to avoid harmful assumptions. For example, my own experience of workplace trauma was worsened by the additional layer of racial trauma.

The Overlooked Impact of Racial Trauma

Racial trauma - the mental and emotional toll of prolonged racism in all its forms - is one of the most pervasive yet under-addressed types of traumas in the workplace. Unfortunately, racism remains prevalent in many UK workplaces, with 60% of Black employees and 42% of Asian employees reporting experiencing racism at work, according to the TUC.

Racism encompasses more than overt actions; it includes daily microaggressions, exclusion from opportunities, and biased performance evaluations. Over time, these stressors accumulate, creating a significant emotional burden. The experience of hypervisibility and invisibility—being under constant scrutiny yet overlooked for opportunities—takes its toll. Eventually, these pressures can erode self-worth, leaving racialised employees questioning their place in the organisation. This was the case for me. Even in workplaces promoting inclusivity, a lack of representation intensified the feeling of being an outsider.

Understanding how a person’s intersecting identities, such as race, gender, sexuality, socioeconomic background, age, ability, and culture or religion, shape their experience of workplace trauma is essential for creating a trauma-informed workplace.

Fostering A Trauma-Informed Workplace

A trauma-informed workplace doesn’t focus on “fixing” employees but on creating an environment where safety, visibility, and support are prioritised. Trauma can lead to anxiety, depression, or even post-traumatic stress disorder (PTSD). By fostering a supportive culture and offering appropriate resources, organisations can make a meaningful difference.

Here are some steps on how to create a trauma-informed workplace:

1. Train leaders and managers: Equip managers to recognise trauma-related behaviours and respond with empathy. A supportive manager can be instrumental in an employee’s recovery.

2. Cultivate openness: Create spaces for employees to share their challenges without fear of judgement. Anonymous surveys, employee resource groups, and forums can help identify systemic issues.

3. Address systemic issues: Review policies to ensure fairness and equity. This includes unbiased hiring practices, equitable promotions, and transparent performance reviews.

4. Provide tailored resources: Offer therapy, coaching, or peer support programmes that address diverse needs. Generic employee assistance programmes may not be sufficient for racialised employees, who may require specialised support. Organisations like Dawnsong provide tailored therapy and coaching for overcoming workplace trauma in racialised professionals.

5. Show flexibility and compassion: Recovery from trauma is not linear. Support employees by offering flexible schedules, additional leave, or adjusted workloads.

Creating a trauma-informed approach isn’t just compassionate—it makes business sense. Employees who feel valued and supported are more productive, innovative, and loyal. In turn, organisations benefit from stronger teams, higher retention rates, and a thriving workplace culture.

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