What HR should know about trauma-informed workplaces?
Trauma is more common than we think. According to the WHO, 1 in 3 people globally will experience trauma in their lifetime. And yet, workplaces often lack the awareness to support employees who are living with the impacts of trauma or being re-triggered by the environment.
A trauma-informed workplace is one that recognizes the widespread impact of trauma and creates systems of safety, choice, and empowerment.
⚠️ What counts as trauma?
Trauma isn’t just about war or abuse. It includes:
- Workplace bullying or harassment
- Sudden loss or illness
- Identity-based discrimination
- Childhood neglect or emotional invalidation
- Chronic stress in unsafe environments
As Gabor Maté notes, “Trauma is not what happens to you, but what happens inside you as a result of what happens to you.”
🧬 The science: what trauma does at work
Trauma impacts:
- Attention and focus (due to hypervigilance)
- Emotional regulation (quick shifts in mood, perceived overreactions)
- Trust and communication (difficulty feeling safe in groups or with authority)
- Feedback tolerance (neutral comments may be misinterpreted as threats)
🛠️ What can HR do?
1. Normalize mental health conversations
Make it okay to say, “I’m not okay.” Use inclusive language, offer mental health days, and avoid performative wellness.
2. Reframe “challenging behavior.”
Instead of asking, “What’s wrong with them?” ask, “What might they be carrying?”
3. Design trauma-sensitive systems
Avoid surprise feedback sessions, allow for preparation time, and make accommodations for sensory needs (lighting, noise, etc.).
4. Train all managers in trauma awareness
This includes understanding triggers, dissociation, and how to avoid re-traumatization during conflict or stress.
🌱 Final Thought
You don’t need to know everyone’s trauma story to lead with compassion.
A trauma-informed workplace isn’t about fixing people. It’s about removing unnecessary harm and creating a culture where people can work with dignity and safety.
