How Trauma Informed Workplaces Can Drive a Culture of Mental Health

Mental health has become an important and almost non-negotiable topic for discussion in the workplace. With the shifting relationship between our lives and work throughout and following the pandemic, mental health needs are showing up more and more. Or I like to think we are just more aware of them and open about discussions surrounding mental health as well.

According to Mindshare Partners 2021 Mental Health at Work Report, 84% of respondents said their workplace conditions had contributed to at least one mental health challenge.

And according to APA’s 2022 Work and Well-being Survey, 81% of workers reported that they will be looking for workplaces that support mental health in the future.

This trend isn’t changing anytime soon either. In a recent Monster State of the Graduate Report:

• 92% say it’s important for them to feel comfortable discussing mental wellness at work.
• 59% would quit a job if the workplace became toxic.
• 58% say the most important aspect of a job is work-life balance.
• 54% would turn down a job at a company that doesn’t offer work-life balance.

With shifting employee expectations, especially those of the newer generation entering the workforce, so focused on transparency and support as it relates to mental health, employers must plan to integrate mental health into their employee value proposition through benefits, and more important -through culture changes.

The question is- How can employers and leaders shift workplace cultures to better prioritize and support mental health?

It may be pretty daunting to shift organizational cultures holistically to center not only on business results and missions but also on mental health outcomes. And I’ll be honest, it will be a journey, but I believe wholeheartedly it’s a journey worth making, which is why I do the work I do around building trauma informed workplace culture.

What does it mean to be a Trauma Informed Workplace?

Trauma informed cultures center supportive, informed environments where everyone has the opportunity to be successful. It prioritizes eliminating workplace trauma and actively avoids re-traumatizing survivors. Trauma informed cultures are designed to better support every member of the team and their unique needs.

It is important to note that Trauma Informed Cultures DO NOT seek to diagnose or treat trauma. Nor should there be an expectation that individuals are under any obligation to share their traumatic experiences.

I’ve interpreted the Trauma Informed Care Principles developed by SAMHSA in 2014 to focus on application to all organizations and a focus on internal culture versus a client-focused approach.

At the core of Trauma Informed Cultures are seven principles that help ensure supportive environments for all members of the team- regardless of their experience with Trauma.

These principles are:

• Safety
• Trust & Transparency
• Community
• Collaboration
• Empowerment
• Humility & Responsiveness
• Cultural, Historical, & Gender Issues

How can Trauma Informed Cultures Drive Mental Health and Well-being?

To date, organizations have done a lot of great work when it comes to instituting wellness and mental health programs and initiatives. Certainly, there are opportunities to expand these programs, especially access to affordable mental healthcare benefits and therapy as a standard with health coverage.

Beyond programs and initiatives comes the more difficult work. Any type of culture change is a journey and takes significant buy-in throughout the organization and work that weaves the desired changes throughout every aspect of the employee experience.

The work is worthwhile, but how can you begin the work to seamlessly weave mental health into every aspect of your business? Trauma informed cultures are the perfect answer. While not it is not always the case, mental health challenges can frequently result from experiences of trauma.

It can be difficult to consider every aspect of an organization and its processes through only the lens of mental health. The trauma informed principles outlined above create a greater range for reflection and adjustment. Allowing for better overall mental health and cultures where everyone can be successful regardless of their prior experiences with trauma.

Trauma informed workplaces recognize the widespread impact of trauma within the population at large and their workforce; setting the foundation for creating a safe and supportive environment where employees are both physically and emotionally secure in expressing themselves without fear of judgment or reprisal.

Clear and transparent policies and procedures ensure employees know where to turn if they require support. The culture should also provide psychological safety that supports asking for help and speaking up. Leaders also play an important role in modeling behaviors throughout the organization; exhibiting empathy, approachability, and a willingness to listen with humility and make changes. They encourage open communication and actively seek feedback from their teams.

Trauma informed cultures also recognize how the workplace can sometimes cause trauma, as well as other mental health issues. This may happen because of a traumatic event in the workplace, triggering past trauma, or even vicarious trauma or secondary trauma.

Communities of peers and leaders within trauma informed organizations keep open lines of communication to help prevent these issues and when they do occur, help address and respond to them proactively.

Another meaningful aspect of trauma informed cultures that support ongoing cultural change is the mechanism for ongoing change and improvement is baked into the culture in the principle of humility and responsiveness. This supports the ever-changing environment and changing mental health needs of the workforce.

With openness, empathy, vulnerability, and a commitment to lasting change through trauma informed cultures organizations can support their overall employee mental health as well as business results to better navigate the future of work.

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