Become a Trauma-Informed Organization
In a trauma-informed workplace, safety, respect, and well-being are foundational. These supportive environments foster a culture of care, reducing staff resilience and reducing burnout.
Trauma-informed practices go beyond client care. They can also shape how we hire, supervise, train, and lead. Building this type of culture requires leadership commitment, staff voice, and a long-term vision grounded in wellness.
Embrace Core Trauma-Informed Principles
These six guiding principles shape a trauma-informed approach:
- Safety (physical, emotional, psychological)
- Trustworthiness and transparency
- Peer support and mutual self-help
- Collaboration and mutuality
- Empowerment, voice, and choice
- Cultural, historical, and gender responsiveness
Leadership Commitment & Vision
Trauma-informed transformation starts at the top. Senior leaders must:
- Model trauma-informed principles
- Create a clear vision rooted in staff well-being, such as creating “a workplace where staff members are healthy, engaged, and feel supported”
- Provide space and resources for culture change
Conversation Starters for Leadership
The best way to get buy-in from leadership may vary based on their current focus. Framing the conversation to fit the agency’s immediate concerns can help with garnering support. Try approaches like…
Retention-focused:
“We’re seeing more staff talk about feeling overwhelmed, disconnected, or emotionally exhausted. I think adopting a trauma-informed lens could really help us retain and support our team.”
Cost-focused:
“Trauma-informed workplaces are a smart investment. Companies with mature workplace mental health programs saw a return of $2.18 for every dollar spent, largely through reduced absenteeism and turnover costs” See what you lose when someone leaves.
Action-focused:
“Would leadership be open to forming a small action team to explore trauma-informed approaches in our workplace culture? It could be a low-lift way to start thinking about what trauma informed organizational care would look like here.”
Form a Trauma-Informed Action Team
- Include diverse voices across roles (clinical, non-clinical, admin, leadership, even clients/community partners) to guide and assess progress.
- Create group agreements grounded in TIC principles (e.g., creating physical and emotional safety in meetings, acknowledging power dynamics).
- For examples of team activities and questions to discuss check out Creating a Trauma-Informed Workplace: A Toolkit to Support Planning and Implementation by Origins Training & Consulting
Assess & Align Organizational Culture
Use tools like:
- Agency Self-Assessment for Trauma-Informed Care
- Trauma Informed System Change Instrument
- Checklist for Trauma-Informed Human Resources Practices
Evaluate whether trauma-informed values are reflected in:
- Human Resources policies
- Supervision and performance practices
- Onboarding and training
- Everyday workplace interactions
Apply Trauma-Informed HR Practices
Embed trauma-informed approaches across the employee lifecycle:
- Hiring: Clear, transparent job descriptions that reference trauma-informed competencies
- Onboarding: Orient staff to organizational supports, promote self-care, and clarify expectations in a compassionate way
- Employment: Offer professional development, recognize compassion fatigue, ensure staff have a voice, and include wellness supports
- Offboarding: Provide a safe, transparent transition process that recognizes contributions and reduces stress for remaining staff
Prioritize Mental Health & Well-Being
- Offer proactive support and psychological support strategies (Employee Assistance Programs, reflective supervision, return-to-work support)
- Make mental health a core component of workplace policies, not just crisis response but prevention and promotion of well-being.
- Educate leaders on how to recognize and respond to trauma symptoms (e.g., shifts in work performance, burnout, avoidance).
Measure Impact & Adapt
- Track retention, absenteeism, engagement, and mental health claims
- Remember: Return on Investments (ROI) grows over time—programs improve with sustained effort
- Use regular staff feedback loops to refine your approach
Build a Healing Organizational Narrative
Think of your agency as a living, learning system. A trauma-informed culture evolves with your team, centering connection and trust as protective factors.
This mindset shift helps staff feel part of something meaningful, even during challenge or change.
Sources
- Agency for Healthcare Research and Quality. Physician Burnout. Read more
- Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams.
- Huppert, M. (2017). Sense of Belonging at Work. LinkedIn Blog
- Indeed Employer Content Team. (2025). Retention Strategies. Read more
- National Academy of Medicine. (2024). National Plan for Health Workforce Well-Being. PDF
- Harvard DCE. (2023). Why Workplace Culture Matters. Read more
- Workforce Solutions Jam. (2024). Transforming Organizational Culture. View resource
