The following is a scenario I used to helped one of my colleagues understand the concept of trauma-informed organizations:
Imagine you’ve just landed your dream a job at a company with offices in the World Trade Center…
Your new office is on the highest floor, with a modern, open workspace, floor-to-ceiling windows, and panoramic views of New York City and beyond, including the Statue of Liberty and the 9/11 Memorial & Museum.
Employees can experience this environment very differently:
😍Some love their workspace—They’re proud of the modern, iconic building and the office’s high-end, well-lit space and breathtaking views that reinforce the company’s prestige and influence. They get a thrill working above the clouds and watching the occasional helicopter pass below.
😑 Some feel largely indifferent. The building address, architecture, office layout, and views have little impact on their day-to-day work experience. They get to the office and get to work. Headphones? Power source? Chair? Monitor? All good..
😪For others, the building location, views or their commute may serve as a daily reminder of the 9/11 terrorist attacks. They may love their job and their work, but feel uneasy in the high-speed elevators, avoid office windows and stairwells, or feel unsettled in conference rooms or at their desk – particularly when shades are open. These feelings may impact their in-office performance in small or significant ways.
Now, imagine the company has a fire drill, complete with alarms, flashing lights and intercom instructions…
🔹 To some employees, this is minor inconvenience. They chat through instructions while casually scrolling on their phones or checking emails and joking with colleagues.
🔹 Some people listen attentively and follow procedures, and quickly transition back to work afterwards, forgetting the drill by the end of the day.
🔹 But for some, their nervous system may take over. They may become hyperaware of their surroundings or experience physical symptoms like a racing heart, sweating, or uncontrollable shaking. Afterwards, they may struggle to focus or get back to work due to memories, intrusive images, or anxious thoughts, The impact of the drill may fade as quickly as it started, or it may linger for days, months or for the duration of their tenure at the company. And every emergency drill or siren can resurface these responses.
According to the Substance Abuse and Mental Health Services Administration (2014), trauma-informed organizations understand that people bring different life experiences into the workplace, and:
💡Realize the widespread impact of trauma on employees
🩺Recognize the emotional, behavioral and physical impact of trauma
🛠️Respond by integrating trauma-informed policies and procedures into everyday operations and
🛡️Resist re-traumatization.
In this scenario, a trauma-informed company might:
✅ Acknowledge during onboarding (and particularly before emergency drills) that employees may experience fire drills and similar events differently, especially given the building’s location and history. This might include communication before, during and after the exercise, underscoring the drill duration, and why and how the exercise keeps people safe.
✅ Provide practical resources or strategies to help employees manage stress before or after all emergency preparedness exercises.
✅ Offer confidential support and understanding for employees who experience a trauma response during or after the event.
✅Train managers with appropriate messaging and ways to identify employees who may be experiencing the drill differently or might need support.
Other ways the company can help?
✅ Invite employees who may have been impacted by 9/11 (or similar traumatic events) to offer input on training.
✅Give employees advanced notice of these exercises and an option for concerned employees to work from home/watch remote drill training.
Being trauma-informed is about recognizing that the same workplace experience can feel very different depending on the person experiencing it and creating environments where all employees can succeed. It helps companies identify potential responses before they become issues, while also improving employee trust, collaboration, and retention.
If you’re interested in learning more about trauma-informed workplaces, I highly recommend The Wounded Workforce: https://www.thewoundedworkforce.com/ and CEO Stephanie Lemek’s fascinating work in this space.
If you’re a leader or work closely with communications teams that are engaging with employees, check out Equilibrious Communications: https://www.equilibrious-comms.com/. (And thanks to trauma-informed pro Ellen Griley for her input and insight on this post!)
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Disclaimer: I am not a licensed therapist…just a voracious reader, leader, certified coach, and communications pro who is intensely curious about resilience and burnout and how it’s playing out in our workplaces and lives today. If you’re struggling with your mental health, please seek out a qualified professional.❤️
