Our workplaces have the power to be spaces where people thrive—not just professionally but as a whole, complex human beings. Yet, for so many, work is where trauma shows up the loudest. Not because they choose it but because our workplaces were not designed to allow for the full breadth of the human experience, and few organizations understand trauma’s invisible impact on their people and their profits.
I saw this fact play out recently at a conference with hundreds of human resource professionals, not a single hand went up when asked who had policies supporting employees with trauma histories. The truth is whenever I ask these questions, the response is the same. And in today’s post-pandemic world – where collective trauma has touched virtually everyone, and we are seeing increases in global crises, climate disasters, social unrest, cultural clashes, and more – moving from unaware and trauma-affected organizations to creating whole-human, trauma-informed policies is mission critical for both employee well-being and organizational success.
As I navigated my own workplace experiences as a leader, employee, and consultant with C-PTSD, it often seemed as if traversing his intersection was an impossibility. And it was. Both individuals and organizations alike are afraid to discuss the very things that make us all human, especially those things that are shrouded in stigma and shame – the messy but universally true lived experiences of every human. Solving this dual imperative challenges us to rethink how we approach success in the workplace. What if, instead of clinging to outdated beliefs about winners and losers, we embraced a model where everyone thrives, employees and organizations alike?
What if we adopted a win/win approach that creates a 1+1=3 outcome, where the success of each employee, as well as the entire organization, is mutually reinforcing, leading to benefits that extend beyond the individual and the organization to society at large?
To fully grasp the connection between business success and human well-being, we must delve deeper into the factors that influence this relationship.m Over the next few months, we will explore:
- Why a whole-human, trauma-informed approach solves the challenges of the dual imperative
- The Positive Impacts of a Safe & Sound Approach on individuals, families, communities, and organizations
- The Seven Agreements that every organization should adopt to create a healthier workplace
- Leadership’s critical role in addressing trauma in the workplace
- How to turn barriers into buy-in
- And more!
Along the way, you will have opportunities to interact with tools on the Safe & Sound Workplace Alliance, receive guidance from my book Safe & Sound: Cultivating a Whole-human, Trauma-informed Approach to Employee and Employer Well-being, and even have a chance to win a copy of the book, one of my Strengths Decks, or even a consultation for your organization!
Together, we can create safer and more sound workplaces that benefit every person!
Connect with me on LinkedIn: https://www.linkedin.com/in/anitaroach/
Learn more about me and my work: https://anitaroach.com/
Join the Safe & Sound Workplace Alliance
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Featured Image: Photo by Elena Mozhvilo on Unsplash
Body images provided by the author.
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My passion is helping organizations understand trauma and create psychologically safe environments. As a survivor of childhood trauma and C-PTSD, I’ve experienced firsthand the challenges of thriving in unsupportive workspaces. This personal journey, combined with my research and consulting, has given me deep insights into the hidden costs of trauma and the power of creating safe workplaces. My mission is to help leaders adopt trauma-informed practices that foster resilience, innovation, and empowerment within their teams.
I hold a B.S. in Psychology, a Diploma in Global Leadership from The U.N.-Mandated University of Peace, and certifications as a Trauma-Informed Coach, Chief Well-Being Officer, Holistic Health Coach, CultureTalk Partner, and Strengths Practitioner.
