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Introduction to Trauma-Informed Workplaces for HR

Adopt trauma-aware and compassionate practices to foster a safe workplace for all.

Trauma is extremely prevalent and affects employees in complex ways, impacting their wellbeing, health, and outcomes in and outside of work.

Along a continuum of care, HR and leaders have a responsibility to be more trauma informed while promoting access to (but not delivering) trauma-specific care.

Being trauma informed involves recognizing how the experience of trauma affects the behaviors and actions of survivors and prioritizing their safety, choice, and control (CAMH), especially in industries where employees face greater risk of experiencing trauma at work (e.g. healthcare, social assistance and public safety, etc.).

Trauma-specific care refers to approaches designed to treat trauma-related symptoms, trauma-related disorders, and specific disorders of traumatic stress (SAMHSA), delivered by certified professionals.

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Our Advice

Critical Insight

Becoming trauma informed is a proactive approach to promoting health and preventing harm that demonstrates organizational support of wellbeing and safety for all individuals.

A failure to intentionally be more trauma informed as an organization risks the psychological safety and wellbeing of individuals in the organization who have survived trauma, are experiencing trauma, or may encounter trauma in the future.

Impact and Result

  • Develop a trauma-informed approach that recognizes the complexities of trauma, its prevalence, and its impact.
  • Review research on trauma-informed models to develop an approach that addresses needs and is anchored in the pillars of psychological safety (promote health, prevent harm, and resolve incidents and concerns).
  • Adopt practical tactics for the organization to be trauma informed to support employees who have experienced trauma in and outside of work.

Introduction to Trauma-Informed Workplaces for HR Research & Tools

1. What trauma is and why it matters at work

Define trauma and its impacts on individuals and organizations.

2. The foundations of a trauma-informed workplace

Outline what being a trauma-informed workplace means and anchor trauma-informed practices in the pillars of psychological safety.

3. Trauma-informed practices at work

Identify actionable tactics to prevent harm, promote health, and resolve incidents to foster a trauma-informed workplace.

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About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Get the help you need in this 3-phase advisory process. You'll receive 4 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Review what trauma is and how it impacts employees and the organization.
  • Call 1: Review what trauma is, the impact of trauma on individuals and organizations, and how the risk of trauma varies across professions and demographic segments.

Guided Implementation 2: Discuss the foundations of a trauma-informed workplace.
  • Call 1: Explore what being a trauma-informed workplace means and connect trauma-informed practices to the pillars of psychological safety.
  • Call 2: Assess the current state of trauma-informed practices at the organization and determine a trauma-informed approach for the organization.

Guided Implementation 3: Outline trauma-informed practices at work.
  • Call 1: Review key players’ roles in being trauma-informed and actionable tactics to prevent harm, promote health, and resolve incidents to foster a trauma-informed workplace.

Contributors

  • Katherine Manning, President of Blackbird, Author of The Empathetic Workplace
  • Lynn Harrison, Workforce Development Director, Arizona Department of Health Services
  • Darlene Shipp, Organizational Culture Strategist, Arizona Department of Health Services
  • Stephanie Martinez, Strategy Officer, Arizona Department of Health Services
  • Sara Fromstein, Director of Belonging and Social Impact, DECIEM: The Abnormal Beauty Company
  • Deb Ovsenny, VP of Human Resources Service Delivery, Metrolinx