How To Take A Trauma-Informed Approach In Your Organization

Apathy is Boring’s RISE C8 Hub Night in Winnipeg, Jeremy Lee

Even if we may not realize it, trauma is everywhere. By definition, it is the lasting emotional response that can result from living through a distressing event. And its effects are far-reaching. Trauma can alter someone’s sense of safety, ability to navigate relationships, and even cause PTSD. It is estimated that 76 percent of Canadians have experienced some kind of traumatic event in their lifetime. By consequence, trauma is present in our organizations and institutions. When we don’t address it, we risk further harming those who have it.

Trauma often comes from early in life. In Canada, one in three people have experienced adverse childhoods and may suffer from trauma because of it. This means the young people entering your organization may be carrying with them the weight of childhood trauma. To create a safe space for youth of all backgrounds, it’s important to adopt a trauma-informed approach.

Operating from a trauma-informed lens is assuming that someone is more likely than not to have a history of trauma, and acknowledging the role trauma may play in their life today. In a healthcare setting, for instance, that means they may have pre-existing conditions. For young children, repeated exposure to trauma can impact brain development and rewire the brain’s response to stress. Trauma-informed care in healthcare settings means identifying and treating trauma, and, whenever possible, involving patients in their healthcare decisions.

For any type of organization, operating from a trauma-informed lens helps all members. Becoming trauma-informed means making a commitment to changing the practices, policies, and culture of an institution in order to make everyone feel safe. It means members are involved in working toward this change and understanding the impact of trauma and the specific needs of trauma survivors.

Here are some guiding principles of operating with a trauma-informed lens. To read more, visit Canada.ca.

Safety and Trust

First things first, make sure your organization is a physically safe space. This is crucial to creating an environment where members feel welcome and accepted. And while you can’t quantify it, emotional safety is just as important. If you know or suspect someone in your organization is dealing with trauma, don’t probe them to disclose their experiences. Just offer a safe space for them to participate and get involved — the goal here is to minimize harm. Be aware of possible triggers that may re-traumatize members — like uninvited touches, judgemental comments and use of force — and avoid them. 

Be open about decisions whenever possible. When important decisions are made with transparency, it maintains an air of trust between those in positions of power and young people who are entering the organization. This is especially important with people who have experienced of trauma and may struggle with building trust.

Collaboration and Support

Building a community of mutual support is key to increasing comfortability within an organization. By creating a support system with members, your organization is in turn making space for the possibility of recovery and healing. Everyone in your organization has a role to play in making sure your organization is a safe space. 

Empowerment

Be mindful of trauma caused by the historical and systemic oppression of marginalized communities. Approach trauma with an intersectional lens — recognizing that members' respective identities factor into their unique lived experiences and possible trauma. 

Be generous with positive feedback. Identifying and praising strengths will empower more involvement and self-confidence from members of your organization. Amplify youth voices and give them decision-making power, wherever possible. This can positively impact the way a young person with trauma may engage with institutions more broadly in Canada.

Remember

Create an environment that is welcoming. Ask people how they feel, and listen. Ultimately, trauma-informed approaches must be implemented by those who have the most power in an organization. It doesn’t come by accident, it comes with work and intentional change. But building a trauma-informed organization is worth it.