Staying Grounded Through Workplace Trauma

Editor’s note: This text-based course is an edited transcript of the webinar, Staying Grounded Through Workplace Trauma, presented by Ten'Niquwa "Nikki" Bryan, M.S in I/O Psychology. 

It is recommended that you download the course handout to supplement this text format.

Learning Outcomes

After this course, participants will be able to:

• List strategies to identify workplace trauma, individually and as a team
• Identify the effects of workplace traumas on RTs
• Discuss how to optimize work-life balance during and post workplace trauma

I am an Industrial Organizational Psychologist, commonly known as an I/O Psychology Practitioner. I specialize in various areas within I/O Psychology, but my primary focus lies in partnering with companies and organizations to prioritize their workforce's well-being by fostering a healthy work-life balance and equality.

My expertise extends to leadership development, organizational enhancement, optimizing workplace efficiency, and enhancing employee contentment. Through my company, I am committed to collaborating with leaders across sectors such as healthcare to bridge the gap between management and employees. I achieve this through intuitive coaching and evidence-based consulting practices.

Through extensive research, I have concluded that mindset and emotions play integral roles in our daily endeavors. Moreover, I have observed a reluctance to address workplace trauma despite its prevalent occurrence. It is crucial to acknowledge and tackle these issues to ensure organizational vitality.

Over recent years, there has been a notable shift towards recognizing the significance of human capital within organizations. The maxim, "The organization's most valuable resource is its human resource," has gained widespread acceptance. It is encouraging to witness management increasingly prioritize the human element.

Acknowledging and addressing loss, grief, and trauma in the workplace contributes to overall employee well-being. Failure to do so can impede organizational efficacy. Before delving further, I extend my gratitude to you for joining us and investing in your personal development. Whether you have attended my presentations in the past or not, I commend all frontline workers, particularly those in healthcare, for their resilience during the unprecedented challenges posed by the COVID-19 pandemic.

The Triggers

Allow me to express collective gratitude for your service. As we proceed with today's presentation, I encourage everyone to take notes actively. Alongside the information I will be imparting, I urge you to also introspect on your feelings, thoughts, emotions, and any triggers you may identify. While being trauma-informed is crucial, understanding how to respond when confronted with trauma is paramount. In the event that you find yourself profoundly affected or triggered for any reason, rest assured that professional support is readily accessible. I strongly advise you to seek assistance if such a situation arises. Your well-being is of utmost importance.

What is Workplace Trauma?

Before delving into the intricacies of workplace trauma, let's first establish a clear understanding of what trauma entails. Trauma is a component of a trilogy: loss, grief, and trauma. Loss refers to events such as the loss of life or a sense of security, while grief encapsulates the emotional response to such losses. Trauma, on the other hand, manifests as psychological or physical wounds inflicted by these losses. Psychological trauma can affect anyone, regardless of background or circumstance; no individual is immune to its impact.

In the workplace, the inevitability of trauma looms. Workplace trauma, also known as career trauma or workplace PTSD, manifests as an emotional reaction to adverse events encountered in a professional setting. These events encompass accidents, natural disasters, and exposure to toxic work environments. It is not uncommon for individuals to experience some form of workplace trauma during their careers. Whether enduring a hostile work environment, suffering from bullying or harassment, or witnessing violent acts, the toll on one's mental health can be significant. If any of these scenarios resonate with you, gaining clarity on the concept of workplace trauma is paramount.

Workplace trauma can be defined as the physical or psychological harm inflicted upon employees while on the job. It spans from witnessing traumatic incidents to experiencing violence or abuse firsthand. Its impact should not be underestimated, as it can severely impair job performance and even result in job loss. Now, let's explore the root causes of workplace trauma.

Firstly, it is important to acknowledge that trauma can affect entire communities. For instance, disasters like global pandemics, such as COVID-19, or natural calamities like hurricanes or floods can have widespread traumatic repercussions. Allow me to share a personal experience: I hail from the U.S. Virgin Islands, and in 2019, Hurricanes Irma and Maria wreaked havoc across the Caribbean. On Saint Thomas, one of the Virgin Islands, the local hospital faced dire circumstances. Operating solely on generators, half of the facility lay in ruins with no roof, and the entire structure was condemned. Nurses and doctors turned to social media, desperately pleading for aid. Their anguish was palpable, evident in their heartfelt pleas and the agonizing choices they faced regarding patient care amidst scarce supplies, electricity, and staffing shortages.

The aftermath of such disasters extends beyond the hospital's confines. With homes condemned and transportation hindered by fuel shortages, the entire island community bore the brunt of the catastrophe. Spanning a mere 3,200 square miles, options were limited, with only one hospital serving the entire area. Its condemnation marked a traumatic event for all involved.

Furthermore, trauma encompasses a spectrum of experiences, including technological breakdowns or deliberate acts of violence like mass shootings or perceived threats. It is crucial to recognize that trauma can be induced by threats alone, without the occurrence of an actual event.

Moreover, it is not just the breadth of loss factors that warrants attention; the depth of loss is equally significant. Loss experiences can profoundly impact individuals, groups, or organizations, potentially resulting in life-altering consequences or irreversible turning points. While addressing death-related issues in the workplace is crucial, it is equally vital to acknowledge a wide array of significant losses unrelated to death. These may include divorce, disability, chronic illness, victimization, or layoffs, each capable of shattering confidence and sense of security, plunging individuals into states of trauma.

Causes of Workplace Trauma

• Hostile work environment
• Being the victim of bullying or harassment
• Witnessing a violent act
• Being the victim of violence or abuse
• Non-life-threatening injuries
• Emotional abuse
• Workplace relationships/breakups
• Intimidation
• The experience of being fired
• Microaggressions and misogyny

Facing workplace trauma or any other form of trauma can be deeply distressing. The range of experiences listed—from hostile work environments to emotional abuse and beyond—underscore the multifaceted nature of trauma in professional settings. You may say, "Nikki, I have experienced workplace trauma and other traumas. I do not like it. I do not like how it makes me feel. Why is this even important?' Well, I am glad that you asked, and this is why we are here to talk about the effects of workplace trauma.

Now, let's address why understanding and addressing workplace trauma is paramount. By delving into the effects of workplace trauma, we shed light on its significance. Through this dialogue, we aim to foster awareness and provide strategies for coping and healing. Your willingness to engage in this conversation is commendable, and together, we'll explore the profound impact of workplace trauma and avenues for resilience and recovery.

Importance of Identifying Workplace Trauma

Identifying workplace trauma serves a dual purpose: it acknowledges that something has impacted you as an employee or clinician while reassuring you that you are not alone in facing these challenges. Establishing a trauma-informed workplace culture equips employees like yourself with the tools to comprehend their trauma and encourages them to seek treatment or support confidently. Furthermore, it enlightens managers on how to support their team members better, fostering a culture capable of navigating crises effectively—inevitable challenges we'll all encounter at some point. It is crucial to cultivate a culture that stands by its clinicians during trying times, both present and future. Preparing to address trauma before it occurs is key; being trauma-informed means having a plan of action in place for when challenges arise.

Reflecting on your workplace, are you aware if It is trauma-informed? Has this topic been broached in team meetings or training sessions? In my discussions with various healthcare professionals, it seems that trauma-informed practices are not widely implemented in settings such as doctor's offices, hospitals, or clinics. This highlights the need for broader awareness and adoption of trauma-informed approaches across all sectors of healthcare.

Case Study

• Ashley, Black Female
• Cardiologist office
• Racism
• Fear of being fired/Fired for whistle-blowing

Ashley, a Black female employed as a Certified Medical Assistant (CMA) at a cardiologist's office, endured distressing experiences of racism and feared reprisal for speaking out against injustice. She revealed that the doctor she worked for harbored animosity towards Black and Brown individuals, particularly his own employees. Ashley recounted instances where the doctor blatantly avoided interacting with anyone of Black or Brown descent.

In the workplace, it was customary for employees to inform the doctor of patients awaiting consultation. Shockingly, Ashley observed that her Black and Brown colleagues were consistently ignored by the doctor, who only acknowledged communications from white or Hispanic employees. In one egregious incident, a patient was left waiting for nearly three hours as a result of this discriminatory behavior. Despite repeated notifications from Black and Brown employees, the doctor neglected to attend to the patient promptly.

Furthermore, Ashley detailed a toxic environment where nurses exhibited disdain toward CMAs and Certified Nursing Assistants (CNAs), treating them as inferior. Disturbingly, she revealed instances of negligence, such as administering water instead of insulin to patients, highlighting the grave consequences of such mistreatment.

When Ashley raised her concerns to a Hispanic director within the hospital administration, she faced retaliation and was subsequently terminated for whistleblowing. This unjust dismissal forced her to exit the healthcare field altogether. The trauma inflicted by her experiences was profound, compounded by the realization that such discriminatory practices not only affected her but also impacted vulnerable elderly patients seeking care at the cardiologist's office. Ashley's narrative underscores the urgent need for accountability and systemic change within healthcare institutions to eradicate racism and ensure equitable treatment for all employees and patients.

It is heartbreaking to confront the reality of workplace trauma, but it is a necessary reckoning. Statistics paint a stark picture: 3 in 10 women experience gender-based discrimination, while 1 in 2 Black employees face race-based discrimination in the workplace. Racial trauma, a form of mental and emotional injury resulting from encounters with racial bias and discrimination, further compounds these challenges.

Strategies On How To Identify

• Flashbacks
• Insomnia
• Anxiety
• Depression
• Irritability
• Difficulty concentrating
• Lack of presence of mind
• Ongoing mental health issues
• Ongoing physical health issues
• Increased absenteeism
• Increased reactivity
• Decreased work performance
• Increase in burnout
• Self-isolation
• Substance abuse issues

Considering these statistics, it is evident that the modern workplace harbors potential traumatic situations that often go unrecognized. Yet, the impact of workplace trauma can be profound and wide-ranging, manifesting in various signs and symptoms. Individuals may experience flashbacks, insomnia, anxiety, depression, irritability, difficulty concentrating, and a lack of presence of mind. Ashley's experience, particularly her anxiety surrounding the fear of retaliation after whistleblowing, illustrates the detrimental effects of workplace trauma on mental health.

Moreover, the repercussions of workplace trauma extend beyond mental health, encompassing physical health issues, increased absenteeism, heightened reactivity, decreased work performance, burnout, self-isolation, and substance abuse. Substance abuse, in particular, is a significant concern, often overlooked or difficult to address within the workplace. Colleagues may notice signs of substance abuse in their coworkers, but the private nature of these struggles makes it challenging to intervene effectively.

However, recognizing these signs can provide an opportunity to initiate conversations and offer support to those in need. Building relationships with coworkers outside of work settings enables individuals to pick up on subtle cues and signals of distress. While addressing substance abuse is complex, it is essential to create spaces where colleagues can feel comfortable reaching out for help and support one another through difficult times. Paying attention to these signs and signals can serve as a gateway to offering compassionate support and fostering a culture of care and empathy within the workplace.

Poll Question

I want to hear from you all. Have you experienced workplace trauma?

A. Yes, I have experienced traumatic events or situations in the workplace

B. No, I have not experienced any workplace trauma

C. I am not sure, as I may have encountered challenging situations, but I am unsure if they qualify as workplace trauma

It is incredibly powerful to see such candid participation in the poll. With 75% of respondents indicating that they have experienced workplace trauma, it is evident that these challenges are unfortunately prevalent in many professional settings. Your willingness to share your experiences highlights the importance of acknowledging and addressing workplace trauma.

To those who have experienced workplace trauma, please know that you are not alone, and your experiences are valid. It is essential to seek support and resources to navigate through these difficult situations. For those who have not experienced workplace trauma or are unsure, it is crucial to continue fostering a supportive and empathetic workplace culture where everyone feels safe and valued. Thank you all for your participation and for contributing to this important conversation. Your insights and experiences are invaluable in our collective journey toward creating healthier and more inclusive work environments.

The Effects of Workplace Trauma

Exploring the ramifications of workplace trauma reveals a spectrum of adverse effects on individuals. Unresolved emotional trauma stemming from the workplace can manifest in various detrimental mental health symptoms, such as depression and anxiety, and may ultimately prompt individuals to resign. This was notably observed in the case of Ashley, who opted to depart the industry entirely. Beyond the trauma of racism, there exist additional cultural symptoms, including pervasive gossip and a leadership ethos that neglects to heed employee feedback. Such manifestations serve as telltale signs of a workplace environment fertile for emotional trauma. Consequently, this fosters a cycle of high employee turnover, tarnishes the organization's reputation, and inflicts emotional wounds upon its workforce, thereby engendering a ripple effect.

This impact extends beyond the employees themselves, reaching into the realms of patient care, employee families, friends, and the wider community. Moreover, the repercussions are not limited to social spheres; they also significantly impede productivity. When individuals suffer from these symptoms, it inevitably results in decreased efficiency and an elevated propensity for errors. Within the healthcare sector, where precision is paramount, errors can have dire consequences, potentially costing lives. Such outcomes are unequivocally undesirable.

The recent pandemic exacerbated the trauma experienced by many employees, particularly those on the front lines. This demographic notably includes respiratory therapists, doctors, and nurses. As healthcare professionals, exposure to traumatic incidents is an inherent aspect of daily duties, especially when caring for COVID-19 patients. Notably, the enduring effects associated with workplace trauma encompass sustained mental health challenges.

This is the impact of workplace trauma. It can lead to ongoing mental health issues, depending on the person and the situation. This may include heightened anxiety, both work-related and generalized, increased depression, panic attacks, and challenges with emotional regulation. Furthermore, there are ongoing physical health concerns, such as exhaustion, sleep disturbances, difficulty unwinding, decreased energy, and physical pain.

Additionally, individuals who have experienced traumatic events may suffer from flashbacks. These episodes involve feeling as if they are reliving the trauma, with their nervous system reacting as though the trauma is occurring in the present moment, even if the event has long since passed. This can be particularly distressing, especially in the midst of work responsibilities.

Moreover, workplace trauma can lead to increased absenteeism and diminished employee engagement. For instance, employees experiencing mental and/or physical symptoms may need to take time off to prioritize their health. Similarly, if they encounter triggers at work—such as interactions with a toxic boss—they may feel compelled to avoid the workplace altogether to evade potential distress. Furthermore, trauma responses vary from person to person. Increased reactivity is a common reaction, but it is important to recognize that trauma affects individuals differently.

Employees who experience heightened trauma at work may exhibit hyper-reactivity. This means they are more prone to anger and irritability, often reacting in ways that are disproportionate to the situation at hand. Many of you may be familiar with or have experienced this phenomenon firsthand, as it is quite common. Indeed, hyper-reactivity often arises when individuals' trauma is triggered. For instance, following an interaction with an emotionally abusive boss, they may become more irritable, leading to outbursts such as yelling at a colleague seeking assistance with a project. However, increased reactivity can also persist as an ongoing symptom.

In such instances, individuals may be perceived as having a short fuse. Moreover, trauma-related side effects can significantly impede work performance. The mental, emotional, and physical toll of trauma can result in diminished focus and productivity. Employees may struggle to advance their tasks and projects, causing their performance to decline, even if they have previously excelled in their roles.

Furthermore, increased burnout is a common consequence for many individuals grappling with trauma. They may exhibit avoidant behaviors, seeking to evade thoughts or feelings associated with the trauma's impact. For some employees, immersing themselves in work becomes a coping mechanism—a way to avoid confronting their trauma directly. Many of us have likely experienced throwing ourselves into work as a way to cope, believing that focusing on tasks can help improve our performance. However, this tendency puts us at a heightened risk of burnout. Personally, I have often found myself pouring all my energy into work until my body simply says, "Enough."

Moreover, trauma at work can lead to self-isolation. Individuals may withdraw from both work and personal relationships, spending more time alone. This isolation can exacerbate existing mental health issues, which we'll delve into further shortly. Substance abuse is another coping mechanism for some individuals dealing with trauma. Whether it is alcohol or other drugs, turning to substances to numb the pain can be tempting. This can pose serious risks, whether the substance use occurs at work, outside of work, or both.

While organizations cannot entirely eradicate workplace trauma, there are steps they can take to lessen its impact and provide better support for employees. One crucial aspect is removing the stigma surrounding trauma and related issues. We still encounter some reluctance to discuss these matters openly, but addressing trauma requires acknowledging its presence and fostering an environment where employees feel comfortable seeking help and support.

Absolutely, communicating openly with your employees about workplace trauma is crucial. Letting them know that as an organization, you are committed to supporting them is paramount. Make yourself available to listen to their challenges and address any questions they may have. By fostering an environment where trauma is discussed openly and regularly, you create a sense of psychological safety. This encourages employees to feel comfortable reporting workplace trauma and seeking help when needed.

When a traumatic event occurs in the workplace, it is essential to acknowledge it promptly. Discuss the incident with your employees and outline the steps you plan to take to address it. For example, if there's been a workplace accident, acknowledge the event and then outline the measures you are implementing to enhance workplace safety. it is crucial to reassure employees and let them know how you are working to prevent similar incidents in the future. Similarly, if an employee reports abusive behavior from a supervisor, take action swiftly. Inform the supervisor's direct reports about the situation and any disciplinary actions being taken. Additionally, offer support to employees who may be experiencing trauma as a result of the incident, especially those involved in the specific relationship.

Furthermore, providing workplace trauma training is vital for effectively managing trauma in the workplace. Equipping your team with the necessary knowledge and tools helps create a trauma-informed workplace environment. This ensures that employees are better equipped to recognize and respond to trauma-related issues sensitively and effectively. Prioritizing this aspect underscores your commitment to creating a supportive and understanding workplace culture.

How Leaders Can Handle It

Certainly, workplace trauma training is invaluable for equipping managers with the knowledge and tools needed to support employees effectively. Moreover, it empowers employees to understand their own trauma and feel empowered to seek treatment or support. Offering various trauma-informed training modules can significantly benefit your team. Here are some key areas to consider:

• Understanding the common causes of workplace trauma and strategies for dealing with them.
• Recognizing signs of specific traumas, identifying triggers, and learning how to offer support.
• Facilitating discussions about individual and collective traumatic events sensitively and constructively.
• Identifying and addressing abusive behavior in the workplace, and fostering a supportive work environment.
• Providing guidance on how to report trauma in the workplace and effectively manage and support employees in crisis.

By investing in comprehensive training, you ensure that your team is well-informed and equipped to mitigate trauma's impact. Additionally, it is crucial to offer additional resources to traumatized employees. While key team members like leadership, managers, and HR professionals can offer support and understanding, they are not health professionals. Traumatized individuals often require professional help to manage and heal from trauma. Therefore, it is essential to have additional resources available to provide the necessary support and care for employees dealing with trauma. This ensures that employees have access to the resources and assistance they need to navigate their healing journey effectively.

Providing referrals to trauma specialists and information about available support resources is essential. This may include directing employees to social workers, mental health professionals, or trauma support groups. Additionally, offering a mental health or employee wellness stipend can be highly beneficial. By providing financial resources, employees have the means to access the necessary treatment and support when dealing with trauma.

Furthermore, adopting a zero-tolerance policy toward common drivers of workplace trauma is crucial. While it is impossible to anticipate every event or behavior that may cause trauma, addressing common triggers is feasible and necessary. A zero-tolerance approach sends a clear message that the organization prioritizes employee well-being and is committed to creating a safe and supportive workplace environment.

Key elements to include in this policy are:

• Physical violence: No tolerance for any form of physical aggression or harm towards employees.
• Emotional violence: This includes behaviors such as gaslighting, bullying, and harassment, which can cause emotional harm.
• Emotionally abusive management practices: Leaders must refrain from practices that undermine employees' well-being, such as manipulation or coercion.

It is imperative to document this policy in the employee handbook and ensure that all employees receive and acknowledge it. Having employees sign the document confirms their understanding of the policy and reduces potential issues if disciplinary action is required for policy violations. This proactive approach promotes a culture of accountability and fosters a safer and healthier workplace environment for all.

It is important to recognize that a zero-tolerance approach is not feasible for every situation that may induce workplace trauma. For instance, while excessive gossiping can be distressing for some employees, it is not practical to terminate every employee who engages in such behavior. Instead, it is more effective to discourage it and promote healthier communication practices.

In cases where toxic behaviors persist, employing a "gray rocking" approach can be helpful. This involves refusing to engage with or acknowledge employees who exhibit disruptive behaviors. Over time, this approach can help diminish problematic behaviors. If the behavior persists and disrupts the work environment, it may need to be escalated to HR or the individual's supervisor.

Furthermore, prioritizing employees' health and well-being is paramount for any organization. Taking proactive steps to mitigate workplace trauma and supporting traumatized employees should be ingrained in the organizational culture. When employees feel valued and supported, they are more likely to be less stressed, more engaged with their work, and have stronger relationships with their colleagues and managers. Knowing that the company takes their well-being seriously instills confidence in employees that they will be supported in times of need, fostering resilience and better management of trauma when it occurs.

This proactive approach not only supports individual employees but can also help reduce overall trauma in the workplace. For example, a company that prioritizes employee well-being is less likely to foster a toxic work culture, thus reducing the risk of burnout and associated trauma. Additionally, by cultivating a culture that values well-being, it becomes easier to identify and address behaviors that are not aligned with this culture, such as managers who engage in abusive behaviors. Taking decisive action to address such behaviors, including termination if necessary, sends a clear message that the organization is committed to creating a healthy and supportive work environment for all employees.

Trauma-informed Workplace

Six guiding principles for a trauma-informed approach:

1. Safety
2. Trustworthiness and transparency
3. Peer support
4. Collaboration and mutuality
5. Empowerment, voice, and choice
6. Cultural, historical, and gender issues

Simplification of these three overarching concepts:

• Acknowledgment (“I will be heard”)
• Support (“I can get the help I need”)
• Trust (“I will be treated fairly”)

Incorporating the CDC's six guiding principles for a trauma-informed approach is crucial for creating a supportive workplace environment. Simplifying these principles, acknowledgment stands out as a foundational element. A trauma-informed workplace acknowledges the prevalence and impact of trauma on individuals and strives to create an environment that fosters healing and resilience.

A trauma-informed approach recognizes that trauma can manifest in various forms across different industries. For example, in healthcare settings, trauma may result from high-stress environments, exposure to traumatic events, or abusive behavior from patients or colleagues. In educational institutions, trauma may stem from bullying, academic pressure, or adverse home environments. Similarly, in corporate settings, trauma can arise from workplace harassment, discrimination, or high-pressure workloads.

By acknowledging the diverse forms of workplace trauma across different industries, organizations can tailor their approach to effectively support employees' well-being. This may include implementing trauma-informed policies and practices, providing resources for trauma support and intervention, and fostering a culture of empathy and understanding. Ultimately, a trauma-informed workplace recognizes the importance of acknowledging and addressing trauma to create a safe and supportive environment for all employees.

Case Studies

Marly, Black Female

• SchoolTeacher
• Elementary School
• Sexism

Tabby, Female

• RT
• Hospital
• Sexism, Harassment

Meet Marly, a dedicated Black female educator with seven years of experience teaching elementary school. During a recent job interview at a new school, she encountered an unsettling experience. The assistant principal greeted her with flirtatious behavior, setting an uncomfortable tone from the start.

Marly could not help but notice a gender disparity among the administrative staff, with the majority being male. Her discomfort only escalated when she met the principal, who exuded what she described as "creepy vibes." Despite her reservations, Marly proceeded with the interview process diligently. When offered the position, she requested time to consider it. However, upon declining the offer, the principal crossed a line by texting her with a message that left her feeling deeply unsettled: "I always fight for what I want."

This experience has left Marly apprehensive about working under any male superior. She now actively seeks positions at schools where the administrative staff, including the principal, are predominantly women. The incident has left her feeling traumatized and has eroded her sense of security in the workplace, especially considering the potential for one-on-one interactions with male colleagues in meetings and other professional settings.

In addition to Marly's story, it is important to recognize that such experiences can occur in any industry, including healthcare. Allow me to introduce Tabby, another woman whose experience left a profound impact on me. Tabby is a respiratory therapist who worked at a hospital, and her story truly shook me to the core.

Tabby found herself working alongside another respiratory therapist during the night shift, whom she believed she supervised. However, her colleague's behavior became increasingly concerning as he would inexplicably disappear during their shifts. Despite attempts to reach him on their work phones, Tabby received no response. In a desperate attempt to communicate, she called his personal cell phone.

Days later, Tabby was blindsided when her colleague went to HR and accused her of making sexual advances toward him. He presented text messages and fabricated claims of a sexual relationship outside of work. This false accusation of sexual harassment is a serious matter that requires immediate attention and resolution in any workplace. When summoned to the HR office, Tabby was completely unaware of the allegations made against her.

This disturbing incident highlights the devastating consequences of false accusations and the importance of addressing sexual harassment promptly and effectively. Tabby's experience serves as a stark reminder of the potential risks and trauma that can arise in the workplace, underscoring the need for proactive measures to ensure the safety and well-being of all employees.

However, the HR representative astutely sensed discrepancies in his narrative and took note of the phone number associated with the alleged text messages. Upon scrutiny, it was evident that this number did not match Tabby's. This revelation unequivocally refuted the fabricated accusations. Yet, even in such a scenario, the experience was deeply traumatizing.

Consider the irony: the sole occasion Tabby called him from her personal cell phone, prompted by his neglect of duty, became ammunition for his false claims. This betrayal of trust and misuse of a genuine interaction to construct a false narrative is profoundly distressing. It underscores the vulnerability of individuals in the face of baseless accusations, casting a shadow of doubt and fear over future interactions in the workplace.

Such a situation is undeniably frightening and deeply traumatizing. To diligently perform one's job responsibilities, especially in a position of leadership, only to have a colleague fabricate a malicious scenario of sexual harassment is unimaginable. The emotional toll of such betrayal is profound, leaving scars that may never fully heal.

Following this ordeal, Tabby understandably harbored apprehensions about working with male colleagues. The fear of potential repercussions and the need for added precautions, such as having someone else present during phone calls, highlight the lasting impact of this traumatic experience. Unfortunately, in some instances, the response to such reports hinges on the integrity and discernment of those in positions of authority. Depending on their ethical standards or lack thereof, individuals may face unjust consequences, such as immediate termination, due to false accusations fabricated by others.

This stark reality underscores the importance of fostering environments where integrity, empathy, and fairness prevail, ensuring that all employees feel safe, supported, and heard. Such incidents serve as poignant reminders of the imperative to cultivate workplaces built on trust, accountability, and genuine concern for the well-being of every individual.

I highlighted these two distinct instances as illustrations of how workplace trauma can manifest in diverse ways. By showcasing these narratives, I sought to emphasize that trauma experiences are unique to each individual and may vary widely in their nature and impact. Despite these differences, it is crucial to recognize that the existence of varying experiences does not negate the reality of trauma. Whether overt or subtle, visible or hidden, workplace trauma leaves a lasting imprint on those affected. Acknowledging this diversity underscores the importance of creating supportive and inclusive environments that prioritize the well-being of all employees.

Emotional Intelligence

Emotional intelligence is a recurring theme in my webinars, as it holds significant importance in navigating various aspects of life. Research indicates that over 70% of adults have encountered psychological trauma, with a considerable portion of you having shared similar experiences. Moreover, studies reveal that psychological trauma can impair the brain functions essential for emotional intelligence.

Such trauma induces neural changes that impede individuals' emotional intelligence capabilities. Recognizing and understanding emotions is integral to the recovery process, facilitating the management of emotions and fostering healthy relationships. Emotions wield substantial influence over decision-making processes.

Case Study

• My preterm labor/infant loss story
• 18-year-old
• 22 weeks pregnant
• Law Firm File Clerk

Now, I want to share my personal experience with trauma, the quality of work life, and the importance of work-life balance. I will structure my story around the degrees I have obtained, as each significant trauma coincided with my educational milestones. Unfortunately, each degree I pursued was accompanied by a traumatic event. The lack of support and poor work-life balance led me to quit my jobs during these difficult times. For example, while I was in my second-to-last semester of pursuing an associate's degree, I miscarried my daughter at 21 weeks. This tragic event occurred on Thanksgiving Day. By the following week, after the holiday break, my employer was unsupportive, adding to my distress.

The employer's HR representative contacted me, asking when I planned to return to work. It took me about 24 hours to respond because I was upset and trying to process how she could ask such a question after what I had just experienced. I had been very clear about what had happened to me. One of my friends, who had connected me with the job and still worked there, had experienced something similar just four or five months earlier. The HR person was fully aware of the situation, but it seemed like she did not care. All I could think about was how I had just given birth and watched my daughter take her last breath, and this was how I was being treated.

When I explained everything to the HR person again, her response was, "I am sorry to hear that. I am sorry that this happened to you. You are in my prayers. But please let me know if you are going to be returning to work or if you are going to be putting in your resignation." Of course, I quit. Her response felt incredibly insensitive. While I understand that companies have their due diligence, it was too much for me. I was still trying to process my emotions, and on top of that, I had gotten sick from the job. I worked with older women who had the flu and a stomach virus, which is how I got sick and went into preterm labor. In my mind, I thought, "I am here because of you."

I was only 18 or 19 at the time, and I thought, "I am here because of you." I needed time to process everything, so I quit my job and focused on school. Although I had to repeat some classes, I realized that the best thing for me was to focus on getting my degree so I would not have to work for such people anymore. I needed to keep moving forward.

While pursuing my bachelor's degree, about a year or a year and a half later, I had my son prematurely at 28 weeks. A premature birth was not part of the plan. At the time, my employer told me, "If you do not return, you will be accumulating points, and when you get to a certain amount, it means termination." I had one week to return to work, or I would lose my job.  Given that my son was born at 28 weeks and was in the NICU, I knew he would be there for six to eight weeks. So, I decided to return to work. I went back a week after giving birth, but I soon quit.

As soon as I found another job, I left. The insensitivity of those workplaces deeply bothered me. This experience sparked my passion for employee wellness. When you prioritize your employees and what they are going through, it makes a significant difference. We spend the majority of our time at work, and if I don’t feel safe with my managers or colleagues, I won't be productive or want to stay.

But my challenges did not end there. Ten years after my first traumatic experience, while I was obtaining my master’s degree in 2021, I faced another devastating event. With only six weeks left before graduation, I lost a very good friend and business partner. Not only did I lose her, but I also had to administer CPR and watched her take her last breath. She had COVID-19 and suffered complications from it. Although this was not my first loss of 2021, it was overwhelming. This experience gave me a deep understanding of what healthcare professionals went through during the pandemic. Hats off to them because I could not do that every day. One would think I would take time off to work on myself, but I had to finish school. I thought, "If I don’t finish school now, I won’t have the emotional capacity to repeat a semester."

I had to push through, but thankfully, at the time, I was working for myself. I was not clocking into anyone else's job, which made things a bit easier, though still challenging. Managing my own business meant dealing with people daily and overseeing my employees. It was not easy at all. However, I was able to step back and focus on school. I had built my company to the point where it could essentially run itself, thanks to having the right employees in place. I gave everyone time to grieve, but I took a significant step back to concentrate on finishing school and getting my master’s degree.

During those six weeks, I completed a dissertation and an eight-day coaching intensive. Without my support system—my classmates, professors, community members, and industry peers who stepped in to help with my company—I would not have made it through that traumatic experience.

it is crucial to build companies and organizations that empower others to step up when leaders need to step back. Employees should seek out such organizations because we spend the majority of our day at work, and we need to be in safe, supportive spaces. We need to be in organizational cultures that foster employee wellness and well-being because our work lives inevitably bleed into our personal lives. After experiencing these traumas, I reflected on how I managed the loss thanks to the organization I built for myself. But what about the average working individual? How much time do they get to truly process traumatic events and experiences?

People around me were going through their own traumatic experiences. My friend was not the only person who passed away that year; I experienced six losses back to back. Two of those losses were my friend's spouse and brother. Her job, by the time her brother passed, simply said, "You have time for the funeral, and that's it. You need to get back to work." While I understand that work needs to resume and production must continue, what about the everyday working individual? How are they processing this? What support are their jobs providing to help them navigate such trauma? Or do they end up quitting, as I did 10 years ago? I will quit any job if I am going through something traumatic and not given the space to deal with it properly.

I advocate for this concept every single time because if your mental health is not at its best, it leads to numerous triggers, which we'll discuss in the upcoming slides. As an I/O Psychologist, my goal is to help companies and organizations prioritize their people by fostering a healthy quality of life and work-life balance. When you prioritize people over profit as a team, you increase productivity and, of course, profitability—after all, that is why we are in business

What Is Work-Life Balance?

Some argue that there is no such thing as work-life balance—you cannot acquire it, you cannot obtain it. But, as you might expect, I beg to differ. Before I delve into my philosophy of work-life balance, let's explore a few definitions of what it entails. Typically, work-life balance is defined as the proportion of time spent on your job compared to the time spent with loved ones or pursuing personal interests and hobbies. Healthy work-life balance refers to maintaining a harmonious relationship between your work and personal life. It involves consciously managing your time and energy to meet both professional and personal commitments while prioritizing self-care and well-being.

Naysayers argue that work-life balance is unattainable because there will always be a part of your life—work or home—that requires more attention than the other. Instead of chasing work-life balance, they suggest letting it go altogether. In short, they are saying you cannot really achieve work-life balance because one aspect will always take priority over the other. They advise against pursuing it at all. However, I disagree. I believe we need to shift our perspective or understanding of work-life balance, but we should not dismiss it altogether. I love the perspective that "Work-Life Balance Is a Cycle, Not an Achievement." Creating work-life balance involves finding harmony between your work life and your home life. There will be times when one demands more of your time and attention, but that does not diminish the importance of the other.

If we spend more time understanding and respecting where we are within the cycle, that creates balance. It is also important to recognize that work-life balance will look different for everyone, depending on their roles or where they are in their life journey.

Poll Question

Do you have a healthy work-life balance?

A. Yes, I consistently make time for both work and personal life, maintaining a balanced approach.

B. No, I often find myself overwhelmed with work, leaving little time for personal activities and relaxation.

C. Sometimes, I manage to strike a balance, but there are periods when work takes precedence over personal life.

D. I'm not sure, as I haven't really assessed or thought about my work-life balance.

Let's see where everyone stands on their work-life balance. Sometimes, or you are not sure, as you have recently assessed or thought about your work-life balance, go ahead and answer the poll. Let us know where you are. For me, achieving work-life balance took a while because, as I mentioned earlier, I would throw myself into work, especially during traumatic events. I would avoid dealing with issues and just immerse myself in work, pushing myself until my body eventually shut down. In my last corporate job, my body completely gave out—hardwired, it was like, "Nope, nope, nope." This forced me to quit that job. It is great to see that 88% of you feel you have a healthy work-life balance, with only 12% saying no. That's amazing! I'd love to hear how you maintain your work-life balance. Feel free to share in the chat.

Optimizing work-life balance during a traumatic experience is crucial. If you are struggling with workplace trauma, know that you are not alone. We all go through it in different ways, and many people experience exposure to traumatic events at some point in their careers. Fortunately, there are helpful resources available to help you cope with your experiences and move forward. Workplace trauma can be debilitating, but with proper support, you can begin to heal.

Optimizing Work-Life Balance (During)

Now that we have discussed what work-life balance is let's focus on how to optimize it during a traumatic experience. As I mentioned earlier, part of work-life balance involves understanding and respecting where you are in the cycle. When a traumatic experience occurs, it is essential to acknowledge what has happened, how you feel, and what you need before making any effective moves. Taking the time to take inventory of your emotional and mental state is crucial for understanding where you are and where you need to go. This self-awareness lays the foundation for effectively managing your work-life balance during difficult times.

Once you have taken this inventory, you can prioritize your to-do list accordingly. For instance, if you are in a state of emergency like during the COVID-19 pandemic, the first item on your list might be to check in with your clinical supervisors to see if you are needed to report to duty that day.

Next, it is crucial to alert your support system about your trauma so they are aware. My favorite quote to share is, "You do not have to do life alone, and you should not do life alone." If you have already identified your support system, let them know exactly what you need. This emphasizes the importance of the first step I mentioned earlier: acknowledging what happened, how you are feeling, and what you may need. By completing this inventory first, when you alert your support system, you'll already have a clear idea of what you are asking for. For example, "I might need someone to pick up my kids" or "I cannot drive." For me, after experiencing the situation with my friend, I'm thankful I did not read the text message from her sister because they had already taken her to the hospital, even though I already knew what had happened.

When you are in shock, your brain still holds onto hope. After making it home and taking a shower to sanitize due to COVID-19 concerns, I finally read the message and felt unable to walk. My son was at school, and I had to assess what I needed at that moment as my brain processed the trauma. It was still a traumatic experience because I was in the midst of it all, with a lot happening. My mom had to drive to my house to pick me up, and I had to ask my son's other godmother to pick him up from school. Eating was the last thing on my mind, but he still needed to eat. I had to start delegating tasks to my support system in order to make it through.

Responding to the question about work-life balance, switching from being a floor RT for 21 years to becoming an RT educator has been a significant change. This switch has allowed for a better work-life balance, as it enables more flexibility to be there for her five kids with weekend and evening schedules, compared to the demanding 12-hour shifts for four days, four times a week as a floor therapist.

it is truly amazing that the change in roles has allowed her to spend more quality time with her kids on weekends. Working while the kids are home can indeed be challenging. Melissa's approach to maintaining work-life balance by prioritizing "me-time" when stressed and ensuring to spend time with family and friends is crucial. Leaving work at work is vital, regardless of whether you are self-employed or not. Establishing separate boundaries, such as having a dedicated phone for work and setting specific business hours, helps maintain a healthy balance. Respecting these boundaries is key to preventing work from encroaching on personal time.

Absolutely, maintaining strict boundaries around work hours is crucial for preserving work-life balance. Not responding to emails or clients outside of designated hours is a great practice to ensure that work stays at work and does not intrude on personal time. Blurring the lines between work and personal life can lead to burnout and decreased well-being, so it is essential to establish clear boundaries and stick to them.

In addition to setting boundaries around work communication, regulating your schedule is also important. This might involve reducing your workload or adjusting your working hours to accommodate a traumatic experience or event. Understanding and respecting where you are in the cycle of life and work allows you to make necessary adjustments to prioritize your well-being. If you are going through a difficult time, it is crucial to recognize that you may not be able to maintain the same level of work intensity as usual, and that's okay. Taking the time to care for yourself and address your needs is essential for long-term well-being.

Respecting your body and acknowledging everything happening holistically is crucial. it is also important to minimize exposure to triggers, especially if you haven't had the opportunity to address your psychological state in depth. Actively subjecting yourself to triggers can have unforeseen consequences, so it is essential to be mindful of that. However, isolation should be avoided if possible. Surrounding yourself with others who are not triggering can help keep you grounded and focused. In my experience, the support of classmates and peers made a significant difference in my journey, even though I attended school online. Their connection and emotional support played a crucial role in my mental well-being.

As much as I felt the urge to shut down, I knew I could not afford to do so. Otherwise, I risked slipping into depression. Isolation has a way of exacerbating emotional struggles because you are left alone with your thoughts. Being connected to others was crucial for me; it allowed me to release my emotions. However, I made sure not to overwhelm my support system with everything I was going through. Instead, I actively sought out therapy. By the fourth week after my friend's passing, I had already started therapy. It was a critical step because it took our family quite some time to bury her. She passed away on October 4th, and her funeral was not until Halloween, October 31st. That gap of almost a month was where the traumatic experience unfolded.

The delay in the funeral prolonged the feeling of being trapped in the trauma. Despite the ongoing turmoil, I found myself blocking out my emotions so I could focus on finishing school. However, as the week of her funeral approached, I started experiencing anxiety and panic attacks. The memories of that day kept replaying in my head relentlessly. Realizing I needed help, I made the decision to seek therapy. It was not easy—I struggled to find the words to explain what I was going through, and I did not want to burden someone else with my trauma. In fact, I did not even want to confront it myself. But I knew I could not continue to suffer in silence, so I reached out for professional support.

it is understandable to feel hesitant about burdening someone else with your own trauma. Seeking therapy and journaling were essential tools for me during that time. I have always found solace in journaling—it is a way to release pent-up emotions and thoughts. While journaling does not make the emotions disappear entirely, it loosens their grip on you. Releasing your emotions, especially when you are in the midst of trauma, is crucial. It allows you to identify and understand those emotions and where they are coming from. Eventually, you reach a point where you can let them go, freeing yourself from their hold. I highly recommend journaling to anyone going through a challenging time—it's a powerful tool for emotional release and self-reflection.

Optimizing Work-Life Balance (Post)

Optimizing work-life balance post-trauma can be challenging, as your work environment might be one of the most difficult places for interactions. This is essentially where PTSD can originate. For example, if you work in a loud environment and have experienced PTSD from your time in the military, you are likely to encounter triggers frequently. On the other hand, your anxiety may be heightened by being alone in a room with another individual, such as a toxic supervisor. Regardless of your specific triggers, it may not be feasible to completely change career paths to reduce your hypersensitivity to your surroundings. Instead, you can make adjustments to your workload to lessen your stress. Maintaining a clean work area and avoiding clutter, as well as reducing time spent in crowded break rooms or cramped meetings, can help manage your stress levels.

In addition to adjusting to your workplace, you may find social events challenging due to increased anxiety. However, avoiding triggers by drastically reducing time with friends, family, and loved ones can be very detrimental to your mental health. Instead, take the initiative by implementing preventative measures and improving your environment. Spend time in places that bring you peace, such as the beach, on walks, or hiking. Engage in activities that ground you and surround yourself with supportive, non-toxic people who uplift you.

Furthermore, counseling and therapy can help improve your reactions to triggers and reduce your stress. These strategies can collectively enhance your overall well-being and help you manage post-trauma challenges more effectively. I am pro-counseling and therapy. A mental health care provider can provide you with coping skills and tips to gradually grant you closure from traumatic events. It does not happen instantly or on your desired timeline, but they guide you there. This support can also help you navigate social situations more effectively.

Focus on what you can control: the places you visit and the number of people you are around. Stick to safe zones, like familiar shops, restaurants, and hangout spots where you feel comfortable. Depending on the type of trauma you have experienced, you might also consider traveling and exploring new places. Just be sure to do your research to avoid putting yourself in potentially triggering situations.

I love the idea of creating a stress plan. It does not mean that when the time comes, we will stick to that plan exactly or that it will play out the way we want. However, it gives you an idea of what to do if something traumatic happens. Even when you carefully adjust your surroundings at home or work, there may be moments when you cannot anticipate stress or triggers to your PTSD. In these cases, having a stress plan can help you navigate through those difficult moments. Find a quiet place, or try stepping away if you begin to feel overwhelmed. This could be as simple as closing the office door, taking a trip to the restroom, or taking a quick walk around the hallways or stairwell when you experience heightened anxiety. The presence of other people may sometimes make you feel trapped or closed off, but remember, this is only for a brief moment. We are not isolating ourselves; we are stepping away temporarily to regain our composure and ground ourselves. Everyone's triggers are different depending on the root of their PTSD, so personalize your plan to what works best for you.

Someone who has PTSD from the military will have different triggers than I do, as I have never been in the military but have experienced my own forms of trauma. For some people, being alone may worsen their triggers, increasing the risk of a panic attack. In this case, try to find a comfortable environment with a bit of background noise and enough people around so you don't feel isolated. Practice anxiety-reducing exercises to manage your stress.

Unfortunately, there may be times when finding a quiet spot to be alone is difficult, such as during a meeting. Several exercises can help reduce stress and bring your breathing and heart rate under control to lessen the effects of a panic attack. Breathing exercises are some of the most common and simple methods to reduce rising anxiety. By controlling your breathing, you can regulate your heart rate and ease the feeling of panic. You can also try muscle relaxation techniques, depending on your environment, to relieve any tension in your body. Each technique works differently for everyone, so it is important to try various methods to find what makes you feel comfortable. Additionally, remember to alert your support system when needed.

It is important, both during and after trauma, to let your support system know where you are. Contact them if you need assistance during a panic attack caused by PTSD. By definition, a support system is a group of trusted individuals with whom you feel comfortable expressing yourself without fear of judgment or ridicule. Ensure these are solid people who understand trauma, know your situation, and can provide the support you need. Remember, your support system may change over time, with different people helping you during various stages of the process.

Having the right people in your support system is crucial because the wrong individuals can be triggering and counterproductive. Be patient with yourself; the healing process takes time, and there will be good days and bad days. Remember that you are strong and will get through it.

It is also important to recognize the telltale signs that you may need to seek professional help. These signs include experiencing flashbacks, nightmares, or intrusive thoughts about the event; avoiding people or places that remind you of the trauma; feeling hopeless, helpless, or worthless; and struggling with substance abuse or other destructive behaviors. There is nothing wrong with seeking professional help. Mental health professionals are there to support you and provide resources to heal from your experience, helping you get back on track with your goals and everyday life.

Learning in Different Ways: Books, Movies, Shows

l always like to include books and shows because people learn in different ways. I love to read, so if you are a reader, I recommend "The Empathetic Workplace" by Katherine Manning. This book is crucial for every manager and HR representative. It does not just prepare them to face reports of traumatic experiences at work; it helps them plan for it. Manning includes a five-step method that helps managers make survivors feel supported and understood.

"The Empathetic Workplace" guides supervisors of any level in understanding how stories of trauma impact the brains of both the survivor and the listener. It provides tools to handle these interactions appropriately, benefiting the listener, the organization, and, most importantly, the survivor. Another great book is "Rising Above a Toxic Workplace" by Gary Chapman. This book discusses how to cope with and overcome toxic work environments.

Additionally, "Surrounded by Idiots" is an insightful book that teaches you how people function and why we struggle to connect with certain individuals. It offers methods for assessing the personalities of those we communicate with and provides insights on how we can adjust our interactions. These books offer valuable perspectives and strategies for navigating and improving workplace environments, making them essential reads for anyone looking to enhance their understanding and management of workplace dynamics.

In "The Empathetic Workplace," Katherine Manning shares authentic stories from today's workers who explain how they cope, change, or quit. They candidly discuss what they learned, what they wish they had done, and how to gain resilience. As for movies and shows, here are some great options that many people have probably watched, such as "Criminal Minds." This is one of my favorite shows. It follows FBI profilers in the Behavioral Analysis Unit (BAU) who capture criminals. The show delves into the minds of serial killers, annihilators, bombers, and more. Including these books and shows provides a variety of resources for different learning preferences, helping individuals understand and navigate trauma and workplace challenges.

In addition to each case they take on, "Criminal Minds" also shows how the job affects the personal lives of the FBI profilers and traumatizes them. For example, Unit Chief Hotchner's wife becomes a casualty of his job. One of the serial killers they were hunting warned Hotchner to stop pursuing him, threatening that he would "pay" if he did not. The payment turned out to be the killer targeting Hotchner's wife. The entire team, including Hotch, was subjected to the trauma of hearing this event unfold, leaving a lasting impact on them. You can only imagine the profound effect this had on their mental and emotional well-being.

These elements in "Criminal Minds" provide a stark illustration of how high-stress jobs can bleed into and disrupt personal lives, underscoring the importance of addressing and managing trauma effectively. I think every single one of the BAU profilers in "Criminal Minds" had something traumatic happen to them because of the job. Watching that show gives you a visual understanding of how workplace trauma takes place. Though these events are traumatic, it is not intentionally their fault—they're simply doing their job.

Similarly, workplace trauma is a constant theme in healthcare shows like House and Grey's Anatomy. We watch characters lose patience, go through various transitions, and face daily challenges. These shows illustrate the realities of working in the healthcare industry. In "How to Get Away with Murder," we see the impact of traumatic events such as sexual harassment, miscarriages, and loss of babies due to the stress of the cases they handle. These traumatic events stay with the main characters as they try to navigate their work lives. Some handle it better than others, while some simply avoid dealing with it.

I recommend these shows because they provide a glimpse into the pros and cons of the choices you make in response to trauma. If you choose not to properly deal with your trauma, you can see the potential decline in your life, highlighting the importance of addressing and managing traumatic experiences effectively.

Summary

I always like to give real-life scenarios of what can happen in different ways because we relate to things differently. For example, in "Criminal Minds," one of the seasons shows Morgan dating a doctor, and her life becomes traumatized by his work. Trauma does not always have to take place at work, but it can still affect your work.

To summarize, workplace trauma is an emotional response to negative events at work. It can be defined as the physical or psychological harm caused to employees when they are at work. This can include hostile work environments, microaggressions, and other detrimental factors. It is important to identify workplace trauma to give employees the space to recognize that they are not at their best and that their job is there to assist them in understanding the trauma and finding tools and resources to deal with it. Managers also need to be aware of the traumas taking place and provide support along with a culture that can help employees through these traumas.

As someone who may be experiencing traumatic events at work or elsewhere, pay attention to your body and mind for changes that affect your work performance. These are often the first signs of workplace trauma. If you are a manager, the best tool or resource you can provide is workplace trauma training.

Becoming a trauma-informed workplace makes a significant difference for everyone involved. Remember, work-life balance is a cycle, not an achievement. We may all be in different parts of that cycle, but each part is equally important. A healthy work-life balance means maintaining a harmonious relationship between your professional and personal life.

When experiencing trauma, the most important step is acknowledging that something is happening. Don’t do life alone. Alerting your support system and releasing your emotions can greatly impact how trauma affects your life. Stress and trauma are inevitable, but creating a stress plan for the future can make a difference in how trauma affects you. That’s all I have for you today. Thank you for tuning in, and I hope you found this webinar beneficial.

References

Chapman, G., & White, P. (2014). Rising above a toxic workplace: Taking Care of Yourself in an Unhealthy Environment. Moody Publishers.

Erikson, T. (2019). Surrounded by idiots: The Four Types of Human Behaviour (or, How to Understand Those Who Cannot Be Understood). Random House.

Manning, K. (2021, February 16). The Empathetic Workplace: 5 Steps to a Compassionate, Calm, and Confident Response to Trauma On the Job.

Thompson, Neil, and Dale A. Lund. Loss, Grief, and Trauma in the Workplace, Taylor & Francis Group, 2009. ProQuest Ebook Central, http://ebookcentral.proquest.com/lib/waldenu/detail.action?docID=3117896.