Unspoken trauma undermines wellbeing and performance

From insight to implementation: an 8-step trauma-informed strategy ©

To embed trauma-informed leadership at scale, HR teams can adopt the following eight-step strategy. 

Each step aligns organisational infrastructure with the emotional needs of the workforce and provides tangible guidance for action

1. Assessing the Current State

Begin with a comprehensive analysis of HR, wellbeing, and safety KPIs. Use data from surveys, absence trends, EAP usage, and exit interviews to identify potential vulnerabilities in the organisation’s health.

 2. Defining a Trauma-Informed Mission

Reframe the organisation’s values and ESG strategy to centre on psychological safety, inclusion, and resilience. This mission should be visible in strategic documents, internal communications, and leadership goals.

3. Creating Protective & Empowering Policies

Integrate trauma-informed practices into HR systems, including leave policies, crisis response plans, debrief protocols, and peer support structures. Ensure these policies are clearly communicated and regularly reviewed.

4. Establishing a Resilient Foundation

Offer targeted training for HR professionals and line managers on trauma recognition, compassionate responses, and post-traumatic growth principles. Include scenario-based learning to build confidence in real-life applications.

5. Providing Tools for Sustainable Recovery

Develop recovery pathways that offer both self-directed and structured support. These may include access to coaching, peer support groups, or reflective practices, with flexibility based on individual needs.

6. Turning Strategy into Action

Operationalise the trauma-informed mission through defined KPIs, clear accountability structures, and cross-functional collaboration. Link these to performance reviews, team development goals, and internal reporting.

7. Monitoring Progress & Continuous Improvement

Establish a feedback loop with employees to track the effectiveness of trauma-informed initiatives. Regularly collect quantitative and qualitative data, and adjust policies and programs based on insights.

8. Scaling & Integrating Trauma-Informed Leadership

Embed trauma-informed principles across talent management – recruitment, onboarding, leadership pipelines, and succession planning. Use storytelling and shared learning to shift the culture from reactive to preventative.

This eight-step strategy empowers HR teams to move beyond individual interventions, establishing a fully integrated, trauma-aware workplace culture that supports sustainable wellbeing.