Trauma in the workplace and how it’s addressed (or not!) presents so many challenges for organizational leadership and the people within the organization. Between microaggressions, not feeling heard, not having different experiences validated and the cumulative impacts of a lack of respect, it can be exhausting to deal with the day to day realities of being Black at work.

Normalized racist interactions, inequitable workplace policy and the insidious nature of discrimination at a systemic level can make the workplace inhospitable for Black people. All of the historical and present day barriers to success that present challenges for people of color are reflected in the workplace at some level and how that is handled speaks to an organization’s character at a deeper level.

These impacts aren’t just felt by Black people, they are felt by all employees in terms of the way organizational practices speak to how the organization values, cares for and acknowledges the circumstances of all people. It shines a light on an organization’s situational awareness and positioning with respect to compassion, care and concern.

When things happen in the broader world and society and they aren’t addressed in the workplace it can also feel traumatic. While some organizations are prescriptive about non-communication and there may not be room for leadership to speak to those things, it can be hard to show up like nothing happened and have other people act like the world has not profoundly changed.

It’s difficult to pretend it’s business as usual when you are deeply aware of kids in cages and the senseless murder George Floyd at the hands of those charged to protect us. Even taking the time to ask how people feel can make a huge difference in feeling heard and safe in the Workplace.

Deference and overvaluing the stereotype of “The Strong Black Woman” gets in the way of being able to be human, to talk about what hurts and to give voice to the reverberations of moments of profound sadness. It doesn’t leave room for people to be people, to have human needs and pain.

While that pain might be personal, the workplace is where people spend the majority of their time. These needs to be spaces that are optimized for compassion to maintain and expand relationships with Black employees. People thrive where they feel recognized and recognizing the impact of trauma is the bare minimum we can offer in the world of work.

While the enormity of trauma for Black people can feel impossibly large given recent events, that doesn’t absolve organizations to create opportunities to feel felt, to be heard and to be cared for in the face of difficult circumstances. It can feel like a vast undertaking, but re-framed, it’s a tremendous opportunity to stand out and stand up for compassion and the way humans should be cared for.

What really needs to happen is more workplace discussions around the impacts of anti-Blackness, about how to influence systems to address it and what can be done organizationally to support Black people’s safety and ability to thrive.

Safe spaces need to be established to talk about what’s happening, how it impacts productivity, the ability to present and process what’s happening. Without these opportunities, distance is created in relationships because it feels like people don’t care about the experiences of Black people. Being able to discuss what racialized people encounter is healthy and necessary.

Where possible, being able to give time off to process major events is respectful and affirming for people struggling to cope with trauma. Normalizing checking in about feelings around world events at meetings can also be a supportive practice and a way to process what’s happening around us.

Ultimately, it’s important to talk about the things that are difficult and it’s crucial for employees to see and hear leaders discussing and also inviting discussion on these issues. Including thoughtful words about those pivotal moments in internal corporate communication acknowledges the context in which employees work and pays respect to the significance of the weight employees are carrying in their hearts

Being able to operate “Below the Green Line” is momentous for the way organizations become employers of choice and culturally safe workplaces. Conceptually that’s the values based interconnection of relationships, identity and information. That looks like valuing people, relationships and connection, it’s about the transparent flow of information and being open about corporate values that place significance on the safety and wellbeing of Black people.

Having organizational social, administrative and communication processes that honor and support Black people in the face of trauma that takes places inside and outside the workplace make the world of work safer, more enjoyable and more productive. Showing employees you value them creates loyalty, lets you build more meaningful relationships and supports more Productivity.

You can’t value employees without acknowledging their circumstances and that habit of valuing people starts at the top. Accepting the invitation to trauma-informed leadership allows you to nurture diverse talent and do business in a more human way. That diversity drives profits, is more representative of the world around us and is the right thing to do.

We all deserve to feel safe and in the world. Trauma-informed leadership is one of the ways organizations can contribute to a more just society and letting that vision of a world where Black people can safely exist and thrive be reflected in the work environment is justice in action. Let compassion drive organizational action and accept the call to do more to help employees feel more comfortable and supported coming to work. The challenge is great but so is the opportunity. Let’s lead with grace and truly value our human resources.

Trauma Informed Leadership: Supporting Black Employees Through Compassionate Action