Trauma is typically defined as a psychological response to an experience that is deeply distressing or disturbing, and can have long-lasting effects on a person's mental health and well-being.For many people, the word “trauma” conjures up images of big life-shattering events, such as sexual assault, a life-threatening car accident, a medical scare, or child abuse.

The above are examples of what is considered “Big T” trauma. But in reality, trauma exists on a continuum. Even one seemingly “small” incident can make a big imprint on us, especially if it happened when we were young.

Trauma also includes common childhood occurrences like divorce/separation, bullying, and not having our emotional needs met, to name a few.

Yes, uncivil behavior in the workplace can create trauma for employees. Uncivil behavior is typically defined as rude or disrespectful behavior that violates social norms of respect and decency, but does not necessarily rise to the level of harassment or discrimination. However, research suggests that even low-level incivility can have a significant impact on employees' well-being and job performance.

Experiencing repeated or chronic incivility in the workplace can create feelings of stress, anxiety, and helplessness, and can contribute to a toxic workplace culture. Over time, exposure to incivility can accumulate and lead to symptoms of trauma, such as hypervigilance, avoidance behaviors, and intrusive thoughts or memories.

It's worth noting that not everyone who experiences incivility in the workplace will develop trauma, and individual responses to traumatic experiences can vary widely. However, employers have a responsibility to create a work environment that is respectful, supportive, and free from harassment and discrimination, in order to protect the well-being of their employees and foster a positive workplace culture.

Yes, a toxic workplace can create trauma for employees. Trauma is typically defined as a psychological response to an experience that is deeply distressing or disturbing, and can have long-lasting effects on a person's mental health and well-being.

In a toxic workplace, employees may experience ongoing or repeated exposure to negative or harmful behavior, such as bullying, harassment, discrimination, or unprofessional conduct. This can lead to feelings of anxiety, depression, helplessness, and shame, as well as physical symptoms such as fatigue, headaches, and digestive problems. Over time, this exposure can accumulate and lead to symptoms of trauma, such as flashbacks, hypervigilance, and avoidance behaviors.

It's important to note that not everyone who experiences a toxic workplace will develop trauma, and individual responses to traumatic experiences can vary widely. However, it's also important for employers to take steps to prevent and address toxic workplace cultures, in order to protect the well-being of their employees and create a healthier work environment.

A trauma-informed workplace is an organizational approach that recognizes and responds to the impact of trauma on employees and creates a culture of safety, respect, and support. A trauma-informed workplace is designed to minimize the risk of retraumatization and promote healing and recovery for employees who have experienced trauma.

A trauma-informed workplace typically involves several key elements, including:

1. Safety: A trauma-informed workplace prioritizes physical and emotional safety for employees. This includes creating a physical environment that is safe and secure, as well as establishing policies and procedures that promote a culture of safety and respect.
2. Trustworthiness and transparency: A trauma-informed workplace is transparent and open with employees about its policies and procedures, and communicates clearly and honestly with employees about any changes or developments that may affect them.
3. Collaboration and mutuality: A trauma-informed workplace promotes collaboration and shared decision-making between management and employees, and recognizes the value of diverse perspectives and experiences.
4. Empowerment, voice, and choice: A trauma-informed workplace empowers employees to make decisions and exercise control over their work environment, and provides opportunities for employees to provide feedback and contribute to decision-making.
5. Cultural humility and responsiveness: A trauma-informed workplace is culturally responsive and recognizes the impact of systemic inequalities and power imbalances on employees. It promotes cultural humility and works to address biases and promote equity.

By implementing these principles, a trauma-informed workplace can help to create a culture of safety, respect, and support that promotes the well-being of all employees, including those who have experienced trauma.