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Trauma Informed Approach Fact Sheet
Table of Contents
Trauma Informed Approach Fact Sheet ………………………………………………………………………… 1
What do I need to know? ……………………………………………………………………………………………. 1
Trauma definition ……………………………………………………………………………………………………. 1
Exposure to trauma ………………………………………………………………………………………………… 2
Traumatic events ……………………………………………………………………………………………………. 2
Effects of trauma ……………………………………………………………………………………………………. 2
Impact of trauma in the workplace …………………………………………………………………………….. 3
Trauma informed approach ……………………………………………………………………………………… 3
What do I need to consider? ……………………………………………………………………………………….. 4
What other information is relevant? ……………………………………………………………………………… 5
Support …………………………………………………………………………………………………………………. 5
Urgent Assistance ………………………………………………………………………………………………….. 5
Further learning ……………………………………………………………………………………………………… 5
Further information …………………………………………………………………………………………………. 5
The National Disability Insurance Agency (NDIA) is committed to providing a safe and mentally healthy workplace. Everyone must take reasonable care for their own health and safety and make sure they act in ways that do not affect the health and safety of others.
A trauma informed approach contributes to providing a safe and healthy workplace, one that is inclusive and where everyone is treated fairly and respectfully. To apply a trama informed approach, one must first have an understanding of trauma and the impacts of trauma.
What do I need to know?
Trauma definition
Trauma is an experience of extreme stress or shock to a traumatic event that may have been life threatening involving actual or threatened exposure to death, serious injury or sexual violence. Trauma can have lasting adverse effects on a person’s wellbeing and differs from stress which is a common, and normal, response to new or challenging situations.
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Exposure to trauma
Trauma can happen to anyone. It is estimated that 75% of Australian adults have experienced a traumatic event at some point in their life.
Different groups of people may experience different types of trauma, have different types of responses, and the support they need can vary. This may include groups that are disproportionately affected by trauma, for example, women and members of the LGBTIQA+ community.
Traumatic events
A traumatic event involves exposure to actual or threatened death, serious injury, or sexual violence. Most people will go through at least one traumatic event in their lives. Traumatic events can be single incidents or can occur over a long period of time.
Trauma can occur by direct experience, witnessing traumatic events, or prolonged exposure to accounts of traumatic events.
Examples of traumatic events
Violence Abuse Death
Harassment Sexual harassment Discrimination
Assault Sexual assault Racist incidents
Natural disasters Acts of terrorism Acts of war
Serious illness Serious health condition Serious injury
Motor vehicle accidents Displacement from family Displacement from country of origin
Effects of trauma
Each person’s experience of, and response to trauma will be unique. Sometimes it can be hard to make sense of what has happened or understand your feelings. This can be overwhelming and difficult to articulate.
Effects of trauma can be complex and may include:
Emotional distress or detachment Sadness Anger or hostile behaviour Fear, or worry about safety of self or others Self-blame, guilt or shame Slep disturbance Substance misuse or risk taking Isolation Self-harm
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Decline in physical or mental health Changes to relationships or social functioning Impair identity and self-worth Effects on employment Flash backs or helplessness Elation at being alive or well
As experiences of trauma can impact on feelings of safety, this can contribute to challenges a person faces when seeking help or support.
A range of reactions are normal and most people find they gradually feel better in the days and weeks after the event. Sometimes these feelings or effects can resurface in the future.
Impact of trauma in the workplace
A person’s experience of trauma may not always be evident, and even where a person appears to be managing well on a day to day basis, the impact of trauma can be triggered by anything at any time including exposure to other unrelated incidents regardless of the severity.
For some people the impact of trauma can present in the work environment through performance or behaviour concerns. This can can vary in severity or occurrence and may include:
decrease in productivity increased injury risk workplace absence resignation rehabilitation costs deterioration in work quality high staff turnover presentism reputational impact external jurisdiction applications breaches of work health and safety legislation triggering effects of previous trauma.
It is important to note that these impacts don’t necessarily equate to a lived experience of trauma, as these can occur in many other types of situations. However being open to the possibility that trauma may be a factor can help with taking a supportive and empathic approach.
Trauma informed approach
A trauma informed approach is a strengths-based framework which helps a person to feel safe, collaboratively builds a supportive and trusted environment, whilst recognising that experiences of trauma are common and can be experienced by anyone.
A trauma informed approach is founded on five core principles: safety, trustworthiness, choice, collaboration and empowerment.
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Trauma informed practice involves:
a person-centric model of practice using interpersonal skills that convey empathy, impartiality, safety, validation recognising the signs and symptoms of trauma understanding and recognising how trauma affects people, their needs, engagement with others, and responses to situations understanding and acknowledging how historical events, cultural safety, or other diversity factors may also influence how trauma affects individuals culturally respectful and responsive communication including tailoring your communication accordingly converying hope and identifying a person’s strengths to empower and support recovery actively minimises re-traumatisation through providing choice and limiting need for re- telling of traumatic expriences acknowledging the importance of respect, dignity and hope recognises that recovery from trauma is also possible with effective support understanding that many individuals will choose self-help or community resources to guide their own recovery.
What do I need to consider?
Trauma may be uncomfortable or distressing for some people. Not all individuals will feel comfortable to disclose that they have experienced trauma.
Treat all circumstances and disclosures with compassion and care. It is important that any discussions are done sensitively, safely, and confidentiality is maintained. Consider your communication style including body language, tone of voice and language to foster a safe, respectful and trusted environment. Managers should consider flexibility to support employees and workers to balance their family, personal and wellbeing commitments but also achieve their work outcomes. Understand that sometimes impacted employees and workers may have trouble managing their workload and may be distracted. Managers should have conversations to understand individual circumstances and needs. Every matter should be considered from it’s own unique perspective. Managers should help their team member to consider and identify what supports might be appropriate and explore these options. Consider the workplace support options available for individual circumstances. You have a choice on who to contact for support. The nature of your individual circumstances may influence who the most appropriate person or team is that you choose to contact. If you have experienced trauma or are supporting someone that has been impacted by trauma, care for your own health and wellbeing. Visit the Well+ intranet page for useful resources. If symptoms of trauma are left unsupported they can worsen over time and have a significant impact on day to day wellbeing. Getting help early can lesson the effects and improve healthy recovery.
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What other information is relevant?
Support
If you have experienced trauma or are a manager supporting someone that has experienced trauma, you can seek support from:
A manager Peer Support Contact Officer Health and Safety Represntative Early Intervention Team via the People and Culture Service Desk Work Health and Safety Team Safe and Respectful Team Employee Assistance Programs
Urgent Assistance
If you or someone in your workplace is in crisis and immediate action is needed, contact the following for support: Emergency services – 000 Lifeline – 13 11 14 Suicide Call Back Service – 1300 659 467 13YARN - 13 92 76 (crisis support for Aboriginal and Torres Strait Islanders) EAP (APS employees) – 1300 360 364 EAP (Labour hire workers) – EAP providers for Labour Hire Workers (DOCX 80KB)
All Work Health and Safety incidents, hazards and near misses must be reported through Speak Up.
Further learning
To learn more about trauma, review the Australian Institute of Health and Welfare information on Stress and trauma (aihw.gov.au).
To enhance your learning and help staff be aware of the possibility of trauma in people accessing services, view/listen to Blue Knot Foundation video on Being Trauma-Informed in the Workplace - YouTube.
To understand the use of recovery language, review the document Recovery Oriented Language Guide (mhcc.org.au) produced by produced by the Mental Health Coordinating Council (MHCC)
Further information on the NDIA’s Safe and Respectful Workplace is available on the Safe and Respectful Workplace intranet page.
Further information
Related information can be found in the following documents:
NDIA Enterprise Agreement 2020-2023 Safe and Respectful Workplace Policy
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Procedure for Reponding to Sexual Harassment Procedure for Responding to Bullying, Harassment and Discrimination Work Health and Safety Policy Family and Domestic Violence Policy NDIA HR Delegations Matrix
Version control
HPE content Version Action Approved Date of manager control approval document no
TBC V1.0 Sign off Director People Support 26 May 2023
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