Are you ready to have a little heart-to-heart about something that’s more important than winning any football game or Olympic medals? Today, we’re talking about people—our colleagues, our teammates, our friends—who bring all their unique and wonderful selves to work every day. And if there’s one thing I’ve learned, it’s that every single person has a story, a background, & experiences that shape who they are. Some of those experiences might be painful, and that’s where we need to step up, understand, & support them in the best way we can. So grab a cup of tea, sit back, and let’s chat about why adopting a trauma-informed lens in Employee Resource Groups (ERGs) is not just important—it’s crucial.
Understanding Trauma: A Little More Than Just a Bad Day
First off, let’s talk about what trauma really is. Now, I’m no psychologist, but I do know a thing or two about life’s ups and downs. Trauma isn’t just about having a rough day; it’s about going through something so big, so overwhelming, that it leaves a mark. It could be something that happened a long time ago or something more recent, but the impact is deep and lasting. And here’s the thing—trauma doesn’t affect everyone the same way. Just like how some folks can eat spicy food without breaking a sweat while others are reaching for the milk, people respond to trauma in all sorts of different ways.
When we bring trauma into the workplace—whether it’s from personal experiences, systemic oppression, or anything in between—it doesn’t just stay at the door. It’s there, influencing how folks interact with each other, how they perceive situations, and how they feel on a day-to-day basis. That’s why it’s so important to recognize it, understand it, & most importantly, not make it worse. And that’s where a trauma-informed approach comes in.
What’s a Trauma-Informed Approach, Anyway?
Now, you might be wondering, “Matteo, what exactly does it mean to be trauma-informed?” Well, let me break it down for you. A trauma-informed approach is all about recognizing that trauma can have a big ol’ impact on how people think, feel, and act. It’s about being aware that our words, actions, and policies can either help folks heal or unintentionally cause more harm. And when we’re talking about Employee Resource Groups—those amazing spaces where people come together based on shared identities or experiences—being trauma-informed is especially important.
Intersectionality: More Than Just a Buzzword
Before we dive deeper, let’s talk about a word that’s been buzzing around a lot lately—intersectionality. Now, I know it sounds like something you’d need a PhD to understand, but it’s really pretty simple. Intersectionality is the idea that we all have multiple identities that overlap and interact with each other. These identities—like race, gender, sexuality, and socio-economic status—don’t exist in separate little boxes. They’re all mixed together, creating unique experiences for each person.
For example, being a woman is one thing. Being a Black woman is another. Being a queer, Black woman from a working-class background? That’s a whole different experience altogether. Each layer adds complexity, and with that complexity comes different kinds of challenges, including different kinds of trauma. That’s why it’s so important to think about intersectionality when we’re talking about trauma and support. We’ve got to see the whole person, not just one part of them.
Why ERGs Are the Perfect Place for Trauma-Informed Support
Alright, now let’s get into the details of why ERGs are such a great place to bring in a trauma-informed lens. ERGs, or Employee Resource Groups, are those wonderful spaces in the workplace where folks can come together around shared identities or experiences. They’re places where people can find community, share stories, & support each other. But here’s the thing—if we’re not careful, these spaces can also be places where folks might feel retraumatized. And that’s the last thing we want.
You see, when people come together in ERGs, they’re often talking about things that matter deeply to them—things that might be connected to their own experiences of trauma. Whether it’s racism, sexism, homophobia, or any other kind of discrimination, these are heavy topics. And while it’s incredibly important to talk about them, we’ve got to do it in a way that’s supportive, not harmful.
The Danger of Retraumatization: More Than Just Bad Memories
Now, let’s talk about retraumatization—a fancy word that basically means bringing up old wounds. When someone is retraumatized, they’re not just remembering something bad that happened; they’re reliving it. Their body and mind react as if the trauma is happening all over again. And let me tell you, that’s not just a bad day—it’s a whole lot worse.
In the context of an ERG, retraumatization can happen if discussions or activities trigger painful memories or feelings. It might be something someone says, a particular topic that’s brought up, or even the way a conversation is handled. And here’s the kicker: folks might not even realize they’re being retraumatized until it’s already happened. That’s why it’s so important to create a space where people feel safe, supported, and respected.
Creating a Trauma-Informed ERG: Some Tips from Yours Truly
Alright, so how do we go about making sure our ERGs are trauma-informed? Here are a few tips that might help.
1. Start with Education:
First things first, everyone in the ERG—especially those in leadership roles—should have a basic understanding of trauma and how it can affect people. This doesn’t mean you need to become a therapist, but having some knowledge can go a long way. There are plenty of resources out there, from books to workshops, that can help folks get up to speed. At Diversio EDU, we would love to chat about how we can help.
2. Create a Safe Space:
Safety is key in any trauma-informed approach. This means making sure that the ERG is a place where people feel comfortable being themselves, sharing their stories, and expressing their feelings. It’s about trust, respect, and confidentiality. And remember, safety isn’t just physical—it’s emotional, too.
3. Be Mindful of Language:
Words have power. The way we talk about things can either make people feel seen and supported, or it can make them feel small and unheard. When we’re discussing tough topics, we need to be mindful of the language we use. This might mean avoiding certain terms or phrases that could be triggering, or it might mean being more thoughtful about how we frame discussions.
4. Offer Options, Not Obligations:
Participation in any ERG activity should be voluntary. No one should ever feel pressured to share their story or participate in a discussion if they’re not comfortable. Offering options gives people the freedom to engage in a way that feels right for them. Maybe someone wants to listen but not speak, or maybe they want to participate anonymously—whatever works for them, we should respect it.
5. Provide Resources:
Sometimes, folks might need more support than an ERG can offer. That’s okay! It’s important to have resources available for people who might need extra help, whether that’s access to a counselor, a support group, or just a list of books and articles they can turn to. Knowing that there’s help out there can make a world of difference.
6. Check In Regularly:
Last but not least, don’t forget to check in with your ERG members and leaders regularly. How are they feeling? Are the discussions and activities working for them? Are there things that could be done differently to make the space more supportive? Feedback is crucial, and it helps ensure that the ERG is meeting the needs of its members. This is why an actively engaged Executive Sponsor for the ERGs is paramount.
Intersectional Identities: Seeing the Whole Picture
Now, let’s circle back to that intersectionality we talked about earlier. When we’re adopting a trauma-informed lens, it’s not enough to just think about trauma in general terms. We’ve got to consider how different identities intersect and how that can change the way trauma is experienced.
For example, a queer person of color might experience trauma related to both racism & homophobia. These experiences don’t just add up—they interact with each other in complex ways. A trauma-informed ERG needs to be aware of this and be ready to support people in all their complexity. It’s about seeing the whole person & understanding that their experiences are shaped by all the different parts of who they are.
The Role of Leadership: Setting the Tone
Leadership plays a big role in making sure that ERGs are trauma-informed. Leaders set the tone for the group, and they have a big influence on the culture of the ERG. This means that leaders need to be especially mindful of trauma and intersectionality. They need to lead with empathy, listen with an open heart, and be willing to make changes if something isn’t working.
Leaders also have a responsibility to make sure that the ERG is a space where everyone feels welcome and supported. This might mean stepping in if someone is being disrespectful, or it might mean making sure that quieter voices are heard. It’s about creating a culture of inclusivity, where everyone’s experiences are valued.
The Bigger Picture: Building an Inclusive Workplace
Now, let’s zoom out a little bit. Adopting a trauma-informed lens in ERGs isn’t just about the ERGs themselves—it’s about building a more inclusive and supportive workplace overall. When we take the time to understand trauma & intersectionality, we’re taking a big step.
We would be honored to chat about how Diversio EDU can help you bring a trauma-informed, intersectional lens to your organization & Employee Resource Groups.
This blog is authored by Matteo Stewart (he/him), Senior Inclusive Leadership Facilitator at Diversio EDU.
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