By Tamarra Aristilde-Calixte, LCMHC, LMFT, NCC

Trauma is more common than we often realize, research shows that one in three adults has experienced some form of trauma in their lives (SAMHSA, 2021). Because of this, trauma-sensitive workplaces have become an essential focus for organizations committed to supporting their people.

Ignoring the impact of trauma in the workplace isn’t an option. Trauma affects an employee’s health, decision-making, productivity, and overall well-being (Evans et al., 2020). Yet, traditional management approaches often overlook these deeply personal, emotional experiences that shape how individuals engage with their work.

Trauma-informed leadership represents a vital shift in how we approach work and relationships within organizations. It invites leaders to cultivate environments where healing, connection, and performance can coexist.

One leading example of this approach is the TAC Healing Rise group, founded by Tamarra Aristilde-Calixte, an aspiring trauma-informed care expert with over 20 years of experience in behavioral wellbeing. TAC Healing Rise empowers leaders through evidence-based, culturally responsive training to create workplaces where everyone has an equal chance to thrive.

So, how can leaders begin to build trauma-sensitive workplaces? It starts with embracing trauma-informed leadership, learning about trauma’s impact and adopting compassionate, human-centered strategies tailored to the unique needs of their teams.

What is Trauma Informed Leadership?

Trauma-informed leadership is a holistic and inclusive approach that needs to be woven into every aspect of an organization from policies and procedures to daily operations and long-term strategic decisions. This type of leadership is grounded in understanding and knowledge rather than judgment (Fallot & Harris, 2019). It prioritizes compassion and support over criticism and punishment.

It’s important to recognize that some challenging behaviors may be survival mechanisms, responses shaped by past traumas or current stressors. When leaders view these behaviors through this compassionate lens, they open the door to deeper healing and growth.

Developing skills in emotional intelligence, cultural competency, and active listening can be invaluable on this journey (Anderson et al., 2021). These qualities help leaders better recognize and respond to the diverse ways trauma can affect individuals.

At TAC Healing Rise, Tamarra Aristilde-Calixte empowers leaders with these essential skills through her online courses such as Culturally Responsive Supervision & Case Consultation and speaking engagements. She bridges clinical knowledge with practical leadership, fostering a culture of empathy and understanding, free from judgment.

Core Principles of Trauma-Sensitive Workspaces

Creating a trauma-sensitive workplace begins with cultivating awareness and intentionally applying key principles that serve as a foundation for trauma-informed leadership. These guiding values help shape practices that are not only inclusive but also rooted in psychological safety and emotional well-being. When leaders embrace this approach, they contribute to healthier workplace dynamics where every individual feels seen, supported, and valued.

1. Physical and Psychological Safety

Trauma-sensitive leadership begins with ensuring both physical and psychological safety in the workplace (SAMHSA, 2021).

Physical safety includes practical measures such as well-lit environments, clearly communicated emergency procedures, accessible facilities, secure parking, and workspaces free from threats, intimidation, or harm. These tangible elements communicate care and create a foundation of trust.

Psychological safety, on the other hand, is about creating a culture where individuals feel safe to show up as their authentic selves. It means employees can speak up, make mistakes, ask questions, or offer new ideas without fear of ridicule, punishment, or professional consequences. When people feel safe to engage without judgment, they are more likely to build meaningful relationships, contribute fully, and grow within the organization.

A trauma-informed workplace values both types of safety equally, recognizing that true well-being comes from a sense of security in both body and mind.

2. Trustworthiness and Transparency

While collaboration and mutual respect may not yet be fully embedded in some organizational cultures, trust begins to form the moment employees clearly understand what is expected of them and feel supported in meeting those expectations (Fallot & Harris, 2019). Clarity reduces fear and uncertainty, laying the groundwork for openness and mutual growth.

At TAC Healing Rise, trust-building is a core element of every training program. Why? Because trust is the foundation of healing-centered leadership. When leaders prioritize trust, they create spaces where people feel emotionally safe, valued, and empowered. This, in turn, fosters stronger relationships and more cohesive, resilient teams.

3. Collaboration and Mutuality

The key to cultivating a trauma-sensitive workplace lies in a genuine commitment to shared power and inclusive decision-making. When individuals at all levels of an organization are invited to participate meaningfully, it fosters a culture of dignity, trust, and mutual respect (Anderson et al., 2021).

Tamarra supports this transformation through her courses on micro-skills and systemic therapy. These offerings provide practical, real-world tools that help leaders embed respect and collaboration into everyday workplace practices making trauma-informed approaches not only possible, but sustainable.

4. Empowerment and Choice

One powerful way to restore a sense of control, agency, and professional autonomy is through empowerment giving employees meaningful opportunities to make choices and contribute in ways that align with their strengths and values (Ungar, 2021).

When individuals feel they have a voice and influence in their work, it nurtures a deeper sense of purpose, confidence, and well-being. This not only supports personal healing and growth but also enhances the overall effectiveness and resilience of the organization.

5. Cultural Humility and Responsiveness

To build truly supportive workplaces, organizations must look beyond friendliness and acknowledge the impact of structural injustice, cultural identity, and historical trauma on employees (Evans et al., 2020; Brave Heart & DeBruyn, 2020).

At TAC Healing Rise the principle of cultural humility is embedded throughout every course offering. This is especially evident in the Bridging Families and Family Systems Therapy training tracks, which focus on inclusive, strengths-based leadership. These programs equip leaders to approach workplace diversity with sensitivity, authenticity, and a commitment to equity paving the way for environments where all voices are valued.

Key Elements of Trauma-Informed Leadership Training

Effective trauma-informed leadership training rests on several key foundations that enable leaders to understand, respond to, and support employees who have experienced trauma in meaningful and constructive ways.

At TAC Healing Rise, the trauma-informed leadership program goes beyond theory, it emphasizes practical application. Leaders not only learn about trauma and its impact but also actively integrate these insights into their daily leadership practices, creating lasting positive change within their organizations.

●    Foundational Knowledge and Awareness Development

Comprehensive trauma-informed leadership training begins with foundational education about trauma, its effects on the brain, nervous system, memory, decision-making, and behavior, both in personal and professional contexts (Porges, 2022).

This essential knowledge equips leaders to approach challenges such as performance, attendance, or interpersonal difficulties with empathy and insight. Rather than responding with frustration or judgment, leaders learn to respond with understanding and compassion, fostering a more supportive and resilient workplace.

●    Practical Skill Building and Application

Leaders can learn how to calm down difficult situations and recognize what things might upset themselves or their employees. They also learn how to give support in a way that respects everyone’s needs and keeps things professional. Leaders build skills to solve conflicts and understand basic ways to help in a crisis, so they can act quickly and kindly when needed.

●    Cultural Competency and Awareness

Leaders can gently deepen their understanding of historical trauma, trauma passed down through families, and the unique struggles different communities face. It’s important to recognize how experiences like racism, discrimination, poverty, or immigration status can add to the weight of trauma for many people (Evans et al., 2020).

Training thoughtfully explores how trauma intersects with race, poverty, immigration, gender identity, and more. Books like the DBT Workbook for LGBTQIA+ Youth and Rising Beyond Barriers guide leaders to foster fairness, healing, and a true sense of belonging for all.

●    Self-Care and Secondary Trauma Prevention

Trauma-informed leaders can learn important skills to take care of their own mental health and avoid feeling overwhelmed by secondary trauma, compassion fatigue, or burnout. After all, leaders can’t support others well if they are exhausted themselves (Anderson et al., 2021).

That’s why Tamarra’s courses focus on key practices like emotional regulation, self-awareness, and setting healthy boundaries helping leaders stay strong and sustainable in their roles.

Research from the National Center for Trauma-Informed Care shows that ongoing trauma-informed leadership training can transform an organization’s culture, creating a more positive and supportive environment for everyone.

Building Comprehensive Support Systems

Building trauma-sensitive workplaces requires more than just strong leadership and good personal relationships. It calls for support at every level of the organization, including the wider community and comprehensive employee assistance programs.

These programs should offer confidential counseling, crisis intervention, mental health services, financial advice, and legal support. They can also connect employees with skilled mental health professionals (SAMHSA, 2021).

At the same time, creating peer support networks is very valuable. These networks give employees a safe space to connect with colleagues who understand their experiences, face similar challenges, and share common goals.

All of this support reflects the core qualities of trauma-informed leadership, compassion, understanding, and a commitment to well-being.

Trauma-Informed Leadership and Psychological Safety Strategies

•  Commitment to Continuous Learning: Trauma-informed leadership is a journey, not a destination. Leaders commit to ongoing learning and practice healthy ways to manage emotions and cope with challenges. This dedication is a cornerstone of effective leadership.
•  Active Listening: Leaders practice active listening by using gentle tones, avoiding threatening gestures or intense staring, and creating a safe space where team members feel heard and understood.
•  Constructive Feedback: When addressing performance issues, leaders focus on specific behaviors and outcomes not on personal judgments or assumptions about character or motivation.
•  Predictable Systems: Establishing clear routines and organizational patterns helps employees feel steady and secure, even when things around them are uncertain or changing.
•  Encouraging Risk-Taking: Leaders foster an environment where employees can take informed risks, ask questions, and learn from mistakes without fear of punishment.
•  Multiple Communication Channels: Offering different ways to share ideas and concerns like anonymous suggestion boxes, one-on-one meetings, surveys, and open-door policies helps everyone feel comfortable speaking up.
•  Healing-Focused Approaches: Leadership plans prioritize both personal and professional well-being while respecting ethical and business standards, creating a culture where healing and growth go hand in hand.

Empowering Trauma-Sensitive Leadership

The journey to becoming a trauma-informed organization is ongoing—it requires continuous learning, regular reflection, and personal commitment to change. It means acknowledging where improvements are needed and focusing on creating a healthier, more inclusive community.

By embracing trauma-informed leadership, leaders can create safe, welcoming environments where employees feel supported, valued, and motivated. This not only boosts productivity but also fosters healing and well-being across the entire workforce.

All of Tamarra’s courses at TAC Healing Rise reflect her core belief: healing is a vital part of leadership, not just an extra task. Trauma-informed leadership shapes every aspect of leading whether in a small team, a department, or an entire nonprofit organization.

Companies that are willing to make this step may start with online courses offered by TAC, including:

•  Counseling Microskills with BSFT – Master active listening, reframing, and solution-focused dialogue
•  Grief Recovery Program – Apply CBT tools to support team members navigating loss
•  Family Systems Therapy – Build inclusive, community-based leadership skills

Join the Movement

Becoming trauma-informed is a journey of learning, unlearning, and growth at every level of an organization. The result is stronger leaders, healthier teams, and workplaces where people don’t just survive, they truly thrive.

Make healing your priority, and let leadership be the driving force. Take the first step today by exploring the evidence-based leadership training offered by TAC Healing Rise.

Reference List

1. Anderson, L., Smith, J., & Brown, T. (2021). Internal Family Systems therapy: A systematic review. Journal of Trauma & Dissociation, 22(4), 395–415.
   
2. Brave Heart, M. Y. H., & DeBruyn, L. M. (2020). Historical trauma among Indigenous populations: A systematic review. Journal of Indigenous Social Development, 9(1).
   
3. Evans, C. B. R., et al. (2020). Systemic racism and trauma: Consequences for mental health. American Journal of Public Health, 110(11), 1620–1626.
   
4. Fallot, R., & Harris, M. (2019). Trauma‑informed care: Moving from rhetoric to reality. Journal of Community Psychology, 47(3), 616–629.
   
5. Porges, S. W. (2022). The polyvagal perspective in trauma-informed therapy. Trauma & Mental Health Journal, 5(1), 12–29.
   
6. SAMHSA. (2021). Trauma and violence: Understanding trauma‑informed approaches. HHS.
   
7. Ungar, M. (2021). Resilience and complexity of human responses to adversity. Child Abuse & Neglect, 116, 104758.