The Untold Truth About Workplace PTSD
May 11, 2022|Corporate Mental Health
Trauma can stem from countless work-related experiences. Having a controlling and disrespectful boss. Losing a patient during surgery. Being harshly and chronically pressured to perform. Witnessing the sexual harassment of a colleague. Being subjected to constant threats that you’ll be fired.
The list goes on and on.
One study found that 53 percent of employees have experienced a traumatic event while on the job. That’s more than half of all working individuals. And since we know 20 per cent of people who experience a traumatic event will develop post-traumatic stress disorder (PTSD), it’s safe to conclude thousands of working Canadians are living with the condition due to exposure to workplace trauma.
Yet, despite these numbers, workplace PTSD remains an enigma in terms of mental health initiatives, awareness campaigns, and funding dollars. Why is that?
Demystifying Post Traumatic Stress Disorder
There are 3 key misconceptions about PTSD—and especially occupational PTSD— that prevent us from fully understanding the disorder and its prevalence. Let’s take a closer look at each:
MYTH #1 – It Only Happens to Soldiers and Police Officers
As a society, we still tend to view PTSD as a condition that arises from situations of extreme violence, danger, or abuse. The same applies to workplace PTSD. We think employees must be subjected to devastating events like war, gunfire, or life-threatening injuries in order to develop it— but this simply isn’t the case.
Trauma isn’t defined by what causes it. It’s defined by the emotional and psychological response a person has to a disturbing or distressing event.
This is incredibly important to remember, as every person is unique. Let’s take common fears, for example. Many people are petrified of snakes. Upon seeing one, their heart will likely begin to race and they’ll begin to breathe faster. The fear actually triggers a physical response. But this isn’t the case for everyone! Other people can hold a snake and feel completely fine.
Trauma works the same way. Two people can experience the same distressing event and have two completely different responses emotionally, psychologically, and physically. The event doesn’t have to be catastrophic. It just has to trigger a trauma response in the individual.
MYTH #2 – PTSD Debilitates People and Prevents Them From Living a Normal Life
It’s common for employers, coworkers, and others to dismiss a PTSD diagnosis just because the person is present at work and “appears to be fine”. But here’s the thing— bosses aren’t doctors!
In many cases, people experiencing workplace PTSD have no idea what’s causing their symptoms. They often chaulk it up to stress, fatigue, or other less urgent medical conditions. Plus, PTSD effects each person differently and symptoms can worsen or lessen over time.
It’s not just insensitive to dismiss a person who says they are experiencing PTSD, it’s actually dangerous, which is why it’s always best to react with concern and to urge the individual to a seek professional help.
MYTH #3 – PTSD Only Emerges After a Recent Traumatic Event
PTSD isn’t immediate. In fact, it typically takes 3 months for PTSD to develop, while some people experience their first symptoms 6 months (or longer) after the traumatic event.
In the context of occupational PTSD, this timeline becomes even more critical, since a person’s ability to perform their job is often in question when it comes to mental health matters. Employers should never assume a person is well enough to continue within their role simply because they don’t “seem traumatized” after a distressing event. They also shouldn’t dictate when the person has “had enough time to heal”. These matters must be determined by a healthcare professional.
Establishing a Trauma-Informed Workplace
The secret to understanding how to deal with trauma in the workplace is knowing what a healthy, proactive, and empowered professional environment looks like.
Here are the 3 indications of a trauma-formed workplace:
1. Awareness
Major mental health concerns like workplace PTSD can’t be addressed if employers, managers, and workers lack the knowledge required to identify them. A trauma-informed workplace is one where mental illness is discussed openly—without judgment or the use of stigmatizing language—as a means of lifting the taboo around the subject. There are educational opportunities where team members can learn more about the warning signs of mental illness and employees understand and feel confident enough to have conversations with others if they suspect a colleague may be struggling.
2. Support
In addition to having a strong awareness of mental health issues and illnesses, employees in a trauma-informed workplace must feel empowered to seek assistance when they need it, without fear of consequence, prejudice, or harm. Senior-level staff must be prepared and willing to empathize with team members who are struggling, enforce a healthy work-life balance, and offer tailored well-being solutions such as decreased workloads, flexible work schedules, or consistent check-ins.
3. Resources
Last but not least, no matter how aware or supported your team may be, if they do not have access to adequate resources, mental health conditions like occupational PTSD will continue to impact productivity and the overall culture of your business. Employees should have access to an employee and family assistance program (EFAP), a formal stress management plan, sufficient vacation time, training opportunities, coverage for substance use disorder treatments, and more.
Show Your Team You Value Their Well-Being
Our transformative mental health training experiences are never long-winded or boring. They are enlightening experiences your employees will remember for years to come.
After completing a virtual or in-person training session, your employees will be able to:
- Recognize the warning signs of mental health conditions and addiction
- Implement self-care practices and protect the health of their mind, body, and soul
- Advocate for themselves and others when there is a need for mental health support
- Reduce and appropriately respond to mental health stigma, prejudice or discrimination
- Connect with mental health supports that are best suited to their needs
And so much more.
Don’t blow your wellness budget on another mind-numbing lecture. Allow us to engage your employees in a deep, meaningful, and life-changing conversation!