The impact of trauma and post-traumatic stress disorder (PTSD) is a serious mental health problem in

the workplace. A survey of 8.5 million adults in the UK in 2016 found that one in five people between the ages of 18 and 74 had experienced at least one form of child abuse, emotional, physical or sexual – or witnessed a case domestic violence before they reach the age of 16.

These experiences haunt many of them in the form of trauma into adulthood. They experience panic attacks, flashbacks, or intense emotional disturbances that are protracted from what they've been through before.

These mental health issues can affect various aspects of these trauma survivors, and have a devastating impact especially in the workplace. Concentration problems, difficulty trusting others, and feelings of disconnection or social isolation are symptoms that survivors experience at work. qqcitybet

The pandemic makes it easy for us to talk about psychological well-being and safety issues in the workplace. However, getting the support needed for trauma and PTSD in the workplace isn't that simple.

For survivors, discussing their trauma openly is a challenge. This can cause their trauma to relapse due to exposure to other humans, incidents, or environments that make them recall the traumatic experience.

However, not disclosing mental health conditions can also be dangerous. Lack of awareness about the trauma can create an environment in which survivors feel insecure, vulnerable, or isolated.

In most cases, support does not necessarily involve complex and time-consuming solutions, but rather an expression of understanding, trust, and fairness from the employer. Revealing trauma can help survivors gain respect and flexibility in managing their trauma at work and making them better employees.

These are four things to consider when seeking support in the workplace:

What and how to express trauma?

Employers may offer some basic information about the mental issue disclosure process in internal human resources related documents or online materials. Review and seek assurance that your workplace can maintain trust and confidentiality.

The organization should explain how to formally disclose the trauma, explain the key steps, and who to talk to (usually, the direct manager).

If your organization doesn't offer a formal process, you can share your trauma with a colleague you trust. This step runs the risk of depriving you of formal support, and so many trauma survivors decide not to talk about their problems in this situation.

Remember – you don't have to tell the cause of your trauma. You only need to express the emotional impact and effects of trauma on your work, as well as what accommodations and adjustments you expect from your workplace.

How can your employer provide accommodation?

Before sharing your trauma concerns, you may need to find out how your workplace views employee well-being and accommodates individual needs.

Check the company website, recruitment documents and their social media profiles. Look for evidence that your company recognizes the importance of well-being and flexibility, not only as a corporate philosophy but also in the day-to-day work environment.

Language is a powerful tool – any policy document should avoid using labels, judgmental phrases, jargon, and aggressive or derogatory language. If you find this to be the case, it's a good idea to be careful and consider seeking support from alternative sources such as trusted charitable organizations.