Help Your Managers Provide Trauma- and Violence-Informed Support for Survivors

Today is Day 15 of the 16 Days of Activism Against Gender-Based Violence. This is part of my series, 16 tips in 16 days for getting your workplace domestic violence program off the ground.

If you missed any part of the series, you can go back to Day 1 here.

Trauma- and violence-informed (TVI) support for survivors can be emotionally exhausting. Managers and HR staff often experience:

• Burnout from sustained emotional labor

• Vicarious trauma from exposure to the stories and experiences of survivors

• Frustration or helplessness when navigating complex accommodation or safety planning processes

If we want a workplace IPV program to succeed, we cannot overlook the wellbeing of the people doing the work. Supporting your managers and HR staff is not optional—it’s essential.

Supporting managers: lessons from the healthcare sector

Healthcare organizations have led the shift from trauma-informed care to trauma- and violence-informed care. Employers can adopt several best practices:

1. Regular team debriefing

• Schedule recurring meetings to review cases, share lessons learned, and identify areas for improvement.

• This provides a safe space to vent and ensures everyone stays informed. (See Day 1 for more on creating your interdisciplinary team.)

2. Process walk-throughs

• Periodically simulate the disclosure and accommodation process to identify hidden barriers, gaps, or triggers that could affect survivors.

• Example: a formalistic disclosure form may inadvertently erode trust before any support is offered.

3. Informal ad hoc check-ins

• Encourage paired managers or HR staff to debrief informally between formal sessions.

• These conversations allow real-time sharing of challenges and solutions.

4. Tap-out protocol

• Assign paired managers/HR representatives so each can cover for the other when one feels overwhelmed.

• This ensures continuity of TVI support and prevents burnout.

5. Adequate mental health and counselling supports

• Provide access to EAP programs or counseling services through group benefits.

• Managers should feel supported when navigating the emotional demands of supporting survivors.

Why this matters

A workplace IPV program is only as strong as the team delivering it. Managers and HR staff who are well-supported are better equipped to:

• Build and maintain trust with survivors

• Implement accommodations effectively

• Conduct risk assessments and safety planning

• Sustain a trauma- and violence-informed culture

Neglecting the wellbeing of your team risks burnout, reduced program effectiveness, and ultimately, poorer outcomes for survivors.

Next Steps

Supporting your managers and HR staff is not a side project — it’s a foundational element of a successful IPV program. Consider:

• Establishing debriefing routines

• Implementing tap-out protocols

• Investing in mental health support for your team

By taking care of your team, you ensure your workplace IPV program is resilient, effective, and sustainable.

Questions? Please reach out. I'd love to speak with you.