Trauma-informed organisations: A new paradigm for mental health
In the fast-paced corporate environments of Asia, a silent crisis is unfolding. Mental health issues—often exacerbated by workplace stress and cultural stigmas—are taking a significant toll on employees and organisations alike. Addressing trauma in the workplace is not just a moral responsibility; it is a strategic necessity that can drive resilience and productivity.
The hidden cost of unaddressed trauma
According to the World Health Organisation, approximately 20% of adults in the Western Pacific Region experience a mental disorder in their lifetime. Yet, cultural norms in many Asian societies discourage open discussions about mental health, leading to only about 10% of those affected seeking professional help. This silence permeates the workplace, resulting in decreased productivity, increased absenteeism, and higher turnover rates.
A survey by AIA Group Limited found that 84% of employees in Asia reported at least one mental health symptom in the past year. Moreover, Mercer’s “Mental Health and Wellbeing at Work in Asia” report revealed that a significant number of employees are at risk of burnout due to excessive workloads and long working hours. The economic implications are profound: mental health conditions could cost the global economy up to US$16 trillion between 2010 and 2030, with a substantial portion attributed to the Asia-Pacific region.
Leading by example: Organisations pioneering change in Asia
Some forward-thinking organisations in Asia are taking proactive steps to address this challenge.
- Bloomberg’s mental health initiatives
At the recent CHRO 2024 Singapore event organised by HRM Asia, which I had the privilege of chairing, Sian Hooper, Co-Head of HR in Asia Pacific at Bloomberg LP, shared their innovative approach. Bloomberg has implemented mental health initiatives aimed at normalising conversations around mental health and ensuring that support is readily available within the organisation. By providing resources and training, Bloomberg is fostering a culture where employees feel comfortable seeking help.
- Unilever’s Lamplighter programme
Unilever Asia’s Lamplighter programme focuses on enhancing mental and physical wellbeing. By training “Lamplighter” ambassadors to promote awareness and provide peer support, Unilever has observed higher employee engagement and productivity. This initiative demonstrates the tangible benefits of investing in employee mental health.
- DBS Bank’s comprehensive wellness strategy
DBS Bank in Singapore offers a mental wellness programme that includes access to counselling services, mental health leave without the need for medical certification, and workshops on resilience and mindfulness. Their flexible work arrangements promote work-life balance, leading to increased employee satisfaction and a culture that prioritizes well-being.
The strategic advantage of trauma-informed leadership and culture
In my work leading culture transformation initiatives around the world and in APAC specifically, I have found that cultivating conscious and purposeful leadership is critical to creating environments where employees can heal and thrive. Leaders who develop self-awareness and understand the impact of trauma—both on individuals and the collective—can foster workplaces where people feel safe, valued, and connected.
“Leaders who develop self-awareness and understand the impact of trauma—both on individuals and the collective—can foster workplaces where people feel safe, valued, and connected.” – Sandrine Provoost, CEO, Vertical Breakthrough.
By integrating trauma awareness at both personal and organisational levels, we unlock deeper levels of coherence and creativity within teams. Recognising and compassionately addressing hidden layers of stress and unprocessed experiences enables greater collaboration and innovation. It is about creating a culture where open dialogue is encouraged, and employees feel empowered to bring their whole selves to work.
Central to this approach is developing leaders committed to their own growth. By embracing frameworks that integrate leadership competencies with personal development—like those inspired by The Leadership Circle—we support leaders in expanding their capacity for empathy, authenticity, and relational intelligence.
This holistic approach to leadership and culture transformation allows organisations to move beyond traditional metrics of success. It fosters a work environment that supports healing and resilience, leading to greater engagement, innovation, and sustainable performance.
A call to action for CHROs and HR leaders
Addressing trauma in the workplace requires a concerted effort from leadership:
1. Cultivate leadership awareness: Train and coach leaders to recognise signs of trauma and respond with empathy. This sets the tone for an open and supportive workplace culture.
2. Implement culturally sensitive programmes: Develop mental health initiatives that respect local cultures and values. Tailoring programmes enhances their effectiveness.
3. Promote open dialogue: Encourage conversations about mental health to reduce stigma. Creating safe spaces fosters acceptance, vulnerability, and support.
4. Establish support networks: Create peer support systems like mental health first aid programmes or provide access to counselling services to offer accessible assistance.
5. Integrate trauma-informed policies: Embed trauma awareness into organisational policies and procedures, ensuring a cohesive approach.
READ MORE: Mental health matters – It’s time to normalise mental health awareness
Conclusion
Building trauma-informed organisations in Asia is both a moral and strategic imperative. The data is clear: addressing mental health and trauma leads to healthier employees, improved productivity, and stronger organisational resilience. By embracing trauma-informed practices, leaders can unlock the full potential of their organisations and contribute to a more compassionate society.
About the author: Sandrine Provoost is CEO of Vertical Breakthrough, Organisational Psychologist I Culture Transformation Consultant | Trauma-Informed Leadership Coach, and she helps CHROs and HR leaders build trauma-informed organisations through culture transformation.
