Understanding Toxic Work Environments from a Trauma-Informed Lens

Let's be real: many workplaces - especially those that have sidestepped the essential work of building psychological safety through meaningful DEIB practices - can feel downright toxic and emotionally draining. When you're trying to survive in these spaces, it's crucial to recognize that trauma (global, national, personal, historic, etc) impacts each of us differently, and most of us are somewhere on the spectrum of trauma recovery. The hard truth? Not everyone has unpacked how trauma manifests in harmful behaviors, and for many reasons, feel uncertain about doing the deep, necessary work of healing.

For those of us on DEI teams, this reality gets amplified by political backlash, daily microaggressions, and sometimes even outright hostility that steadily chips away at our sense of safety. Women - particularly women of color - face the exhausting pressure of walking the tightrope between self-protection and assertiveness while navigating these toxic environments. This constant balancing act between assimilating for safety and speaking up for advancement leaves us emotionally drained, making it nearly impossible to tap into creativity or vision when our nervous systems are stuck in fight, flight, freeze, or fawn.

From a trauma-informed perspective, we need to acknowledge that toxic behaviors often stem from unresolved safety issues and poor self-regulation. But here's the thing: while understanding the root causes matters, we must still hold people accountable for harm they cause, while fiercely defending our own right to protection, safety, and healing.

Honoring your commitment to your work

It's important to acknowledge that many of us remain in challenging workplaces not just out of necessity, but because we genuinely value our work, our colleagues, and the impact we're making. This isn't a simple "us versus them" narrative or a call to walk away from difficult situations. Rather, it's about finding sustainable ways to protect your well-being while continuing to contribute meaningfully in spaces that matter to you. The strategies outlined here aren't about creating division, but about cultivating healthier workplace dynamics that allow everyone to thrive. There's profound dignity in choosing to stay and work toward change, and that choice deserves both respect and practical support.

The Reframe

When you're commited to a workplace that can be toxic, feeling powerless often becomes the default. But I want you to remember this crucial truth: we are not powerless. Even when we can't control others' behavior, we absolutely have agency over how we respond and protect ourselves. The key? Honoring our emotions, setting crystal-clear boundaries, and holding ourselves accountable to our own well-being first. When we truly internalize that toxic behavior doesn't define us, we can navigate harm with both compassion and unwavering self-protection.

This reframe draws its power from understanding that we can hold empathy for others while standing rock-solid in our own need for safety. Self-compassion isn't optional in this journey - it's the foundation that allows us to take action from inner strength rather than fear or guilt.

In conversations with clients lately, I've been reframing compassion from a collectivist standpoint. Rather than the binary we often experience - where we either offer compassion to someone else or reserve it for ourselves - we can see compassion as an exchange.

I can only offer you the level of compassion that's available based on my safety with you.

This aligns with values of communal care and erases some of the pressure we often feel to take care of others even when they're actively harming us. Compassion is a two-way, reciprocal experience - the more safety you build with someone, the more capacity you have to offer genuine compassion.

Remember that this work is ongoing, and sometimes the most radical thing we can do is prioritize our own healing and protection, recognizing this isn't selfish but actually essential for showing up fully in the world.

Moving forward: strategies for managing toxicity in the workplace.

Here are practical strategies for navigating toxic environments through a trauma-informed lens - strategies that honor your right to safety while addressing harmful dynamics with intention:

Name the impact, not the person: Let's get specific about the impact someone's actions have on you without labeling them a "bad person." This transparency is fundamental to building psychological safety. Speaking your truth about your experiences might feel uncomfortable, but it's non-negotiable for your emotional well-being.
Conduct a power analysis: Get strategic by developing a clear-eyed power analysis of the dynamics at play. Reflect honestly on the power and privilege operating within your team relationships. Where are your points of vulnerability, and how does your specific positionality influence this dynamic?
Acknowledge when it's beyond you: If you've already escalated a harmful situation to a supervisor or HR and the behavior continues, recognize when to stop carrying that burden. In restorative justice, we need community buy in - until that happens, it's not just okay but necessary to prioritize your own needs.
Protect team culture from one person's harm: One toxic person can impact an entire team culture. Work collaboratively with your team and leadership to ensure that harmful behavior doesn't derail collective progress. Establish and enforce team norms that center safety and inclusivity as non-negotiables.
Clarify what you will do, not what they will do: You can't control others' behavior, but you absolutely control your response. When facing problematic behavior, be explicit about what actions you'll take - whether that's stepping out of a meeting, documenting the incident, or requesting formal intervention.
Create boundaries for team meetings: When interaction with a harmful person is unavoidable, establish firm boundaries for engagement. This might mean limiting meeting duration, bringing an ally, or choosing specific communication channels that feel safer for you.
Identify and name your triggers: Understanding exactly what triggers your fear or discomfort empowers you to anticipate and protect yourself. By recognizing these moments clearly, you can develop targeted strategies to navigate them effectively with support.
Develop scripts for difficult conversations: In emotionally charged situations, having prepared language is invaluable. Create scripts for emails, meetings, and verbal exchanges to reduce the emotional labor and help you stay grounded in your response.
Leverage safe spaces: If certain contexts make interaction with a harmful individual less triggering, strategically use those spaces. This minimizes emotional costs while allowing necessary engagement.
Focus on safe connections: In every meeting, intentionally direct your attention toward safe relationships. With practice, your brain will naturally prioritize connections that support your well-being, reducing the impact of toxic individuals.
Use self-regulation strategies: During difficult interactions, document your emotions and experiences. Remind yourself to breathe deeply and self-regulate. Powerful affirmations like "I am safe" or "I remain in control of my responses" can help you stay centered.

Here's the bottom line: navigating a toxic workplace - especially when you're advocating for meaningful change - demands tremendous emotional labor. But with a trauma-informed approach, you can protect your well-being without sacrificing your impact. Remember that self-compassion, boundaries, and prioritizing safety aren't luxuries but essential tools for sustaining your health, effectiveness, and purpose. By embracing these strategies, you empower yourself to stay grounded and lead with intention, even when facing toxicity.

You deserve to thrive, not just survive, in your workplace. Honor that truth every single day.

Yours in The Deep End,

V Woods