A good manager should be able to identify the signs and symptoms of trauma and create a safe space

and open dialogue. However, the right time to express your problem is in your own hands and not with your boss.

Your office policy may be to encourage employees to share their trauma – but since this is a personal decision, only engage in the disclosure process when you feel it is the right time to do so. qqcitybet

Talk to your mentor or counselor, or if possible, talk to a family member or friend who knows about your trauma. Depending on your situation, write a brief draft of what you would like to convey to your manager before the meeting.

Write down how you feel and request a brief one-on-one meeting in a safe place. If you don't think the available space is comfortable for you, offer an alternative or try chatting while walking around.

Briefly describe the problem you're having: how much detail or context you want to reveal depends on your decision. Focus on your work experience and what you need to manage trauma and be an effective employee.

What kind of support can you get?

The flexibility of working remotely or working can help survivors who need time and space to deal with panic attacks or flashbacks. If it's not clear, try asking your company's work policies.

You can also ask to adjust your workload or deadlines, or to access counseling support if available.

Your workplace may be able to provide special equipment to help with concentration, fatigue or memory problems. If a standing desk, voice recognition software (to help reduce memory and concentration problems) or other computer equipment can help you, ask how you can get it.

Organizations may not be legally required to provide trauma management equipment. However, they have a moral responsibility to accommodate individual needs and create a psychologically safe environment.