C&I’s Model for Trauma Informed Organisational Change

“Being trauma informed is not a model of treatment – it’s a culture that has to be embedded within all therapies, services, systems and the wider communities.”
Andie Rose, Service User Lead for C&I’s Trauma Informed Model 

Figure 1: P. Greenfield, S. McNicholas and A. Rose, C&I's Model for Trauma Informed Organisational Change, 2021

Fallot and Harris (2001) outlined the key principles of a trauma informed approach as: Safety, Empowerment, Collaboration, Choice and Trustworthiness. ,  An organisation must reflect these values in its culture in order to be trauma informed. At C&I, we have added the domain of ‘equity’ at the heart of our own trust model to reflect the growing understanding of trauma as a result of inequality (see Figure 1). Trauma informed approaches must be seen through the lens of multiple disadvantage and privilege, as well as celebrating the strengths of every community and person. 

Our trauma informed organisational strategy honours the nine protected characteristics under the Equality Act (2010), enshrined in the Trust’s Equality, Diversity and Inclusion Strategy. The Trust’s HR and OD Strategy also recognises the importance of trauma informed approaches to developing a just, fair and inclusive culture and improving staff and service user experience. 
The domains outlined in our model for trauma informed organisational change align with the cultural pillars adopted by the Trust, which will help to ensure this cultural ambition is achieved.