Organizations have a responsibility to create “an emotionally supportive, physically safe and consistently respectful work environment [which] is especially important when trauma-related issues heighten intrapersonal and interpersonal stress” (Brady et al., 1999, p. 390).

As a first step, organizations should evaluate the possible obstacles that exist for social support for staff (Slattery & Goodman, 2009).

Yassen (1995) recommends that this evaluation include the organization’s physical environment, value system, expectations and cultural characteristics.

Organizations can integrate different components in their support for staff, such as regularly setting aside time in staff meetings to check-in and address any feelings or concerns related to trauma work (Brady et al., 1999).

It is important to have a therapist/counsellor on staff or available to provide support groups for service providers who work with clients who have experienced sexual violence, such as rape-crisis workers (Long, 2019). In some cases, a sex therapist may also be helpful for staff who are experiencing vicarious trauma that impacts intimacy with significant others (Long, 2019). For other organizations, providing access to therapy for service providers may be a more sustainable approach.

Peer group supervision is a form of leaderless counselling where participants discuss key topics and issues to determine ways to deal with difficult situations and manage stress. The importance of this type of group has been emphasized because of its ability to normalize and offer social support to service providers working with traumatized clients (Trippany et al., 2004).

One study found that 85 per cent of trauma counsellors reported that discussion with fellow service providers is their most common method of dealing with vicarious trauma (Pearlman & Mac Ian, 1995).