Post-Traumatic Oppression Syndrome and How it Manifests in the Workplace

Abstract: Post-Traumatic Oppression Syndrome and How it Manifests in the Workplace
Studies have found significant relationships between racial microaggressions, depression, and anxiety, but few studies have examined the effects of racial microaggressions on traumatic stress. Trauma has been traditionally conceptualized as psychophysiological reactions to life-threatening events, excluding the notion of racial trauma, even though it results in similar symptomatology in the workplace (Nadal, K. L., Erazo, T., & King, R. 2019).
Post Traumatic Oppression Syndrome (PTOS) stemming from Post Traumatic Slavery Syndrome is defined as a condition that exists when a population has experienced multigenerational trauma resulting from centuries of slavery and continues to experience oppression and institutionalized racism today (Burrowes, Akinlana, 2019). This history of trauma and oppression places this group of workers at risk of becoming the employees who are most likely to exhibit behaviors associated with PTOS. One who is subject to milder or multiple forms of workplace trauma over a prolonged period, or are exposed to severe incidents of violence, are likely to be at increased risk of experiencing detrimental impacts of workplace trauma. (Claire Newman, Michael Roche, Doug Elliott 2019).
The purpose of the ‘work in progress’ project is to identify the consequences of PTOS on marginalized employees. To cultivate an optimal workplace environment, research efforts focus on reducing the impact of (PTOS) by encouraging inclusion and increasing employee well-being. The campaign includes comprehensive education focus groups, awareness initiatives data collection that incorporate historical context discussions on PTOS, and seminars geared at recognizing and addressing. A primary goal is to create a workplace culture that encourages open communication and provides a secure area for employees to share their experiences and challenges. The research will stress the provision of mental health resources, counseling services, and the development of mentorship and support programs to empower employees in their career journey. Celebrating diversity through events and highlighting success stories coupled with regular workplace assessments, contributes to a cycle of continuous improvement. The overall goal is to build a culture of continual learning and collective advancement that not only appreciates variety but actively works toward the betterment of the individual. The two unique symptoms and challenges related to PTOS in the workplace, include hyper-sexualization and intersectionality.
Hyper-Sexualization
Women may be hypersexualized and objectified due to historical and systemic stereotypes, which can lead to feelings of shame, guilt, and low self-worth. In Women, Race, Class, another foundational volume, Davis (1983) connects the history of capitalism in the United States to the economic dislocation and exploitation of women, racial oppression, the sexual exploitation and violence against both Black, Brown, and White women, and ideologies of femininity and domesticity. (Reed, J.-P., & Garrido, C. 2022) Men can also experience hyper-Sexualization, just like women. Yoo et al. (2010) stated that it is important to examine the link between sexism given that Asian American men are often “demasculinized,” whereas Asian American women are “hypersexualized,” (Torres-Harding, S. R. 2021).
Intersectionality
Despite the value of understanding employees’ intersectional experiences for diversity, equity, and inclusion (DEI) initiatives, the management field lacks a comprehensive review of intersectionality research (C. B., & Arwine, R. P. (2023). Black and Asian feminists expressed feeling as though they could not wholly identify with either the gender or racial social movements of their time, because these separate efforts did not account for aspects of their social identity. Emphasizing the heightened importance of considering gender and race simultaneously helped to partition their experiences from those of white men and women, and racial minority men (Harrison, D. A. (2018). The intersectionality of manifold disparities is exacerbated when job types are factored, as those women who work non-traditional gender jobs may experience a more significant negative response in higher pressure or strenuous environments.
Implications to HRD
The integration of awareness and support for PTOS within the HRD represents a critical step towards creating a more compassionate and inclusive professional environment. By conducting a thorough needs assessment, implementing specialized education training programs, and establishing dedicated resources, one is poised to lead the way in addressing the unique challenges faced by HR professionals dealing with PTOS. The incorporation of support networks, mentorship programs, and leadership training underscores the commitment to fostering a culture of understanding and support. In embracing PTOS awareness, one affirms its dedication to the well-being and success of its members, paving the way for a more resilient and empathetic future in the field of human resources.