What is TRiM?

Trauma Risk Management (TRiM) is a proactive, peer delivered, cognitively based human resource management initiative for supporting individuals following exposure to traumatic events. Its purpose is the early identification of the symptoms of stress. TRiM is not a treatment for stress, however, processing and talking about the event has a therapeutic advantage.

Research findings clearly suggest that post traumatic illnesses cannot be prevented, but can be successfully managed if identified at an early stage. In 2005, The National Institute of Clinical Excellence (NICE), the UK national body which scrutinises all forms of health interventions, published management guidelines which strongly advocated early intervention for those who become unwell after potentially traumatic incidents.

The Case For Investment in DNA TRiM

There are many detailed reports offering insight into the high cost to organisations of failing to address and support mental wellbeing in the workplace.

Employers can offer a range of programmes and activities to support individuals' personal circumstances, enabling them to take the best course of action for their mental health.

These supporting activities include awareness-raising and promoting a positive and open organisational culture around mental health, preventative activities to support individuals to cope in difficult circumstances, and through reactive support. Our TRiM programmes address all such activities.

A reliable, systematic review of the available literature by Monitor Deloitte (October 2017) shows the return on investment of workplace mental health intervention on every £ spent is overwhelmingly positive:

• 5:1 return on reactive interventions
• 6:1 return for proactive interventions during periods of poor mental health
• 8:1 return on early stage activities such as mental health de-stigmatisation, campaigns, mandatory training on wellbeing and activities to support employee resilience organisation wide/cultural programmes

Whilst many employers offer reactive support, providing support at earlier, preventative stages of the employee journey may deliver a better than average return on investment. This means that organisation-wide, preventative activities, which improve employee resilience can achieve a higher return on investment than reactive, individual-focused activities. Examples of good practice in Germany, Canada and Australia suggest that providing a common framework around mental health interventions and engaging with key stakeholders can empower employers to implement the most helpful interventions for their workforce.