The 2025 SIOP Annual Conference in Denver is a pinnacle event for many industrial-organizational (I-O) professionals. It offers a valuable opportunity to connect with colleagues, engage in intellectual exchange, and advance the field. Our conference aims to foster a vibrant and productive environment. Many I-O psychologists have written about ways to make it more inclusive (SIOP Conference Inclusion Subcommittee, 2024) and recommendations to take a well-being-focused and “gentle” approach to the conference (Cobb & Rauvola, 2024). Efforts like these help to create a better conference experience for all.
Professional conferences are unique because they unite individuals from various backgrounds, cultures, and experiences to share knowledge and network. These gatherings mix formal presentations with social events, creating a blend of professional and personal interactions. However, the intensity and unfamiliarity of such settings can sometimes lead to stressful situations. For instance, power dynamics, exclusion, or unexpected encounters with past experiences or complex/difficult individuals might trigger traumatic memories. The blend of high-stakes environments and diverse interactions makes conferences valuable and occasionally emotionally challenging.
For some attendees, professional conferences can, at times, inadvertently create triggering or (re)traumatizing situations. Adopting a trauma-informed approach is essential to address these risks. This approach involves recognizing the widespread prevalence of trauma in professional and societal contexts, understanding how it may affect conference attendees, and integrating this knowledge into conference policies, procedures, and practices to minimize the potential for retraumatization (Evans & Coccoma, 2014).
This article aims to provide trauma-informed strategies for SIOP and all attendees of the SIOP conference, fostering a safer, more inclusive, and supportive environment for all participants (Williams & Bain, 2023). To frame our discussion, we begin by exploring the concept of trauma and its relevance in professional settings, particularly within the context of conferences. Next, we examine how conferences can inadvertently create or exacerbate traumatic experiences, highlighting the unique dynamics and power structures at play in these environments. We then outline actionable, trauma-informed practices grounded in SAMHSA’s six principles of trauma-informed care to promote safer and more inclusive in-person conferences. Finally, we provide guidance on addressing and coping with traumatic incidents that may occur at conferences. Through these strategies, we aim to inspire a community of practitioners dedicated to enacting trauma-informed practices within the field of I-O psychology—not just at conferences but in all aspects of their work.
Understanding Trauma
Trauma, as defined by the Substance Abuse and Mental Health Services Administration (SAMHSA, 2014), encompasses events or circumstances that are physically or emotionally harmful or life threatening, leading to lasting adverse effects on an individual’s well-being. It can affect mental, physical, social, emotional, and spiritual health, with unique impacts varying by individual (SAMHSA, 2014). Globally, over 70% of people experience a traumatic event at least once, and more than half of U.S. adults face potentially traumatic events (Benjet et al., 2016; Koslouski & Chafouleas, 2022). Despite its prevalence, trauma’s impact often goes unrecognized in professional settings, stemming from limited awareness of its pervasive influence on individuals’ lives and functioning.
Acknowledging trauma’s widespread effects allows systems to accommodate survivors and prevent further harm (Harris & Fallot, 2001). Harris and Fallot compare this paradigm shift to the transformative impact of the 1990 Americans with Disabilities Act, which required organizations to adapt for diverse needs. This shift fostered accessibility in concert venues, museums, theaters, and restaurants, promoting inclusivity for all. Similarly, trauma-informed care (TIC) emphasizes creating supportive environments that account for trauma’s effects.
TIC has been linked to increased workplace satisfaction, improved organizational climate, and enhanced client experiences (Hales et al., 2019; Rosenberg, 2011). It focuses on recognizing trauma’s pervasive effects and fostering safe environments for everyone (Laurent & Hart, 2021). Although not a standardized intervention with defined strategies or fidelity measures (Hopper et al., 2010), TIC emphasizes key components: awareness of trauma’s prevalence, understanding its impact on engagement and service utilization, and integrating this knowledge into organizational policies and practices (Guarino et al., 2009; Hopper et al., 2010; SAMHSA, 2014).
Given the widespread prevalence of trauma, adopting a multifaceted approach is essential to creating a truly trauma-informed conference experience (Champine et al., 2019). By applying trauma-informed principles in the conference setting and equipping organizers, presenters, and attendees with strategies to foster such an environment, we can reduce the risk of retraumatization or triggering past trauma. Additionally, this approach protects attendees from the effects of vicarious or secondary trauma, such as witnessing or hearing about another person’s traumatic experiences (Sloan et al., 2016). Just as addressing trauma in any context requires a comprehensive strategy, fostering a safe and inclusive conference environment demands attentiveness to the diverse needs of all participants.
Contextualizing Trauma at Conferences
In 2024, SIOP’s Conference Inclusion Subcommittee outlined steps to enhance accessibility and inclusivity for all attendees. Initiatives included developing Presentation Accessibility Guidelines, incorporating podium reminders and preconference tours, equipping the registration desk with pronoun stickers, ensuring a lactation room is available, and offering access to self-reflection or quiet rooms (SIOP, 2024). These practices, although designed for accessibility, also serve as effective measures for creating a more trauma-informed conference environment.
In addition to the accessibility guidelines, SIOP’s Anti-Harassment Policy highlights SIOP’s role in fostering professional integrity and respect within conference settings. This policy, approved by the SIOP Executive Board on April 23, 2020, reflects a commitment to addressing harassment and retaliation comprehensively. The policy is due for its following review in April 2025, underscoring the importance of regularly revisiting and updating organizational policies to align with evolving standards of equity and inclusion.
Harassment at academic conferences can take many forms, often influenced by the unique dynamics of these settings. Notably, gender-based harassment does not need to be sexual; it may involve comments about an individual’s gender identity or expression, reflecting broader societal judgments and biases (Flores, 2020). Academic conferences represent unique spaces that blur professional and personal boundaries. They serve as “mobile networks” that unite faculty, students, staff, administrators, professionals, and activists into a temporary but recurring community (Flores, 2020). The hierarchical nature of academia can create an environment where power differentials are potentially exploited, leading to harassment (Anonymous, 2017; Henderson & Burford, 2017).
Further, conferences can be dynamic and intense, with packed schedules of presentations, panels, networking events, and social and professional pressures. These conditions can unintentionally trigger or retraumatize individuals, manifesting in experiences ranging from subtle exclusion and marginalization to overt incidents of discrimination, harassment, or humiliation (Air et al., 2021; Bannerjee, 2021; Burke, 2017; Flores, 2020; Heaton et al., 2020; Jackson, 2019; Zippel, 2021). Potentially traumatic situations at conferences may include:
- Public humiliation: Being harshly, aggressively criticized, or belittled during a presentation or Q&A session
- Discriminatory behavior: Experiencing prejudice based on race, gender, sexual orientation, disability, or other characteristics
- Unwanted attention or harassment: Experiencing inappropriate or unwelcome advances
- Triggering content: Encountering sensitive topics in sessions that evoke personal trauma
- Microaggressions: Accumulating subtle, often unintentional, discriminatory comments or actions
- Hostile environment: Navigating an aggressive or unsafe atmosphere
- Power imbalances: Experiencing intimidation from individuals in positions of authority
Contributing Factors
Several factors can contribute to traumatic experiences at conferences. First, the absence of clear policies on respectful behavior, antiharassment measures, and complaint procedures can create an environment where misconduct is more likely to occur (Air et al., 2021). Second, poorly moderated panel discussions or Q&A sessions can enable disruptive or harmful behavior, adversely affecting attendees’ well-being (Alderman & Dowler, 2018). Third, limited diversity among speakers and attendees can foster an exclusionary environment, potentially leading to feelings of isolation and marginalization. Fourth, unlike traditional workplaces, conferences bring together individuals from various institutions, allowing power dynamics to transcend typical organizational boundaries, potentially leading to harassment (Flores, 2020). Finally, stressful schedules, marked by long hours, demanding networking expectations, and high-pressure environments, can amplify negative experiences and heighten the risk of burnout (Masters, 2023).
Trauma-Informed Practices for Safer In-Person Conferences
Creating a trauma-informed professional conference involves integrating principles that foster a supportive and safe environment for all participants. This includes incorporating trauma informedness into the event design, which can consist of facilitator preparation, designing for accessibility, planning for confidential and/or mental health support, developing community agreements, setting norms for sharing event content, planning safe in-person spaces, and handling the logistics of events (e.g., redirecting conversations, presenting “activating” content, etc.) (Cervantes et al., 2022). Next, we provide recommendations and proposed actions for conference stakeholders seeking to cultivate a trauma-informed conference environment inspired by SAMHSA’s six principles of trauma-informed care.
Emotional and Physical Safety: Ensure physical and emotional safety by providing a welcoming space and clear guidelines for behavior.
| Conference Organizers | Presenters | Attendees |
|---|---|---|
| Display a Code of Conduct outlining respectful behavior and clear reporting mechanisms for misconduct. | Set ground rules for respectful and inclusive discussions at the start of sessions. | Respect personal boundaries and engage in active listening when interacting with others. |
| Train staff and volunteers to recognize signs of trauma and provide appropriate responses. | Allow attendees to leave sessions without judgment if they need a break. | Support fellow attendees by reporting harmful behavior to organizers or intervening safely if appropriate. |
| Share logistical details (e.g., room layouts and accessibility options) to help attendees navigate the space comfortably. | Prepare the room by considering how the layout promotes group discussion, with accessibility at the forefront. | Utilize the private, quiet attendee spaces to decompress when overwhelmed. |
| Show respect for all attendees by being mindful of varying needs (e.g., adjusting for sensory sensitivities or using inclusive language). |
Trustworthiness and Transparency: Communicate openly about the conference agenda, expectations, and potential triggers, fostering a sense of trust among attendees.
| Conference Organizers | Presenters | Attendees |
|---|---|---|
| Provide clear, detailed agendas, including session descriptions, speakers, and potential content warnings. | Share session objectives and planned activities at the beginning of each presentation. | Research the conference beforehand and plan to avoid sessions or posters that may contain triggering content. |
| Communicate how feedback will be collected and how concerns will be addressed during and after the event. | Stick to published time-frames and inform participants how Q&A or discussions will be managed. | As appropriate, be open and honest about privacy needs or potential trigger points. |
| Be transparent about any reporting obligations and confidentiality limitations. | Make informed choices about disclosure to other attendees in sessions or events. |
Peer Support: Encourage networking and support among participants, allowing for shared experiences and mutual understanding.
| Conference Organizers | Presenters | Attendees |
|---|---|---|
| Facilitate small group activities or networking sessions to encourage connection and shared learning. | Use interactive elements, such as small group discussions, to foster collaboration. | Check-in with fellow attendees throughout the conference to offer support or share resources. |
| Start the conference or individual sessions with brief check-ins, inviting participants to share their needs or well-being. | Be prepared to adjust session pacing or activities based on participant feedback or energy levels. Invite participants to prioritize their well-being, whatever that means to them. | Actively engage in restorative activities during breaks and reach out to others for mutual support. |
| Help with redirecting potentially triggering discussions if you are comfortable doing so. | ||
| Enlist the “buddy system” when traveling outside of the conference center. |
Collaboration and Mutuality: Provide opportunities to address power imbalances, encouraging and leveraging everyone’s feedback and perspectives regardless of status.
| Conference Organizers | Presenters | Attendees |
|---|---|---|
| Cocreate conference norms by incorporating feedback from attendees during the planning process. | Hold space for self-growth and be open to feedback. | Actively create a collaborative space by offering ideas and contributing to discussions. |
| Provide opportunities for attendee input through suggestion boxes or postconference surveys. | Set norms for participation, such as how to handle silence or ensure everyone has an opportunity to speak. | Provide feedback during or after sessions to help shape future content or events. |
| Foster an environment where attendees can collaborate on shared challenges or ideas. |
Cultural, Historical, and Gender Sensitivity: Acknowledge and respect diverse backgrounds, incorporating cultural sensitivity into programming and discussions.
| Conference Organizers | Presenters | Attendees |
|---|---|---|
| Diversify speaker lineups to reflect a broad range of identities and experiences. | Notice any knowledge gaps and potentially find collaborators with expertise on topics you may not be able to discuss. | Avoid making assumptions about others’ identities, experiences, or preferences. |
| Encourage attendees to include pronouns on name badges and respect chosen identities. | Be intentional about using language and examples that avoid harmful stereotypes or assumptions. | Participate in discussions and sessions with a mind toward cultural and historical understanding. |
| Consider integrating discussions on historical context, systemic barriers, and gender sensitivity into sessions, when relevant. | Be open to learning from diverse perspectives and respect different cultural norms and values. |
Empowerment, Voice, and Choice: Offer participants options in their engagement, such as session selection and participation levels, to promote autonomy.
| Conference Organizers | Presenters | Attendees |
|---|---|---|
| Provide multiple ways for attendees to share their perspectives, such as through live Q&A, written feedback forms, or interactive tools like polling. | Create a welcoming environment where attendees can ask questions or share insights. | Feel empowered to choose the level of participation that best suits your comfort and energy levels during sessions. |
| Offer flexible participation options, such as quiet viewing areas for presentations. | Provide alternative ways to engage, such as submitting questions anonymously or opting out of group discussions. | Express your needs openly if a session or activity doesn’t feel supportive or if accommodations are required. |
All SIOP organizers, presenters, and attendees
- Review and familiarize oneself with the SIOP Anti-Harassment Policy
- Make use of the Anti-Harassment Policy as the primary mechanism for addressing inappropriate behavior
- Because they are not actionable by SIOP, avoid sharing important or sensitive information in survey responses, social media, or other informal channels.
Many of these recommendations concern interpersonal interaction at conferences, as facilitating inclusive and productive discussions requires careful consideration of potential triggers and sensitivities. For more in-depth guidance, we recommend readers consult the Campaign for Trauma-Informed Policy and Practice’s guide, “GUIDE: Trauma-Informed Meetings, Discussions & Conversations,” as well as the National Forum on the Prevention of Cyber Sexual Abuse’s article, “Planning a trauma-informed event”. These valuable resources, also grounded in SAMHSA’s six principles to guide a trauma-informed approach, provide detailed strategies for navigating challenging conversations and events in a trauma-informed manner.
Addressing and Coping With Traumatic Conference Incidents
Even trauma-informed conferences cannot avoid all possible harm, and experienced trauma must be addressed appropriately when it occurs. SIOP members who witness or experience harassment or retaliation are encouraged to report incidents through several channels. Options include informal discussions with an ombudsperson, pursuing informal resolution methods, or filing a formal complaint. Reporting parties can also choose to involve law enforcement at any time.
In 2022, SIOP appointed two members to serve as ombudspersons. SIOP President Steven Rogelberg proclaimed that the ombudspeople (who received additional training on harassment, options for informal resolution and formal complaint, and the role of an ombud), along with the Anti-Harassment Policy, would help keep SIOP a “safe and inclusive professional environment for all.” (SIOP, 2022). Elizabeth (Betsy) Shoenfelt also shared that this role was meaningful to her and that she would diligently work with fellow ombudsperson Margaret (Peggy) Stockdale to “help ensure a welcoming and professional environment where SIOP members and others engaged with the SIOP community are treated with dignity and respect, and made to feel safe with a sense of belonging.” (SIOP, 2022). A reflection piece was published a year after creating these roles, as SIOP continues to commit to developing these roles. Stockdale reiterated the importance of ombuds, as they are crucial in maintaining organizational justice and serving as a neutral & informal perspective when situations arise (SIOP, 2023).
In late 2024, it was shared that Stockdale had accepted a second term as an ombudsperson. Ombudspeople can be contacted through the confidential email at ombuds@siop.org. They welcome individuals to reach out who “feel they have been treated inappropriately in the context of any SIOP activity” (SIOP, 2023) and note that “Their primary function is to offer advice that is informal, impartial, and independent. They do not make decisions or judgments. They can advise on options for informal resolution and formal complaint, explain the complaint processes, and assist with mediation” (SIOP, 2024).
In addition to reporting incidents formally, individuals should seek and leverage resources to address their experiences. These steps include talking to trusted colleagues, family members, friends, or mental health professionals and engaging in self-care practices and activities.
Moving Forward Together
The 2025 SIOP Annual Conference is an opportunity to set a new standard for inclusivity and safety. By embracing trauma-informed principles, SIOP and its attendees can create a space that values connection and collaboration while minimizing harm. Together, we can ensure that Denver is a hub for advancing I-O psychology and a model for compassionate and respectful professional gatherings. Let’s work together to make SIOP a model for trauma-informed conferences, ensuring everyone can engage, learn, and connect in a safe and respectful space.
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Volume
62
Number
4
Author
Lora Bishop, Andrew Davidson, and Rachel S. Rauvola
