Case Study for Womble Bond Dickinson – Building HR Capacity for Trauma-Informed Support

Global law firm Womble Bond Dickinson commissioned KCA to deliver a bespoke training session for their HR team, focusing on how best to support staff experiencing stress or trauma. HR leaders wanted to strengthen their understanding of how unregulated stress impacts behaviour and how compassionate, relational responses can build resilience and inclusion in the workplace.

KCA’s neuroscience-informed training introduced trauma as “unregulated stress,” explored the role of co-regulation in recovery, and provided practical tools for creating environments that buffer stress and promote wellbeing. The session helped HR staff recognise the importance of everyday interactions in shaping workplace culture, while equipping them with strategies to support colleagues through difficult experiences.

Impact: Participants reported deeper insight into the links between stress, behaviour, and resilience, and left with practical approaches to promote safety, trust, and compassion — strengthening both individual wellbeing and organisational culture.

We know that every organisation starts in a different place. For some, a single, focused training session makes the biggest difference. For others, the most impact comes from a longer learning journey that embeds new approaches into everyday practice. KCA provides both, always tailored to your context.

Phase 1 – Awareness & Engagement

• Introductory workshop for HR, leaders, or staff.
• Focus on neuroscience of stress, trauma as unregulated stress, and how behaviour is shaped under pressure.

Outcome: Shared understanding of stress, trauma, and resilience in the workplace.

Phase 2 – Building Knowledge & Skills

• Training in relational and trauma-informed approaches.
• Practical models of practice that explain core human processes and the need for safety, belonging, co-regulation and inclusion.

Outcome: HR and managers feel confident supporting colleagues through difficult experiences.

Phase 3 – Embedding Practice

• Reflective sessions and peer networks for HR and leaders.
• Strategies to align policies, supervision, and wellbeing support with trauma-informed principles.
• Outcome: Everyday interactions consistently reinforce safety, trust, and connection.

Phase 4 – Sustaining & Scaling

• Access to resources, eLearning, and Communities of Practice.
• Leaders model relational approaches across teams.
• Outcome: Resilient, compassionate workplace cultures that retain staff and strengthen performance.