Dr. Rauna Shipena
Workplaces are meant to be spaces of growth, productivity, and safety.
However, when tragedy strikes, such as the recent incidents at Namdia, one involving the tragic loss of a Protection Officer during a heist and another involving self-inflicted harm, it disrupts not only operations but also the mental, emotional, and spiritual well-being of employees.
Additionally, the trauma extends beyond the workplace to grieving families and the broader community.
The Human Cost of Workplace Trauma
Employees affected by traumatic workplace events often experience heightened levels of stress, fear, and emotional instability. Witnessing violence or losing a colleague can leave lasting psychological scars, including post-traumatic stress disorder (PTSD), anxiety, and depression.
For those at Namdia who survived or were directly impacted by the heist or self-inflicted incident, the emotional burden is profound.
Similarly, the families of the deceased face immense grief and unanswered questions. For the Protection Officer who lost his life during the heist and the individual who succumbed to self-inflicted wounds, their loved ones need comprehensive support to navigate the pain and loss.
At Henning Ondangwa, where a shooting incident left one person dead and another wounded, the need for mental health interventions was likely just as crucial.
These incidents underscore the need for organisations to prioritise the mental, emotional, and spiritual well-being of their workforce and affected families.
The Role of Namdia’s Human Resources Department
Namdia’s Human Resources (HR) department can play a pivotal role in addressing the mental health crisis arising from these events. Here are key steps that can be taken:
1. Immediate Crisis Counseling
Provide on-site crisis counselling by trained mental health professionals to help employees process the trauma immediately after the incident. This intervention can reduce the risk of long-term psychological harm.
2. Regular Access to Mental Health Support
Introduce an Employee Assistance Program (EAP) that includes access to counsellors, therapists, and social workers. Employees should feel comfortable seeking help without fear of stigma or judgment.
3. Grief Counseling for Families
Offer grief counseling to the families of the deceased to help them cope with their loss. Support groups and one-on-one therapy sessions can be arranged to address the specific needs of each family member.
4. Financial and Practical Assistance
Provide financial aid, scholarships for children, or funeral expenses to ease the burden on grieving families. This tangible support demonstrates empathy and responsibility.
5. Spiritual and Emotional Support
Recognising that people are “three in one”—body, soul, and spirit—Namdia can engage spiritual leaders, pastors, or counsellors to provide holistic support. Prayer services, moments of silence, or wellness activities can help employees heal emotionally and spiritually.
6. Trauma-Informed Training for Managers
Train supervisors and managers to recognise signs of trauma in their teams. Empower them with the tools to provide initial support and refer employees to professional resources.
7. Safe Work Environment
Rebuild trust by enhancing workplace safety and openly communicating about the measures being implemented. When employees feel secure, they can begin to heal and focus on their work.
8. Long-Term Monitoring
Trauma often has delayed effects. Regular follow-ups with employees, including mental health check-ins, can ensure ongoing support and identify those who might need additional help.
Empathy in Action: Supporting Families of the Deceased
Beyond the immediate aftermath, Namdia can build a legacy of care for the families of the deceased:
- Memorial Funds: Establish funds in honour of the fallen employees to support their families’ long-term needs.
- Community Outreach: Host events or programs that honour the deceased while creating awareness about mental health in the workplace.
- Dedicated Social Workers: Assign dedicated social workers to provide continued support to the families, helping them navigate both emotional and practical challenges.
Learning from Henning Ondangwa
The incident at Henning Ondangwa, where an employee was killed and another wounded, highlights the broader issue of workplace safety and its ripple effects.
It serves as a stark reminder that mental and emotional support should be immediate and sustained. Companies should take proactive steps to ensure that all employees involved in such incidents have access to professional support systems.
A Call to Action: Addressing the Mental, Emotional, and Spiritual Needs
Trauma is not just a momentary experience; it lingers in the minds, bodies, and spirits of those affected. By addressing these incidents holistically, Namdia has the opportunity to lead by example in demonstrating care for its employees and their families.
As Namibia grapples with the aftermath of these tragedies, it is vital to remember that healing is a journey. Whether through mental health counselling, emotional support programs, or spiritual guidance, the steps we take today will define how we rebuild trust, security, and resilience for tomorrow.
These actions are not merely acts of kindness—they are a reflection of the values that should underpin every organisation: humanity, empathy, and care.
Dr Rauna Shipena is a doctor of management graduate from Colorado Technical University in the USA. The views expressed herein are her own.