Workplace Debriefing and Support Processes

This assignment focuses on facilitating workplace debriefing and support processes following critical incidents. It outlines a structured approach to conducting debriefings with volunteers who experienced racist behavior, emphasizing open-ended questions to encourage expression of feelings, identify causes and consequences, and promote recovery. The assignment also discusses the risks associated with such incidents, highlighting potential for trauma, isolation, and long-term consequences for both individuals and the organization. It further explores the unique challenges faced by Aboriginal and Torres Strait Islander people due to historical oppression and ongoing discrimination, emphasizing the amplified impact of trauma on this population. Finally, the assignment proposes demobilization and defusing processes as strategies to mitigate the effects of critical incidents, emphasizing immediate intervention for recovery.

Running head: Introduction to Facilitate Workplace Debriefing and Support Processes
Introduction to Facilitate Workplace Debriefing and Support Processes
Name of the student
Name of the university
Author note

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Introduction to Facilitate Workplace Debriefing and Support Processes
PART B
1. I will have been conducting the debriefing session with the two volunteers
immediately after the incident so that the victims are prevented from going into further stress
and anxiety. I will have an informal discussion with the two Chinese volunteers regarding the
sequence of events. I will use open-ended questions towards both of them so that they are
able to freely express their feelings. I would try to help them to identify the causes and the
consequences of the event. I would try to understand the experience they had gone through
and the causes that trigger the incident. I would try to assist them so that they could recover
from the incident and can avoid triggering of any past memories where they faced similar
type of racist behaviour.
2. I would try to make sure that the session was more of an interactive where I would try
to make them feel comfortable so that they could open up to me. Open ended questions are
best suited for this as it gives opportunity for the interviewee to respond as they like and
share their experience in their own terms. An open information flow is welcomed. This will
help them to open up to me and at the same time, they will be able to identify the causes and
the consequences of the incident.
4. There are lot of risks involved with the incident, as when a person is exposed to such
situations they tend to feel trauma of high intensity. The incident will cause a lot of physical
and mental stress, which will in turn cause the participants to feel isolated. As a result of the
incidents, they may isolate themselves in the guilt of committing such acts and may take
wrong steps due to the excessive mental stress they are going through. This kind of incident
not only affects the participants but also the whole group who tend to go through a similar
level of stress. They also may stop communicating with other people and may remember
some incident from the past, which could increase their level of trauma at that moment and
affect their health. This may affect the overall morale of the participants and there are lot of

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Introduction to Facilitate Workplace Debriefing and Support Processes
people who will not feel safe in this changed environment. This incident may have long-term
consequences, as it will cause problem for the proper working of the organization.
6. The problems of the Aboriginals and the Torres islanders are even greater than the
other people living in Australia. They have been oppressed, discriminated and badly treated
by the other people for so many years and so the effect of trauma is far greater for them. They
are being discriminated in most of the places and the stress of racial discrimination is far
greater than the normal stress level. Moreover, some of these aboriginals have problem
related to addiction and gambling which elevates the level of stress for them. The statistics
say that most of the Aboriginals do not drink and use drugs but most of them who are in the
urban areas have been under the influence of chemically substances that are illegal. This
unethical and illegal engagement of the Aboriginal has caused more problems as the level of
trauma and the intensity of the incidents amplifies to a different margin for the people who
are under the influence of chemically induced substances.
7. Demobilisation and defusing are the two processes, which can be used to minimize
the effect of the incident on the participants as well as on group as a whole. The purpose of
demobilization is to eliminate any critical incident occurring in the workplace and affecting
the mental health of the staffs. The process of demobilization includes asking the staffs to
share their experiences regarding the incident. This process also helps to identify the
loopholes in the organizational procedures and rectify them to prevent further incidents.
Defusing is another way of reducing the amount of stress from the individuals by making
sure that they are being able to pose their concerns regarding the occurrence of the incident.
The function of defusing is terminating the arousal and immediate response of the incident
and initiating rest on the individual committing and experiencing the incident. These
emergency procedures can be used when the effect of the incident is too severe on all of the

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Introduction to Facilitate Workplace Debriefing and Support Processes
participants. Demobilization and defusing of the victims will have to be done immediately so
that they are able to recover from the situation as soon as possible.