Any organization whose staff is exposed to trauma or suffering. This includes but is not limited to those in healthcare, social services, child protection, crisis response, advocacy and justice work, animal protection, environmental protection, journalism, or any mission-driven company doing emotionally heavy work.

It is for leaders who:

• Take duty of care seriously

• Want prevention, not reaction

• Know their people are not “too sensitive” - they are exposed

• Are aware that the well-being of their staff equates to the well-being of their organization and it’s mission

Depending on size and complexity, this work is completed in 6-12 weeks.

A typical cadence:

• Week 1: Discovery & audit

• Weeks 2–3: Synthesis & design

• Weeks 4–5: Protocol drafting & refinement

• Week 6: Integration support

How the process works:

Phase 1: Regenerative Systems Audit
We assess how mental and emotional risk currently flows through your organization.

Phase 2: Protocol Design & Strategy Sprint
Using the audit, we co-create custom protocols that fit your culture, capacity, and constraints.

Phase 3: Integration & Support
Protocols only work if people trust and use them.

What the protocols actually look like:

Protocols are practical, specific, and usable, not theoretical. Protocols are built within each organization, cognizant of its culture, sector, and unique needs. These protocols are tailored to your actual workflows, not layered on top of them. This may include:

• Exposure boundaries: Clear guidelines for how much, how often, and under what conditions staff engage with heavy material

• Built-in decompression practices: Structured transitions out of intense work (end-of-shift, end-of-week, post-incident)

• Shared language & signals: So staff can name overload early without stigma or escalation

• Staff + Manager guardrails: Guidance on how to respond to distress without absorbing it

• Escalation pathways: What happens when exposure exceeds safe thresholds - before crisis hits

• Cultural agreements: Clear norms around availability, urgency, and emotional labor

Pricing is scaled based on organization size, complexity, and depth of engagement.

Ranges:

• Micro-organizations/teams (1-10 staff): $3,500 - $6,000

• Small organizations/teams (11-50): $8,000 - $15,000

• Mid-size organizations (50-250 staff): $18,000 – $35,000

• Large organizations (250+ staff): $40,000 - $85,000

An Assurance Year is included for organizations of any size - one complimentary recalibration within 12 months of implementation.

Once created and embedded, these protocols are repeatable and become foundational. Their benefits only improve with time and repetition, as compared to the compounded cost of turnover, burnout leave, lost institutional knowledge, and manager attrition.

Mental and emotional harm at work is not a personal failure. When exposure is inherent, so must be protection.

Many organizations inherited roles and expectations before the impacts of occupational trauma exposure were widely researched or understood. Even workplace safety standards like OSHA emerged only after significant harm made the need undeniable.

As research grows, so does our understanding that trauma exposure is an occupational hazard, not a personal issue to manage alone. Increased awareness brings increased responsibility.

The goal is evolution. Just as physical safety became a workplace priority over time, psychological and trauma-informed protections are becoming an essential part of responsible leadership.

Leeward helps organizations build systems that let good people keep doing good work - without breaking themselves or losing the mission in the process. People are hurting. The system is paying for that pain, whether it acknowledges it or not.