Description: This resource from Rose Brooks Center (the largest domestic violence agency in Missouri, USA) is a sample of key practices in 10 areas used to "engage staff, build strength, collective resilience, and at the same time improve services for survivors" (pg. 1).
The headings for the key practices are as follows:
1- Hiring process
Organised and thoughtful hiring process
Staff onboarding and new hire training
2- Staff/employee performance evaluation
3- Support to address trauma exposure (secondary trauma)
Staff wellness
Organisational response to vicarious trauma
Flexibility/work-life balance
4- Compensation
Salary
Leave time
Benefits
5- Staff development
Meaningful and challenging development plans
Training
6- Leadership strategies
Integrate staff retention into agency policy, formal practices, and resource development
Staff involvement and feedback to inform staff retention strategies
Leadership conducts annual evaluation of factors impacting staff retention, quality of services, and sustained agency operations
7- Workplace environment and culture
Space
Employee feedback/input
8- Communication
Management transparency
9- Organisation staff meetings
10- Clear mission and values
Sense of purpose in the workplace
What's the evidence base for this resource: This resource is a sample of Rose Brooks Center's policies and procedures, and does not provide any evidence itself. However, the agency is recognised by accrediting bodies as adhering to best practice standards and has won awards for its services.
Potential uses and limitations: This resource is a useful high-level map of organisational strategies to enhance employee support/engagement and address vicarious trauma. It does not provide detailed guidance for any particular issue, but may serve as inspiration or generate ideas on organisational and workplace strategies.
Where it comes from: This resource was presented as a handout within the webinar 'Strategies to Enhance Employee Resilience and Engagement within Survivor-Serving Organizations' hosted by Futures Without Violence in May 2020. Rose Brooks Center's Chief Operating Officer was one of three presenters in the webinar.
Rose Brooks Center is the largest domestic violence agency in the American state of Missouri. The agency has 100 employees and reaches approximately 15,000 individuals annually.
Description: Created specifically for the US Vicarious Trauma Toolkit, this resource provides succinct guidelines for supervision in organisations where employees are exposed to vicarious trauma. Its recommendations for vicarious trauma-informed supervision fall under the following categories:
What's the evidence for this resource: The resource was developed by the Institute on Urban Health Research and Practice (now the Institute for Health Equity and Social Justice Research) at Northeastern University, a reputable university in the United States. References are provided, though not every recommendation has a citation.
Potential uses and limitations: This resource provides brief, clear guidelines for supervision in a vicarious trauma-informed organisation.
Due to its brevity, this resource does not give instructions on how to achieve its recommendations. For example, one guideline is to "Design a workplace that is safe, fosters collaboration, demonstrates respect for diversity, and acknowledges the importance of addressing VT on a regular basis" (p. 1). Managers and other readers may need to find other resources for further guidance on achieving these recommendations.
Where it comes from: The resource was developed for the US Vicarious Trauma Toolkit by Northeastern University's Institute on Urban Health Research and Practice (now the Institute for Health Equity and Social Justice Research), in collaboration with the Boston Area Rape Crisis Center.
The CPSU gratefully acknowledges the U.S. Department of Justice, Office of Justice Programs, Office for Victims of Crime, for allowing us to reproduce. in whole, the Supervision Guidelines for a Vicarious Trauma-Informed Organization. This article was prepared by the Office for Victims of Crime.
Description: Presentation of a PhD study (slides and notes in pdf format) into the relationships between Job Demands (e.g. workload), Job Satisfaction, Job Control, Organisational and External Support (e.g. effective supervision, family networks), and Burnout.
The research was via a survey with 167 Forensic Interviewers whose role is to interview children that have made disclosures of abuse.
See p39 of the document for the summary.
Key points:
Burnout and Job-Satisfaction can co-exist, however higher levels of Job Satisfaction predict lower Burnout.
The higher level of Job Control, the higher the level of Job Satisfaction.
The more support (both external and organisational), the less Burnout is reported.
What's the evidence base for this resource: The study was accepted for a PhD dissertation through West Chester University, Graduate Social Work Dept.
Potential uses and limitation: Specific focus on forensic interviewers in North Eastern States of USA. While the findings are useful, the study is not intended to prescribe detailed interventions that can be implemented.
Where it comes from: PhD Candidate, Christina M. Chiarelli-Helminiak. West Chester University, Graduate Social Work Dept.
Description: A collection of Resources to challenge Gender-Based Violence in the workplace.
Includes information sheets, videos, industrial resources and training resources that can be used in your workplace.
https://saferespectfulworkplaces.com/
What's the evidence base for this resource: Based on the experience of union organisers who have fought for action and change on gender based violence in Australian workplaces. The training resources are developed by union trainers, who are continually revising the material based on feedback from workers in training sessions and current best practice.
Potential uses and limitations: Useful where gender based violence has been identified as a problem in a workplace. Can be used to initiate discussions, deliver training, or organise for industrial change (for example, having gender based violence recognised in workplace agreements). Union delegates and HSRs may find these resources particularly useful.
Where it comes from: Victorian Trades Hall.
Description: A brief overview of the signs of vicarious trauma and burnout. Focused on workers in the family violence sector.
What's the evidence base for this resource: Does not directly cite any research or literature. However the information is broadly consistent with the evidence base and accepted practice.
Potential uses and limitations: Includes some simple tips for worker self-care and prevention at an individual level. Does not discuss primary prevention.
Where it comes from: (from the site) "The Lookout is a place where Victorian family violence workers and
other professionals in universal and mainstream services can find
information, evidence-based resources and services to help them respond
to family violence". The Lookout has been developed by the Domestic Violence Resource Centre Victoria (DVRCV) and Domestic Violence Victoria (DV Vic) with funding from the Victorian Government as part of its commitment to addressing violence against women and children.