Description: What does it mean, and what does it cost, to make a complaint? This question is at the heart of Sara Ahmed’s research into institutional power and forms the basis of this lecture. Ahmed has embarked on a new research project, outside institutional academia, that was sparked by the bruising experience of trying to improve the university’s complaints process. Her new study, drawing on oral and written testimony from dozens of complainants, has much to teach us about the structures and mechanisms of institutional power. It’s a timely topic during this moment of reinvigorated feminism and reports of systemic harassment on Australian university campuses.
CONTENT WARNING: Some of the case studies involve descriptions of sexual harrasment and sexual assault.
What's the evidence base for this resource: In 2016 the acclaimed British-Australian academic resigned from her prestigious post as Professor of Race and Cultural Studies at Goldsmiths, University of London. Her resignation was in protest against the university’s failure to address the problem of sexual harassment. This lecture presents findings from her subsequent ongoing research with people who have made complaints in University settings.
Potential uses and limitation: While Ahmed's research focussed on Universities, the themes are relevant to any large institutions that involve hierarchical structures and power imbalances between staff members. It raises crucial questions about the limitations and pitfalls of institutional complaint mechanisms, and how the person raising the complaint is often let down or, worse, targetted for further mistreatment.
Where it comes from: Lecture presented at the Wheeler Centre, Melbourne 2018.
Description: Systematic review of Randomised Control Trials. The objective of the review was to evaluate the effectiveness of work‐ and person‐directed interventions compared to no intervention or alternative interventions in preventing stress at work in healthcare workers.
Authors' conclusions
There is low‐quality evidence that CBT and mental and physical relaxation reduce stress more than no intervention but not more than alternative interventions. There is also low‐quality evidence that changing work schedules may lead to a reduction of stress. Other organisational interventions have no effect on stress levels. More randomised controlled trials are needed with at least 120 participants that compare the intervention to a placebo‐like intervention. Organisational interventions need better focus on reduction of specific stressors.
What's the evidence base for this resource: As this is a Cochrane Systematic Review, it is considered to be of the highest standard of evidence.
Potential uses and limitation: Discusses the findings of evaluations studies of a range of stress-prevention interventions in health-oriented workplaces, from individual level to organisational level. You can follow up by finding the original studies of interventions that may be relevant for your workplace if required.
Where it comes from: https://www.cochranelibrary.com/cdsr/doi/10.1002/14651858.CD002892.pub5/full
Ruotsalainen, J. H., Verbeek, J. H., Mariné, A., & Serra, C. (2014). Preventing occupational stress in healthcare workers. Cochrane Database of Systematic Reviews, (11).
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: This set of Supervisory Guides provides advice on creating trauma informed workplaces that are disability inclusive for both staff and clients.
The four themes covered are:
Part 1: Hiring
Part 2: Onboarding New Staff
Part 3: Supervision
Part 4: Supporting Staff with Boundaries and Safety
Downloadable from the Boston Area Rape Crisis Center website.
What's the evidence base for this resource: These are practice based resources, developed from the experiences of partner organisations.
Potential uses and limitation: They are best used along with in-person, interactive training to allow executive leadership, human resources, and supervisors the opportunity to practice skills and discuss challenges and ideas with each other. Particularly helpful to support supervisors prepare for conversations about both accessibility and vicarious trauma with new staff members.
Where it comes from: US based coalition MASS (Movement for Access, Safety & Survivors),
Description: A clearly described set of communication principles aimed at promoting transparency and shared power in decision making.
What's the evidence base for this resource: Based on practice experience/wisdom the organisation. The guidelines are explicitly based on an
ethical commitment to respectful communication, rather than a positivist
evidence based or clinical approach.
Potential uses and limitations: A simple, useful guide where communication from leadership, or within teams, is identified as a problem.
Where it comes from: Developed by the Vermont Network Against Domestic and Sexual Violence .
The guidelines have been made available by the US VTT site