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
Although this is published as an academic journal article, it outlines a useful supervision framework. The intent of the framework is to assist supervisors and supervisees explore vicarious resilience, post-traumatic growth and altruism that can arise from supporting clients who have experienced significant trauma.
Authors: Hernandez, P., Engstrom, D., and Gangsei, D, 2010
What's the evidence base for this resource
Article published in a peer reviewed journal.
Potential uses and limitations
Practical questions and ideas for supervisors to explore the positive aspects of trauma-related work.
Primarily intended for therapists/counsellors but could be adapted for other contexts.
Where it comes from
Published in the Journal of Systemic Therapies, Vol. 29, No. 1, 2010, pp. 67–83.
Made publicly available through the Heal Torture organisation.
Description
This organisation for humanitarian workers provides information, training, and literature on vicarious trauma, burnout, secondary traumatic stress, and resilience.
Link to Headington Institute, Vicarious Trauma section
What's the evidence base for this resource
The training material and other resources have been developed by a highly experienced group of clinicians and researchers with extensive expertise in the trauma field.
Potential uses and limitations
The main focus of the Headington Institute is workers and organisations providing humanitarian aid.
However much of the material would be useful across a range of contexts.
Includes a fully downloadable training package including worksheets, handouts and video links.
The role of organisational responses is noted and some suggestions are made, however are not as detailed as the sections focussing on self-care.
There are some useful questions to guide reflection for managers and supervisors.
Where it comes from
The Headington Institute partners with humanitarian relief and
development organizations and emergency responders, before, during, and
after deployment in order to ensure the wellbeing of individuals. Our
team of psychologists, many with over 30 years of clinical experience,
bridge cutting edge academic research with practical application at the
field level, in order to strengthen the impact of humanitarian response
and promote the long-term wellbeing of humanitarian personnel. Based in the US.
Description
Written for women working in anti-violence fields (e.g. domestic violence, child abuse, sexual assault). Uses a strong gender lens and the specific challenges for women workers in these fields.
What's the evidence base for this resource
Based on the author's 8 months of consultations with expert workers in the sector, the Canadian National Advisory Committee on Family Violence. The author was contracted by the Centre for Research on Violence Against Women and Children in London, Ontario, The University of Western Ontario, to produce this report for the Family Violence Prevention Unit, Health Canada.
Potential uses and limitations
The resource is intended for women workers in anti-violence work. Some of the content is also quite specific to the Canadian context. Also note that the publication date is 2001.
Covers topics ranging from individual self-care practices, to organisational strategies. The uniquely feminist perspective, with an emphasis on gender and social justice, sets this apart from many other trauma related resources. The section on organisational strategies includes sections on:
Feminist Philosophy
Social Justice
Organizational Structure
Staffing
Human Resources Policies and Practices
Training
Administrative and Support Staff
Hiring
Orientation and Training
Personal Relationships of Staff
Supervision
Retreats and Celebrations
Exiting Gracefully
Where it comes from
Published by National Clearinghouse on Family Violence, Canada. Some of the content does apply specifically to the Canadian context.
Description: Comprehensive resource book including information about Vicarious trauma and related issues. While many of the practical tools are for individual level reflection, there is clear discussion about risk factors and protective factors in the work environment. Also addresses the broader community context, including cultural practices and social inequality. Includes worksheets and reflection guides.
Chapter headings:
Definitions
Biology of Stress and Trauma
Signs and Symptoms
Risk Factors
Protective Factors
Resilience and Self-care
Reflective Practice
Taking Action
What's the evidence base for this resource: Based on comprehensive literature summaries and extensive consultation in the field.
Potential uses and limitation: The resource is created for Early Childhood services, however much of the content is relevant for all types of trauma-related services.
The practical tools (e.g. worksheets, assessment guides) tend to be geared towards individual level self-care, even though the work environment is clearly discussed as a key factor.
Where it comes from: Best Start Resource Centre, Ontario, Canada.
Description: This presentation describes the key clinical features of PTSD, including
the current diagnostic criteria, accompanying clinical presentations,
functional outcomes and common comorbid conditions that present with
PTSD.
The talk presents data on the prevalence and presenting
features of PTSD across varying workplace settings, including
first-responders (paramedics, fire-fighters, police), defence, primary
health care settings, drug and alcohol services, and forensic settings.
Prevalence
rates and important issues for consideration are highlighted in
relation to PTSD in these workplace settings and the heterogeneity of
PTSD presentations are highlighted.
What's the evidence base for this resource: The presenter, Professor Kim Felmingham, is a recognised academic expert on workplace related mental health issues. We have a high level of confidence that the information presented is accurate and reliable.
Potential uses and limitation: Concise information on the prevalence of workplace trauma across a range of workplaces. Briefly summarises some of the evidence regarding organisational culture as a protective factor, and what organisations can do to support workers dealing with trauma exposure.
Where it comes from: Recorded as part of WorkSafe Tasmania PTSD: "Mental Health Matters" Conference, 14th October 2019.
Content Warning:
These videos address issues relating to post
traumatic stress disorder and other mental health conditions. Please be
aware that presentations may contain content and imagery that may be
confronting or cause distress.
Description: Fear based models of PTSD have dominated research and clinical approaches to PTSD since the 1990s. The role of overwhelming horror, injustice, embitterment and shame emerge as alternative pathways to traumatic stress injury and the role of such emotions in addition to exposure to ‘life threat’. This session will provide attendees with an overview of research in moral injury which aims to expand treatments for PTSD to better address role of these forms of traumatic stress injury.
What's the evidence base for this resource: Professor Zachary Steel is a recognized academic researcher at the University of New South Wales. We have a high degree of confidence in the information presented.
Does not provide any advice on how this could be addressed at an organisational/primary prevention level.
Where it comes from: Recorded as part of WorkSafe Tasmania PTSD: "Mental Health Matters" Conference, 14th October 2019
Content Warning: These videos address issues relating to post traumatic stress disorder and other mental health conditions. Please be aware that presentations may contain content and imagery that may be confronting or cause distress.
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: The (US based) Resiliency Project engaged researchers, educators, and
practitioners from the child abuse field in a collaborative effort to
develop, implement, and evaluate an organisationally based program to
build resiliency in staff and volunteers. Twelve service organisations participated in the project.
Key to the project were the pilot "resiliency coaches" who evaluated all training and technical assistance products related to the organisational program model.
The model identified 5 key themes- self-knowledge and insight, sense of hope, healthy coping, strong relationships, and personal perspective and meaning- that can be promoted in the culture of organisations.
What's the evidence base for this resource: Evaluation conducted by the Institute on Domestic Violence and Sexual Assault (IDVSA) at the University of Texas School of Social Work.
Potential uses and limitation: It includes
examples of specific interventions implemented under the categories of
Policy, Supervisory Technique, and Competency-based Training. There are a range of training and reflection exercises that could be useful in supervision contexts. Suggested practice examples range from personal reflections, through to policies that promote staff well being.
Where it comes from: Institute on Domestic Violence and Sexual Assault (IDVSA) in the Center for Social Work Research, School of Social Work
Description: This Webinar is aimed at professionals in primary care, mental health and human services settings who work with young people who have experienced trauma and injustice at some point in their lives.
Rather than focusing on specific self-care strategies, it advocates for a framework of ‘self-care’ that includes the role of organisational responsibility in maintaining staff wellbeing in this space.
What's the evidence base for this resource: Mostly based on the clinical practice experience of the presenter, with references to relevant research and literature sources.
Potential uses and limitations: Discussion starter for staff, supervisors and mangers. There are specific suggestions for supervision practices and workplace measures, from about 46m30s.
Where it comes from: Orygen National Centre of Excellence in Youth Mental Health.
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.
Description: Australian webinar,
panel discussion with workers from Blue Knot Foundation, with a
particular focus on working with survivors of institutional child sexual
abuse. The content is directed primarily at therapists working with
people who
have experienced childhood sexual abuse. It may have limited relevance
for workers who are not providing therapy/counselling.
Note that it takes 10 minutes to get to content related to VT. The first 10 minutes or so are introductions to the panel and administrative matters.
Themes:
Heavily focused on individual level impacts and strategies for self-care for therapists.
Individual warning signs and differences between VT, PTSD, burnout, and compassion fatigue.
Continuum of impacts of VT.
Emphasises that exposure to trauma material is the primary risk factor for developing VT, rather than personal attributes.
Highlights
that VT is more of a risk when there is only one worker supporting the
client, rather than a network/community of support.
Speakers
acknowledge that supportive management is a protective factor, but give
insufficient details of what this involves in practice.
At times the focus of the panelists drifts from VT and on to the therapeutic needs of people who have experienced sexual abuse.
Talking points from Q&A section:
There is no metric for an ideal number of 'trauma clients' in a caseload. This might vary from day to day. The point is that organisation management and leadership have a sound understanding of the impacts that trauma exposure can have on workers. It is a false equation that more client contacts/appointments equals better performance. Organisations have an ethical obligation to resist KPI driven funding arrangements that are ultimately harmful to clients.
One panelist comments that the ethical thing for workers
to do, if they are not feeling 'strong and grounded', is to acknowledge
this. If the worker is not in a state to regulate their own responses
to trauma material, it is not ethical for them to engage a client to
explore deeply traumatic material.
Body based (somatic) healing as a crucial component of managing vicarious trauma.
See 59:40 for question/discussion about when you as a worker feel 'trapped in a toxic workplace' but cannot leave because of finances.
See 1h05m50s for differences between 'immediate' trauma symptoms and cumulative VT.
What's the evidence base for this resource: Primarily draws on practice experience of the panelists.
Potential uses and limitations: Discussion starter for group supervision around VT impacts and self-care. Could also be a prompt for managers and supervisors to raise their own awareness of organisational responsibilities regarding vicarious trauma.
Where it comes from The Blue Knot Foundation is an Australian organisation that supports adults who have experienced childhood trauma.
Description: Literature summary and discussion of key themes related to vicarious trauma.
Topics include:
Section one: DefinitionsWhat's the evidence base for this resource: While intended to be accessible to workers in the field, this resource does include a reasonably thorough amount of referencing to credible research and academic literature.
Potential uses and limitations Offers a variety of perspectives, from clinical to ethics-centred, to generate discussion and reflection. There are some general suggestions regarding supportive organisational practices, as well as personal self-care practices. Some of the infographics at the end are not particularly useful or relevant. Is a relatively lengthy read, although sections can be read individually.
Where it comes from: Australian based website livingwell.org.au which provides support and information to men who have experienced sexual abuse.
Description: This handout suggests some additional considerations to ensure Employee Assistance Programs are vicarious-trauma informed and ready to provide appropriate services to staff impacted by vicarious trauma.
What's the evidence base for this resource: Created by the Northeastern University team responsible for the US Vicarious Trauma Toolkit. Based on available (albeit limited) evidence.
Potential uses and limitations: These are general level recommendations. They provide suggestions and guidance for organisations to evaluate and enhance their existing EAPs.
Where it comes from: The handout was developed by the US Vicarious Trauma Toolkit team and can be downloaded directly from their website.
Description: A special edition of a journal with a range of short articles related to Vicarious Trauma, Secondary Traumatic Stress etc.
Table of Contents
Overview
Helping that Hurts: Child Welfare Secondary Traumatic Stress Reactions, Charles R. Figley, PhD 4
Occupational
Hazards of Work in Child Welfare: Direct Trauma, Secondary Trauma and
Burnout, Kimberly K. Shackelford, PhD, LCSW 6
Secondary Traumatic Stress and Supervisors: The Forgotten Victims, Crystal Collins-Camargo, MSW, PhD 8
The Vicious Cycle: Policy, the Media, and Secondary Traumatic Stress, David Chenot, PhD, MDiv, LCSW 10
Media Influence on Development of Secondary Traumatic Stress in Child Welfare Workers, Kate Richardson, Dip SW, BA 11
Secondary Traumatic Stress in Child Welfare: Multi-Level Prevention and Intervention Strategies, Alison Hendricks, LCSW 12
Vicarious Traumatization and Work in Child Welfare Organizations: Risk, Prevention, and Intervention, Joy D. Osofsky, PhD 14
Best Practices
Preparing MSW Students for Practicing in Child Welfare, Ronald Rooney, PhD 15
Withstanding Secondary Traumatic Stress: The Role of Realistic Recruitment, Nancy S. Dickinson, MSSW, PhD 16
Screening for Secondary Traumatic Stress in Child Welfare Workers, Brian E. Bride, PhD, LCSW 18
A
Psychoeducation Model for Teaching Child Welfare Practitioners to Dump
Their Secondary Traumatic Stress Buckets, Josephine Pryce, PhD, MSW 19
What Can Child Welfare Workers Do about Vicarious Trauma?, Laurie Anne Pearlman, PhD 20
Social Support in the Workplace and Secondary Trauma, Anita P. Barbee, MSSW, PhD 21
Going
Beyond Self Care: Effectively Addressing Secondary Traumatic Stress
Among Child Protective Staff, Erika Tullberg, MPA, MPH, Roni Avinadav,
PhD and Claude M. Chemtob, PhD 22
The Secondary Trauma
Prevention Project: A Multilevel Systems Approach to Protect Child
Welfare Staff from Secondary Trauma, David Conrad, LCSW 23
Developing,
Continuously Improving, and Disseminating Culturally-Appropriate
Workplace Policies to Prevent and Mitigate Secondary Traumatic Stress
among Child Welfare Workers, James C. Caringi, PhD and Hal A. Lawson,
PhD 24
Perspectives & Collaborations
What's the evidence base for this resource: Peer reviewed journal.
Potential uses and limitations: Focused on child protection/welfare but much of the content has broader relevance.
Some articles include descriptions of organisational interventions. These are free to access academic articles, they are mostly written in a way that is relatively accessible to non-academic workers in the field.
Where it comes from: Link to journal (free to access via the US VTT site):
https://vtt.ovc.ojp.gov/ojpasset/Documents/OS_STS_Child_Welfare_Article_Review.pdf
Description: A range of resources related to the Professional Quality of Life (ProQOL) assessment tool.
What's the evidence base for this resource: The ProQOL is a widely used measure of Compassion Satisfaction and Compassion Fatigue. The training slides describe how the ProQOL conceptualises and measures these constructs. It is not a standardised psychological test.
Potential uses and limitations: Useful for organisations wanting to introduce ProQOL as a baseline measure to inform a broader organisational response. Note that the ProQOL does not measure Vicarious Trauma as a discreet construct, it measures Compassion Satisfaction and Compassion Fatigue (in two sub-scales: Burnout and Work Related Traumatic Stress).
Note that ProQOL, and this material, is mostly focussed on individual level factors.
Where it comes from© Beth Hudnall Stamm, 2009. See slide 1 for conditions of use in training and professional development.