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: 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: 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: A guidebook addressing researchers whose topic is sexual violence, and the institutions that employ researchers. Proposes a Socio-Ecological Model, identifying Risk Factors and Protective Factors at the Organisational, Project, and Individual level.
https://www.svri.org/sites/default/files/attachments/2016-06-02/SVRIVTguidelines.pdf
What's the evidence base for this resource: (From the preface) This document has been developed by a group of passionate researchers who care greatly about this work, and recognise how important it is to acknowledge the toll this work can take on us.
The writing group included international researchers, practioners and advocates working the field of sexual violence.
Potential uses and limitations: As the title suggests, it is aimed at researchers and the research field.
However the principles are applicable more broadly, and the Socio-Ecological Model is a useful framework. Broadly speaking the suggestions are at a Secondary
Prevention level. The exposure to trauma is accepted as inevitable, and the
focus is on how organisations and project leaders can support
researchers through bolstering the Protective Factors. There are also
some generic self-care tips for individual workers.
Where it comes from: Guidelines for the prevention and management of vicarious trauma among researchers of sexual and intimate partner violence. (2015). Sexual Violence Research Initiative. Pretoria: South Africa
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 Queensland Program of Assistance to Survivors of Torture and Trauma (QPASTT) Guidebook (2016)
The content is therapeutically informed, and addresses those providing direct support to people who have experienced torture and trauma. There is a clear message that VT is not a sign of 'personal weakness', but a natural human response to repeated exposure to human suffering. It is intended to be a resource for people who are affected by the stories and experiences of the refugee and asylum seekers who they work with.
What's the evidence base for this resource. Is essentially an accessible narrative summary of some of the key research and theory references in the trauma and vicarious trauma field.
Potential uses and limitations Focus is on individual level impacts and self-care. There is a brief
discussion on the theme of Vicarious growth and satisfaction. Could be useful for supervisors. There is only a brief summary of organisational responsibilities but these are not detailed enough to provide any substantial guidance for primary prevention strategies.
Where it comes from: Queensland Program of Assistance to Survivors of Torture and Trauma
Description Discussion paper with a focus on workers in the sexual assault sector.
What's the evidence base for this resource Based on a narrative review of relevant research literature, and interviews with Australian sexual assault counsellors. This was not a formal research study but provides some 'practice insight' from workers in the field.
Potential uses and limitations: Includes a section highlighting organisational support to prevent and address vicarious trauma.
Could also be useful for supervision.
Where it comes from: 2007 paper from the Australian Centre for the Study of Sexual Assault (a now defunct department of the Australian Institute of Family Studies).
Description: Information page on prevention of workplace stress and trauma covers the topics:
What can I do if I'm experiencing work-induced stress or trauma?
What's the evidence base for this resource Does not directly cite any research literature. However 1800 Respect is a well established, high profile organisation and the information presented is broadly consistent with the evidence on staff wellbeing.
Potential uses and limitations The information is presented as dot point summaries of key themes. There are specific strategies suggested for primary prevention in relation to vicarious trauma. May be useful as a discussion starter.
Where it comes from 1800RESPECT is the Australian national sexual assault, domestic and family violence telephone counselling service.
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 Chapter on Vicarious Trauma and self-care (Chapter 14, page 105) for GP's when working with patients experiencing abuse, violence and trauma.
What's the evidence base for this resource: Consistent reference to the research and relevant literature. Includes reference list.
Potential uses and limitation: Includes ideas for personal and organisational strategies to enhance protective factors: awareness, balance and connection. Many of the themes here are relevant across different types of organisations where trauma exposure is present.
Where it comes from: The Royal Australian College of General Practitioners 'White Book'.
Description: This series of video presentations critiques the notions of 'burnout' and 'vicarious trauma'. Instead, Dr Reynolds suggests 'spiritual pain' as a more accurate term to describe what happens when workers are faced with the effects that oppression has on the lives of clients. She argues that the key question for workers and organisations is not 'how is your mental health?', but rather 'how are we treating each other?'
Dr Reynolds has also written about her approach to 'centring ethics' in supervision to explore the harms experienced by workers in this article which she has made freely available through her website.
Dr Vikki Reynolds is an activist/therapist who works to bridge the worlds of social justice activism with community work & therapy.
What's the evidence base for this resource: Dr Reynold's
experience includes supervision and therapy with refugees and survivors
of torture, sexualized violence counsellors, mental health and substance
misuse counsellors, housing and shelter workers, activists and working
alongside gender and sexually diverse communities.
Potential uses and limitation: Provides a perspective on "vicarious trauma" that challenges clinical, symptom focused frameworks. Useful for workplaces that place ethical considerations at the centre of their work, to think about how teams and organisations can develop effective practices of collective care and accountability.
Where it comes from: Dr Vikki Reynolds' professional development presentation for the BC Settlement and Language Service Providers' Provincial Meeting hosted by AMSSA, 2017.
Description: US study of 192 child welfare professionals. Investigates the relationship between Adverse Childhood Experiences (ACE's), resilience, and work environment and professional quality of life including compassion satisfaction, burnout, and secondary traumatic stress.
What's the evidence base for this resource: Academic research article published in peer reviewed journal.
Potential uses and limitations: Two significant findings:
1- Workers who reported more ACE's scored higher on Compassion Satisfaction and lower on Burnout.
This counters the 'intuitive' claim that more ACE's would lead to higher levels of burnout.
2- "Controlling leadership style" and low "Resilience" were the factors most correlated with higher burnout.
"We postulate that supervisors who are authoritative, rather than authoritarian, may be the most effective at providing the type of support that will produce the best outcomes for their employees"
Where it comes from: Published in Children and Youth Services Review, Volume 57, October 2015, Pages 141-148.
Link to abstract: https://www.sciencedirect.com/science/article/pii/S0190740915300335