Strategies to Enhance Employee Resilience and Engagement within Survivor-Serving Organizations

Description: This 1.5 hour-long American webinar (transcript included) from May 2020 features representatives from three organisations who share strategies that they use to increase employee engagement, mitigate burnout, build strength and collective resilience, and improve services for survivors. The facilitators also discussed strategies their organisations use to help staff adapt during COVID-19. 

"After this webinar, participants will be better able to:

Strategies shared by the panellists and webinar participants include, but are not limited to:


What's the evidence base for this resource: This resource primarily draws on the practice experience of the panellists. 


Potential uses and limitations: This webinar is aimed at Executive Directors, Program Directors/Managers/Coordinators, Supervisors, and Team Leaders. There is particular emphasis on how employees are coping during COVID-19, with many staff members working from home. While the webinar is framed as being about "staff retention", there is a focus on reducing or mitigating burnout, which is related to vicarious trauma.


Where it comes from: This webinar was facilitated by Jennifer White and Monica Arenas from Futures Without Violence, supported by a grant awarded by the Office on Violence Against Women within the U.S. Department of Justice.



Advocacy Education and Support Project: Advocates with a personal history of violence or trauma

Description: This resource, hosted on the site of the US VTT, is a detailed outline of an 8-session curriculum for peer support among staff in trauma work who have personally experienced violence or trauma. Alongside education around Secondary Traumatic Stress (STS; another term for vicarious trauma), this resource provides self-care and organisational strategies for workers, and includes clear activities in handouts. 

The curriculum is divided into eight sessions, as follows:

  1. Introductions
  2. Defining terms, Understanding Secondary Traumatic Stress (STS)
  3. Impact and Strategies
  4. Professional identity and professional boundaries
  5. Consultation
  6. Consultation
  7. Organisational consultation
  8. Moving forward



What's the evidence base for this resource: While there is no published evaluation of this curriculum or the resources it contains, the resource was created by advocates and clinicians at the Center for Violence Prevention and Recovery at Beth Israel Deaconess Medical Center, which is a teaching hospital of Harvard Medical School. 



Potential uses and limitations: This resource is intended as the curriculum for an 8-session peer support and training group for workers who have experienced violence and trauma. This resource may be useful for supervisors as inspiration for conversations during supervision, or for any worker to consider the impacts of their personal identities and/or histories upon their professional role working with clients who experience trauma. The resource provides several tools for self-assessment and reflection.

While the curriculum includes sessions for participants to brainstorm organisational changes, it is not itself a primary resource. 



Where it comes from: This resource is designed by the Advocate Education and Support Project, which is part of the Center for Violence Prevention and Recovery at Beth Israel Deaconess Medical Center in Boston, Massachusetts. The resource was uploaded to the US Vicarious Trauma Toolkit's Compendium of resources.


Peer Support Guidelines for a Vicarious Trauma-Informed Organization

Description: Created specifically for the US Vicarious Trauma Toolkit, this resource provides succinct recommendations for organisations considering developing peer support programs. The resource is less than two pages, and defines two types of peer support ('peer-to-peer support' and 'peer supervision') before listing recommendations for program development. 

The tips include:


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 no citations are given for the portion of the resource that provides recommendations for program development. 


Potential uses and limitations: This resource provides brief, clear information regarding peer support and recommendations for implementing a peer support program in an organisation. It may be of particular use to managers looking for a quick introduction to the topic. Due to its brevity, the recommendations do not go in depth and thus managers may have to look elsewhere for more detailed recommendations or guidelines for implementing a program in their organisation. 


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 Peer Support Guidelines for a Vicarious Trauma-Informed Organization. This article was prepared by the Office for Victims of Crime.


Peer Support Guidelines

Description: This resource provides guidelines on forming and maintaining a peer support program for public safety employees in the United States, but may be of use to any organisation considering developing a peer support program.

The sections include:

  1. Purpose
  2. Definitions
  3. Administration
  4. Selection/Deselection
  5. Consultation Services from Mental Health Professionals
  6. Confidentiality
  7. Role Conflict
  8. Training

The guidelines list the following examples of applicable activities for a peer support person, including but not limited to:


What's the evidence for this resource: This is not an academic resource and no evidence is provided. However, the resource was ratified by the Police Psychological Services section of the International Association of Chiefs of Police (IACP). 


Potential uses and limitations: These guidelines are a practical, detailed resource for organisations considering implementing a peer support program. While detailed, its ratification in the United States suggests that some of the legal information contained within may not be immediately applicable to the Australian context. Further, the guidelines stand alone without evidence of its suggestions working well in practice.


Where it comes from: These guidelines were ratified by the Police Psychological Services section of the International Association of Chiefs of Police (IACP) in 2011.


The Safeguard Program

Description: This document describes the Safeguard Program implemented by the National Center for Missing and Exploited Children in the US. The Safeguard Program is a model for protecting and providing support to staff who view objectionable material in the workplace.

The Safeguard Program aims to assist staff members in developing the healthy coping skills necessary to maintain a positive work/life balance, using four main cornerstones: 1) the hiring procedure; 2) mandatory participation in the program; 3) use of an outside consultant; and 4) off-site staff support.


What's the evidence base for this resource: The Safeguard Program was developed by a Licensed Clinical Social Worker and a Licensed Professional Counsellor, both of whom have significant professional experience working with people who have experienced trauma. In 2010, an evaluation of the Safeguard program showed that employees benefited from the program.


Potential uses and limitations: The resource describes policies and procedures that encompass the recruitment stage, individualised support, peer support, psychoeducational training, and post-employment support. While aimed at staff members viewing objectionable material, the content may be relevant for any organisations where staff are exposed to vicarious trauma.

However, this document merely summarises the Program rather than going into depth describing the content of the policies and procedures. A further limitation is that, though an evaluation showed that staff members benefited from the Safeguard Program, many also felt overwhelmed by the amount of services it required.


Where it comes from: The program is run within The National Center for Missing and Exploited Children in the US. The resource was compiled by two employees experienced in trauma work.


When Compassion Hurts: Burnout, Vicarious Trauma and Secondary Trauma in Prenatal and Early Childhood Service Providers

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

 Link to resource


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.


Vicarious Trauma and Staff Support: The UC San Francisco Trauma Recovery Center Model

Description: Chapter about how organisations can foster a culture of self-care and compassion. While highlighting the importance of individual self-care, equal emphasis is placed on the role of organisational practices in supporting staff to do so. Supporting staff in this way is viewed as a component of providing high quality services to client, rather than a competing demand.

  Link to resource


What's the evidence base for this resource: The chapter is an excerpt from the book TheUC San Francisco Trauma Recovery Center Model: Removing Barriers to Care and Transforming Services for Survivors of Violent Crime. Edited by Stacey Wiggall, LCSW & Alicia Boccellari, Ph.D. Produced in collaboration with Allen/Loeb Associates (Version 1: March15, 2017)


Potential uses and limitation: Is aimed at Trauma recovery/crisis response services. However the suggestions about organisational practices to support staff self-care are relevant to a range of service types.

 

Where it comes from:  The UC San Francisco Trauma Recovery Center.


Traumatic horror, injustice, embitterment and shame: The impact of moral injury in the workplace

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. 


Potential uses and limitations: Discussion starter on the under-recognized issue of moral injury. Useful for supervisors.

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.






Resiliency Project: A Gecko’s Guide to Building Resiliency in Child Abuse Staff & Volunteers

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.


This is a summary report.

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


Working with young people in the trauma space: vicarious trauma

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.



Feeling Heavy: Vicarious trauma and other issues facing those who work in the sexual assault field

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).


Mental Health Professionals Network - Vicarious Trauma webinar

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.


The doctor and the importance of self-care

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'.


Taking Care of You: For Workers in the Field

Description: Downloadable fact sheet with brief explanations of common themes associated with vicarious trauma, and some tips for looking after yourself.

 

What's the evidence base for this resource: Is presented as a 'Factsheet' style resource. Refers to a small range of credible literature sources to support key points.

 

Potential uses and limitations: Although it acknowledges the organisational context, the focus is on individual workers awareness and self-care. Intended for workers in the sexual abuse field, however much of the information relates to trauma more generally.

 

Where it comes from: Knowmore, an Australian legal service set up to assist survivors of institutional child sexual abuse.