August 2000 Volume 81 Number 8 "serving the protectors"
Straight to the Point
By Trevor Haskell  PASA Executive Committee Member

Traumatization

The effects that traumatic incidents have on the human mind have been well documented over the years. This emerged in Australia in the 1980s with the development of a specialist field in what is known as either post-traumatic stress or critical incident stress.

Last year I reported in the Police Journal of new studies and writings on the concept of vicarious traumatization. These new studies provide insights on the effects on those who deal with victims, family members and those involved in traumatic events.

I have been pleased with the amount of discussion the article generated, and as the members of the Welfare Section have moved about and dealt with individuals and groups it is a regular point of discussion. Ray Dowd and Dawn Lunn from the section have begun to develop some strategies for the provision of workplace support with some areas. The aim is to provide a prototype that may be transferable to other or all police work areas.

I read in a newspaper (The Advertiser, June 20, 2000) of a payment made to a therapy provider within a health setting who was compensated for the effects of vicarious traumatization. Despite a pathetic attempt on June 21 in an Advertiser fop piece to taint the victim as something else, the issue should not be about compensation but about prevention. It would seem that the payment was awarded because the workplace management was aware of the potential for vicarious traumatization in that setting but did not adequately address the matter.

Historically, traumatic reactions within SAPOL (and other emergency services) have focused on post-event counselling. This may be described as defusing or debriefing in the text books. We want to develop a pre-incident processes that will provide an inoculation towards the development of negative effects surrounding trauma work in both primary and indirect trauma work.

This would probably not involve the “professionals” coming in to sort issues out but a collaborative and local-area-driven, continual support programme, owned and developed by the workers and local management - and the professionals responding as requested. The process may use members of Welfare or other support services in developing the programme.

It is hoped that by creating a process of regular small-group, local-area meetings members will provide each other with a forum for the gathering of information and the provision of peer professional supervision. These types of programmes are part of the recommended processes for minimizing harm under both post-trauma and vicarious traumatization.

We are interested in your ideas. To discuss it individually, or as a group, call the Welfare office on 8364 1011 or write (internal post code 58). We will not be looking to impose new processes - strictly invitation from you to us.

Equity Issues

It is interesting to see that the bullying issue continues to be a talking point, and a new government booklet is to be launched in mid-June. There continues to be discussions about the potential for legislation specifically on bullying or whether such actions are already covered by the Occupational Health, Safety and Welfare Act. The act is a well-known toothless tiger with virtually no prosecutions despite thousands of serious workplace injuries per year.

The bullying issue is still retained in the latest draft of the SAPOL Equity and Diversity Manual (June 2000). The manual is shaping into a potentially useful document and I hope it wins final approval sooner rather than later.

The signing off on the manual by the Commissioner will provide the underpinning for the equity and diversity training that will follow. The establishment of a network of contact officers trained to provide information and local support will help to mainstream the issues.

The new Equity and Diversity Manual will be compatible with the Police Association’s own policy and procedures ratified by the delegates at the 1999 conference.

PASA handouts on bullying and sexual harassment are available from staff, committee and workplace and conference delegates.

Promotional Qualification Framework (PQF)

I have been pleased to hear that feedback relative to the PQF has been significant. A number of members have provided individual views and there has been apparently useful debate in the information sessions provided under the consultation processes.

I have been advised that changes to the initial proposal are being considered. I hope the revised proposal will follow a similar consultation process and not be signed off in secret. Collaboration and consultation takes time and it can be frustrating but the process allows for the greatest chance of a positive process in one of the most critical areas affecting morale within SAPOL.

Given that the consultation would seem to have had positive results I should be hopeful that it will continue.

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