November 1999 Volume 80 Number 11 "serving the protectors"
Straight to the Point
By Trevor Haskell  PASA Executive Committee Member

Indirect Traumatization

The August Police Journal lead article pertained to the effects of dealing with those involved in trauma. I recently attended a seminar conducted by clinical psychologist and research director of the Traumatic Stress Institute of Connecticut, Dr Laurie Anne Pearlman.

Dr Pearlman gave some of her research findings relative to the indirect traumatization that occurs when emergency service workers and health support workers deal with victims of trauma. This indirect traumatization is called vicarious traumatization. The studies have identified ways that those who deal with the victims of trauma are affected.

Work in the support areas of SAPOL (and by PASA staff) is often the result of indirect traumatization. Some work areas have identified concerns about personal health and wellbeing, and how individuals and groups have been affected. Traditionally, many have seen such difficulties as problems for individuals and their coping styles. Thus the individual takes ownership of where they're at or even being seen as the "problem".

Vicarious traumatization interventions approach the issue somewhat differently. Instead of seeing the effects as random and individualized, the theory sees the impacts of indirect traumatization as inevitable for all workers. Much of the focus is therefore on creating individual and workplace strategies that are pre-injury and on-going. It focuses on constant care for self rather than reaction when things become too overwhelming.

In recent times, members of some work groups have moved to a position of being able to identify the individual health issues and then being able to link it to workplace dynamics. Instead of waiting for personal or workplace harm they are saying: "We want to address our needs to prevent harm." In effect, they are identifying potential psychological workplace hazards.

How then to create psychologically safe workplaces? First there is a need to acknowledge something of the nature of helping workplaces. Police officers face trauma, directly and indirectly. It is part of the job. Many other helping professions do likewise - social workers, emergency service workers, nurses, doctors, clergy. They all deal with other people's trauma. Non-sworn staff also have the potential to be impacted upon by trauma. The impact of such dealings can be - and is - significant.

Vicarious Traumatization

Police are vulnerable because of some aspects of the nature of the profession they've chosen. Some areas are more vulnerable due to their close contacts with survivors or victims of trauma. Those who work in areas of child exploitation, victims of crime, major crash, major crime, psychology and welfare are affected by dealing with other people's trauma.

Vicarious traumatization occurs when we engage with the survivors of trauma and as part of that interaction we listen to their stories and are affected by them. How might this affect us? Those dealing with abused children may fear having children. Those dealing with male abusers may start to feel that all men are bastards. Some may become over-protective or security-conscious.

Vicarious traumatization is:

• Cumulative (grows with time, number of exposures).
• Inevitable (an occupational hazard, not a sign of weakness).
• Developmental (changes over time through experiences).

Our frames of reference are changed by:

• Identity - our inner experience of self and our position in the world. How we see ourselves as individuals.
• World view - life philosophy, moral principles, beliefs about causality.
• Spirituality - meaning and hope, connection to something beyond self, awareness of inner-experience and non-material aspects of life.

If our frames of reference are disrupted then our psychological needs should be accommodated. These include:

• Safety - need to feel oneself and others are reasonably safe.
• Trust - need to be able to rely on others to assist to meet one's needs and to trust own judgement.
• Esteem - need to feel valued by others, have one's worth valued, value others and to value own worth.
• Intimacy - need to feel connected to self and others in a meaningful way.
• Control - need to direct or exert control over oneself and others.

Signs and Symptoms

INDIVIDUALS:

• Intrusive imagery/thoughts.
• Shift in frame of reference.
• Disrupted beliefs and relationships.
• Troubles with feelings about self and others.
• Decision-making difficulty.

ORGANIZATIONAL:

• Reduced commitment, motivation, productivity.
• Cynicism/pessimism.
• Ethical and boundary issues.
• Staff turnover.
• Cost increases (direct and indirect).

WHAT TO DO?

Individuals need to take responsibility, but the organization can assist.

PREVENTION FOR INDIVIDUALS:

• Awareness - aware of needs, limits, emotions and resources.
• Balance - in life activities and within self.
• Connection - to self, others and something larger, a purpose.

ISSUES TO CONSIDER WHEN ADDRESSING VICARIOUS TRAMATIZATION:

• Self-Care - balance, healthy habits (physical and psychological), connection.
• Self-Nurturing - relax, play, laugh, focus on pleasure and comfort.
• Escape - from work, pain (physical and psychological).

Organizational Strategies:

• Develop collegial support structures.
• Create forums to address concerns.
• Provision of supervision/support - support/defuse/discuss.
• Demonstrate respect for workers.
• Provide adequate resources - personal space, time, as well as usual needs.

Provision of information and knowledge creates an early warning system. Acknowledging the issues means they can be addressed. Potential costs are reduced through less time off, maintenance of efficiency, reduced turnover and a more committed work force. Management can assist by supporting the development of strategies which may reduce or moderate the effects.

Support services can provide information or training sessions, and welfare officers may act as facilitators if requested, particularly in the development stages of supervisory support systems.

Such support may include one-to-one defusing, discussion and sharing, but will also operate at a group level on a planned and regular basis. A work area might include weekly one-to-one supervision sessions and fortnightly or monthly group sessions. Some work areas may have small and larger group sessions dependent upon the nature of the workplace structure and team structure.

I have some readings and references available for any work groups or individuals interested in pursing this issue. Contact me at the Welfare Section on 8364 1011,
or through the Police Association.

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