Reflections in the Workplace
We describe 5 enablers in this framework which are components necessary to make it possible to implement the framework.
Review the “Enablers” identified in the framework – Advocacy, stable funding, training, human resources, and responder wellness. Depending on your role, you may be limited in how you are able to impact some of these factors. However, as you review these enablers consider how they exist for you in your organization and changes you might like to see?
Advocacy
Ongoing advocacy work for systemic changes to not only the ways of delivering crisis services, but advocacy at policy and systems levels to address the structural and social determinants of health and oppressive structures of discrimination that negatively impact people’s mental health and create crisis. There is real value in grassroots advocacy, advocacy from those with lived experience, and partnership with academia and policymakers where service users’ voices are prioritized and upheld.
Stable Funding
Community-based organizations identified that stable, consistent funding of crisis response programming and related supports is crucial, but very challenging to get. This necessarily includes funding for the support related to all aspects of the framework (pre-crisis, crisis, and post crisis), including for example, programming that supports recreation and social-connection programming for people. Sustainability of programs is frequently inhibited by shifts in political and governance systems, putting effective, and supportive programs at risk. Stable and consistent funding offers opportunity to develop and appropriately consider the effectiveness of such programming, not only quantitatively, but also qualitatively.
Training
Recognizing the need for changes in the ways in which care has historically been provided and by whom, appropriate training is an essential component for implementation of the framework. Training outside of medical and diagnostic categories, in particular, training that pertains to relational care, trauma informed care, the significance of choice, social determinants of health, and training that is led and informed by the communities being served is required. Anti-Indigenous and anti-Black racism training and engagement is an important element of capacity building efforts to improve cultural humility and safety. Given the identified need to change existing approaches, it is important that this training and education is informed by service users and comes from those who have demonstrated experience in crisis response outside of the 911 system (i.e.: training beyond in-house training from police or paramedics). It is imperative that this training is prioritized and included among required training, versus optional, self directed learning. Cross-professional training from other social services professions who may also provide avenues for collaboration or follow-up may be particularly beneficial.
Human Resources
Appropriate staffing is required and must be prioritized to ensure crisis response services’ ability to respond effectively, and to ensure continuity of care, providing follow-up services in a timely manner. Appropriate staffing is also crucial in relation to provider wellness. Pay that is reflective of the magnitude of crisis response work, will be conducive to maintenance of human resources, staff retention, and improvement of morale.
Responder Wellness
There is an important relationship between responder wellness and how calls will be attended to and the quality of care provided. Ensuring support for responders’ own mental health and wellbeing is an enabler of this framework and for quality care being received by those in crisis.
