Development

Shot of a wife consoling her husband during a counseling session with a therapist

Developing Lived Experience (Peer) Workforces

Organisations are responsible for providing an environment in which their workforces will thrive, including the Lived Experience (Peer) workforces. By nurturing your current workforces through sponsored training and developmental opportunities, you can meet and even exceed this expectation. Specifically in relation to the Lived Experience (Peer) Workforces, organisations should ensure that a variety of professional development opportunities including Lived Experience (Peer) reflective practice or supervision is provided. This includes appropriate resourcing and flexibility to build this into current workloads. Organisations should support Lived Experience (Peer) staff, during paid work hours, to attend networks and communities of practice that provide a safe space for Lived Experience (Peer) workers to come together for mutual benefit and understanding to inform their individual practice and progress the Lived Experience (Peer) workforces as a whole. This is identified as particularly important for Aboriginal and Torres Strait Islander Lived Experience (Peer) workers and considered within the context of ongoing professional development. [1] This should not be exclusive to Lived Experience (Peer) Workforces; the non-peer workforces should also have access to both personal development and reflective practice related to working with and learning from, lived experience and learning to have consumer and family/significant other/carer perspectives inform their practice.

The diagram below highlights core support structures within an organisation looking to develop thriving Lived Experience (Peer) workforces.

Infographic

Organisational Development Insights: WA Lived Experience Framework, Pg 36

Co-production is Central

To build and sustain thriving Lived Experience (Peer) Workforces, a shared agenda among key stakeholders is required. These stakeholders and their shared investments and responsibilities are illustrated in the below diagram.

“The most important part of co-production is shifting mindsets and establishing a culture that embraces exploration and learning, and genuinely values consumer knowledge and expertise.”[2]

“Co-production requires equal partnership between designated Lived Experience and non-designated collaborators. True co-production means that designated Lived Experience (Peer) workers need to be involved in providing meaningful input at all stages of development and review e.g. identifying the priorities to progress; and assisting in the planning, decision-making, design, delivery and evaluation of policies, practices, services, roles.”[3]

Shows a circular quadrant diagram with 4 main area's - LE (Peer) Expertise and Leadership, Governance and Commissioning, LE (Peer) Workforces and Finally Organisations and Services. each with their own break out of detail.

Lived Experience Co-Production

These stakeholders each bring pivotal value across all stages of development and review:

  • Live Experience (Peer) workers deliver quality service, promotion and education within their sectors and work with the system to identify new opportunities for growth.
  • Lived Experience Peer expertise provides the professional leadership, advocacy and advancement essential to progressing the evolution of Lived Experience (Peer) work concepts, principles and models.
  • Services and organisations commit to the development and growth of the Lived Experience (Peer) workforce through partnership, commitment to change, culture transformation and service delivery.
  • Funders invest in the Live Experience (Peer) workforce through protected commissioning and ringfenced funding (including funds for appropriate supervision), planning for workforce growth and ensuring research and evaluation is funded and undertaken.

Ask For Help

It is vital to seek input from people with a Lived Experience of marginalisation when implementing changes in the workplace to embrace diversity.

Resources for Organisations

Organisations often introduce Lived Experience (Peer) workers into services without understanding the organisation’s readiness for change, and their responsibility to develop strategies and plans in consultation with Lived Experience (Peer) expertise. In addition to the Western Australian Lived Experience (Peer) Workforces Framework resources that may be helpful to understand and assist with this process include:

  • The National Lived Experience (Peer) Workforce Development Guideline are primarily intended to inform decision makers, including employers and funding bodies and to support change across the mental health sector. The Guidelines aim to improve understanding of the benefits of the Lived Experience (Peer) Workforce and by supporting employers to assess their local readiness and prioritise activities that support successful implementation.
  • Lived Experience (Peer) Workforce Checklist has been developed by the National Mental Health Consumer and Carer Forum and is designed as a practical planning and reflective tool to assist organisations to recognise and implement a comprehensive plan to incorporate and strengthen a peer workforce.
  • The Working Together Engagement Framework, Toolkit and Planning Guide. These resources were co-designed with Western Australian mental health and alcohol and other drug sectors.
  • Co-Design Toolkit developed by the Western Australian Council of Social Services (WACOSS) contains a range of practical tools for effectively engaging funders, community service organisations and the users of community services in the co-design of programs and services.
  • WACOSS Lived Experience Framework – Principles and practices for Lived Experience partnerships 2020 outlines the principles and practices WACOSS aspires to for working with people who have lived experience. These especially relate to partnering with Lived Experience advocates and advocacy groups. This framework is a resource for the community services sector and for advocates working in partnership with all levels of civil society.
  • Connect with Me: Co-design Guide provide a co-design approach for organisations working with people with disability developed by People with Disabilities WA.
  • The Self Help and Addiction Resource Centre (SHARC) have developed practical guides to family and consumer participation in the Victorian alcohol and other drug sector. SHARC also deliver training to help organisations to introduce or expand a peer workforce and to provide a framework of support to sustain it. This training is focused entirely on meeting the needs of executives, managers, and other staff.
  • Roses in the Ocean’s Lived Experience of Suicide Informed and Inclusive Culture Change are resources designed to guide service providers, organisations, and government to engage, integrate and partner with people with lived experience of suicide to collectively embrace a whole of community, whole of government lived experience-informed approach to suicide prevention.
  • Co-production: Putting principles into practice in mental health contexts. This resource has been used to inform and support understanding, planning, and implementing co-production initiatives, and addresses considerations to unique consumers, clinicians, health service and other agency staff who co-produce together. Also available through LELAN.
  • The Australian Centre for Social Innovation (TACSI) partners with communities and organisations to put people at the heart in tackling big social challenges and building the conditions for social innovation. TACSI are strategic partners, capability builders, consultants, connectors, and facilitators, and we’re passionate about partnering with people, communities, philanthropy, communities, government, NGOs and businesses to tackle Australia’s biggest social challenges.

There are further resources available on the Frameworks, Toolkits and Guidance Material page.

Peer Work Hub

In addition to the resources above, the NSW Mental Health Commission has a dedicated Peer Work Hub that includes a multitude of resources including tools, downloads, peer work videos and more. This includes an Employer’s guide to implementing a peer workforce toolkit. Further resources and tools from the toolkit are available in the resources section.

Some key examples of their video content can be found below:

What is Peer Work

Peer Workers are critical to every team

Peer Supervision

Alcohol and Other Drug Lived-Living Experience Organisational Readiness Toolkit

The AOD Lived-Living Experience Organisational Readiness Toolkit has been developed by Insight and Dovetail, specialist providers of alcohol and other drug training, education, practice advice, and resources.

Delivered statewide by Queensland Health’s Metro North Mental Health – Alcohol and Drug Service, Insight and Dovetail aim to strengthen the capacity, confidence, and connectivity of alcohol and other drug, mental health, and social and emotional wellbeing workforces across government, non-government, and Aboriginal and Torres Strait Islander Community Controlled sectors.

While Insight’s training and support primarily serve Queensland-based workers, their online resources, including eLearning modules, webinars, and practice tools, are free to access nationally. This makes the toolkit a valuable resource for organisations and workers in Western Australia who are preparing to embed or further develop their Alcohol and Other Drug Lived and Living Experience (LLE) workforce.

Key features of the Alcohol and Other Drug Lived-Living Experience Organisational Readiness Toolkit include:

  • Alcohol and Other Drug and Mental Health Training: Online modules, webinars, and practice tools designed for a range of practitioners and health workers.
  • Targeted Youth Support: Dovetail, the youth-focused division within Insight, offers practice advice and professional support to those working with young people impacted by alcohol and other drug use.
  • Professional Development: Weekly webinars, forums, conferences, and other events provide continued learning and sector networking.
  • Guidance for Integration of LLE Workforce: Developed in consultation with alcohol and other drug Lived Experience and peer workforce representatives, this toolkit offers managers and team leaders evidence-based guidance on safely and effectively incorporating an LLE workforce.

Each resource within the toolkit provides summaries, templates, and examples relevant to each stage of LLE workforce integration, assisting managers in aligning their internal processes with best practice. The toolkit is regularly updated with new resources and improvements, supporting organisations as they adapt to the evolving needs of their workforce.

To access this toolkit please click here.

References