Monitor Welfare of Colleagues

Stress in a Community Service Environment

You do not work in isolation in the community services sector - although sometimes it can feel like you do!

Community services work is demanding and challenging and often involves making quick decisions with far-reaching consequences. It is important to understand your needs and those around you so that you can continue to meet them and operate effectively now and into the future. Work in a community services environment is often fast­ paced, requiring high levels of accuracy, commitment to the task and rapid, logical decision-making. It is also often highly emotive, dealing with the interplay between human emotion and critical life events. The nature of the work can lead to feelings of stress, which can lead to long-term stress or burnout. For some people, Post-Traumatic Stress Disorder (PTSD) also becomes a feature in their lives, highlighting the importance of putting in place strategies and approaches aimed at reducing the mental, emotional and physical toll of working in the sector.

Approaches that can be useful in combatting the experience of stress and providing important support to workers include:

• Providing feedback and support in a meaningful and appropriate way
• Developing wellness strategies and a culture of wellness
• Meeting work health and safety requirements
• Encouraging self-assessment techniques and reflection
• Using critical incident stress debriefing processes to provide support following a critical incident
• Accessing professional resources and services where required.

In the dynamic and demanding field of community services, stress, burnout, and vicarious trauma are significant challenges faced by workers and leaders. Understanding how individuals respond to stress is crucial, as it varies from person to person. This self-awareness is a powerful tool in recognizing the impact of stress on daily life.

Let us look at how a greater awareness of these areas of knowledge can impact your ability to be an effective team leader and manage your team well while ensuring you contribute positively to the emotional well-being needs of yourself and your team.

Get to Know Yourself: Stress, burnout, and the effects of vicarious trauma are all very real and pressing issues for workers and leaders in the community services sector. People experience and respond to stress differently and have different stress tolerance levels.

In the community services sector, workers may face diverse challenges, including client-related issues (e.g., mental health crises, domestic violence), organizational challenges (e.g., resource constraints, policy changes), and noticeable personal appearance or hygiene changes. Expressing feelings of overwhelm, stress, or frustration. Difficulty concentrating or making decisions. Increased conflicts with colleagues. Physical signs of stress, such as fatigue or changes in sleep patterns and personal stressors. Workers in the community services sector may face diverse challenges ranging from client-related concerns to workplace stress. Indicators of significant issues include a decline in job performance, heightened stress levels, and increased absenteeism. Knowing yourself and how you usually respond to various situations and experiences is useful in helping you become more aware of how stress affects you in your day-to-day life. It is time to take action when you realise changes are occurring in how you experience stress.

You can do this by:

• Making changes to your daily work practices
• Considering delegating tasks to others who may be able to help you
• Thinking about what you can prioritise and what can safely be left until tomorrow
• Ensuring you have factored in some time to take care of your own mental health Stress that is left unchecked can quickly have damaging consequences and can lead to burnout over time.

Taking action when you realise you are stressed means you can better continue in your usual work role rather than taking time off from your work duties or becoming unwell.

Get to Know Others: As well as being aware of yourself and your usual reactions to stressors or challenging situations at work, it is also helpful if you take the time to find out about your own work team members and their usual/unusual ways of interacting, carrying out their work and dealing with challenges.

Most workplaces in Australia are diverse, with people from many different backgrounds, cultures and religions, and all are unique and individual in their own mental and physical health needs. Many of your colleagues will have very different experiences growing up compared to yours, and the total of those experiences means that people are likely to think, respond to and experience stress and related issues in very different ways. Knowing a little about others puts you in a better position to be attuned into changes in their situations or needs. Sometimes, stress can be specifically related to a job task or role, while at other times, it may be related to personal life situations or a combination of the two. The effects of stress are often cumulative so that stress initially triggered in one situation becomes exacerbated in another.

Following are ways you can monitor Stress and Emotional Wellbeing of Colleagues

1. Observation and Communication
   • Regularly observe colleagues for signs of stress or emotional distress.
   • Foster open communication channels to encourage colleagues to express their feelings and concerns.
2. Utilize Wellbeing Check-ins
   • Conduct regular wellbeing check-ins individually or as a team.
   • Use standardized tools or questionnaires to assess stress levels and emotional wellbeing.
3. Identify Triggers and Stressors
   • Work collaboratively to identify specific workplace stressors and triggers.
   • Create a supportive environment for colleagues to discuss challenges openly.
4. Follow Organization Standards
   • Adhere to organization standards and protocols for monitoring and addressing stress and emotional wellbeing.
   • Ensure confidentiality and respect privacy during discussions.
5. Provide Resources and Support
   • Offer resources such as counselling services, workshops, or support groups.
   • Encourage utilization of available support systems within and outside the organization.
6. Document and Report
   • Document observations, discussions, and interventions in accordance with organizational guidelines.
   • Report concerns to relevant authorities while maintaining confidentiality.

The following practices below are useful in acknowledging and accepting differences

1. Cultural Competence Training
   • Ensure team members undergo cultural competence training to acknowledge and accept diverse backgrounds.
   • Foster a culture of inclusivity that respects and values differences.
2. Promote Inclusive Practices
   • Implement practices that consider various cultural, religious, and personal differences.
   • Encourage awareness and understanding of diverse needs within the team.
3. Accessible Communication
   • Use inclusive language and communication methods that consider different abilities and preferences.
   • Provide information in multiple formats to accommodate diverse learning styles.
4. Flexible Work Arrangements
   • Advocate for and implement flexible work arrangements to accommodate varying needs
   • Recognize and address potential biases in policies and practices.
5. Feedback Mechanism
   • Establish a feedback mechanism to allow colleagues to express concerns related to diversity and inclusion.
   • Act promptly on feedback to continuously improve inclusive practices.

Knowing about different potential stressors for those you work with means you can be sensitive to changing needs and are aware of situations that might have the potential to cause them difficulty. Of course, there is a fine line between becoming too familiar with colleagues and still ensuring you are aware of factors that might be causing difficulties in their ability to cope. Leading a team requires you to consider the different needs, requirements, abilities, and backgrounds of your team members and consider how to respond appropriately best.

Get to Know Your Organisation: If you know your organisation well, you will be better able to help other team members, particularly in times of stress, conflict or change. Knowing your organisation means having a good working knowledge of:

• The vision, mission and values of the organisation as a whole
• How your team fits within the broader structure of the organisation
• Quality systems that are in place
• Reporting mechanisms and structures (such as organisational charts, job descriptions and accountability arrangements)
• Policies and procedures
• Support structures that are available within and external to the organisation, particularly in mental health, well-being and counselling support and supervision practices.
• Leave and absence protocols.
• Debriefing arrangements following a critical incident. Knowing your organisation well will help you support your work team and other colleagues.

Responding to significant issues: Supervisors and colleagues can respond effectively by initiating open communication, expressing concern, and offering support. Organizations can establish confidential reporting mechanisms, promote mental health awareness, and provide training on stress management.

By fostering a supportive framework, organizations can ensure that workers feel comfortable discussing challenges and seeking assistance when needed. Establishing a supportive environment, providing resources for self-care, and encouraging the utilization of available support services are vital steps in assisting a colleague facing challenges.

Facilitating and participating in workplace debriefing and support processes involves adherence to legal and ethical standards to ensure the well-being of employees and compliance with relevant laws. Here are some key legal and ethical considerations:

1. Privacy and Confidentiality
   Legal Considerations: Privacy laws, such as the Privacy Act 1988, regulate the collection, use, and disclosure of personal information. Respect the privacy of employees during debriefing sessions.
   Ethical Considerations: Maintain confidentiality to build trust. Communicate the boundaries of confidentiality to participants.
2. Duty of Care
   Legal Considerations: Employers have a duty of care to provide a safe workplace. Ensure that debriefing processes contribute to employees' psychological safety.
   Ethical Considerations: Prioritize the well-being of employees. Be aware of signs of distress and take appropriate steps to provide support or referrals.
3. Equal Opportunity and Anti-Discrimination
   Legal Considerations: Adhere to anti-discrimination laws, such as the Age Discrimination Act 2004 and the Sex Discrimination Act 1984. Ensure that all employees have equal access to support processes.
   Ethical Considerations: Promote inclusivity and sensitivity to diversity. Consider cultural and individual differences during debriefing to avoid unintentional bias.
4. Informed Consent
   Legal Considerations: Obtain informed consent from participants before conducting debriefing sessions. Clearly explain the purpose, process, and potential outcomes.
   Ethical Considerations: Respect autonomy and ensure that participation is voluntary. Be transparent about the nature of the debriefing and any potential emotional responses.
5. Record-Keeping
   Legal Considerations: Maintain accurate and secure records of debriefing sessions. Follow organizational policies and relevant laws regarding record-keeping.
   Ethical Considerations: Use records responsibly and only for the intended purposes, such as monitoring the effectiveness of support processes and ensuring continuity of care.
6. Professional Boundaries
   Legal Considerations: Be mindful of professional boundaries to avoid conflicts of interest or inappropriate relationships. Industry-specific codes and standards regulate professional conduct.
   Ethical Considerations: Establish clear boundaries between facilitators and participants. Avoid dual relationships that may compromise objectivity or confidentiality.
7. Duty to Report
   Legal Considerations: Understand mandatory reporting obligations. In cases where there are legal requirements to report certain issues (e.g., child abuse, self-harm, or harm to others), comply with relevant legislation.
   Ethical Considerations: Balance the duty to report with the duty to maintain confidentiality. Clearly communicate any limitations to confidentiality to participants.
8. Cultural Sensitivity
   Legal Considerations: Australia has diverse cultural groups. Ensure that debriefing processes are culturally sensitive and inclusive.
   Ethical Considerations: Acknowledge and respect cultural differences. Provide a safe and supportive environment that accommodates various cultural perspectives.
9. Professional Competence
   Legal Considerations: Adhere to professional standards and codes of conduct relevant to the industry. Keep skills and knowledge up-to-date.
   Ethical Considerations: Engage in ongoing professional development. Seek supervision or consultation when needed to ensure competence in facilitating debriefing processes.

Adhering to these legal and ethical considerations is crucial for maintaining the integrity of workplace debriefing and support processes. Professionals facilitating these processes should stay informed about legal requirements, uphold ethical standards, and prioritize the well-being and rights of employees. Consider the scenarios below to unpack the legal and ethical considerations:

Scenario: Informed Consent

A manager requests a debriefing session for a team without fully explaining the purpose to the participants.

What legal and ethical considerations should the facilitator take into account regarding informed consent?

Legal Consideration: Informed consent is a legal requirement. The facilitator should ensure that participants are provided with clear information about the debriefing session's purpose, process, and potential outcomes before it commences.

Ethical Consideration: Respecting the autonomy of participants is an ethical imperative. The facilitator should emphasize voluntary participation, provide ample opportunity for participants to ask questions, If the participant continues to be hesitant, respect their decision, and explore alternative ways to support them without breaching their autonomy. Emphasize the privacy measures in place, assuring that personal information will be handled confidentially and in accordance with privacy laws. Also, the participant may choose to access support in a different format or through another channel that they find more comfortable. Document the communication process, including any clarifications provided and the outcome of the discussion. This ensures transparency and accountability in adhering to legal and ethical standards. 

Scenario: Duty to Report

During a debriefing session, an employee discloses a situation of child abuse that they witnessed outside the workplace.

What legal and ethical obligations does the facilitator have regarding reporting? Legal Consideration:

The facilitator may have a legal duty to report suspected child abuse under mandatory reporting laws. Familiarity with relevant legislation and organizational policies is essential. Ethical Consideration: While maintaining confidentiality is crucial, the facilitator must balance it with the duty to protect the well-being of potential victims. The facilitator should communicate the limitations to confidentiality at the beginning of the session and, if necessary, guide the employee on how to report the incident appropriately.

Scenario: Cultural Sensitivity

In a diverse workplace, the facilitator notices that cultural differences are influencing the dynamics of the debriefing session.

What legal and ethical considerations should the facilitator address regarding cultural sensitivity? Legal Consideration:

Australia's anti-discrimination laws, such as the Age Discrimination Act 2004 and the Sex Discrimination Act 1984, prohibit discrimination based on various factors, including cultural background. The facilitator should ensure that the debriefing process is inclusive and respects cultural diversity.

Ethical Consideration: Cultural sensitivity is an ethical imperative. The facilitator should be aware of cultural nuances, avoid making assumptions based on cultural stereotypes, and create an environment that welcomes and respects diverse perspectives. This may include offering interpretation services or adapting communication styles to accommodate different cultural norms.

Scenario: disclosure by a colleague on personal issues

During a team debriefing session following a challenging client interaction, a colleague discloses to the group that they have been struggling with their mental health lately. They share that they have been feeling overwhelmed, anxious, and have difficulty coping with the demands of the job. The colleague expresses a need for support and understanding from the team.

Legal Consideration: The facilitator must respect and uphold confidentiality laws and regulations. In many jurisdictions, personal health information is protected by privacy laws, such as the Privacy Act 1988, which regulates the handling of personal information. Disclosures in the debriefing session are subject to privacy protection, and the facilitator should ensure that the information is securely stored and only disclosed in accordance with the law.

Ethical Consideration: Respecting confidentiality is essential for establishing trust. The facilitator should outline the boundaries of confidentiality and seek informed consent from participants at the beginning of the session. Any sharing of information outside the session should only occur with explicit consent or as mandated by law. Approach disclosures with empathy and respect for individuals' privacy.

Promote a culture that prioritizes mental health and encourages open communication, all while adhering to ethical confidentiality standards. Be ready to offer immediate emotional support during the debriefing session. If someone becomes visibly distressed, have a plan to address the immediate emotional impact and connect them with a mental health professional if necessary. Provide immediate support resources, such as contact details for employee assistance programs (EAP), mental health hotlines, or relevant counselling services.

Ensure that individuals are aware of available support mechanisms within and outside the organization. Respecting the confidentiality of the colleague is crucial for maintaining trust within the team. The facilitator should emphasize the importance of keeping the disclosed information within the confines of the team, unless there is an imminent risk to the colleague or others.

For most people, stress can be perceived as the heightened response experienced either physically and mentally when there is a stimulus in the environment that requires attention. For early human ancestors, stress was, at least in part, the thing that kept them safe. Stress would often trigger what is known as the fight or flight response where the body is ready to act and either tackles the threat head-on or run away from it – quickly. It meant that hearts began racing, blood began pumping to the working muscles and the pupils widened to allow for better focusing and attention on the impending threat – be it a predator, a looming cliff face or an attack by another early human! In today’s modern world, the need for stress is quite different as the environment is also different. Nowadays, stress tends to accumulate over time and originates from multiple sources. There is stress from interactions with others, loud noises outside our window, shouting down the hallway, a conflict with a colleague, rushing to get to a train that is about to leave the platform or an elevated risky situation with a client. Although you no longer need to decide between fighting a predator or running away from it, your body is still geared to respond in the same way.

Of course, in some situations, you actually face very real and threatening situations where your personal safety and well-being are put at risk. This occurs in the community services sector in situations such as:

• A worker being threatened by a client or other person
• Being attacked by someone intentionally or unintentionally
• Needing to intervene to try and protect the physical safety of a child under your care In these situations, the body initiates a stress response which is, to a large extent, outside of conscious control.

The heart rate increases, blood flow moves towards the working muscles, the pupils in the eyes widen, and the mind is focused on the threat and on the actions needed to manage it.

Note: Many people find that having some prior knowledge of the possibility of these situations can help mentally and physically prepare for them. This preparation is important to help workers manage effectively should they face a physical threat. It allows them to remain calm, think about the situation and plan an appropriate response to it. This can help reduce the stress response's impact and ensure that the situation can be dealt with well and safely, within the requirements of the person’s job description and professional skills and knowledge. However, despite that, any kind of stress can have long-term negative effects on the person's emotional and mental well being.

Causes of Stress

There are various factors that can contribute to stress. These include workplace pressure with heavy workloads and job insecurity, financial concerns such as instability and debt, family and relationship issues, health challenges, life changes, and transitions like divorce or relocation. Additionally, uncertainty, social and environmental pressures, time constraints, perfectionism, technology overload, and the impact of past traumas can elevate stress levels. The absence of social support and feelings of isolation further contribute to vulnerability and stress. Recognizing and managing these stressors is crucial for overall well-being. It's important to note that stress is a subjective experience, and what causes stress for one person may not affect another in the same way. Additionally, cumulative stress from multiple sources can have a more significant impact on an individual's well-being. Managing stress involves recognizing these factors and implementing effective coping strategies tailored to individual needs. If stress becomes overwhelming, seeking support from friends, family, or a mental health professional is advisable.

Stress bought about by other factors such as:

Grief and Loss

The experience of loss – whether it be a family member, pet or an item such as a home lost in a fire or flood – can trigger grief. Client and work-related factors can also be a trigger for grief responses. Grief is often thought to move through a series of stages, that are easily identifiable but can vary greatly in terms of how long it takes for a person to move from one to another. The stages of grief are generally described as:

1. Denial
   • In the initial stage, individuals may struggle to accept the reality of the loss. There may be a sense of disbelief, numbness, and a tendency to minimize the impact of the loss.
2. Anger
   • As the reality of the loss sets in, individuals may experience anger. This anger can be directed toward various targets, including oneself, others, or even the situation or higher powers.
3. Bargaining
   • In this stage, individuals may attempt to make deals or bargains to reverse or lessen the impact of the loss. They might express a desire to go back in time or make promises in exchange for a different outcome.
4. Depression
   • As the depth of the loss becomes more apparent, individuals may enter a phase of profound sadness and despair. This stage involves feelings of hopelessness, helplessness, and a sense of overwhelming grief.
5. Acceptance
   • The final stage involves coming to terms with the reality of the loss. It doesn't mean the absence of pain, but rather an acknowledgment and integration of the loss into one's life. Acceptance doesn't necessarily imply complete resolution of grief.

It's important to recognize that grief is not a linear process, and individuals may move back and forth between stages. Moreover, some individuals may not experience all the stages, and the intensity and duration of grief can vary widely.

Grief and loss can have profound emotional and psychological effects. Individuals may experience sadness, anger, guilt, and a sense of emptiness. The impact extends beyond emotional well-being, influencing physical health, relationships, and daily functioning.

The constant exposure to such emotionally charged situations can contribute to mental exhaustion, potentially leading to burnout. Coping with grief is a unique and challenging process for each individual. Understanding the stages of grief and the potential impact of grief and loss can assist individuals and those supporting them in navigating the complex emotional terrain associated with these experiences. Seeking professional support, such as counselling or therapy, can be beneficial for those struggling with the challenges of grief.

Burnout , Excessive and Chronic Stress

When stress has reached unmanageable levels that has built up over time, people generally begin to experience symptoms that impact their daily lives and ability to cope. Stress in the short term is manageable as the body soon returns to a base level of functioning, ready to re-engage with daily activities until the next stressful event presents itself. But if the stress response remains in place, as it does when there are continual pressures from the environment, people cannot return to a base position. Instead, the body and mind remain in a heightened state of arousal, always ready and primed to deal with the next threat or issue which comes along. This can eventually cause the symptoms which are associated with burnout or chronic stress. Excessive stress can negatively affect physical and mental well-being. It may lead to fatigue, difficulty concentrating, sleep disturbances, and physical health issues.

Prolonged stress can contribute to anxiety and depression, impairing an individual's overall quality of life and work performance. Knowing about the indicators of burnout means you are ready to provide appropriate support and intervention to help a colleague or team member address the issues. As a leader, this becomes important both from an ethical and compassionate point of view and from a work health and safety point of view. It is a normal expectation that kindness and care is shown towards others in a workplace, and it is also incumbent on the leaders to ensure the workplace is a safe place for others. According to researcher Anne Vize, burnout generally moves through three phases (2015):

1. Emotional Exhaustion: A feeling of being overwhelmed and simply not able to function.
2. Depersonalisation: Where the attitude and approach towards others becomes more callous and less caring and empathetic and there is an increased use of sarcasm and criticism.
3. Negative Personal Accomplishment: Feeling as if there is a lack of ability to accomplish things personally and an inability to achieve success.

The common impacts of burnout faced by community support workers. Community services workers play a vital role in supporting and assisting individuals in need, but the demands of their roles can expose them to excessive stress. The impacts of this stress can be far-reaching, with one of the most prevalent outcomes being burnout. Burnout often results from prolonged exposure to high levels of stress, leading to emotional exhaustion, reduced job satisfaction, and a sense of detachment from one's work. The toll of excessive stress extends beyond the individual, affecting the overall quality of services provided. Interpersonal relationships, both within the workplace and with clients, may become strained, impacting the worker's effectiveness and the overall well-being of those they serve. Additionally, compromised mental and physical health can further diminish the worker's capacity to navigate the challenges inherent in community services. It is imperative for organizations to acknowledge these common impacts and proactively implement supportive measures to foster a healthier and more sustainable work environment for community services workers. Addressing burnout typically involves a combination of self-care, seeking support from others, and making changes in work and lifestyle. Professional assistance, such as counseling or therapy, may be beneficial for individuals experiencing severe burnout. Organizations can also play a crucial role in preventing burnout by promoting a healthy work environment, encouraging work-life balance, and providing resources for stress management.

Violent or threatening behaviour

Dealing with violent or threatening behavior in a community service workplace is a serious matter that requires careful attention to ensure the safety and well-being of both employees and clients. Community services workers bear the brunt of common impacts resulting from violent and threatening behaviors encountered in their line of duty. One of the primary repercussions and impact is the escalation of stress levels, as these professionals often navigate unpredictable situations where confrontations may arise.

The emotional toll is substantial, with workers facing emotional trauma stemming from the intensity of aggressive encounters. Physical injuries also pose a significant risk, ranging from minor incidents to more severe harm. Furthermore, the long-term psychological effects of repeated exposure to threatening situations can contribute to conditions like anxiety or post-traumatic stress disorder (PTSD). The challenging nature of their work demands a holistic approach to address these impacts, necessitating comprehensive support systems, specialized training, and robust organizational measures to safeguard the well-being of community services workers. Addressing the impacts of violent and threatening behavior requires a comprehensive approach, including preventive measures, effective response protocols, and ongoing support for affected individuals. Creating a safe and secure work environment is crucial for the well-being of employees and the overall success of the organization.

Reducing stress is crucial for maintaining overall well-being. Stress management is crucial for support workers as it helps to maintain their well-being, prevent burnout, and ensure the delivery of high-quality care to the vulnerable clients. The following activities can help reduce the negative impact of stress:

1. Self-Care Practices
   • Prioritize self-care by incorporating activities you enjoy into your routine, such as exercise, hobbies, or relaxation techniques.
   • Ensure you get enough sleep and maintain a healthy diet to support your physical and mental well-being.
2. Establish Boundaries
   • Set clear boundaries between work and personal life. Avoid overcommitting to tasks and learn to say no when necessary.
   • Allocate specific times for work-related tasks and make a conscious effort to disconnect during your personal time.
3. Effective Time Management
   • Organize and prioritize tasks. Create a to-do list and break down larger tasks into smaller, more manageable steps.
   • Learn to delegate responsibilities when possible and collaborate with colleagues to share the workload.
4. Seek Social Support
   • Foster a supportive network within your workplace. Share experiences and challenges with colleagues who understand the nature of community work.
   • Connect with friends and family outside of work to maintain a broader support system.
5. Reflect and Debrief
   • Engage in regular reflective practices to process challenging experiences. This can include journaling, talking with a supervisor or mentor, or participating in peer support groups.
   • Schedule debriefing sessions to discuss challenging cases or situations with colleagues, promoting a supportive work environment.
6. Continuous Professional Development
   • Stay updated on industry best practices and invest in your professional development. Attend workshops, conferences, or training sessions that enhance your skills and knowledge.
   • Ongoing learning can contribute to increased confidence and competence in handling various situations.
7. Mindfulness and Relaxation Techniques
   • Incorporate mindfulness or relaxation techniques into your daily routine. Practices such as meditation, deep breathing, or yoga can help manage stress and improve mental well-being.
   • Take short breaks throughout the day to practice these techniques, especially during particularly demanding periods.
8. Effective Communication
   • Foster open and transparent communication with colleagues and supervisors. Discuss concerns, share ideas, and seek feedback.
   • Establish a communication plan for managing expectations and addressing any issues that may arise in the workplace.
9. Celebrate Achievements
   • Acknowledge and celebrate your achievements, no matter how small. Recognize the positive impact you make in the community.
   • Celebrating successes, even minor ones, can boost morale and provide motivation during challenging times.
10. Professional Supervision
    • Engage in regular supervision sessions with a qualified professional. Supervision provides a structured space to discuss challenges, receive guidance, and ensure professional accountability
    • Utilize supervision as an opportunity to reflect on your practice and gain insights from an experienced perspective.

These activities help to relax the muscles, reduce tension and heart rate and increase depth of breathing while also slowing down the breathing rate. As a result, the body tends to feel calmer and more relaxed and the physical effects of stress are reduced. Of course, the experience of stress is far more than just a physical one and good stress reducing strategies also focus on the mental and emotional experience of stress. Building the capacity for resilience through developing coping strategies, setting goals, building healthy relationships at home and work and using positive rather than negative language can help promote the ability to deal with stress from many potential sources. Supervision and drawing on the support structures which exist within your team and workplace can also be useful in reducing the negative impacts of stress. Remember that managing stress is an ongoing process, and it's essential to tailor these tips to fit your unique needs and circumstances. Regularly reassess your well-being strategies and make adjustments as needed to maintain a healthy work-life balance.

In Australia, community services workers can access various internal and external support options, including Employee Assistance Programs (EAPs), to address their well-being and mental health needs. Here's an overview of these resources:

Internal Support Options

Regular Supervision:

• Regular supervision provides a platform for support, feedback, and guidance.
• A monthly one-on-one session with a supervisor addresses concerns, ensures alignment with organizational goals, and fosters a positive work environment.

Peer Support Programs:

• Peer support programs create a sense of community.
• A weekly peer support session allows colleagues to share experiences, provide empathetic listening, and offer mutual support.

Employee Resource Groups:

• Employee resource groups enhance a sense of belonging.
• An LGBTQ+ support group, for instance, provides a platform for shared experiences, fostering diversity, inclusion, and a positive work culture.

Training Programs:

• Training programs enhance stress management skills.
• A quarterly workshop on resilience equips support workers with coping strategies, contributing to professional development and a positive work environment.

External Support Options

External Counselling Services:

• External counselling services provide confidential support.
• Accessing a community-based counselling service, for example, ensures timely assistance for mental health concerns.

Mental Health Helplines:

• Mental health helplines offer 24/7 access to professionals.
• A national helpline, such as Lifeline, provides immediate support, helping support workers facing mental health challenges.

Collaboration with NGOs:

• Collaboration connects support workers with resources.
• Partnering with a local mental health NGO provides access to support programs and fosters a sense of social support and community engagement.

Professional Associations:

• Professional associations facilitate networking and knowledge sharing.
• Membership in a community services association offers industry-specific support, enhances professional development, and promotes community.

Here is a list of organisations that can provide support to community workers:

1. Beyond Blue
   • Description: Beyond Blue is a national mental health organization in Australia that provides information and support for individuals dealing with mental health challenges.
   • Coverage: Beyond Blue offers resources, online forums, and a support helpline for mental health concerns.
   • Access: Community services workers can access Beyond Blue's resources online or contact their helpline.
2. Lifeline Australia
   • Description: Lifeline is a national crisis support and suicide prevention service.
   • Coverage: Lifeline offers a 24/7 helpline for individuals in crisis, as well as online chat services.
   • Access: Community services workers experiencing emotional distress can contact Lifeline for immediate support.
3. Headspace
   • Description: Headspace is a youth mental health foundation in Australia that provides mental health support and resources.
   • Coverage: Headspace offers online and in-person counselling services, as well as information on a range of mental health topics.
   • Access: While primarily focused on youth, Headspace services may be relevant for young community services workers.
4. Black Dog Institute
   • Description: The Black Dog Institute is dedicated to understanding, preventing, and treating mental illness.
   • Coverage: It provides resources, tools, and educational programs related to mental health.
   • Access: Community services workers can access online resources and participate in educational programs offered by the Black Dog Institute.
5. Open Arms - Veterans & Families Counselling
   • Description: Open Arms provides mental health and counselling support to veterans and their families.
   • Coverage: While specifically for the veteran community, Open Arms may be relevant for community services workers dealing with trauma-related issues.
   • Access: Open Arms offers counselling services and support through their helpline.

Employee Assistance Programs (EAPs):

• EAPs provide confidential counselling and resources.
• Accessing an EAP for counselling, legal advice, and financial guidance contributes to improved mental health, reduced absenteeism, and a positive workplace culture. Promoting EAPs through

Workplace Channels

• Employers can use workplace channels to promote EAPs.
• Regular email newsletters, posters, and informational sessions ensure that support workers are aware of the available confidential counselling, legal advice, and well-being resources.

Community services workers are encouraged to check with their employers about the specific internal support options available, including EAPs and workplace health initiatives. Additionally, they can utilize external services based on their individual needs and preferences. It's crucial for workers to prioritize their mental health and seek support when needed.

One useful model for considering how the job role might impact a worker’s level of stress is called Demand – Control. In this model, there is an interaction between the amount of demand on a worker (deadlines, tasks, activities to be completed) and the amount of control they have (ability to choose start and finish times, order and organise their tasks make workflow decisions). As a leader or concerned colleague, this model allows you to consider how to manage work teams in a way that reduces the potential for stress. The following simple actions can help reduce the likelihood that a worker will experience stress:

• Involving workers in timeline planning
• Asking their opinions
• Allowing for flexibility in task management
• Ensuring workloads are not excessive

According to research conducted in 2008, Medibank found that there were 2.1 days lost per worker to presenteeism and an additional 1.1 day per worker per year lost to absenteeism. Of course, some people simply leave a workplace before they get to the point of taking time off due to stress, leading to financial and staffing burden being placed on workplaces.

Now its your turn