LEAD Library - Guidance Documents

"✨Towards a Meaningful Evaluation Framework for Peer Work✨ "

"📌A great design, no faff and to the point! Really like this evaluation tool! Current Evaluation Frameworks Have a reliance on ‘impact value chains’; decontextualised outcomes; monetised outcomes; emphasis on external outcomes; and positivist approaches, that fail to capture the complexity and impact of social practice of peer work. The model is based on- 💡Reflect/Self-awareness Connection 💡Respect/Reciprocity: 💡Express Potential applications 🌱An option for NSW Peer Workforce Framework or Consumer Workers Forum for evaluation of programs/services/peer work. 🌱A Primary Health Network lived experience evaluator tool. 🌱A tool for evaluation of other health programs/services 🌱A conversation point, for supervision or for working with a person with lived/living experience. 🌱A tool might be used to educate and politicise peer workers, who are increasingly co-opted by health systems and disconnected to Consumer/Survivor knowledges. " .

✨Mental health lived experience narratives; recommendations for avoiding misuses and adopting good practice✨

"📌A great guide from the Institute of Mental Health (the info on the political, societal, individual and service level considerations are particularly helpful) 💡Recommendations 🌱 Narratives should be experientially and representationally diverse. 🌱 Consider ways of interpreting narratives and build pathways for ethical listening or visual appreciation and understanding. 🌱 Mitigate harm, and promote safety for the narrator and recipient. 🌱 Recognize the value of narratives and offer appropriate compensation to narrators. 🌱 Integrate lived experience researchers into research processes using narratives. 🌱 Consider imbalances of power whenever using lived experience narratives. 🌱 When people publish lived experience narratives they should have guidelines which include a description of how misuses can be avoided."

✨Mental health, human rights and legislation Guidance and practice✨

"💡Provision of financial support; and the establishment of formal mechanisms to enable participation. 🌱Respect the independence of such organizations and refrain from obstructing the exercise of their right to freedom of association in law or in practice. 💡Persons with mental health conditions and psychosocial disabilities may be inadequately represented by existing disability and mental health organizations 🌱Actively involving all relevant stakeholders, including persons with lived experience in a range of governmental, legal, professional and civil society bodies, persons with lived experience and other individuals or groups, 💡People with lives experience and lived experience led organisations are key stakeholders 🌱Lived experience includes the victims and survivors of human rights abuses by mental health services. 💡Stakeholders should strive for the highest possible level of participation from the outset, including in the co-planning and co-design of activities. 🌱The direct involvement of these groups helps to ensure that any legislative reform is built from first-hand experience, and benefits from their collective insights and expertise. 💡When involving persons with lived experience in the reform process, it is crucial to engage directly with their representative organizations as these organizations serve as intermediary bodies and play a major role in advocating for their rights. 🌱Although umbrella organizations of persons with disabilities or national human rights institutions can assist in identifying organizations of persons with mental health conditions and psychosocial disabilities, it is important nonetheless to keep in mind that stand alone organizations which provide services or advocate on their behalf. 💡Collaborate with national lived experience organisations which may have members or contacts at the local level. 🌱It is essential to give space to the diverse voices of persons with lived experience. 💡Some individuals may need support to actively engage in the reform process. 🌱They may be unfamiliar with legislative procedures or legal terminology, or feel uncomfortable expressing opinions publicly due to traumatic experiences, societal marginalization or the presence of mental health professionals. 💡To facilitate participation, it is important to create safe and supportive spaces, address power imbalances, 🌱Take deliberate action to equalize influence. 💡Capacity-building and financial support is necessary to meaningful participation. 🌱The process should be transparent throughout. 💡It obliges States Parties to ensure the participation of LE in all public decisions affecting them. 🌱Ensuring that their valuable expertise and experiences inform relevant and effective policy responses. 💡Participation should be seen as a human right"

✨Valuing lived experience in the workforce✨

"🌱Recruitment is accessible, inclusive and appealing to people with lived experience 🌱The benefits of recruiting people with lived experience in the workplace is visibly promoted 🌱Equality and Diversity workforce training raises awareness of lived experience in the workplace to combat stigma and promote diversity ensuring an inclusive culture 🌱HR policies, procedures and processes explore flexibility to ongoing support needs of people with complex personal circumstances 🌱Management/HR create safe forums for open discussion and disclosure where staff can identify support needs and reasonable adjustments to enable individuals to excel at their roles 🌱Organisations empower employees to identify forums of support inside and outside of work; enabling staff to maintain their wellbeing/recovery through the promotion of personal responsibility 🌱Individuals with lived experience may be engaged in external networks of support and recovery that explore complex friendships/relationships and boundaries outside of traditional codes of conduct – employers should consider training and support around employee access to forums such as mutual aid/ recovery groups 🌱We value peer support as an additional system of support in the workplace, defining clear mentoring roles and expectations 🌱Organisations proactively consult with people with lived experience and review approaches to improve delivery of a safe and responsive culture for employees with lived experience to thrive in"

"✨How to set up a Quality Improvement Lived Experience Advisory Panel✨ "

"This fab guide covers - 🌱The planning process 🌱Recruitment 🌱Training 🌱Mentor/Buddy support 🌱Evaluation"

✨Black -led impact organisations - The lived experience report✨

"📌Recommendations 🌱Funders should place more value on the lived experience of Black-led impact organisations for the delivery of the local programmes. 💡Non-funded involvement in policy discussions are not enough to deliver meaningful change at the grassroots level. 🌱Funders should use staff with lived experience in the outcome areas they are looking to effect social change. 💡The lack of lived experience within funder organisations is leaving the impression that the application process is unfair to Black-led impact organisations and causes unequal distribution of funds. 🌱Funders need to set up more visibility around their operations. Black-led impact organisations need to know that operational processes not only seem fair and transparent but are. 💡Funders should provide applicants with more detailed feedback when applications are unsuccessful. 🌱In the short term this would ensure that Black-led impact organisations learn from their mistakes but in the long term improve their conversion rate, aid in the equitable distribution of funds and indeed leverage the large amount of lived experience that exist at the grassroots for social change. 💡To reduce the distance between Black-led impact organisations and funders,funders should consider the use of Black-led intermediate funders to aid the equitable distribution of funds in the local communities. 🌱This would go some way in addressing the perceived bias towards bigger organisations and white-led organisations. 💡Black-led impact organisations should review their legal structures to determine whether they are best suited to establish trust and credibility among funders and aid the sustainability of their organisations and programmes. 🌱Black-led impact organisations need to work in greater partnership with other organisations to increase their chance of winning bigger grant sizes. 💡Funders tend to favour consortium and/or partnership bids. Black-led impact organisations should build strong relationships with local MPs and councillors in order to gain greater support, financial and nonfinancial, in their local communities."

✨Pathways For Supporting The ‘Not Negotiable’ Lived Experience (Peer) Workforces To Thrive✨

"📌Scoping Paper Recommendations 💡Endorsement of and investment in lived experience as a discipline and critical workforce. 👉Define scope and role of lived experience (peer) workforces. 🌱Increase accountability to and reporting on lived experience (peer) workforces. 💡Increase investment in lived experience (peer) workforces. 👉Tiered training options accounting for diverse roles, responsibilities, communities, settings and entry points 🌱Align training options to career progression opportunities. 💡Design and deliver training options aligned to lived experience (peer) values and that meet the needs of the diversity of roles within the lived experience (peer) workforces. 👉Advocate for training options that address the needs and preferences of people with lived experience to increase accessibility and improve completion rates. 🌱Identify and secure funding streams that provide targeted opportunities for people with lived experience to undertake training. 💡Develop and deliver training for the broader mental health sector to de-stigmatise lived expe- rience and integrate lived experience (peer) workforces. Visible career pathways and progression opportunities. 👉Expand opportunities for people to enter and/or progress their careers in designated lived experience (peer) workforce roles. 🌱Develop pathways for people with lived experience to enter, leave and/or return to designated lived experience (peer) workforce roles without discrimination or structural impediments to ongoing career progression goals they may have. 💡Workplace supports that enable safe, effective and thriving lived experience (peer) workforces. 👉Ensure ongoing access to meaningful workplace supports and professional development op- portunities are available to all lived experience (peer) workers, from those who provide peer support to others through to those in leadership and executive roles. 🌱A professional body providing oversight, development opportunities and advocacy. 💡Establish a national lived experience professional body to promote and advocate for the development and oversight of the lived experience (peer) workforces as its own unique and valuable discipline."

✨Mental Health Commission of New South Wales - Insights Report: The role of Peer Navigators✨

(Cracking report and evaluation of four Peer programmes! Some meaty evidence in support of peers across a diverse range of settings 👇right here 👇.) Outcomes 🌱Improvement in referral pathways and consumers and staff knowing how to navigate the service system 🌱Improved mental health and recovery outcomes, reduction in distress and willingness to seek help. 🌱Improvement to the system and staff practice. 🌱Improved understanding of, and access to, peer workers. 🌱Consumers saw increased access to services that reflected their diversity and needs. ✨South Eastern Sydney Local Health District (SESLHD) Peer Navigator Pilot Program - 🔹The Peer Navigator worked alongside staff in the Emergency Department (ED), Psychiatric Emergency Care Centre (PECC) and Consultant Liaison Psychiatry (CLP) team, and on general wards -Almost all consumer survey respondents agreed that they were able to access the support in an easy and timely manner. 🔹Almost all were satisfied with the amount, accessibility and tailoring of the information and agreed they had received caring and compassionate support that made them feel respected, understood, listened to and like they could trust the Peer Navigator. ✨Trans Peer Navigator Pilot Program -The program centred trans self-determination, autonomy, and age - 80% rated the service 5 stars (the highest rating). ✨The Western NSW Peer Navigation Pilot Project - aimed to support equitable access to mental health treatment and care for people in isolated rural communities via a peer navigation model.- 🔹“Peer navigators may offer a dynamic, engaging solution for helping to address the many health disparities faced by people living in rural communities"" ✨Marathon Health Peer Navigation Pilot Project- The scope of Warrugarra was to support up to 20 women within the program’s funded period. There was also a focus on determining the benefits of the peer navigation program and its ability to support the Aboriginal Peer Navigator to develop their leadership skills and confidence -100% of respondents agreed with the following statements: 🔹 I felt listened to and my needs were understood 🔹I was supported in making choices about the service I received 🔹I was helped with issues that were important to me 🔹I was helped to build my self-esteem and confidence 🔹I would be happy to recommend the service to others.

✨Employing people with Lived Experience of multiple and complex needs- an employers toolkit✨

"📌Page 17- Questions for your organization - great thinking point around using emotional intelligence-based interview questions and scoring. 📌Page 20 - What does a good induction plan look like? 📌Page 23- What does good supervision look like? 📌 There are a couple of useful templates at the too (nice to see the consideration of return to work planning integrated into Wellness Action Planning as this often gets missed)"

✨Knowing your legal rights in the workplace as someone with Lived Experience of physical or mental illness✨

"🌱Employers have a 'duty of care'. This means they must do all they reasonably can to support their employees' health, safety and wellbeing. This includes: 🌱Making sure the working environment is safe 🌱Protecting staff from discrimination 🌱Carrying out risk assessment 🌱Employers must treat mental and. 🌱Physical health as equally important. 🌱Discriminating against someone with a disability 💡By law (Equality Act 2010) someone with poor mental health can be considered to be disabled if: 💡It has a 'substantial adverse effect' on their life – for example, they regularly cannot focus on a task, or it takes them longer to complete tasks 💡It lasts, or is expected to last, at least 12 months 💡It affects their ability to do their normal day-to-day activities – for example, interacting with people, following instructions or keeping to set working times 👉Poor mental health can be considered a disability even if they do not have symptoms all the time. 👉If an employee is disabled, employers: 👉Must not discriminate against them because of their disability 👉Must make reasonable adjustments" .

The stigma as having identifying as having a lived experience runs before me: challenges for lived experience roles

"😖Stigma 🔹Stigma/discrimination is a common experience 🔹Most Lived Experience Workers sadly come to accept it as a ‘normal’ 🔹A feeling of needing to be careful of not reinforcing low expectations and stereotypical attitudes from their colleagues 🔹Feel pressure to always go above and beyond to be accepted/credible 🔹Some Lived Experience Workers feel judged and therefore tried to overcompensate and hid any vulnerability to not be seen as ‘unwell’. 🚫Discrimination 🔹Sometimes being asking intrusive and inappropriate questions about their lived experience 🔹Some mental health professionals/clinicians treating Lived Experience workers as if they were people accessing services rather than workers 🔹Colleagues showed surprise when high quality work was done by Lived Experience workers, indicating lower expectations and perceived value of Lived Experience workers 😣Professional isolation 🔹Colleagues not interacting with them, not asking their opinion or advice even about recovery concepts or practices 🔹Professional isolation making Lived Experience workers feel unmotivated and unimportant. 🔹These feelings had at times lead to quitting the role 🔹Being marginalised and isolated, particularly those Lived Experience workers within government-run organisations 🔹Services still being seen as stuck in ‘medical model’ thinking, which was seen to include stigmatising/unhelpful beliefs about people accessing services and Lived Experience workers"

🚨Suicide prevention in England:🚨 5-year cross-sector strategy

"🙏I hope there are lots of opportunities created for Lived Experience expertise to be at the core of some of these actions. ✨The Department of Health and Social Care (DHSC) has established a £10 million Suicide Prevention Grant Fund to run from 2023 to March 2025 to support VCSE organisations. ✨NHS England (NHSE) is taking forward improvements to the mental health crisis support offer, supported by an investment of £150 million. ✨ Procuring specialised mental health ambulances ✨Investing in alternatives to A&E, & crisis cafés/houses ✨New/refurbished MH assessment and liaison spaces ✨The Department for Education (DfE) is engaging experts and those with personal experience to review (RSHE) guidance to determine if suicide and self-harm prevention will be included as a part of the curriculum to support young people ✨The Ministry of Justice will continue to roll out suicide and self-harm prevention training among prison/ probation staff ✨NHSE has convened a safety-planning working group to identify opportunities to improve the quality and culture of risk management and safety planning within MH services ✨DHSC will work with NHSE and professional bodies to improve suicide prevention signposting and support to people in contact with primary care services ✨The Department for Work and Pensions (DWP) is procuring a call alert and transcription service across its telephony estate to support the quick identification of people who raise suicidal thoughts when using DWP call helplines and services ✨The government’s Online Safety Bill will – if passed, enacted and implemented – introduce legislation to tackle harmful online suicide and self-harm content, and better support bereaved parents and coroners in accessing data in the event of the death of a child. ✨ The government will take a leading role in tackling methods of suicide, collaborating with partners across the world in policy, law enforcement and society more broadly to limit access, reduce awareness, and share research, evidence and lessons learned ✨Working with DWP, DHSC will look for opportunities to improve the government’s role in supporting employers with the mental wellbeing of themselves and their employees ✨British Transport Police is rolling out bereavement support training for officers ✨Support After Suicide Partnership will continue to offer support to local areas to embed suicide bereavement services, ✨The Office for Health Improvement and Disparities (OHID) within DHSC is developing a new nationwide near real-time suspected suicide surveillance system, to improve the early detection and timely action to address changes in suicide rates or trends. Launch in November 2023. ✨The National Police Chiefs’ Council, OHID and local authorities will work together to explore opportunities for improving data collection and data sharing in all areas"

"✨HOW CAN I GET INVOLVED IN SUICIDE PREVENTION AS A PERSON WITH LIVED EXPERIENCE OF SUICIDE?✨"

"🚨This resource hits the nail on the head and puts lived experience of suicide right at the core of suicide prevention. Give it a share and spotlight something that means a lot to us this World Suicide Prevention Day. 🌱Commit to establish, embed, and sustain a lived experience informed culture. 🌱Conduct an audit of your workplace’s understanding of suicide and the lived experience of suicide. 🌱Seek specialist training to raise the Lived-Experience-informed suicide literacy throughout your organisation. 🌱Establish designated formal and informal lived experience roles. 🌱Partner with specialists in co-designing with people with lived experience to ensure your services are meeting the needs of the people you serve. 🌱Support people with lived experience to bring their insights to their role. 🙏HOW CAN MY ORGANISATION INTEGRATE & PARTNER WITH PEOPLE WITH LIVED EXPERIENCE?🙏 🙏Commit to establish, embed, and sustain a lived experience informed culture. 🙏Conduct an audit of your workplace’s understanding of suicide and the lived experience of suicide. 🙏Seek specialist training to raise the Lived-Experience-informed suicide literacy throughout your organisation. 🙏Establish designated formal and informal lived experience roles. 🙏Partner with specialists in co-designing with people with lived experience to ensure your services are meeting the needs of the people you serve. 🙏Support people with lived experience to bring their insights to their role."

✨Linking Suicide Prevention Strategies with Autism Strategies and Including the Autistic Community: A lived experience perspective✨

"A mother bereaved by suicide, who is an NHS suicide prevention advisor provides her recommendations when approaching suicide with an autistic person. 🔵Believe the autistic person. 🔴 Listen, really listen. 🔵Ask specific and clear questions. 🔴Give time for processing. 🔵Check that the autistic person has interpreted and responded to your questions. 🔴Utilize freely available guidelines and tools. 🔵Provide support that is flexible, personalised and tailored. 🔴Promote feelings of belonging, connectedness and self-worth." o.

The PEER Support Bill

🚨The US have announced released the PEER support Act. This is biiig news for the Peer Workforce! Come on UK, lets give this a big old shove toward the UK Government!

✨Development of an online suicide prevention program involving people with lived experience: ideas and challenges✨

"The challenges ❌Fear of stigmatization ❌Self-stigmatization ❌Insufficient information can lead to secrecy, ❌Reduced help-seeking, ❌Lower self-esteem, and lower self-efficacy among people affected by suicidality or suicide. The intervention 🌱An online suicide prevention program aiming to improve knowledge about suicidality and suicide stigma. 🌱Eight persons shared their lived experience of suicide in video reports by focusing on constructive ways of dealing with suicidality or a loss by suicide, conveying hope and encouraging people to continue living. Team members recommended 💡 Greater public and patient involvement from the application stage, as well as 💡More financial and 💡Greater awareness of personnel resources. While involving persons with lived experiences of suicide, it is important to consider that suicidality is 👉1. emotionally challenging, 👉2. a stigmatized issue, and 👉3. that the aspect of safety must be a priority. 👉A distinction must be made between the duty of care based on actual risk and inappropriate overprotection. 👉 Transparency, autonomy, and a clear structure appeared to be helpful."

✨What can be done to decrease suicidal behaviour in Australia?✨

"💡A call to action, which delivers a compelling argument for the use of lived experience expertise across the lifespan of suicide prevention. 💡Research and evaluation methods need to be broadened to truly recognise its value. 💡Instead of taking a piecemeal approach, the lived experience should become a central thread that connects all suicide prevention activity. 💡People with lived experience of suicide should be leading or co-leading the design and development of suicide prevention activities,Programs and resources. 💡Such as training programs for health professionals or data management systems for suicide prevention. 💡Lived experience insights should also strongly inform the development of new models of care, both for people experiencing suicidal distress and those who require support after making a suicide attempt. 💡This need is particularly pressing in the rapidly evolving crisis support space where the rollout of non-clinical models of care is dependent on a sustainable and supported peer workforce. 💡Talking to someone who understands what it means to be in crisis can be incredibly meaningful. 💡People want support from those who have had – and survived – similar experiences,” 👉- What are you doing in your area to put Lives Experience at the heart of suicide prevention?"

Being Prepared for Emotionally Demanding Research

Research on topics such as child sexual abuse can be emotionally demanding for researchers in ways that surpass many other lines of work. Burrell et al. draw on their own experience to offer recommendations that may help increase researchers’ resilience to these challenges .

Lived Experience of peer support programmes for suicide prevention a scoping review

"🌱Attending the groups was perceived as helpful as participants felt that they could talk freely about their experiences. 🌱Online peer support forums decreased the intensity of suicidal thoughts 🌱Using suicide messaging boards did not increase help-seeking outside the forums, however. 🌱Being actively listened to, 🌱Receiving empathy, 🌱And provision of alternatives to suicide helped increase connection to life. 🌱 Connection was seen as key 🌱Potential for online forums as a support hub for people with lived experience of suicide alongside face to face groups"

Lived Experience Leadership – mapping the Lived Experience Landscape in Mental Health

This work sets out the complexities of the concept of ‘Lived Experience Leadership’. It sets out where people with lived experience of mental ill-health, distress and trauma are leading in policy, research, activism, involvement, and much more, and identifies the challenges around this work (which may be paid or unpaid, formal or informal). It also considers what can be done to support and nurture ‘Lived Experience Leadership’ across a range of contexts.

Considering career pathways for peer support workers

"This thought piece will illuminate some initial ideas on developing a career pathway for peer support workers (PSWs), in line with aspirations set out in the NHS Long Term Plan. Commissioned by the Health Education England (HEE) Peer Support as part of the New Roles in Mental Health Working Group, this thought piece owes sincere thanks to a number of collaborating partners. These include: • Implementing Recovery through Organisational Change (ImROC); • Central and North West London NHS Foundation Trust; • the Pan London Trust Peer Support Leads group; • the London NHS Lived Experience Workforce Community of Practice; • the Cellar Trust; and • a number of independent Lived Experience Practitioners"

Lived experience leadership for organisation and systems change: A scoping review of concepts and evidence

The review has been prepared to provide evidence to the Activating Lived Experience Leadership Project (ALEL), which is a participatory action research (PAR) project undertaken by the South Australian Lived Experience Leadership and Advocacy Network (LELAN) and the Mental Health and Suicide Prevention Research Group (MHSPRG) at the University of South Australia. The role of the review is to provide an industry level scoping review which maps the key concepts and evidence informing this area.

To disclose or not disclose? Peer workers impact on a culture of safe disclosure for mental health professionals with Lived Experience.

This paper explores the impact of the Lived Experience workforce on the disclosure of lived experience by mental health professionals to their colleagues in their workplace and strategies that encourage disclosure.

Lived Experience practitioners and the medical model: World’s colliding?

This paper explores the perspectives of individuals working in lived experience roles to understand their experiences in these roles.

Recovery as a Lived Experience discipline: A grounded theory study.

This paper explores the potential of Lived Experience workers in contributing to the implementation of recovery based service delivery within the Australian mental health sector.

Recording Lived Experience – Guidance for recording victim/survivor stories

"Found this wonderful little resource by Queen's University Belfast which offers a guide to those documenting lived experience using video resources. Here's an extract- Motivations to recording lived experiences might include: 📽️ Giving voice and agency to victims and survivors ✨Capturing memories before it is too late 📽️Helping victims and others to place their experience and in particular their suffering in a broader context ✨Reaching out to sections of society that are typically underrepresented in existing 📽️representations of the past (e.g. women and ethnic groups on the margins of society ✨Contributing to family, local and national history and heritage 📽️Improving public understanding of the culture, values and perspective of a particular community or a social/ political / civic society group ✨Advancing the cause of broader societal reconciliation (increasing awareness and understanding of other’s perspectives)"

✨Developing a Peer Workforce for Eating Disorders Exploring the Evidence✨

"By the @NationalEatingDisordersCollaborative 📌Here's what the guide covers ✔️Purpose and Scope ✨Expert Advisory Group 💡Using this Guide ✔️A Personal Reflection on Peer Work Language ✨A National Focus on Lived Experience Evidence Review Process 💡Peer Work and Recovery from Eating Disorders ✔️Peer Work in Eating Disorders: What is the Evidence ✨Peer Mentor and Support Programs Programs in Australia "

"✨Promoting peer and lived experience support within the community's mental Health Transformation for Older Adults ✨"

"📌The guide includes 🔵If you are thinking about developing a peer support service for older adult 🔘Steps to recruit and support older adults in peer support and lived experience roles 🔵If you want to understand how policy and commissioning can enable peer support in community older adult mental health (OAMH) services 🔘If you have lived experience of mental illness and want to know more about what peer support in older adult MH services involves 🔵If you want to read about existing examples of MH peer support services for older adults"

✨Peer Support Work in Hospital: A First Person and Lived Experience Guide✨

"📌Themes of the guide were 🌿Feelings of being listened to, valued, accepted, heard, understood, and worthwhile. 💡Better experiences and satisfaction with care. 🌿Promoting a safe environment and feelings of safety. 💡Assisting with ward reviews, Mental Health Tribunals and appeals. 🌿Leading and encouraging people to engage in ward activities.• 💡Encouraging adherence to medication. 🌿Assisting with discharge and freeing up beds. 💡Insight into hearing voices, seeing things (hallucinations), and unusual thoughts or beliefs (delusions). 🌿Encouraging people to focus on their strengths and positives and build upon them. 💡Encouraging people’s skills and goals to offer a future in which recovery is planned for and achievable. 🌿Calming people having a panic attack. 💡De-escalating situations, intervening, and preventing the need for restraint by staff. 🌿Also preventing aggression/violence between people on the ward and toward staff 💡Listening and developing coping strategies and insight into trauma. 🌿Detecting/preventing suicidal thoughts. 💡Raising awareness of LGBTQ+ issues among staff (and in their interactions with LGBTQ+ people on the ward). 🌿Encouraging drug/alcohol cessation. 💡The benefits of PSWs taking people on escorted leave (especially when staff are too busy). 🌿Supporting people with unescorted leave, is especially helpful for those who are anxious about going out alone. 💡Encouraging physical exercise (walking, dancing, football, table tennis, basketball, etc.). 🌿Encouraging people to eat and self-care. 💡Empowering people to think about and resolve issues at home practically and pragmatically. 🌿Supporting staff when they feel overwhelmed"

"✨Service user, consumer and peer workforce - A guide for managers and employers✨"

"By @TePou 📌Heres what the guide includes 🌱Definitions 💡The national context 🌿National policy and frameworks 🌱The benefits of focusing on the development of the peer workforce: the evidence 💡Peer values 🌿Peer boundaries 🌱Peer roles 💡Types of peer services 🌿Peer practices 🌱Workforce capacity and capability 💡Organisational context and structures 🌿Competencies for the mental health and addiction service user, consumer and peer workforce 🌱Organisational policies and procedures 💡Recruitment 🌿Prerequisites 🌱Advertising for positions 💡Selection processes 🌿Job descriptions 🌱Work conditions 💡Workplace adjustments 🌿Managing the transition from service user to peer worker 🌱Self-disclosure at work 💡Wellbeing plans 🌿Orientation and training 🌱Preparation and training for non-peer colleagues 💡Joint orientation 🌿Line management and supervision 🌱Line management 💡Performance review 🌿Peer supervision for peer workers 🌱Peer supervision for managers 💡Implement, monitor and evaluate 🌿Service development and quality improvement 🌱Quality improvement 💡Exit interviews management"

"✨An eating disorder-focused peer workforce: Needs assessment✨"

"📌Key informant interviews findings ✔️Peer work currently available to people with an eating disorder in Australia 💡Group sessions ✔️One-to-one mentoring 💡One-to-one coaching ✔️Residential/hospital-based peer work 🔘 💡The need for increased investment in an eating disorder-focused peer workforce ✔️ Benefits of a specific, eating disorder-focused, peer workforce 💡Benefits for people directly experiencing an eating disorder ✔️Benefits for families and carers indirectly experiencing an eating disorder 💡Benefits for peer workers 🔘 ✔️Summary of findings and future directions 💡Overview of findings ✔️Creating the optimal conditions for eating disorder peer work 💡Expansion of infrastructure is required to expand the eating disorder peer workforce ✔️A lack of a strategic view and practice framework is restricting service delivery 🔘 💡Policy implications ✔️Increased funding is required to optimise what infrastructure does exist 💡Access to peer work is limited or restricted due to funding ✔️Access to peer work is limited or restricted due to low levels of awareness 💡Where there is awareness of eating disorder peer work, demand outweighs supply ✔️To expand the eating disorder peer workforce, further research is essential "

✨Working well together - Evidence and tools to enable co-production in mental health commissioning

"📌Here's what the guide includes 🌱Current context for co-production 💡Co-production: terminology and language 🌱Advancing mental health equality 💡How this document was developed 🌱The key principles of co-production 💡Solutions to the challenges of co-production 🌱Approaching and planning co-produced commissioning 💡Benefits of co-production 🌱Levels of co-production 💡Co-production: ‘It’s messy’ 🌱 Culture change 🌱Practising co-produced commissioning 💡The commissioning process 🌱Recruitment and engagement of people in co-production 💡Power dynamics when working together 🌱Communication and relationships in co-production 💡Measuring, monitoring and evaluating co-production 🌱Research recommendation Find the full guide here 👇"

"✨Lived Experience Leading The Way Peer Support in Mental Health✨"

"📌Research 🌱It would be helpful to examine the position of all types of mental health workers with lived experience – 💡Considering their support needs and what resources are available to meet these needs. 🌱At what point will they develop sufficient confidence to use their own experience in their practice 💡Both explicitly and implicitly to make them indistinguishable from peer support workers? 🌱It is interesting to reflect on whether such a point will be reached and if so, 💡What effect it might have on the essence of the peer support programme? 🌱Further work is needed to explore and describe the emergence of peer support workers and to consider what helps 💡And hinders the emergence and successful application of these roles both within statutory environments and user-led groups 🌱It is vital that we explore the development and potential use of measures 💡And key performance indicators that are both appropriate for peer support 🌱And can effectively measure its unique outcomes 💡It would be helpful to explore the key role of carers/family members about peer support ✔️Breadth of perspective 🔘There is a need to promote the importance of service user knowledge/expertise 🔵And service user-led organisations as this lies at the heart of peer support (building on existing work). "

✨Exploring “community” and the mental health lived experience landscape✨

."📌 By @NSUN (This is a brilliant report!) 🌱This report explores the meaning of “community” in the mental health lived experience landscape. 🌿It explores whether those with lived experience of mental ill-health, distress and trauma could be considered a “community” 🌱And also how the term “community” is assumed or forced upon us from outside. ✨Key findings of the research are grouped into themes – 🔵Defining “community” 💡“Community” is hard to define. Participants in this project meant different things by the term. 💡Categorising people as part of broad communities they do not identify with can be painful and alienating. 💡A focus on “community” can sometimes take a single-issue approach, invisibilising intersectional experiences of multiple marginalisation. 🔘Defining “lived experience” 💡breadth can also make it difficult to identify differing needs among those with lived experience. It can also individualise, depoliticise and sanitise 💡The vagueness of the term “lived experience” can be used to rubber stamp interests that are not our own. 💡it is harder to identify differing needs or analyse how power operates among those with “lived experience”. 🔵The “lived experience community” 💡Many people are excluded from identifying as having lived experience, 💡Particularly those whose experiences are criminalised, or for whom making a disclosure would be dangerous. 💡It is important that we have or are given space to be something other than someone with lived experience. 💡Tensions within the movement are exacerbated by funding criteria which miss the specificity of our work, 💡and are most likely to under resource groups doing liberatory organising, or facing multiple minoritisations. 🔘Uses of the term “community”: specificity, co-option, and co-production 💡 To evaluate the efficacy of our organising, it is important to get clear on what we mean when we use the term “community”. 💡“Community” can be used by the powers that be to make minoritised groups responsible for keeping each other well 💡While this work can be life-affirming, many of us would rather not have to be doing it all. 💡Those running co-production initiatives can capitalise on the breadth of the term “lived experience”, 💡Cherry-picking people they involve to tick a box of having involved “the community”. 💡Too little attention is paid to how “co-production” or “telling your story” can be harmful to people with lived experience. "

✨Psychosocial Hazards in the Lived Experience (Peer) Workforce✨

"📌By @MHLEP 🔘This report has produced seven recommendations for workplaces to consider in managing psychosocial hazards. 🔵Each recommendation is based in the lived experience of Peer workers with exposure to psychosocial hazards. 🌱1. Organisations engaging Peer workers should conduct a Peer-worker resourcing assessment to ensure 💡Peer workers have adequate career and training opportunities and are adequately resourced for the work assigned to them. 🌱2. Organisations employing Peer workers should ensure appropriate peer- based supervisory structures are in place. 💡This goes beyond professional supervision to including operational supervision so Peer workers can seek managerial advice from a suitably qualified person (a Peer worker). 🌱3. Workplaces engaging Peer workers should conduct mandatory training for all staff (including clinical staff) 💡To ensure they are educated and understand the role and practice framework of Peer workers in the workplace. 🌱4. Employers engaging Peer workers should ensure ongoing training 💡And development opportunities are afforded to the Peer workforce relevant to the skills and expertise utilised by the Peer workers. 🌱5. Employers engaging a Peer workforce should ensure lived experience is represented at all levels of the organisation. 💡Organisations should audit practices to ensure gender discrimination in recruitment does not exist, so systemic bias does not replicate itself. 🌱6. Employers should monitor workplace culture closely with particular focus on interdisciplinary engagements 💡And hierarchical barriers to collaboration. 🌱7. Ensure that workplace rules are applied fairly, consistently and in an unbiased manner. 💡Ensure there is a transparent grievance and appeal process, promote and encourage a positive and fair work environment."

✨Launching the Lived Experience in Policymaking Guide: Reflections on the principles, behaviours, and mindsets that underpin lived experience work✨

"✔️The guide is not another toolkit. 🌱Instead, it aims to make explicit some of the underlying principles policymakers might consider ✔️ To carry out effective and empathetic lived experience work. 💡What does it take for policymakers to do good lived experience work? 💡Why is it so important? 💡What are some of the behaviours and mindsets that underpin it? 🔘What the guide includes 🔵Context setting: Reflections from lived experience work 🔘Principles for lived experience work 🔵Final thoughts"

✨hashtag#We Are the Evidence Too - The views and evidence of people with lived experience of gambling harms✨

"📌Here's a snippet of what the report includes 💡Should there be effective affordability checks for anyone spending over £100 per month? 🔘How harmful is it to allow gambling advertising and sponsorship in and around sports and esports? 💡How harmful are free bet offers and bonuses? 🔘How harmful are VIP schemes? 💡How effective are safer gambling messages in adverts in preventing harm? 🔘Should all gambling advertising & marketing be banned the same way as tobacco?"

"✨Cultural, Lived experience and Identity Knowledge (CLIK) Guide Building an Intersectional Lived Experience Workforce in the Family Violence and Sexual Assault Sectors✨"

"📌Here's what the guide includes ✔️Why build an intersectional lived experience workforce? ❇️Structure and purpose Background ✔️Addressing workforce shortages ❇️Addressing barriers to employment ✔️Integration of evidence ❇️Embedding lived experience as part of intersectional practice ✔️Organisational readiness ❇️Organisational readiness and implementation science ✔️Organisational Readiness Checklist ❇️Elevating intersectional voices throughout the process ✔️Program Logic implementation ❇️Harnessing the knowledge and experience of existing staff ✔️Supported and intentional hiring processes for designated roles ❇️Ongoing support ✔️Review and evaluation"

"✨Reflective practice for the mātau ā-wheako consumer, peer support and lived experience workforce A guide for kaiwhakahaere/managers✨"

"Here's some of the being it's of reflective practice that the guide outlines 🌱 support and educate to ensure safe, ethical, and effective work practices 🌿 identify and address areas for competency development 🌱 minimise ‘peer drift’ where mātau ā-wheako CPSLE workers can be pulled towards adopting a clinical approach which may conflict with peer values 🌿 support mātau ā-wheako CPSLE workers to understand the best ways to use their own lived experience for the benefit of others 🌱 support resilience and responses to stressful situations 🌿 prevent burnout and vicarious trauma 🌱 support cultural accountability and development, reflections on own biases, and effectively working with people from cultural backgrounds that are different from their own 🌿 support culturally safe practices when working with Māori and application of Te Tiriti o Waitangi principles. 🌱 support effectively managing boundaries, confidentiality, dual relationships, and multi-layered relationships 🌿 set the culture for how mātau ā-wheako CPSLE roles are seen and accepted within organisations and support integration into organisations 🌱 identify areas for growth and career development 🌿 support exploration of and critical evaluation of new practices, developments, ideas, and perspectives related to mātau ā-wheako CPSLE workers20, 21, 22 🌱 enhance professional development through reflective practice, critical reflection, and solution-seeking skills." .

✨Five Principles of Perinatal Peer Support - What does good look like?✨

" ✴️This great guide covers these principles 🌱Good perinatal peer support is safe and nurturing ✴️Good perinatal peer support is accessible and inclusive 🌱Good perinatal peer support complements rather than replicates the work of clinical mental health services ✴️Good perinatal peer support provides opportunities for meaningful involvement of people with lived experience and peer leadership 🌱Good perinatal peer support benefits everyone involved, including peer supporters"

✨Voice and Lived Experience of Children and Young People Guidance for Practitioners✨

"🌱Talk to the child/young person about their life, likes & dislikes, hopes & dreams, worries & fears; 💡Children/young people must be seen alone as they may be inhibited from talking openly about their experiences by the presence of their parent or carer. 🌱Consider the location – children/young people may feel less inhibited about speaking if they are in a safe neutral setting. 💡Even if children/young people are too young to speak it is still essential that workers convey a sense of what life is like for them"

✨Peer Educator Handbook Your role and responsibilities as a Peer Educator.✨

"📌This guide covers 💡What is the Peer Education Project? 🌱Key terms 💡Key resources 🌱What are the benefits to taking part? 💡What will you be responsible for? 🌱What will you teach? 💡Tips on delivering a great lesson"

"✨Peer support roles in the mental health workforce - examples of current practice✨"

"📌What the report covers 🌱The New Mental Health Outcomes Strategy, Recovery and Organisational Change Learning from the Demonstration Sites 🔵The process of organisational change 🔘Transforming the mental health workforce 🔵The Peer Support Role – Job Descriptions and Person Specifications 🔘New Ways of Working 🔵Values and Ethics of mental health recovery and peer support 🔘Examples of job descriptions & person specifications for peer support workers 🔵Learning and Development for Peer Support Workers 🔘Current examples of peer support learning programmes 🔵Recovery Education Centres 🔘Preparing Your Organisation for the Introduction of the Peer Support Role 🔵How is peer support ‘friendly’ in your organisation? 🔘The importance of a clear framework for management and supervision 🔵Promoting good mental health at work"

"✨Centring Lived Experience: A strategic approach for leaders✨"

"📌What the guide covers What does centring lived experience meaningfully look like? 🔘Step 1: Prepare and explore 🌱Build buy-in to doing this meaningfully 💡Reflect on your current resources and capabilities 🌱Understand the specific strengths and needs of people 💡Learn from others 🔘Step 2: Define the ‘why’ and the ‘what’ 🌱Articulate your clear shared purpose 💡Decide how you will capture impact and learning 🌱Agree on a timeline 🔘Step 3: Develop your approach 💡What do we want the lived experience to influence? 🌱What type of involvement is right? 💡Who will make this happen? 🌱What skills will we need to develop or acquire? 💡How will you resource and fund this work? 🔘Step 4: Prepare for meaningful and safe delivery 🌱Ethical considerations 💡Ensuring you have diverse insight to draw on "

"✨He arataki ki ngā kaimahi mātau ā-wheako: A guide to the consumer, peer support, and lived experience workforce in mental health and addiction settings✨"

" 🔥By Te Pou 📌The guide covers - 🌿What is in scope for mātau ā-wheako CPSLE workers 🌱Benefits of mātau ā-wheako roles 💡Mātau ā-wheako roles ✨Key values - Tiriti-centric principles 🌿Challenges experienced by mātau ā-wheako CPSLE workers 🌱Mātau ā-wheako boundaries 💡A thriving mātau ā-wheako CPSLE workforce ✨Organisational development 🌿How to build organisational commitment 🌱Workplace culture Preparation and training for non-mātau ā-wheako colleagues 💡Recruitment and retention ✨Prerequisites 🌿Advertising for positions 🌱Selection processes 💡Job descriptions ✨Orientation and induction 🌿Joint Orientation 🌱Remuneration 💡Workplace adjustments ✨Managing the transition from a person accessing services to a mātau ā-wheako CPSLE worker 🌿Self-disclosure at work 🌱Wellbeing plans 💡Learning and Development Training ✨Professional development 🌿Line management 🌱Performance review 💡Reflective practices for mātau ā-wheako CPSLE workers ✨Mātau ā-weak reflective practice for managers 🌿Career pathways 🌱Information, research, and evaluation 💡Service development and quality improvement ✨Quality improvement 🌿Workforce development infrastructure 🌱Considerations for organisational policies 💡Networking opportunities ✨Commissioning considerations Access, choice, and referral to mātau ā-wheako services 🌿Planning and funding for the mātau ā-wheako CPSLE workforce 🌱Funding and accountability arrangements "

✨Experts by Experience; Guidelines to support the development of Peer Worker roles in the mental health sector✨

" 📌What the guide includes 🌱Defining peer support 💡Principles and values of peer support 🌱The peer principle 💡The helpers principle 🌱Empowerment 💡The case for developing peer roles 🌱The wiser experience 💡Cycles of change 🌱Common hurdles 💡Preparation and planning 🌱Taking stock 💡Recruitment 🌱Supporting peer workers 💡Developing and sustaining peer worker roles"

✨People Helping People: Peer support that changes lives✨

" 📌This report explores how peer support can help people focus on their assets and abilities 📌It brings together our practical learning and evidence on four models of peer support: 🌱Activity-based peer support where people learn new skills or share practical experiences in ways that create a context for mutual support between people with similar problems 🌱One-to-one support that is dedicated help offered on the phone and/or face-to-face by someone who has experienced similar circumstances, often sharing the same long-term condition 🌱Befriending through an informal but intentional relationship that may or may not centre around similar experiences, 🌱Often to support a transition from one stage of recovery to another Locality-based peer support organised around a community hub 🌱Or neighbourhood and focused on building strong, supportive and sustainable social connections. "

✨Autistic Voices Report captures local people's lived experiences✨

"📌The report reveals 💡Some of the challenges and long journeys that autistic people have faced to get diagnosed and find support 💡Highlighting very lengthy waits for assessments of three to five years. 💡One person said it had taken a decade to get their diagnosis because of the many barriers to getting help. 💡The difficulties autistic people experience in getting reasonable adjustments to help them stay in work and access health care. 💡How people have felt dismissed, excluded and misunderstood – with some suffering in silence for years. 📌Recommendations include 🌱Easier access to the diagnostic service Shorter waiting times for assessments and diagnosis 🌱More awareness of female autism 🌱Making sure healthcare staff better understand the needs of autistic people 🌱Better identification and treatment for autistic people’s mental health problems 🌱More support after diagnosis to give autistic people help with education, training, work, benefits and independent living 🌱Clear and up-to-date information on autism, local services and support – in digital and offline formats."

✨Role of the Peer Specialist ✨

"📌This short and snappy guide would be helpful for those who are new to the concept of Peer and what the core competencies are. (Written for a US audience, but most elements apply to all areas ☺️) 💡Peer competencies ✨Engages peers in collaborative and caring relationships 🌱Provides support ✨Shares lived experiences of recovery 🌱Personalizes peer support ✨Supports recovery planning 🌱Links to resources, services, and supports ✨Provides information about skills related to health, wellness, and recovery 🌱Helps peers to manage crises ✨Values communication 🌱Supports collaboration and teamwork ✨Promotes leadership and advocacy 🌱Promotes growth and development"

✨Peer Support for People with Dementia Resource Pack✨

"📌This guide includes 🌱Information about what peer support is and how different types of groups can support people with dementia. 🌱Why peer support can help people with dementia stay connected with their communities. 🌱Guidance and resources to help people who want to run groups for or including people with dementia. 🌱Some ideas for how you can tell if the group is doing well."

✨Co-production Guide Connecting and Realising Value Through People✨

" 📌This is a brilliant guide with a fan break down of info for key organizational, peer and community stances! The guide covers.. 🌱What we want to achieve 💡Co-production Persmeters 🌱Use of language and definitions 💡Co-production ambition for 2026 🌱Benefits of Co-Production 💡The Co-Production Pathway 🌱Six Principles "

✨Trauma informed workplaces for those with Lived Experience ✨

"📌Resources needed to support those who have experienced trauma in the workplace. 💡Awareness of toxic stress and trauma and how it affects workers and job seekers; and destigmatization of mental health realities. 🌱Resources to help workforce development organizations advance trauma-informed approaches in their own organizations and with clients. 💡Resources to help workforce development organizations work with employer partners on understanding and addressing toxic stress and trauma. 🌱Resources on race-related toxic stress and trauma tailored to employers and the workforce development field. 💡Case studies to illustrate examples of approaches and what works. 🌱Research on best practices and evidence-based practices with employers and in the workforce development space."

"✨Lived Experience Panels Consulting to Inquiries: Maximising Benefits and Minimising Harms✨"

"📌Eight key themes emerged from the two-day participatory workshop and the subsequent collaborative data analysi 💠Culture 💠Enhance collegiality and safety for lived experience panel members, inquiries should clarify organisational norms and promote a culture of inclusion. 💠Cultural integration of lived experience panels can help foster wellbeing and ensure their contributions are recognis ✨Trauma-Informed ✨To create a safe and secure environment and to minimise burnout and vicarious trauma ✨It is essential that inquiries implement genuine trauma-informed practices across every aspect of the inquiry work. 🌱Symbolism 🌱Lived experience panels can help instil public trust 🌱Must genuinely reflect the contribution of lived experience panel members to the work of the inquiry. 💡Role Clarity A lack of role clarity can lead to stress, anxiety and deskilling, whereas role clarity can reduce uncertainty and help people feel a greater level of confidence in their work. 💡Role clarity can also help prevent conflicts that may arise from misunderstandings or overlapping responsibilities. ◾Skill Recognition ◾It is important that recruitment for these roles assesses the complete skillsets of applicants and that once people commence lived experience panel work ◾And that their full range of skills and experience is utilised. 💠Trust 💠Within legal limits, an atmosphere of transparency, respect, and open communication. 💠This can ensure that panel members feel heard and respected throughout the inquiry process 💡Training and Support 💡Lived experience consultants may also be well-placed to provide training to staff. 💡For example, on how to minimise re-traumatisation and communicate effectively with other survivors"

✨Evaluation of the national suicide prevention leadership group✨

"📌Check out this excellent review by SAMH, Samaritans, Scottish Government, COSLA, Penumbra, Change, The Lines Between and Change. The review covers 👇 🌿Recruitment of the panel 🍁Induction and training of panel members 🌿Support, Boundaries and safeguarding 🍁Panel meetings and communication 🌿Involvement and interactions 🍁Impact 🌿Future considerations"

✨Co-production and quality improvement – a resource guide✨

"Here's a summery of key themes 👇 🌱Strong leadership and culture change 🌱Being comfortable with the uncomfortable 💡Starting from what matters to people Defining the questions and solutions together. 🌱Co-production at the heart of QI Exploring the opportunities and challenges. 💡Improvement focuses on improving experiences of care. 💡Rewarding people with proper reimbursement or development opportunities. 🌱Power sharing 🌱Being curious about resistance and valuing all feedback. 🌱Reflexivity on the process not just outcomes. 🌱Identify and explore hidden power. 💡Nurturing capability 💡Systematic capability building for staff and people with lived experience, including learning together. 💡Avoid relying on a small number of key people; build sustainability. 💡Network building and knowledge sharing. 🌱Community, system and organisational alignment 🌱Connect with community assets and be responsive to community-initiated ideas. Promote and lead capability at system level. 🌱Improving experience of care and co-production are fully aligned within the organisation."

✨Research Involvement Groups: Recruitment Plan Checklist✨

"📌By The McPin Foundation 🔥 💡The guide covers - 🌱Things to consider before opening recruitment 🌱Things to consider before reviewing applications 🌱Things to consider when reviewing and selecting applicants"

✨Public involvement in mental health research✨

"📌Not even going to earmark any of it in particular to focus on - it's all fabulous! It includes - 🌱Setting the scene 🌱PPI roles and skills: summary 🌱PPI roles and skills: case studies 🌱Key ingredients of PPI 🌱Problems in PPI 🌱10 tips for patient and public involvement work"

✨My Voice Matters - A guide for people who want to share their lived experience✨

"📌(There's a particularly good section about where to find opportunities on page 16) 🌱Why get involved? 💡What about expenses and payment? 🌱What types of organisations want people involved? 💡What's in it for me? 🌱Am I an expert by experience? 💡What are the downsides? 🌱Things to consider 💡What to expect 🌱Your handy checklist 💡Tools to help 🌱Where can I find opportunities?"

✨Gathering lived experiences - a guide for anyone supporting people to share their stories of mental health and suicide✨

"✨By the Scottish Recovery Network 📌The guide covers 🌱Why we want to celebrate lived experience 💡Safe sharing 🌱Wellbeing when sharing personal info 💡Where people can share their experiences 🌱What happens after sharing 💡Additional resources and support "

✨A Guide to Sharing Recovery Stories✨

"✨By the Scottish Recovery Network 📌This great guide covers - 🌱The benefits of and values underpinning the collecting and sharing of recovery stories 💡The role of recovery story-sharing facilitator. 🌱Ensuring a positive, safe experience for all 💡Getting consent for the sharing of stories more widely 🌱Different tools and approaches to collect and share stories (We particularly like the underlying values on page 4!) "

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