Use this list of five takeaways from AWC’s Labor Relations Institute panel on the importance of employers providing mental health services and support to first responders. Use these takeaways as you review your entity’s mental health services.
- When you engage with potential care providers, use due diligence to ensure they are culturally competent clinicians. They don’t need to be a former police officer, but ensure they are comfortable with the content of public safety work, and they are open to treating officers. Where to start? The Fraternal Order of Police have developed a checklist to review as you vet potential providers.
- Words can undercut actions. Ensure your command staff are intentional with their communication about seeking treatment and help. Leading by example is a great way to positively reinforce intentional messaging on this topic.
- For small agencies and jurisdictions, think outside your borders. Blended peer support with fire and police departments helps increase availability of resources. As the panel pointed out, on significant calls multiple agencies will respond, so you will need a larger support network to help all those engaged in such incidents.
- Don’t create unintentional barriers to your support programs. The panel used the great example of Fit for Duty exams. These exams are important and have their place, but often they are used as a default because we don’t know what else to do for those needing help. Fit for Duty exams should not be substituted for more precise and beneficial mental health services.
- Broaden the circle of support. The panel talked about the benefit some agencies are seeing by involving and engaging the families of their officers. When new officers are onboarded, meet with the family and educate them on the available services, and give them information on the signs of the need for it.