Peer support began over a century ago. Hospitals hired recovered psychiatric patients to assist as staff. De-institutionalization of patients from psychiatric facilities began in the 1960s and 1970s. Some released patients sought support within peer groups. In the 1980s, some peer groups expanded as independents. Others joined agencies such as the Canadian Mental Health Association and the Mood Disorders Society of Canada. ~ Excerpt from The Evolution of Workplace Mental Health in Canada —Toward a standard for psychological health and safety | PDF
Peer support grew, in part, as a grassroots backlash against a clinical system that wasn't adequately serving people with mental health and addiction challenges. The peers felt they could help themselves and each other with more compassion. They also believed their groups offered more effective support than the formal medical system. Recognition of the value and effectiveness of peer support grew. Organizations helped individuals with conditions such as:
- Alcoholism
- Multiple Sclerosis
- Cancer
- Heart conditions
- Diabetes
More recently there have been advancements in peer support within workplaces that are leveraging this model to support both employees who may be experiencing mental health issues and the overall organization. These developments include structured and supervised programs within workplaces that train and/or certify their peer supporters to adhere to ethical and practical guidelines. These programs are as much for organizational success through reduced absenteeism and disability as they are to provide assistance to help employees access effective resources.
Shaleen Jones, former Executive Director of Peer Support Canada, said peer support can be linked to:
- An increase in patient-centered care
- Patient-oriented research
- Increased awareness that those with lived experience have a valuable perspective
More recently, workplaces are making advancements in peer support. These developments include structured and supervised programs within workplaces. They train and/or certify peer supporters to follow ethical and practical guidelines. These programs help employees experiencing mental health issues to access effective resources. They also contribute to organizational success through reduced absenteeism and disability. Peer support can also benefit the organization as a whole.
The Mental Health Commission of Canada (the Commission) describes the role of peer supporters as providing emotional and social support to others who share a similar experience. The Commission released a report called Making the Case for Peer Support in 2010, and in 2013 published the Guidelines for the Practice and Training of Peer Support |PDF (the Guidelines). The Guidelines outline the principles of peer support. They also identify the skills and acquired abilities for peer supporters.
Stéphane Grenier's story is particularly relevant to the evolution of peer support in a workplace setting. He struggled for years following his return from deployment in Rwanda, where he served from 1994 to 1995. He was eventually diagnosed with post-traumatic stress disorder and depression. The traditional care model available to him and many of his colleagues wasn't enough. Conversations with those with similar experiences gave him hope. They also offered a pathway to his own recovery. These interactions emphasized the importance and value of social support in the workplace.
Grenier went on to establish the charitable organization Peer Support Accreditation and Certification Canada (PSACC), which used the Standards of Practice developed at the Commission to create a credentialing process to help elevate the practice of peer support in Canada as a complement to clinical care. PSACC, which is now known as Peer Support Canada, has developed a robust certification for Peer Supporters and Family Peer Supporters.
The Commission seconded Grenier from his position with the Canadian Military. He led the initiative that produced the Guidelines and national standards of practice for the field of peer support. The standards identify the requirements needed to effectively provide peer support services with due care and skill, in a variety of settings. The Standards include:
- Knowledge
- Competencies
- Experience
- Code of conduct
Grenier went on to establish the charitable organization Peer Support Accreditation and Certification Canada (PSACC). The organization used the Standards of Practice developed at the Commission. PSACC created a credentialing process to help elevate the practice of peer support in Canada as a complement to clinical care. They developed a robust certification for Peer Supporters and Family Peer Supporters. PSACC is now known as Peer Support Canada (PSC).
Grenier emphasizes that a peer supporter is a person who carefully shares their lived experience to:
- Connect
- Listen
- Relate to and support someone in a similar situation
“A peer support relationship is founded in mutual support and understanding, and this in itself serves to establish a very powerful means to empower a person who isn't well. The notion is that if the Peer Supporter was able to recover, the peer can find hope and leverage this in their own recovery. Hope is a very important factor," Grenier says. He adds that a carefully selected and trained peer supporter is often the only person capable of providing such hope.
Many individuals in workplaces hold a negative view of mental health problems. Stigma often exacerbates the condition. A Peer Support program is a tangible means to support employees. The program also directly addresses the stigma or discrimination related to mental illness. Grenier says, “Imagine a workplace that enables employees who have lived experience to support others while at work." He explains that when an employee experiences mental health challenges, they:
- May be able to remain at work
- Are valued
- Know it's okay to be human at work
He adds that workplaces should definitely look into Peer Support to:
- Better support employees
- Reduce Long-Term Disability (LTD) and Short- Term Disability (STD)
- Introduce primary prevention programs in the area of mental health
Peer Support Canada has recently joined forces with the Canadian Mental Health Association (CMHA). Shaleen Jones is the National Associate Director, Peer Support, CMHA. She says, “Working under the umbrella of CMHA, Peer Support Canada connects peer supporters and organizations." She adds that PSC helps to share information and to build capacity for peer support.
Jones says a Peer Support program alone can't solve all the challenges in a workplace. This is especially true for those not committed to psychological health and safety. “However, when a Peer Support program is developed in a way that’s consistent with the organization’s culture, mission, clientele and has the support of a champion at the leadership level, it can be transformative,” she says.
More information is available at www.peersupportcanada.ca.
Additional resources
- Peer supporters. Learn about reaching out for or becoming a peer supporter in the workplace. Peer supporters draw on their life experiences to help those facing similar challenges.
- Peer support programs. Develop a peer support program as part of a psychologically safe workplace. Learn strategies from experts in the field to enhance your success in this area.