Peer Support Programs

Guest ContributorSeptember 24, 2024September 24, 2024Post a Comment

Leading up to our Mental Health in the Workplace virtual conference on October 9, we’re providing additional resources on workplace wellness programs to support employees. Here is a helpful resource from Workplace Strategies for Mental Health covering the benefits of offering a peer support program as part of a psychologically safe workplace.

Peer support is a safe place for an employee who is struggling to speak with someone who has experienced a similar issue. The role of the peer supporter is to encourage the individual to reach out for effective help and promote hope, empowerment and recovery.

Peer support programs are becoming a common part of an overall approach to psychological health and safety in the workplace. Workplace Strategies for Mental Health asked experts what employers need to know to launch their own program.

Overview of Workplace Programs

Employers who implement structured peer support programs train qualified employees to assist other employees who are struggling with mental health challenges or illnesses. This approach has been evolving as a strategy to support psychological health and safety.

“Peer support work is rooted in a trusting relationship between a person who is currently struggling and looking for assistance and the peer supporter whose personal history allows them to understand, support, and above all model a sense of hope,” says Peer Support Canada.

It isn’t exclusively for those who are seriously ill or have a diagnosis of a mental illness. If someone is struggling with work, relationships, or everyday stressors in their life, a peer supporter can help them find the resources to manage their overall well-being. This doesn’t replace professional support through human resources, occupational health, benefit providers or doctors. Because they have recovered from a similar experience, the peer supporter can uniquely provide emotional and practical support. They can also encourage use of professional resources.

Organizations launch a peer support program for different reasons. It may be that there are employees with mental health issues who can benefit from training as peer supporters, or employees who can benefit from peer support. It may also be that peer support is part of an effective psychological health and safety strategy.

Kim Sunderland, a peer support and workplace mental health consultant and educator, shared, “Peer support can be for anyone and anything. It can help with a tough work experience, challenging relationship issue, addiction, or a mental health challenge.”

“The mental health system can be complex with delays in getting care; this is a way to help keep employees functioning and at work,” Added Shaleen Jones, former Executive Director, Peer Support Canada.

Key Considerations

The following are key considerations before and during implementation of a peer support program:

Support by leadership and internal champions is necessary to sustain a successful peer support program.
Create a clear and measurable business case for implementation and revisit outcomes regularly for continued support.
Integrate ongoing two-way feedback with peer supporters for continual improvement.
Ensure alignment with the organization’s existing objectives, goals, culture, values, and mission is integrated with the approach.
Consider the approach that’s right for your organization.
- Internal peer supporters – Peer Supporters from within your organization provide the distinct benefit of knowing your organizational culture and having a similar work experience to those they will support. This means they are more likely to also help with productivity and workplace concerns.
- External peer supporters – Peer supporters may also be available from associations such as Canadian Mental Health or Mood Disorders. They may not be familiar with your workplace but can provide personal and emotional support for your employees.

Organizational Benefits

Experts report organizational benefits, including:

Providing a cost-effective approach to help promote and sustain a culture of wellness.
Addressing issues such as denial, shame, or secrecy about mental health problems by providing non-judgmental support for employees who are struggling.
Reducing feelings of isolation that professional medical treatment alone may not offer.
Overcoming obstacles to sustaining productivity during times of mental health challenges.
Removing barriers to inclusion for employees with mental health issues.
Having additional support at the time of return to work.
Helping to reduce absenteeism and disability through early identification and access to helpful resources.
Potentially increasing effective usage of employee assistance programs because users may reach out for help earlier.
Improving employee morale through recognition that their employer cares about their well-being.
Increasing manager comfort in addressing employee issues through the assistance of a peer supporter.
Increasing employee retention and engagement.

Individual Employees and Their Loved Ones

Peer support can be a step towards recovery. Benefits for those accessing the Peer Support program as well as those who support them can include:

Sharing concerns in confidence with a safe, compassionate person, who has experienced something similar.
Hearing how others have coped and survived their journey through recovery.
Finding authentic validation and support.
Connecting to resources that have worked for others in their recovery.
An opportunity to connect with and learn from the experience of those who also have loved ones living with mental health challenges.

Learn about reaching out for or becoming a peer supporter in the workplace at peer supporters.

Additional Resources

Thank you to Workplace Strategies for Mental Health for letting us share this helpful information with our benefits community. Contributors include: Brian Hansell, Don Mahleka, Dr. Ian M. F. Arnold, Hayley Peek, Kim Sunderland, Mandi Luis-Buckner, Mary Ann Baynton, Shaleen Jones, Tom Barnett.