Effective Peer Employment Within Multidisciplinary Organizations: Model for best Practice

This article outlines a study aimed at identifying organizational practices and policies that ensure effective peer employment in multidisciplinary organizations. This study was used to develop best practices for peer employment and organizational change and adoption of recovery-oriented person-directed services. Article includes interactive working model of best practices, ensuring whole of organization approach to supporting peer employment. From Human Resources engagement, having peers in senior positions/peer-led supervision, to whole organization training, we see ways or ensuring not just peer inclusion, but full support for effective employment of peers in all levels of an organization; we see how peers voices can be used to develop programming, and ensure it honours recovery-oriented models of care.

Key findings related to emerging/promising principles for engaging PWLLE:

• Peer employment has shown to be effective in improving outcomes for folks accessing services-reduced hospital visits, increased happiness with service provision, increased client autonomy, increased hope and motivation.
• Holistic approach-emphasizes hope, autonomy, informed choice, and connection.
• Shift from medical orientation towards valuing lived experience, personal recovery, and person centered/directed support.
• Peer work is essential not optional-it should be woven into everything done, with intention!
• Transparency
• Openness to change
• Meaningful collaboration

Key findings related to emerging/promising practices for engaging PWLLE:

• Changes in organizational structures and strategies-staffing structures (peer leadership/supervision), strategic priorities, and development of policies and procedures to facilitate supportive workplace culture, and combat resistance.
• Should be top-down, and bottom-up.
• Must include financial investment into peer positions

Key finding on policy:

• Importance of having policies and processes adapted to preserve the integrity and authenticity of peer roles
• Peer supervision and leadership by peers
• Training and professional development

Key Findings Related to Implementation Approaches:

Funders sometimes increase barriers to peer employment due to a lack of understanding about peer work, which creates difficult to do authentic peer work. Ensure all levels of employees and employers receive training, ensure the value of peers is in all policies and procedures, through all areas of a centre, so that the culture of an organization is one of openness that values the contribution of peers.

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