Peer Input on Indigenous Regional Peer Coordinator Positions

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

• PEERS AS EXPERTS – expertise is valued by recognizing peer’s interest, placing emphasis on their voices, and providing fair and equitable compensation
• EQUITY – peers experience barriers, discrimination and differences in relationships, compensation and health due to the social positionality of people who use drugs in our society. Promoting equity requires acknowledging these factors and addressing them, and restructuring power differences in decision making.
• DIVERSITY – peers are not all the same and have a range of different voices and experiences that need to be heard.
• TRANSPARENCY – acknowledging successes and failures. Providing evidence and rationale for decision-making, revealing power dynamics, and providing honest and forthcoming explanations for processes and outcomes.
• ACCOUNTABILITY – peer engagement practitioners must take responsibility for their decisions and actions and provide rationales for them.
• SHARED DECISION-MAKING POWER – recognizing and addressing differences in power in decision-making tables is key to the success and validity of voices in peers’ engagement work.
• INCREASING CAPACITY – key to concrete skills, knowledge, goals and confidence in peer engagement.

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

Recruitment Strategies for Peers

• ENGAGE WITH PEER NETWORKS AND ORGANIZATIONS – focus should be on developing relationships with the peer organizations, not simply using the networks for recruitment, laying the foundation for a long-term partnership. Use non-traditional methods of outreach – posting in business and communities, word of mouth

Supports for peers during application process

• A NON-TRADITIONAL APPLICATION PROCESS – preferred by peers who rejected the desire for a formal interview
• APPLICATION SUPPORTS – provide assistance with resume writing and preparing for an interview.
• SUPPORT THROUGH THE CRIMINAL RECORD CHECK – It needs to be made explicit in the job description that having a criminal record does not exclude you from being hired for the Indigenous Regional Peer Coordinator position

Job description of the Indigenous Regional Peer Coordinator

• LANGUAGE IN THE JOB DESCRIPTION NEEDS TO BE MADE ACCESSIBLE – for all literacy levels
• BE EXPLICIT ABOUT THE QUALITIES YOU ARE LOOKING FOR – peers emphasized the importance of key qualities in successful Indigenous Regional Peer Coordinators, such as being non-judgemental, supportive, harm reduction focused, and collaborative
• OUTLINE THE REGIONAL CONTEXT
• EXPLAIN THE TEAM STRUCTURE – Peers said they would like to know the roles and responsibilities of other team members, the reporting structure, and how their role fits within the mandate of the broader health authority
• BE EXPLICIT ABOUT THE POSSIBILITY OF AN EXTENSION – some peers do not want to go through process of navigating some period of work
• HOURS OF WORK NEED TO BE FLEXIBLE/ TERMS OF PAYMENT NEED TO BE FLEXIBLE
• ACCOUNTABILITY SHOULD BE MADE EXPLICIT – in the job description
• BE EXPLICIT ABOUT TRANSIT AND MOBILITY – reimbursement process

Key Findings Related to Implementation Approaches:

Supports for Indigenous Peer Coordinator Role

• Structural supports should be made available for peers transitioning into full time employment (help set up bank account)
• Develop a provincial peer capacity building training curriculum (in order to support peers to develop existing skills and learn as they grow)
• External supports and mentorship from peer organizations (should feel comfortable in seeking assistance)
• Extended benefits must be made immediately
• A regular indigenous regional peer coordinator meeting – helpful to identify common issues, strategize solutions, and support one another
• Trainings on trauma-informed care, cultural safety, and harm reduction important and necessary

Accountability during implementation

• TREATED EQUITABLY
• DEMONSTRATE AN UNDERSTANDING OF PEERS’ LIVED EXPERIENCE – build relationships with local peers
• GET TO KNOW PEERS AS PEOPLE
• INVOLVE PEERS IN DECISION-MAKING
• WRITE COLLABORATION WITH PEERS INTO THE JOB DESCRIPTIONS OF HEALTH AUTHORITY STAFF in order to normalize peer involvement in the health care system
• HOLD SPACE FOR SELF-CARE FOR INDIGENOUS REGIONAL PEER COORDINATORS
• SUPPORT FOR FINDING MEANINGFUL EMPLOYMENT WHEN THE POSITION ENDS