AbstractEAP’s have been in existence for over 70 years in a variety of forms. Historically EAP’s were designed as internal programs for employees of many large private and government agencies. Much like many other services, internal EAP’s program services were “contracted out”. Maintaining a thriving EAP requires some thoughtful, creative and dogged approaches which include culturally aware mental health practitioners offering on-going marketing interventions. Mental Health practitioners need to embrace the resistance (or learn to go with it) of the “crazy” stigma, build relationships and grow some think skin. EAP’s working in and with the First Responder community must become familiar with their jargon, work/ life challenges and unique stressors of the professions. Firefighters/paramedics work 9-10, 24 hour shifts per month, communications operators work 12 hour shifts and law enforcement may work 8, 10 or 12 hour shifts absorbing trauma after trauma. Additionally, navigating the administrative/bureaucratic nonsense, disappointment and stressors of the profession often diminishes the first responders’ sense of hope and justice. Recognizing how trauma exposure corrupts their core values of life and frequently adversely effects their relationships, health and longevity. Suggestions are offered about how to get invited into “the club”, maximizing your influence and providing culturally competent interventions.
SponsorsBroward Sheriff’s Office
Rights/TermsAttribution-NonCommercial-NoDerivatives 4.0 International
Allied health personnel
Identifier to cite or link to this itemhttp://hdl.handle.net/10713/20059
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Except where otherwise noted, this item's license is described as Attribution-NonCommercial-NoDerivatives 4.0 International