1.There is something so heartening about seeing a Tweet that acknowledges that the issues #LXPs have are real & they do have an impact. Because discrimination usually isn’t acknowledged #LXPs never get to hear the words “I’m Sorry” as a genuine apology as opposed to being in the>
https://twitter.com/mianthrope/status/1413967617199464449
2. context of ‘your perception’ being skewed or ‘your feelings’ being hurt, which is like a backhanded way of being told that the way you are being treated is caused by you & not the people doing it to you. It places fault back with you, rather than being the responsibility >
3. of people accountable within organisations to change discriminatory behaviours. It lets people who lead organisations off the hook if there’s no acknowledgement an issue exists, because then there are no national campaigns to appease, no pesky equalities targets to reach. >
4. The most sinister impact of telling #LXPs that the discrimination they face is their own ‘perception’ is that it has insidious undertones of pathologisation, especially for service users managing psychosis or trauma that includes a different perception of reality as a symptom>
5. The issue of gaslighting #LXPs is a very real and very harmful one. There is also the high risk of colleagues abusing power, whether unconsciously or maliciously. But staff can help #LXPs by listening to & validating their experiences of discrimination in the workplace. >
6. Colleagues can also ensure that they do not stand by and be complicit when these instances of discrimination take place. Back up your #LXP colleague, even if you can’t stop the exclusion or discrimination. Many LXPs are isolated from colleagues in their discipline, so doing >
7. this can be invaluable. I wish that I’d had colleagues within teams I’ve worked in that I could have relied on. This won’t cure the issue, but it may be what helps your colleague survive it at work. The issue of stopping discrimination lies firmly with people leading in these>
8. organisations to ensure that they develop systems & structures alongside #LXP consultants who are experienced and trained in this area, paying them equally & Sharing decision making power with the staff they are working with. There is no excuse to use unpaid service users who>
9. have no experience of #LXP work, the discrimination faced, the specialist types of supervision needed, the structures and systems that need to be in place to support this and the specialist nature of some LXP roles, meaning that training and CPD is a factor to include. >
10. The very use of unpaid service users or #LXPs who are new in post, untrained or inexperienced in this area & are not given shared decision making power is that they will not have the knowledge to ensure that these aspects are in place, or the power to do this. They can more >
11. easily be used to rubber stamp an initiative than an #LXP consultant trained to work in this area, whose job and professional reputation will include ensuring that necessary structures are in place and will ask tough questions when necessary. The result of not doing that is >
12. #LXPs who then have to work under inadequate structures that unpaid service users or early career LXPs have been used to rubber stamp WILL lead to distress, high staff turnover, leave LXPs vulnerable to discrimination. I’ve seen my colleagues hospitalised over this. >
13. I’VE been hospitalised due to the impact of inadequate structures and experiencing discrimination, in my attempts to try to draw attention to and change this. I am very aware that one day, these issues could cost someone their life. That could have been one of my colleagues >
14. It could have been me. So please, please - those of you who have read this far, actively think about how you can support your #LXP colleagues in the work they do. You never know what a difference you may be making or how much that person may need that. >
15. The tweet I shared at the beginning of the thread by @Mianthrope is a great example of the right way to respond. He acknowledged #LXP discrimination was real & that it had a real impact. He apologised. He talked about there being a long way to go and actively working on it >
16. However, it has to be acknowledged that @Mianthrope isn’t responsible for the structures and discrimination, so although the apology is kind, it is not coming from those ultimately responsible for this. The reparation - the future change, is also in their hands >
17. Discrimination towards #LXPs is not something that is unique to ‘bad’ individuals, ‘bad’ organisations or even ‘bad’ areas. It is very much a universal issue, like any other type of discrimination, and needs awareness and active work to address it. >
18. Leaders, we need you to step up and recognise the discrimination your Lived Experience Professionals #LXPs face. We needs you to be aware of the additional risk of gaslighting that comes with being open about a mental health diagnosis >
19. Leaders, we need you to put aside egos. We need you to give up power and start sharing power with #LXPs. That is what co-production is, a sharing of decision making power. That means us designing our own structures for working & support >
20. Leaders, if you really are serious about coproduction with Lived Experience Professionals #LXPs, you will employ us through all levels of hierarchy in your organisation. From your Exec & non-Exec Board members through to apprentice Peer Support Workers. It will happen ✊🏻✊🏽✊🏿
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