1. I’ve been reflecting on the nature of working relationships #LXP staff have with other team members. The nature of open diagnosis for the role means that most see SU first & colleague second, if at all. It makes it impossible to develop the same level of working friendships >
2. which most ppl have a chance to develop. The relationship is based on placating rather than equality. The #LXP experiences smiles, nods or silence when challenging poor practice. No challenge back, because they have no power and are not worthy of the effort of challenging. >
3. The placating and false smiles can have a much darker impact on #LXP staff. A belief that they have developed real working relationships & friendships with staff, that they are respected and cared for, can develop. This is NOT because they have attachment issues, are needy >
4. or have issues. It’s because making friendships is what happens at work & when most have experienced working environments before they accept this as the norm. They don’t realise that the working relationship with them is a therapeutic one in the minds eye of their colleagues >
5. with the great big barrier ands fake placation that comes with it. The fake placation goes beyond the barriers you are open about when you keep work & home separate. How are #LXP staff to know the difference? In other ends of the extreme, some LXP staff describe being left >
6. out of staff social events. Their status as a SU is one that is very obvious to all. Colleagues turn away, avert their eyes if they see them in the street. Both ends of the extreme are extremely hurtful, whether overt or covert. Personally, the covert has hurt most, as with >
7. overt bigotry and saneism I have known where I have stood. The grief that goes alongside learning your treasured working ally(s) have covertly upheld the same beliefs but disguised them can be so damaging. It is disorientating & blinding to the gaslighting it is. >
8. I am in in various minds as to how dark this is, how deep the conscious saneism & bigotry is vs. the unconscious, where it is so normalised ppl cannot see it or the damage it causes. The telling thing is that when it is pointed out, ppl do not listen, instead blaming the >
9. #LXP’s diagnosis for their legitimate raising of issues of being treated differently to other staff - both Institutional Saneism that is not addressed & bigotry on the part of colleagues. How long can people blame either their #LXP colleagues ‘pathology’ / their own ignorance>
10. for this? It needs to stop 🛑 ✋#LXP staff are equal to the people they work with and are deserving of the same respect.
1/ Oh dear @laurevans311. Methinks u have missed the point entirely of what staff working in the Lived Experience Professions do & range within the discipline. We actually use the insight from lived experience and work from an experiential lens. Did you know we have Professors >
2/ Lived Experience Researchers, Academics, Lecturers, Organisational Change Agents, Service Design Consultants, Trainers, Facilitators, Service Leads, Peer Workers? @ImROC_comms train their Peer Workers with a BSc Module. I have an MSc in ‘Personality Disorder’ I use to work >
3/ with ppl who have complex MH/trauma/distress, to design services, undertake research, challenge discrimination & stigmatising attitudes amongst staff towards them. A bit like the bigotry displayed in your post and by the 124 uneducated ppl who liked it. Have you ANY idea of >
So, #CatTwitter - #Cannabidiol for cats? Daisy has started p***ing (not spraying) on the bed again & we have a feeling she’s not happy vs. ill because she’s had antibiotics from the vet already which stopped it for a few weeks and now it’s happening again. Since #CBDoil is >
> supposed to be good for unrinary tract infections, anxiety/depression, pain, anti-inflammatory etc, it seems like it could help with lots of potential causes of the p***ing the bed. It was just the bed, but when we shut her away from the bedroom she p* on the sofa. We have no >
> idea if it’s physical or psychological. She’s 16, never done this before, we got her tested and there was a slight indication she may have had a UTI, this seemed to get better with a course of pill antibiotics (just after a course of liquid antibiotics because of a chest >
TULIKAAAAAA!!!!!!! Aside from being excited at seeing a fellow Twitterati on a Podcast - the content - addressing structural racism through activism whilst working inside the NHS is inspiring. I’m considering leaving #LXP activism behind as it’s left me so harmed. Will listen🙏🏽❤️
I just listened to @TChiarletti1 podcast on Emotional Labour, Race & the NHS - it was excellent. It was also hard to listen to. I drifted off and wept, realised I’d scratched my skin so hard I’d drawn blood. Very close to home and particularly pertinent on taking care of >
> yourself because otherwise the system will destroy you. Seeking out support and understanding your place within it, what you can do. The consequences of raising issues - being positioned as a troublemaker. Tulika positioned herself by taking into account her background, her >
1. Check out this great thread. Here is my own experience in this area. I have an MSc in working effectively with people diagnosed with ‘personality disorder’. This includes service design & critically using various models to inform this, ie. all systems analysis, org change >
2. group theory etc AS WELL AS ensuring needs of SUs met first. Studying as an LXP was f* hard because there was the need to constantly critique this through an experiential lens rather than the tried & tested other disciplines who have loads of academic resources to rely on. >
3. We also had to factor in issues such as the contested and western lens diagnosis designed by people from a certain demographic, how it impacted on people on end users from another demographic and intersectionality. We had to justify our positions academically and demonstrate >
1/Surely this indicates an overt example of discrimination - in this instance, saneism- against #LXP Peer Support Work roles? Is this discrimination on the part of #AgendaForChange#A4C or is it unscrupulous managers writing job descriptions that use keywords to dumb down roles?>
2/This is why we need #LXP senior roles so that we have recruiting managers who work within our discipline who understand the different levels of skillsets required for each type of job & ensure that these aren’t belittled by conflicting internal agendas. Presently no structures>
3/are in place in most organisations to prevent this and #LXP staff are at the mercy of benevolent individuals rather than a robust system to protect them from discrimination in the workplace structures & working environments. That just isn’t good enough. The other issue is that>