@article {bnh-7869, title = {Sexual Orientation and Prevalence of Mental Health Difficulties among Emergency Services Employees}, journal = {Journal of Affective Disorders}, year = {2021}, month = {02/2021}, abstract = {

Background

LGBQ+ people (Lesbian, Gay, Bisexual, Queer) are at-risk of discrimination and developing mental health issues within general populations. Limited research has assessed their mental health in emergency services occupations, a population which are known to experience poorer mental health. The current study explores the extent to which sexual orientation is associated with higher rates of mental health issues among emergency personnel.

Methods

A stratified random sample of employees from twenty-nine police (N = 8,088), ambulance (N = 3,473), and fire and rescue (N = 2,975) agencies from around Australia participated in a cross-sectional mental health survey (N = 14,536, male = 64.2\%, 42.7\% over 45 years of age, heterosexual = 92.7\%).

Results

Employees with a bisexual/pansexual orientation or those who were not sure about their sexual orientation were significantly more likely to report suicidal thoughts, suicide plans, psychological distress, and illicit drug use when compared with heterosexual employees. LGBQ+ employees reported significantly higher rates of lifetime suicide plans and attempts. Specifically, LGBQ+ fire and rescue personnel were roughly six times more likely to report lifetime suicide attempts, and approximately five times more likely to use illicit drugs weekly than their heterosexual colleagues in the fire and rescue sector. Female LGBQ+ personnel were significantly less likely to consume illicit drugs weekly and monthly than male LGBQ+ personnel.

Conclusions

Emergency services personnel are already at-risk of developing pervasive mental health difficulties. It is important that organisations foster positive working environments, particularly for LGBQ+ people who may be more marginalized within organisations.

}, keywords = {Bisexual, emergency services, Gay, Lesbian, mental health, Queer}, doi = {https://doi.org/10.1016/j.jad.2021.02.032}, url = {https://www.sciencedirect.com/science/article/abs/pii/S0165032721001506}, author = {Michael Kryon and Peter McEnvoy and Dylan Gilbey and Ashleigh Lin and Catherine Mazza and Wavne Rikkers and Jennifer Bartlett and David Lawrence} } @article {bnh-7899, title = {Young people and the emergency services: working towards inclusive partnerships}, number = {653}, year = {2021}, month = {03/2021}, institution = {Bushfire and Natural Hazards CRC}, address = {MELBOURNE}, abstract = {

The {\textquoteleft}Diversity and inclusion: building strength and capability{\textquoteright} project identified the need for Emergency Management Organisations (EMOs) to develop a greater understanding of the communities they serve, and to look for ways to engage more effectively with the diverse nature of Australian communities.

The community aspect of the project introduced a new perspective for EMOs and the development of diversity and inclusion (D\&I) strategies by introducing the experiences of communities themselves. The research focused on two key groups: a refugee community in regional Victoria; and young people aged 18{\textendash}25 years old. Findings from the young people{\textquoteright}s group informed the development of this resource.1

Young people, 18{\textendash}25 year olds, may not identify themselves as a diverse community. We define diversity as the way we differ and this age group has a low level of community participation with the emergency services.

Young people represent a unique challenge for EMOs, with low levels of community engagement. Their life stage of emerging adulthood and increasing independence, as well as their focus on study and/or work, present barriers to their community engagement. The changing nature of volunteering presents new opportunities for EMOs to engage with this age group and to develop inclusive partnerships.

The resource begins with an overview of what is important to young people, their areas of interest, and motivation to engage in their community. Communicating effectively and through their popular social media mediums is vital, and this resource provides an overview of how to engage with this age group online. The resource also provides strategies of how to find ways to work together, and the skills, attributes and capabilities young people bring to your organisation.

The resource has a practical focus, and provides links to organisations who have developed effective strategies to engage young people. Links to existing resources with checklists and more information about how to work with young people in your organisation are also provided. Young people have a lot to offer EMOs, but they are not necessarily aware of their own potential. Developing an understanding of young people{\textquoteright}s interests and motivation is important if you are to find ways to develop inclusive partnerships that are mutually beneficial.

{\textquoteleft}It{\textquoteright}s just how you make these links where people can see you have all of these capabilities that we would really love to have and this would be a great resource to have and maybe inspiring or making young people aspire to be part of these emergency services. Because for a lot of people, I{\textquoteright}m generalising, I think people think they{\textquoteright}d love to do it, but don{\textquoteright}t think they{\textquoteright}re capable. I have so much respect for people who are in the police or fire brigade and things, but I don{\textquoteright}t know if I could.{\textquoteright} {\textemdash} Young female

}, keywords = {emergency services, inclusive, partnerships, young people}, issn = {653}, author = {McDonald, F} } @article {bnh-6697, title = {Duty or safety? Exploring emergency service personnel{\textquoteright}s perceptions of risk and decision-making when driving through floodwater}, journal = {Progress in Disaster Science}, volume = {5}, year = {2020}, month = {01/2020}, abstract = {

Vehicle-related flood fatalities and rescues due to driving through floodwater are a significant emergency management issue for emergency services. To reduce fatalities, injuries, and costs associated with this risky driving behaviour it is essential to develop strategies to stop or reduce the incidence of people driving through floodwater. In Australia, people are told not to enter floodwater {\textendash} on foot or in vehicles {\textendash} with the phrase {\textquoteleft}If it{\textquoteright}s flooded, forget it{\textquoteright} widely used in official messaging. As first responders responsible for floods, storms and tsunamis, Australian State Emergency Service (SES) personnel are working in flood conditions regularly and are considered an occupationally {\textquoteleft}at-risk{\textquoteright} group for driving through floodwater. Although SES agencies across states and territories in Australia are independently led, they typically promote policies of not entering floodwater to their personnel. Such policies are important for meeting duty of care obligations to employees, for protection of assets (vehicles and equipment), and for upholding organisational reputation (leading by example). This study was undertaken to explore the behaviour of driving through floodwater by SES personnel. The study explored the characteristics of those who have and have not driven through floodwater, and then used detailed situations in which SES personnel entered floodwater in vehicles to analyse their perception of risks, the conditions and contexts in which they entered floodwater, and to identify what influenced their decision to enter.

Following an earlier systematic literature review, a detailed online questionnaire was developed and administered to SES personnel from a single agency. Data from 670 respondents indicated that 54.8\% had driven through floodwater in the previous two years, and a number of differences in the profile of those who had/had not driven through floodwater were identified. Those more likely to have driven through floodwater included males, volunteer personnel with longer lengths of service, those doing more driving hours per week, those deployed to work in flood conditions, and those with current flood rescue qualifications. The location type, water depth, and water velocity were conditions that contributed more to perception of risk at the time personnel drove through the floodwater. Detailed information about an experience of entering floodwater was obtained from 201 respondents who had driven through floodwater in SES vehicles, and six factors relating to the decision to drive through floodwater were extracted. {\textquoteleft}Organisational training and safety{\textquoteright}, {\textquoteleft}External locus of control{\textquoteright} and {\textquoteleft}Absence of risk signals{\textquoteright} were identified as having the greatest influence on risk perception leading to decisions to drive through floodwater. The findings of the study have a number of practical implications for the improvement of occupational safety management; such as upgrading risk assessments strategies, reviewing workplace health and safety policies, enhancing training, increasing skills and knowledge of emergency services personnel about floodwater hazard situations, and improving internal flood risk communication.

}, keywords = {Decision making, Driving, emergency services, floodwater, Occupational safety, Risk perception}, doi = {https://doi.org/10.1016/j.pdisas.2020.100068}, url = {https://www.sciencedirect.com/science/article/pii/S2590061720300053?via\%3Dihub}, author = {Mozumdar Arifa Ahmed and Katharine Haynes and Matalena Tofa and Gemma Hope and Mel Taylor} } @article {bnh-5570, title = {Effective diversity in emergency management organisations: the long road}, journal = {Australian Journal of Emergency management}, volume = {32}, year = {2019}, month = {05/2019}, abstract = {

Traditionally, the human face of emergency services organisations has lacked diversity. However, escalating natural hazard risks due to social, environmental and economic drivers requires a transformation in how these risks are managed and who needs to manage them. With communities becoming more diverse, building community and organisational resilience to more frequent and intense emergency events needs organisations to change from working for communities to working with them.

This requires greater diversity in skills and capabilities in the people who apply them, making diversity and inclusion a moral and business imperative. This paper summarises findings from an assessment of the diversity and inclusion literature relevant to the emergency management sector. Three case studies that are elements of the Bushfire and Natural Hazards CRC project, {\textquoteleft}Diversity and Inclusion: Building strength and capability{\textquoteright} are examined.

The research assessed the current context in which diversity and inclusion exist in each organisation and identified barriers, needs, challenges and opportunities. The major findings provide a basis to develop a support framework for effective management and measurement of diversity and inclusion.

}, keywords = {diversity, emergency services, inclusion in the emergency services/emergency management sector}, url = {https://knowledge.aidr.org.au/resources/ajem-april-2019-effective-diversity-in-emergency-management-organisations-the-long-road/}, author = {Celeste Young} } @mastersthesis {bnh-8094, title = {Reducing turnover in volunteer organisations: A leadership intervention based on self-determination theory}, volume = {Doctor of Philosophy}, year = {2019}, month = {08/2019}, pages = {230}, school = {University of Wollongong}, address = {Wollongong}, abstract = {

Background:\ Increasingly high turnover rates in volunteer organisations have reached critical levels. Australian volunteer emergency service organisations are struggling to maintain adequate volunteer numbers to continue to deliver vital services to the community. The experience volunteers have with their leader is one of the strongest predictors of future volunteering. Despite industry, government and academics calling for increased focus on the training and development of volunteer leaders, there is currently limited theoretical and/or empirical guidance to support this endeavour. Little is known about what leadership approaches are effective or suitable with volunteers. Furthermore, it is unknown how volunteers{\textquoteright} experiences with their leader comes to influence their decision to stay with or leave the organisation. This thesis seeks to address these issues and formulates an evidence-based approach for improving leadership to help retain volunteer workers in Australian emergency service organisations.

Aim:\ The aim of this thesis is to examine the application of managerial autonomy support, an interpersonal style proposed by Self Determination Theory (SDT), as an approach to volunteer leadership, focusing on its potential to retain volunteers. In order to achieve this, the thesis addresses three objectives. First, the hypothesized conceptual model that delineates the relations between perceived managerial autonomy support, followers{\textquoteright} basic psychological need satisfaction, job satisfaction and turnover intention is tested in the volunteer organisations. The second objective is to determine whether, through an SDT-based leadership development intervention, leaders can change and/or develop their managerial orientation towards autonomy support. The final objective is to ascertain whether followers of these leaders perceive changes in their socio-contextual climate during the intervention period.

Method:\ A total sample of 363 participants was obtained for this study, comprising 167 leaders and 196 followers across four volunteer emergency service organisations in Australia. A quasi-experimental design tested the impact of an SDT-based leadership intervention on leaders (n=65) and their followers, compared to a control group of leaders (n=102) who received no training. Leaders{\textquoteright} self-reported managerial orientation was assessed at pre-test, post-test and one year after the intervention. Followers{\textquoteright} perceived managerial autonomy support from the leader, basic psychological needs satisfaction, job satisfaction and turnover intention were measured before and after their leader completed the intervention.

Results:\ A test of the hypothesised model via structural equation modelling indicate that emergency service workers{\textquoteright} perceptions of leaders{\textquoteright} managerial orientation influenced their job satisfaction and subsequent turnover intention through basic psychological needs satisfaction. Testing the impact of the SDT leadership development intervention, leaders in the experimental condition changed their interpersonal orientation towards autonomy support after completing the intervention and these reflected enduring changes that remained evident one year later. The intervention was most effective for leaders with relatively little prior experience leading volunteers, who showed greater propensity for developing their managerial orientation. Followers did not report any significant changes in the provision of autonomy support from their leader, basic psychological need satisfaction, job satisfaction or turnover intention over the nine weeks their leader was participating in the SDT-based leadership development intervention.

Contribution/Implications:\ This thesis provides one of the most in-depth empirical explorations to date, of the malleability of managerial autonomy support amongst organisational leaders. A contribution is made to the scholarly study of volunteer leadership more broadly, by offering a validated theoretical model of leadership and its influence on followers in the volunteer context. This research provides support for Self-Determination Theory in the volunteer organisations.

}, keywords = {Autonomy, autonomy support, basic psychological needs, competence, dyads, Emergency management, emergency services, field experiment, interpersonal skills, intervention, job satisfaction, leaders, leadership, leadership development, leadership intervention, leadership training, management, manager, managerial autonomy support, motivation, motivation theory, organisational development, organisations, relatedness, self-determination theory, structural equation modelling, supervisors, turnover intention, volunteer, volunteer leadership, volunteer retention, volunteer satisfaction, volunteer turnover, workplace}, url = {https://ro.uow.edu.au/theses1/692/}, author = {Vivien Forner} } @mastersthesis {bnh-5695, title = {Valuing volunteers: better understanding the primary motives for volunteering in Australian emergency services}, volume = {Master of Philosophy}, year = {2019}, month = {06/2019}, school = {University of Wollongong}, address = {Wollongong}, abstract = {

Volunteers are the lifeblood of emergency services in Australia, and are integral to the nation{\textquoteright}s emergency management capabilities and overall disaster resilience. The concurrence of an increase in the risks posed by a range of climate change-related natural hazards and a decline in formal volunteering rates threatens Australia{\textquoteright}s emergency preparedness.

The Valuing Volunteers Study aims to provide a better understanding of the primary motives for formal volunteering in Australian emergency services, and the broader contemporary influences on such important civic participation. The research aims to generate evidence-based outputs that inform policies and practices, with the ultimate goal of maximising the retention of emergency service volunteers.

}, keywords = {Community safety, Emergency management, emergency services, SES volunteers, volunteers}, url = {https://apo.org.au/node/244761}, author = {Bill Calcutt} } @article {bnh-6413, title = {Answering the call national survey, National Mental Health and Wellbeing Study of Police and Emergency Services {\textendash} Final report}, year = {2018}, month = {11/2018}, institution = {Beyond Blue}, address = {Melbourne}, abstract = {

Final report for Beyond Blue{\textquoteright}s national survey\ Answering the call, conducted as part of the National Mental Health and Wellbeing Study of Police and Emergency Services.

}, keywords = {emergency services, mental health, police, wellbeing}, url = {https://www.beyondblue.org.au/about-us/about-our-work/workplace-mental-health/pes-program} } @mastersthesis {bnh-5458, title = {Sleep and stress in on-call fire and emergency service workers}, volume = {PhD}, year = {2018}, month = {07/2018}, school = {Deakin University}, address = {Melbourne}, abstract = {

Some aspects of sleep quantity and quality may be affected when on-call. The two main stress systems are largely unaffected by on-call work, with the exception of the cortisol awakening response. Two characteristics of the cortisol awakening response were blunted when on-call with a night callout compared to when off-call.

}, keywords = {Emergency management, emergency services, Fire}, url = {http://hdl.handle.net/10536/DRO/DU:30110841}, author = {Sarah J Hall} }