Indigenous worker wellbeing resources and strategies for responding to methamphetamine

Well good morning everyone. Before we
begin today we would like to acknowledge the Traditional Owners of the land we
are standing on today, the Whadjuk people of the Nyoongar nation and pay our
respects to Elders past, present and future.
My name is Vilma FitzGerald and I’m a Senior Research Officer with the
Australian Indigenous HealthInfoNet and I work on the Australian Indigenous
Alcohol and Other Drugs Knowledge Centre project. Thank you for
joining today’s webinar. We are pleased to introduce our guest presenter Allan
Trifonoff, Deputy Director of the National Centre for Education and Training and
Addiction Studies. Alan has worked in the AOD field for over 25 years as a policy
adviser and project manager, both from the health and law enforcement sectors.
Allan is a close collaborator with the Knowledge Centre and has contributed to
develop the AOD Workers Portal and Workforce Development web page as well. So today’s webinar is on Aboriginal and Torres Strait Islander Worker Wellbeing:
Feeling Deadly, Working Deadly and Strategies for Responding to
Methamphetamine. We will have about 10 to 15 minutes at the end of the webinar for
questions so we ask that any questions are saved for the end of the
presentation. We will now switch over to Allan. Good morning everyone and thank you Vilma for that kind introduction. And I hope that people get something out of
the webinar today. Before we start though, what I’d like to do is also acknowledge
that we’re meeting on the Traditional Lands particularly in here in Adelaide
of the Kaurna people but I’d like to acknowledge the Traditional Custodians
of the land that we’re all meeting on and I’d like to pay my respects to
Elders past, present and emerging. And I extend that respect to other Aboriginal
and Torres Strait Islander people who are present today. Before we start I’d just like to
acknowledge that what I’ll be talking about today, in fact three things even though there’s only two on the screen, the first ones
are Feeling Deadly, Working Deadly resource kit, which was developed by the
National Centre for Education and Training on Addiction, which I, as Vilma
said, I’m the Deputy Director of Programs at that Centre. Now that kit was funded
by the Australian Government Department of Health and it forms part of our work
on Aboriginal and Torres Strait Islander worker wellbeing. The second resource is a
new one that we’ve just released in the last couple of weeks and it’s called
Methamphetamine Use Among Aboriginal and Torres Strait Islander people:
Intervention Options and it was developed by us as part of our work plan
with the Australian Government Department of Health. The third thing
which we’ll finish off with today is our online ice training for frontline
workers resource which was developed with funding from the Victorian
Government of Department of Health and Human Services. And I’ll explain a bit
about each of those as we go through the webinar. And as Vilma said, if you do have
any questions please save them for the end and we should have time to be able
to cover those. So just a little bit about NCETA before we get going. We’re
one of four national research centres that focus on alcohol and other drugs.
And you’ll hear me use the term AOD. For those people that don’t work in the AOD
sector, we use a lot of acronyms. We’re one of, as I said, four national centres.
The other ones are based in – so we’re based in Adelaide at Flinders University – the
other ones are based at Sydney. The National Drug and Alcohol Research
Centre; the National Drug Research Institute in Perth; and the Centre for
Youth Substance Studies, which is based at the University of Queensland. And
we’re funded primarily by the Australian Government Department Health and Flinders
University. I just want to set the context for what I’ll be talking about
today. So one of the things that we have done quite a bit of work on over the
years is around worker wellbeing. We have done
quite a bit of work around looking at the factors that impact on Aboriginal
and Torres Strait Islander workers and particularly AOD workers but more
broadly workers in the Health and Human Services areas. And so one of the things
that we know through our research is that working in the AOD sector can be
both stressful and challenging but also rewarding. And we also know, again
through our research and the research of colleagues, that for Aboriginal and
Torres Strait Islander workers working with Aboriginal clients and communities
causes can create a number of unique challenges and stressors. And we also
know that in recent times there’s been a lot of well – there’s been a lot of
concern about methamphetamine in particular, but certainly there’s been
increasing concern about methamphetamine use and its impact on Aboriginal
and Torres Strait Islander people and communities. So as part of that what we want to do
today is just take you through some of those issues and challenges and also
give you some examples of practical resources and strategies that you can
use to address those issues. So as I said, the webinar’s in three
parts. The first part will showcase our Feeling Deadly: Working Deadly resource
kit which focuses on worker well-being and we’ll provide some practical
examples of what organisations and workers can do to support each other
in the work that they do. The second part is, as I said, there’s a new resource that
we’ve just produced called ‘Methamphetamine use among Aboriginal and
Torres Strait Islander people: Intervention options for workers’. And in
that we’ll look at why people use methamphetamine; what are some of the
associated health, social, and emotional wellbeing issues that both workers and
clients have to encounter; and then what are some of the intervention options
that workers can use to support people who are using methamphetamine. And then
finally what I’ll conclude with is highlight about highly successful online
‘Ice Training for Frontline Workers’ resource, which has seven modules, 30
topics and it provides practical advice, strategies and support for workers
responding to people using methamphetamine. But I wanted to point
out that it’s a free resource. It’s also available – there’s no time limit on that –
so it’s available on an ongoing basis and it’s got a flexible adult-focused
learning approach, so that people can go back to it, they can use it, they can
download information from it. And since it was launched back in 2016 we’ve had
more than 13,000 people register for it. And it’s not just – even though it’s
focusing on Australia, well specifically on Victoria, but more broadly Australia –
we’ve had people from New Zealand and Canada also register for it. So that
slide basically shows a diagrammatic representation of our Feeling Deadly:
Working Deadly kit. And we’ve just had it reprinted this year so and it’s now
available in hard copy. We did run out of hard copies a while ago. It is available
for download and I’ll give you those details in a minute. But it is, as I said, we’ve
now reprinted it and we do have multiple copies available. So if you’re interested
keep an eye for all the details as they come up. But before I do that, what I
wanted to do was just quickly cover through – cover off – on what the kit
actually includes. So there’s a USB which includes all of the resources and a
video are called a Day In The Life. And that video is a representation of what
an Aboriginal and Torres Strait Islander worker may face in their day-to-day work,
particularly when they’re working in the AOD, Health and Human Services sectors.
And it just gives some practical advice about what workers can do to keep
themselves well and safe. We also have a handbook which is called Staying Deadly
which, again, gives tips for organisations and workers in a fairly concise format.
We have seven TIP sheets for managers and supervisors. And by TIP sheets we
mean that they’re brief practical information that people can use in their
day-to-day work. And we also have four TIP sheets that are primarily aimed at
workers. There are five case studies and those case studies are based on the
research that we previously did and what workers told us worked for them and how
they dealt with the stressors of their job and what sorts of strategies they
put in place to deal with that. We also have a talking circle guide, a workforce
development checklist, and there’s also an online directory of worker wellbeing
resources. So the kit’s been designed as a flexible and practical guide. It can be
used in its entirety or individual components can be used as they are
needed. So as a supervisor you might want to focus on clinical supervision or you
might want to focus on recruitment strategies or retention issues. As a
worker you may want to focus on some of the strategies that you need to put in
place to help yourself stay safe. And as we’ve listed there it can be used by
Aboriginal and Torres Strait Islander managers, supervisors, workers but also by
non-Aboriginal people as well. And it’s available from our website. Basically if
you go to that will get you to our website. If you
type in Feeling Deadly: Working Deadly it’ll take you to that particular link
that I’ve included there. As I said before we now have hard copies
available of the kit and if you would like to order one or a number of hard
copies then email us at [email protected] and we’ll dispatch those to
you in in the the snail mail, basically. Yeah, so
one of the things that we looked at when we were developing the kit was again
looking at what challenging working conditions workers have to deal with. And
one of the things that the Aboriginal and Torres Strait Islander workers from
around the country consistently said to us was that challenging working
conditions may discourage them from becoming Aboriginal AOD workers. And
that’s particularly relevant for people who work in remote areas. And some of the
issues associated with that are things like heavy workloads, client pressure,
clients who present with complex needs, having to deal with limited or inadequate
resources, wage disparity compared to their non-Aboriginal colleagues, limited
access to training support and autonomy, the whole issue around stigmatisation
not only just stigmatisation from feeling stigmatised because they’re of Aboriginal background or Torres Strait Islander background but
stigmatisation associated with working in the AOD fields. So we know that the
AOD sector is highly stigmatised. People, there’s a lot of media and popular media
out there that sort of stigmatises people who are using alcohol and other
drugs. And sort of that then has a snowball effect on the workers that are
responding to those issues as well. Some of the other factors that impact on on
working conditions and on people wanting to become Aboriginal AOD workers are
complex personal circumstances. For example, particularly where family
members might be experiencing AOD related problems themselves and about
the challenges of then being able to provide services to family members.
Poorly defined roles and boundaries with clients and communities. Being on call 24
hours a day, seven days a week was one of the consistent themes and
messages that we heard from people. Lack of
support for service coordination within and across sectors. And then limited and
short-term funding, which seems to be fairly prevalent across the AOD sector
and the health sector in general. So one of the things that we know is that
complex client presentations, so people who present to workers, include things
like unresolved grief, abuse, physical health problems, cultural dislocation,
intergenerational trauma. And so what I wanted to focus on today, and that’s why
that particular dot point’s circled with a red circle, is substance misuse. Because
that’s where the focus of our main work is. So if we look at broadly around AOD use
among Aboriginal and Torres Strait Islander people, and this information’s
been sourced from the 2016 National Drug Strategy Household Survey, we know that
Aboriginal people are less likely to consume alcohol. So Aboriginal people are
more likely to abstain from alcohol than non-Aboriginal people and it’s sort of
a 31 to 23% difference. But those that drink who do drink may do so at
risky levels. And so there’s a higher proportion of Aboriginal and Torres
Strait Islander people who may be drinking at risky levels at least
monthly. So that’s 35% compared to 25% for non Aboriginal people. And almost one in five Aboriginal and Torres
Strait Islander people or just under 19 per cent, consume 11 or more standard
drinks at least once a month. And that’s roughly two to three times the rate of non
Aboriginal people. We also know that again the data – and this this has come
from two data sources so again it’s come from the 2016 National Drug Strategy
Household Survey but also the 2016-17 Alcohol and Other Drug Treatment
National Minimum Dataset, which is data collected from all government
providers across Australia. And what that data tells us is that about one
in four or 27% of Aboriginal and Torres Strait Islander people used an illicit
drug in the last 12 months which was around about just under two times higher than
non-Aboriginal people. And one in 20 aged 15 plus years reported using amphetamines in the last 12 months. And then 15% of clients at drug treatment services
are Aboriginal and Torres Strait Islander people. So what that does then,
is that impacts on organisations and workers. And so when you have a multitude
of problems or people with complex needs presenting to your service, whether
that’s an AOD service or a broader health service, what organisations can do
is support workers to make sure that they’re able to respond appropriately
and that they again keep themselves safe and well is to encourage workers to
share stories about their work particularly successes. And it’s one of
the things that the AOD sector doesn’t always do very well as a number of other
sectors do as well. So that ability to be able to stop and say ‘Hey, that was really
good,’ or ‘We had a really big win with that particular client,’ is really
important and it gives people that validation to keep doing what they’re
doing and that what they’re doing works. So, and we hear a lot of negative times
media reporting about you know nothing works or, you know, that workers face
challenging situations. Which they do – it’s true, but at the same time a lot of
what is done results in successes. And so that doesn’t always get reported. You
know, it’s very rare that you may hear a positive AOD story being reported
in the media. So making worker wellbeing a priority is important for
organisations and workers alike. And that can include things like
providing workers with adequate debriefing particularly
if there’s been a difficult situation or an incident. Ensuring that workers are
provided with quality, not only quality but also ongoing and regular clinical
supervision. That they’re provided with professional peer support. And that
there’s opportunities for them to take breaks and spend time with family and
community. And that can be, you know, on a daily, weekly, monthly, or yearly basis
depending on the need but that flexibility to do that. Also
recognising and utilising Aboriginal and Torres Strait Islander ways of working
such as holistic approaches to health, commitment to community. And then also
helping workers to work with families and communities and facilitating workers
that do that work. Other examples of organisational strategies include
understanding Aboriginal ways of working. And these are big picture things and so
we know that they’re not going to change immediately, but they’re things that
should be on the agenda for organisations to include. Things like
salary equity, ensuring that staff recruitment and retention strategies that are in
place along with career pathways and providing career pathways for workers.
Also ensuring that workers have access to qualifications and training. That
their roles are clearly stated and that there’s role clarity about what workers
should and shouldn’t be doing, what they can and can’t do. Mentoring, team and
co-worker support’s really important because it’s not only what the
organisation at the management level does, but it’s also what team members and
colleagues and workers do to support one another. There’s also, in addition to
clinical supervision, there’s also administrative supervision
and ensuring that people have access to that on an ongoing basis. That their
workloads are managed and that the demands that are placed on them are
realistic. And that they also are given the opportunity
have flexible work times. When workers are working in rural and remote communities,
in addition to some of the other points that I’ve made there’s also things that
organisations can do for rural and remote workers. And that’s look at ways to support
workers to engage with and be accepted by their community, particularly if a
worker’s come into a community from another community or if they’re a non-Aboriginal person. It’s also important for there to be ongoing and clear
communication between workers, supervisors, managers, and community
leaders. And involving community leaders in not only that ongoing communication
but involving them in recruitment and staff selection. Ensuring that there’s a
degree of acceptance of the worker and that there’s a involvement of that
community in the selection of the workers that come in to work in
their community. And also having regular external supervision sessions. And that’s really important to ensure that workers have got that
ability to be able to talk to somebody away from community, away from their
immediate day-to-day work so that they can get a different perspective on
what’s happening. And there’s a number of things that workers can do as well and
that simple – and I apologise if this seems to be common sense but a lot
of it is I think sometimes we just forget to think about it or to do it. But
looking out for each other and looking out for colleagues. You know, taking the
time out to care for yourself. Having those close family bonds and
maintaining them. Telling and hearing cultural stories. Using laughter to
remain positive and resilient. And that one’s a really important one because in
our Feeling Deadly: Working Deadly resource kit with the video when we were
asked to produce that we were given the brief which was do something that has
humour but conveys the messages in a positive and a constructive way. And that
was a a big ask but when we worked with
Aboriginal colleagues on producing it the key thing that kept coming out
was that humour and laughter is a really important part of that worker
resilience and people’s resilience anyway. And it’s important to be able to
use it in a way which is positive and encouraging for people. And the last
one again stressing that point that I made before about enjoying the successes
and highlighting the successes no matter how small were irrelevant you may think
they are a success is a success and it should be celebrated. So if you then move
on to this new resource that we’ve developed which is called
Methamphetamine Use Among Aboriginal and Torres Strait Islander People.
It’s a six-page workforce development resource for the health and AOD
sectors. It was developed in response to ongoing requests from workers and
organisations about having a brief resource, workforce development resource
that people could use which gave them some information about what’s the nature
and extent of methamphetamine use among Aboriginal and Torres Strait Islander people?
What are some of the impacts? But then what can workers and organisations do to
respond to that? It is available only for download at the
moment but we are looking at options for hopefully having a limited print run
done but we haven’t done that yet. But we are certainly looking at that and
exploring that at the moment. So in producing the resource we looked at
why do people use methamphetamine? And interestingly the number one reason
people give us – that pleasure and sense of euphoria. It also gives people greater
energy, it enhances their sexual experiences and intimacy, it helps them
to fit in and be part of a group, it’s easy
to consume, it helps them to escape from reality, and it relieves the boredom. So
these are the initial things and like anything though it doesn’t always stay
that way and over time people can experience problems. And one of the
things that again we looked at was what sort of and there’s a limited
information about what the extent of methamphetamine use is among Aboriginal
Torres Strait Islander people. Again looking at a number of data sources and
the ones that we’ve used there are the National Drug Strategy Household Survey and
the Goanna Survey of young Aboriginal and Torres Strait Islander people which was conducted between 2011 and 2014 and reported on in 2014-15 and also
looking at AOD treatment services in Australia over 2016-17. So what that
tells us is that approximately two or four times – sorry the prevalence of
methamphetamine use is approximately two to four times higher among
Aboriginal people than it is among non- Aboriginal people. And again the
various data sources told us that Aboriginal Torres Strait Islander people
who are using methamphetamine tend to be younger than non Aboriginal people. And
then the last two dot points are really important to bear in mind because
most people who use methamphetamine are not dependent. Again, based on the data
that we have available to us and some of the analyses that we’ve done of that
data, it’s about 20% of people who use are dependent. So, and then, that last
point there and I just wanted to put that little diagram in there but
it’s better highlighted in the actual resource itself. And what that’s
saying is that the patterns of use occur along a continuum.
And it can be starting from infrequent use to people who are frequently
intoxicated but not necessarily dependent and then at that tail end
which is that 20% it’s that dependency on crystal methamphetamine. And each of
those patterns of use has its own different types of effects and again if
you look at the resource you’ll find what some of those effects are and also
some options for how they can be dealt with. So going back to the GOANNA survey,
sorry it was conducted in July 2014 and it was conducted by Professor James Ward
and colleagues. And James is based here in South Australia, he’s at the South
Australian Health and Medical Research Institute and he also has a cojunct
appointment at Flinders University. But the survey was a national
cross-sectional survey of Aboriginal and Torres Strait Islander people aged 16 to 29
years. It wasn’t specifically looking at AOD. Its primary focus was looking at
knowledge risk factors and health services access for sexually transmitted
infections and blood-borne viruses. The sample was around 2800 people. And
what it found was that around 9 percent of participants reported – but they did
ask some questions about AOD and methamphetamine in particular – and they
found that around 9% of the participants reported using methamphetamine in the
previous 12 months. With use ranging from 10% of participants in urban
areas to around 6% in remote areas. And 15% of participants
reported ever using methamphetamine. And what it also found, importantly, was that
males aged between 25 to 29 years were roughly 2.3 times more likely to use
methamphetamine than other males aged 16 to 24 And if we look at the breakdown by
jurisdiction, this was a presentation that was given by one of James’s
colleagues Dina Saulo at a National
Methamphetamine Symposium that NCETA conducted in Melbourne in May 2015. And
if you look at the breakdown by jurisdiction you can see that it’s a
pretty even spread with probably Victoria, NT, coming out more on top in
terms of percentage. And out of the total sample roughly around 15%
reported using methamphetamine. So out of the sample of 2800 odd people. And then if we look at Aboriginal
methamphetamine by gender and sex we, again reiterating the point that I
made earlier, males were more likely to report
having ever used methamphetamines. So we had 18% as opposed to 12% of females. And in the age groups again that age breakdown, the 20-24
and 25-29 year old age groups were the ones that were more likely to be
using. So what are some of the problems associated with using methamphetamine?
And sorry, I apologise there’s something happened with that first dot point, the
graphics in that. But what that’s showing – should be showing – is that under
the physical, so you’ve got physical, psychological, social, and emotional. And under
physical there is cardiovascular problems, particularly increased heart
rate and blood pressure. Lung problems and that’s particularly from smoking
methamphetamine and one of the things that I haven’t included in these slides
but one of the things that we do know is there the preferred method of using
methamphetamine is smoking. And so there’s higher risk of lung problems
because of the smoke, the heat of the smoke that then hits the lungs from
methamphetamine. And it’s not dissimilar to tobacco smoking. So there’s similar
rates of risk associated with having experiencing lung problems later on. Also
strokes and seizures – another feature of some of the physical effects. The
psychological effects may be things like panic attacks, aggression, irritability
and mood swings, and anxiety. Some of the social and emotional – and these are only
a snapshot so as I said if you look at the resource that we’ve
developed there’s a bit more of an explanation about each of those – but
social and emotional, the main ones there are relationship problems particularly with
family, friends and community, but also the greater risk of criminal justice
involvement as well. One of the things that can be done quite easily and
practically by workers is that – again we know that people who use
methamphetamine often don’t eat, drink or sleep for days on end – and it’s quite easy to provide just some advice about and
encouragement to people who are using methamphetamine encouraging them to get
more sleep or lots of sleep, eating nutritional food – so instead of binging
on junk food or there’s fries whatever – eating fruit and some fresh vegetables,
drinking plenty of water, avoiding lights and stimulation because that will also
reduce the risks of panic attacks but also that agitation and helping
them to stay calm and safe. Putting them in environments which are calming and
where they feel safe is really important. If you put them into an environment
where they’re going to feel agitated or there’s a lot of
stimulus or a lot of disruptions and a lot of people around, then that’s
actually only going to make the situation worse. One of the things that
work has shown is that an effective tool workers can use is to,
particularly with young people, is to take a yarning approach and/or talking
circles. So yarning can be used with young people to talk about not only their
methamphetamine and other drug use but also about related matters. And it just
helps to – and by yarning we mean that people aren’t confronted with a lot of
questions, it’s more a two-way conversation and not being
confronted with a lot of direct questioning but indirect sort of
questioning and also providing opportunities for people to speak freely
as well. And that’s where talking circles have an advantage as well. Again, having
worked with Aboriginal colleagues on developing the Feeling Deadly: Working Deadly resource kit, one of the things that we identified through that was
the use and the effectiveness of talking circles, which encourage people to – in a
group setting – to talk freely, to share their views and experiences. The beauty
of it is that it relies on both spoken and unspoken language. But
importantly it provides non-threatening and positive environments for people to
talk, laugh, share, but also make decisions as well. So there are a number of
intervention options that people can use or workers can use when they’re working
with people who are dependent on methamphetamine. And again, one of the
things that we try and reiterate to workers and to other people that we deal
with when we do presentations around methamphetamine, is that we stress to
people that people who are dependent on methamphetamine can and do recover. So that’s an important message. One of the other important
messages, which I’ll mention a bit later when we’re talking about our Ice Online
Training Resources is that what workers are already doing works and that you’re as
workers working in the health, AOD and Human Services area, you already have a
lot of skills and knowledge at your disposal and a lot of what you’re
already doing works with people who are using methamphetamine. And that gets
around again some of the negative images and messages that can be
sometimes portrayed in the media. But a range of other areas as well where you
know there’s a constant – well there was at one stage – a constant refrain about
workers are really feeling pressured and stressed and don’t know what to do and
not sure how to respond to people who are using methamphetamine. Again, use the
resources, use the knowledge, use the skills that you’ve got because it works.
And when you’re doing that, appropriate intervention or
interventions depend on a number of things. So what the person wants, so
tailor it to what they actually want. Be aware of what they’ve tried before and if it
hasn’t worked then try something else. Also assess their level of dependence
and also concurrent with that is how much methamphetamine they’ve used. But also look at their health, social, and emotional
well-being. And also what available resources they might have at their
disposal. Again the resource talks about a whole range of tools that you can use
and that are available out there and we’ve provided links to those where
they’re available as well. This slides gone funny on me. I’m not sure what’s
happened there. But this is an example of some of the intervention options. So if
you take a harm reduction approach, there’s a range of things that can be
done quite easily. So providing people with information about cutting back, how
to use safely, how to use with trusted people, what to do
if a problem occurs, and how to get help, and also not to feel I guess hassled or
not to feel as though they can’t call an emergency service to get someone to
hospital if that’s what’s needed or to get some medical assistance if that’s
what’s needed. Conducting assessments such as the Indigenous Risk Impact
Screen. Using the stages of change story that was developed a number
of years ago specifically by and for Aboriginal and Torres Strait Islander people. Use brief interventions such as Meth Check which is developed by our
colleagues at Insight in Queensland. And that’s a brief intervention tool that’s
been proven to be effective. Education and there’s also a range of education
information resources that have been produced by our colleagues in the Menzies
School of Health Research in Darwin. Counselling is also appropriate. Things
like motivational interviewing, cognitive behaviour therapy have all been proven to
have some effect on people who are using methamphetamine. Some of the other things
that you might want to try with people or suggest to people is self-help
programs, community support groups, and networks such as AA, Narcotics Anonymous.
Withdrawal management and that can be either in a GP or hospital setting or
through withdrawal management services. There’s also a range of rehabilitation
options available such as residential and day programs. And importantly with
methamphetamine, it is a chronic relapsing condition when you’re using
methamphetamine so it’s important to have relapse prevention and management
strategies in place and helping clients to develop relapse prevention and
management plans is really useful and appropriate as well. So when you’re
providing treatment for methamphetamine and again to people who are
Aboriginal and Torres Strait Islander people, it’s important there to involve
where possible immediate and extended family members, but at the same
time ensuring that you’re respecting that client’s privacy. Recognise the
traditional healing role of the community and community members. Provide
culturally appropriate education and harm reduction materials. Again the resource
highlights some of those that are available out there. There’s been some
really good resources that have been developed by particularly our interstate
colleagues and without wanting to name specific areas but certainly the
remote AOD workforce group in Alice Springs springs to mind. And they’ve done
some really useful – as have Insight in Queensland – they’ve done some really
useful and really effective developed some materials and resources that can be
used across the board with Aboriginal Torres Islander people. Involving
culturally appropriate assessments. And liaising with others support and
follow-up services because once they leave you it doesn’t stop. You know, it’s
important to maintain that ongoing support and ensuring their follow-up
services are being provided. What I want to do now is just focus very briefly – and I’m
aware that we’re getting towards the end of our time – but I just again wanted to
highlight and as I said at the beginning one of the things that we’ve got
available is our Ice Training for Frontline Workers. And this is a resource that we developed and implemented back in 2016. The link to that is or if you just Google “Ice: Training for
Frontline Workers” or “NCETA training for frontline workers” you
should get taken to that page. You register. It’s free registration. You only
need to register the once. If you do register, make sure that you’re using
either Google Chrome or Firefox as your browser. It doesn’t work all that well
with Internet Explorer. And then once you’ve registered you can
go back in, log in anytime, go backwards and forwards, go through different topics
and modules at your leisure. As I said it’s got seven modules and thirty topics,
it’s free, it’s open access, it’s online, it’s flexible, and independent in its
approach. So you can go and look at particular modules or particular topics
that are of interest to you. You can then go back to it and revise those topics if
you’re wanting to go back and get further information. But what it also
does is reinforce as workers existing skills and knowledge. I just wanted to
highlight that flexible and independent learning approach because that is really
important. That’s something that we think is a real feature of this program. You
can use it at your leisure. There is no time limit on when you need to
complete it. We don’t have certificates of
achievement but we do have certificates of completion, which you can
then use with your professional to seek continued professional development
points from your professional body. As I said, it’s got seven modules. First
module’s basically about ice, about the drug itself. And we talk about some
patterns and prevalence. The second module looks at the effects of ice and
what some of those physical, psychological and social effects are.
Module three’s strategies for how to communicate with people who have been using
methamphetamine and who may also be experiencing a range of other
health-related issues both physical and psychological health issues. Module four
is around managing critical incidents and identifying and responding to
critical incidents. Module five looks at a whole range of interventions. Module
six is around prevention. And module seven provides organisational responses
to ice and focuses on worker well-being. So in
summary, our workforce development resources particularly those that are
focusing on supporting Aboriginal and Torres Strait Islander workers are
designed to support workers practice social emotional well-being. They’re
designed to reinforce existing knowledge and skills. Hopefully they provide practical strategies to assist workers to respond
to clients with complex needs. And we try and ensure that our resources enhance
ongoing professional development and support. Those are the contact details
for us if you want to know more about us. Certainly our website contains
everything that I’ve spoken to about today or links to it. We’re also on
Twitter and Facebook. And with that thank you and I’ll hand back to Vilma.
Thank you everyone and thanks Allan for that presentation. And it was great to
hear about the resources and strategies. We now have an opportunity to take some
questions or have about say 10 minutes if you wish. Please type them into the
chat box and we’ll answer them as they come up. One of the other things, sorry
Vilma, while people are doing that, one of the other things that I
wanted to highlight was that with our involvement with particularly the
Indigenous AOD Knowledge Centre, we know that you guys have been working on a
review of methamphetamine as well. And we’ve sort of swapped notes at different times to
make sure that there’s a consistent approach there. So certainly keep your eyes
out for that. That’s due out in a few weeks as I understand it. Certainly is,
so we’ll be promoting it very shortly. That’s a much more detailed review than
what we’ve done. Our resource is very much a workforce development resource
for workers and organisations that they can pick up and run with straight away. So if anyone’s got any questions just feel free to use the chat box
here and we’ll try and answer them for you.
It’s just located in the bottom right hand side of your screen. If you click on
the bubble or the little sort of chat box, it’s just left of the two people and you can get
some questions answered if you’d like. And just wondering with those resources,
available on the AOD website so if you wish you can either contact NCETA
directly or you can also go to the Australian Indigenous HealthInfoNet
website to download the resource as well. And we really appreciate the dissemination efforts that you guys do
as well and so in promoting our resources and our information. So we’re
really grateful to that. That’s no problems at all. If anyone doesn’t have any questions right now, but you
might think of on later on, you’re more than welcome to email them through to
us if you wish and we’ll respond to them individually. We’ll just flip over to our
final slide. So that’s our contact details and our email, our website and if you
subscribe to our monthly newsletter you’ll be able to find out when the next
webinar will be held and the project as well. And if you have any feedback at
all please contact us. We’re more than happy to take some feedback from you. So
that’s no questions. Okay, I might call it the end of the session.
Thank You Allan and thank you everyone for joining us in our webinar. Signing
off very shortly. Okay, thank you all.

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