Managing grief associated with euthanasia

Dianne GardnerPaper presented at the

ANZCCART Conference, Auckland, June 2008

With thanks to Kerry Gibson, Centre for Psychology, Massey University, Albany, Auckland

Is it a problem?Mostly studied in animal shelter workers and veterinarians. Affinity for animals part of choice of occupation.“Normal” reactions may include sadness, fear, guilt, irritability, depression, anger, helplessness or hopelessness. Can feel threatened or simply philosophically uncomfortableCan be a major source of stressStress can be related to work-family conflict, health, job satisfaction, intentions to leave. “Moral stress”: when people are required to perform actions they have difficulty justifying on moral grounds

Not everyoneNot all the time

Who might be susceptible?

GenderAttachment to animals Seeing euthanasia as performed for human convenience. Inexperience– Exposure to stressors can be cumulative BUT – Experience (of successsfully managing stressors) can

lead to resilience (the stress inoculation hypothesis)

Lack of trainingLack of social support (more on that later)

Other factors that affect susceptibility

Species (even differences b/w dogs vs. cats in shelters)

Practices (reasons, methods)

Employee workload, feelings of support, rates of euthanasia, reasons for it.

Evaluation of euthanasia as necessary and acceptable.

Coping with work stressorsTask focused coping

Active coping: deliberate efforts to solve the problem

Planning: working out steps to put things right.

Reappraisal of the situation

Reframing: Trying to see the problem positively.

Acceptance.

Humour.

Social support

Emotional support: comfort and understanding from someone

Instrumental support: practical help from someone

Avoidance

Self-distraction: attempts to take your mind off it.

Denial: thinking it isn’t real/hasn’t happened.

Behavioural disengagement: doing something else.

Self-blame.

Venting: expressing negative feelings.

Substance use.

Coping with euthanasia: the research

A major coping strategy was to emotionally separate from situations encountered. – “I'm not cold, but I am detached” – Can still lead to stress and emotional exhaustion – The ability to detach and desensitise is learned.

Humor – reduces tension by acknowledging death as

part of the setting but also minimising for the moment tragedy and finality

Placing blame – tends to be unhelpful.

Managing meaning.Rationalising: paid to do it, do it or someone else will…Technical proficiency: becoming skilled, gaining confidence that the euthanasia was done well Thinking of euthanasia as a humane act “Maintaining a perspective that your work matters and is part of a larger effort by thousands of people who deeply care about animals”“there is no conflict between caring about animals and working in research once an individual is committed to the inevitability of the invasive use of animals and has accepted a role as an animal advocate. Persons in such a position are all that stand in the way of animals being treated solely as tools.” (Rollin).

Social support

Can be hard to find people who can listen without judging. Source of support, perception of the existence of support and, most importantly, satisfaction with support Sources:– peers – companion animals – management

Other individual strategies that may work.

Good self-care Leisure, having fun, hobbies, time in natureFinding a relaxation technique that works for you; Knowing when to ask for help – everyone experiences frustration or weariness. Supportive peer supervision - examine stressful and often emotionally demanding situations in a safe and confidential environment. MentorsIf you decide to seek help, identify a counsellor or psychologist who understands compassion fatigue and is familiar with your profession.

The danger of focusing only on what individuals do…

Increasing interest in healthy work.

The legal context puts responsibility on workplaces to manage psychological harm resulting from work-related stress (HSEAA, 2003)

Rules protect the animals not the staff??

Organisational factors can help

Larger organisations may have more social and financial resources to help employees.

Importance of good HR practices in staff selection: structured interviews, work samples, realistic previews.

Training: easing new employees in is recommended.

Organisational cultureSome damaging cultures (i.e. sets of values,

norms) found in organisations that deal with traumatic work.– A culture of denial (emotional numbing)– A culture of helplessness (‘a drop in the ocean’)– A culture of suspicion (mistrust, overly concerned with

rights)– A culture of bonding (people band together - but

against a real or perceived external enemy)– A culture of disintegration (loss of focus, conflict)

How about:A culture of scientific inquiry? Of learning? Of…

Other important factors

Management supportivenessCounselling (available if required) Job rotation Assistance or more help, breaks and time off Skills-based trainingStress and coping seminars Employee appreciation and morale-boosting initiatives.

Communication…Feelings about euthanasia should be discussed openly.Informal support groups can be helpful. It may be appropriate to take a few minutes out to share thoughts and feelings. Talking can help relieve stress and perhaps vent feelings. Allowing time at staff meetings for exchange of ideas and feelings on the topic of euthanasia can be helpful. Some organisations use ritual (University of Guelph, Canada - memorial service to acknowledge the use of animals and their contributions to excellence in research and teaching; Buddhist rituals at Japanese animal research facilities).

Other ideas

allowing requests for more time for specific animals working in pairs when euthanizinghaving a choice about whether to be in the euthanasia room with a specific animal a Euthanasia Journal in the staff room a prayer posted beside the crematorium a periodic memorial service displaying photographs to acknowledge animals that have been there

So what’s really happening?

Small groups

In your experience what do INDIVIDUALS do to manage euthanasia-related stress that works?

In your experience what do ORGANISATIONS do to manage euthanasia-related stress that works?

Personal daily debriefing (Huggard & Huggard)

Leave your professional role at work at the end of each dayCheck that tasks are finished and documentation completed.Outstanding issues: either Complete OR Delegate or Write down to do tomorrow.Formally acknowledge that the work day is completed.Remember what went well in the day and what didn't, focus on the positives. Acknowledge you did your best with the resources available to you.Say your goodbyes.Take off your name badge or develop other personal “rituals” that signify that work is now completed. Try hard to not take work home but if you must, create a specific space and only use it for this purpose.

Thank you!

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