Lived experience of homelessness is invaluable expertise gained only through direct, first-hand exposure to this uniquely devastating phenomenon. In 2014, the Lived Experience Advisory Council argued that individuals with lived experience need to be represented in decision-making processes, research and other work to end homelessness to ensure these approaches are balanced and comprehensive.
Findings from an evaluation conducted by Hub Solutions reveal that there is significant representation of lived experience in the homelessness support sector. Close to 1 in 4 (23%) of frontline workers identified as individuals with lived experience of homelessness. Less representation was seen in the senior leadership of homeless serving organizations with only 2 of the 15 Executive Directors who participated in interviews disclosing their lived experience with homelessness.
While lived experience is considered an asset, it also brings unique challenges requiring enhanced supports for this group of frontline workers which will be explored in this blog. Read the full report from this evaluation here.
Challenges
The Executive Directors were asked if staff with lived experience of homelessness faced any challenges working in the sector that staff without lived experience may not encounter. Ten Executive Directors described challenges unique to this group of frontline workers which included: Navigating situations that may trigger their own past traumas (e.g., domestic abuse)
This was described by one Executive Director:
The staff with lived experience — it’s always important that they understand the way that [the work] might impact them, doing the work with people that they identify with a lot…And so, it is important for management, middle management and myself to understand how people might be triggered by their own past experiences. – Executive Director, Eastern Canada
- Constant exposure to clients’ substance use while managing their own substance use and addiction challenges, and
- Discriminatory policies toward staff with lived experience of homelessness preventing professional development and stable employment
Another Executive Director reflected on this issue:
This was a policy that was in place before I came into the agency and it was the people who had been shelter stayers previously could not be in any sort of position of power over the current shelter stayers. So, in some ways like there’s a two-year waiting period in order to be eligible to be an employee. And I think that’s something that we want to look at as well because I don’t believe that we’ve done a good job of recognizing the value that people with lived experience can bring. – Executive Director, Western Canada
Opportunities to Support Staff with Lived Experience
Based on the evaluation findings, three key opportunities to better support their staff with lived experience were identified.
First, targeted supports and resources need to be made available to frontline workers with lived experience of homelessness. To identify what types of supports, benefits and resources would help to address the unique challenges faced by this group of frontline workers consultations and additional research involving and/or led by frontline workers with lived experience of homelessness is needed.
Second, lived experience of homelessness continues to be an undervalued and underappreciated form of knowledge in the sector. In this evaluation, Executive Directors described instances where lived experience of homelessness amongst staff was perceived and treated negatively at their organizations. Additional research exploring how homeless serving organizations can foster an inclusive workplace where all forms of knowledge are valued is needed.
Third, this evaluation captured some examples of discrimination based on gender identity, sexual orientation, race/ethnicity, and lived experience of homelessness in the homelessness support sector. Therefore, all employees including senior management participate in diversity, equity, and inclusion (DEI) training. These DEI trainings should cover topics including unconscious bias, cultural competency, and preventing discrimination and harassment. Further research that focuses specifically on the experiences of discrimination from staff who identify as having lived experience of homelessness, who identify as Black, Indigenous, and other People of Colour, and LGBTQ2S+ is also needed to meaningfully understand and respond to the issue of workplace discrimination.