Reducing elder abuse is possible

Groundbreaking Australian research –believed to be the first in the English speaking world – was  presented at  the Aged & Community Services (ACSA) national Conference on 29 September, on how the selection of staff who work in aged care can be improved to reduce elder abuse.

The findings suggest that it is possible to select better people to care for – and protect – some of the most vulnerable people in our society.

The process could apply to all those caring for or working with vulnerable people, including nursing home staff, community and home care workers, and workers in the aged, disability and child care industries.

Dr Ken Byrne, a Melbourne clinical psychologist, conducted a three year research study, that compared two groups of paid, full time employees in Glenview Nursing Home in Glenorchy. 

One group had been hired using the ‘standard’ methods of interview, referee checks and police check.  The second group had been hired using these methods complemented by specially designed pre-employment psychological profiling.

Those who were hired using profiling methods had dramatically fewer complaints from residents or their families.  Even more importantly, behaviours that represented potential abuse were dramatically lower than in the non screened group.

“The subject of elder abuse has increasingly attracted attention in recent years.  While much has been said about ‘prevention’, the attention has been focused almost exclusively on detection.  While this is helpful, it does little to protect vulnerable citizens who rely on paid carers.”

Too often, says Dr Byrne, people are chosen because of their knowledge and experience, or what they know, rather than who they are. 

With Australia facing an acute labour shortage, in the worst cases people are hired because they represent a ‘warm body’.

Dr Byrne said that often organisations look for the right people in the wrong places, and then end up with unsuitable staff who can do untold damage. While police checks are important, they will not identify people whose personality just is not suited to caring for others. 

Similarly, obtaining an accurate reference check can be very difficult.  Often the ‘glowing a reference’ turns out to be from an employer who is hoping that the person will quit and move on.