This section is for anything creative (drawings, poems, etc.!) that relates to peer-to-peer support roles (directly or loosely).  This work is hard, and sometimes a great way to release energy, vent or put your thoughts down is through writing, drawing or music.  Content can be funny or serious!  Have something to submit?  E-mail us at This email address is being protected from spambots. You need JavaScript enabled to view it..

Top Ten Signs You May Be Co-Opting the Movement

Adapted from: The Staff Survivors Network, 2005

10. You consider hiring the first peer role in your organization as something more than just a starting point.

9. You think of your peer employees as something less than as one of your colleagues.

8. Your peer employees have pretty much the same job as the rest of your staff, but with a different title.

7. Your most common response when your peer employee speaks is to smile and nod.Picture1

6. The statement, “I’m okay with peer roles, but I’d be really uncomfortable if one of my colleagues came out as having a psychiatric diagnosis,” really resonates for you.

5. You don’t understand why the one and only peer employee in your organization thinks of their job as ‘high stress.’

4. Any personal disclosure beyond, “Hi, my name is x and this is my diagnosis. Now I’m recovered!” makes you uneasy.

3. You use the word ’peer’ like it’s just the next PC word for ’client’ or ’consumer.’

2. You view the question, “How do you know what you know,” as a simple request for a bibliography.

1. You think, “Nothing about us without us,” is just another pop song you’ve never heard.


Progressive Vs. Discomfort

Sometimes it feels like those of us who identify as having 'lived experience' or a history of psychiatric diagnosis are invited and welcomed into clinical environments to tell our truth, right up until we are just a little too honest and people start getting uncomfortable or realize just how much we're asking them to change!

comfort meter final