Introduction
Employee Assistance Programs (EAPs) originated in the 1930s to help employees with issues like alcoholism. Macy’s was the first to develop an EAP. Today, EAPs offer various mental and physical health support but have low usage rates. For Trust & Safety employees, who often deal with distressing content, EAPs are not sufficient. This white paper explores EAPs’ limitations for these teams and outlines the necessary support to enhance the wellbeing of Content Moderators and Trust & Safety employees.
Key Takeaways
- EAP Limitations: Traditional Employee Assistance Programs (EAPs) are insufficient for addressing the unique mental health challenges faced by Trust & Safety teams, especially content moderators.
- Specialized Care Needed: Trust & Safety teams require specialized care, including trauma-focused therapy and ongoing mental health support.
- Preventative Measures: Effective programs should include resilience training, peer support, and proactive mental health strategies to mitigate the risks of burnout and vicarious trauma.
- Tailored Solutions: Implementing comprehensive, customized wellbeing programs is critical for ensuring the psychological health of Trust & Safety teams.
