Accessing mental health care is not always as simple as knowing that a service exists.
For police officers and other first responders, unpredictable schedules, professional expectations, and concerns about confidentiality can complicate decisions about seeking support.
Even organizations that provide mental health resources may find that employees are reluctant or unable to use them.
Research involving the Kelowna RCMP Detachment offers useful insight into workplace stress and the potential role of accessible canine-assisted wellness programming.
Stigma and Professional Expectations
In public safety occupations, employees are expected to make decisions under pressure, manage difficult situations, and maintain operational readiness.
These expectations can influence how people think about their own mental health.
Some employees may worry that seeking support will affect how they are perceived by colleagues or supervisors.
Others may have concerns about the potential professional consequences of disclosing psychological difficulties.
An effective workplace mental health strategy needs to address these concerns through clear policies, appropriate confidentiality protections, and a culture that supports help-seeking.
Time and Scheduling
First responders often work shifts that do not align with conventional appointment hours.
Calls can extend beyond scheduled shifts, and operational requirements may make it difficult to leave work at a predictable time.
For employees in rural or remote communities, travel can create additional challenges.
Programs that require substantial time or complicated scheduling may be difficult to use, even when employees are interested.
Trust and Confidentiality
Trust is particularly important when mental health services are connected to an employer.
Employees need to understand who provides the service, what information remains confidential, and whether any circumstances require disclosure.
A familiar or welcoming environment cannot replace clear professional obligations.
Organizations must communicate these boundaries accurately and ensure that employees have access to appropriate, confidential care.
What the Kelowna Research Found
In a 2021 qualitative study, Green and Binfet interviewed eight RCMP employees who had participated in a workplace therapy dog program.
Participants discussed their experiences of occupational stress and the resources they used to manage it.
Interestingly, organizational stressors were identified more frequently than operational stressors.
Employees also described stress affecting their irritability and sleep.
Their experiences with the therapy dog program were generally positive, with participants describing opportunities to take a break, reduce stress, and change perspective.
The findings provide insight into how employees experienced an accessible workplace wellness activity.
They do not demonstrate that the program eliminated stigma, resolved confidentiality concerns, or increased access to psychotherapy.
Where Facility Dogs May Help
A facility dog working alongside a qualified handler can offer opportunities for informal workplace engagement.
Employees may choose to participate because they enjoy interacting with dogs, want a short break, or are interested in the program.
When the handler is also a qualified mental health professional, these encounters may provide opportunities to become familiar with available services.
That potential should be evaluated rather than assumed.
The presence of a dog does not automatically make a program confidential, clinically appropriate, or accessible to everyone.
Some employees may be uncomfortable around dogs, have allergies, or prefer other forms of support. Alternatives should remain available.
Workplace Mental Health Is an Organizational Responsibility
A facility dog program can contribute to a broader approach to employee well-being, but it cannot resolve every source of workplace stress.
Organizational practices, workload, leadership, access to qualified treatment, and confidentiality protections all influence occupational mental health.
The Kelowna research reminds us that employees experience stress from the workplace itself, including factors unrelated to critical incidents.
For organizations developing canine-assisted programming, the goal should be to improve access to meaningful support while continuing to address the conditions that contribute to stress.
References
Green, F. L. L., & Binfet, J.-T. (2021). Therapy dogs, stress-reduction, and well-being within the detachment: Interviews with law-enforcement personnel. Human-Animal Interaction Bulletin, 11(1), 10–35. https://doi.org/10.1079/hai.2021.0018
Binfet, J.-T., Draper, Z. A., & Green, F. L. L. (2020). Stress reduction in law enforcement officers and staff through a canine-assisted intervention. Human-Animal Interaction Bulletin, 8(2), 34–52. https://doi.org/10.1079/hai.2020.0011
