The role of champions in leading domestic violence and abuse practice improvement in health care: A scoping review

Abstract

Aim To describe and synthesize evidence for champions of domestic violence practice improvement in health care and highlight implications for leadership and nurse management. Background Globally, health care leaders have been tasked with improving service responses to domestic violence. Evidencing the role of champions, and how managers may harness champions in improving responses to domestic violence, is an important factor in successfully leading change in this field. Evaluation A scoping review was conducted using four electronic databases (Proquest, PubMed, Medline and PsycINFO). Key issues Eleven studies were included. Champion characteristics, roles, and factors influencing their impact were distilled. Barriers to the success of champions were identified as were four aspects of the champion role: mentor and expert advice; communication and engagement; strategic advocacy, coordination and project leadership; personal and emotional support. Conclusions The review highlighted that champions involved in domestic violence project implementation have unique aspect to their role, along with characteristics reported in the broader champion literature. As an emerging field, there is evidence that domestic violence champions play an important role in mentoring and supporting health care workers to effectively change their practice. Implications for nursing management Nurse managers and leaders need to understand the champion construct and the roles that champions enact to generate domestic violence and abuse system and practice change. Further research is required to provide guidance.

Building a community‐academic partnership to improve screening for intimate partner violence: Integrating advocates in healthcare clinic settings

“…The role of the clinic champion may be filled by nurses, social workers, medical staff, management staff or individuals who emerged with interest or passion about the intervention (Woods-Burnham, 2020). Attributes of clinic champions include implementation of the evidence-based intervention while problem-solving organizational barriers that may have the potential to thwart sustainability of the practice change (Bonawitz et al, 2020;Saberi et al, 2021;Woods-Burnham, 2020).…”

“…The engagement of champions in healthcare settings is imperative to sustain changes in practice, policies and guidelines (Saberi et al, 2021); therefore, in addition to the use of advocates, champions of IPV will be selected within clinic settings to support the sustainability new innovations. The role of the clinic champion may be filled by nurses, social workers, medical staff, management staff or individuals who emerged with interest or passion about the intervention (Woods‐Burnham, 2020).…”

“…The role of the clinic champion may be filled by nurses, social workers, medical staff, management staff or individuals who emerged with interest or passion about the intervention (Woods‐Burnham, 2020). Attributes of clinic champions include implementation of the evidence‐based intervention while problem‐solving organizational barriers that may have the potential to thwart sustainability of the practice change (Bonawitz et al, 2020; Saberi et al, 2021; Woods‐Burnham, 2020). Clinic champions may also serve as an internal support resource for IPV survivors, promote faster initiation of the new intervention, enhance staff motivation and engagement in the project and promote sustainable efforts after proposal funding has ended.…”

Practice Facilitation to Address Unhealthy Alcohol Use in Primary Care

“…Intervention practices had a greater increase in any documentation of alcohol use, from 75.7% (95% CI, 65.0%-83.9%) at baseline to 83.2% (95% CI, 74.7%-89.3%) at 6 months, compared to control practices, which decreased from 75.9% (95% CI, 69.7%-83.8%) to 70.6% (95% CI, 59.3%-79.8%) (P < .001 for difference in differences; ICC, 0.336) (Table 3). Intervention practices also had a markedly greater increase in screening with the AUDIT-C or SASQ, from 2.1% (95% CI, 0.5%-8.4%) at baseline to 35.5% (95% CI, 11.5%-69.9%) at 6 months, compared to control practices, which increased from 0.4% (95% CI, 0.1%-1.8%) to 1.4% (95% CI, 0.3%-5.8%) (P < .001 for difference in differences; ICC, 0.781). Intervention practices had a greater increase in identification of UAU from 4.6% (95% CI, 3.2%-6.6%) at baseline to 7.0% (95% CI, 5.0%-9.8%) at 6 months compared to the control practices, which only increased from 4.5% (95% CI, 3.1%-6.4%) to 4.9% (95% CI, 3.4%-6.9%) (Table 3), although the difference between groups was not statistically significant (P = .06; ICC, 0.123).…”

Domestic Abuse in the Context of Life-Limiting Illness: A Systematic Scoping Review

“…Appointing domestic abuse champions within an organisation can help act as a point of reference for staf and provide advice and emotional support to them when needed. Although a relatively new concept, evidence suggests domestic abuse champions in healthcare settings have a positive impact and act as change agents through their support and mentorship, enabling colleagues to efectively alter their practice and engage in the complex and challenging work of detecting and responding to abuse [71]. Champions need to be trained to an enhanced level, but not delegated sole responsibility for managing domestic abuse within the organisation, rather supporting fellow practitioners through the process.…”