Hannah Bailey is the founder of Blue Light Wellbeing and a former police officer turned Trauma Therapist, Psychotherapist (BWRT), and Wellbeing Coach. She specialises in supporting the mental health of law enforcement and investigative professionals and recently appeared on the Forensic Focus Podcast.
What inspired you to start Blue Light Wellbeing?
I was a serving police officer for 15 years in West Midlands Police. Despite many happy and productive years in policing, I then sadly suffered from PTSD and two lots of breast cancer. I realised something had to change or my life and lifestyle was literally going to kill me! I left the police to focus on my recovery and long-term health, and then decided to retrain to help others that I knew would be struggling, too.
My work now is a mixture of 1-2-1 trauma therapy work, as well as delivering training and education to different police forces and law enforcement across the country – I’m lucky to have another career that I feel so passionate about!
How does trauma from digital investigation compare to what frontline responders face?
They can be very similar as both are exposed on a regular basis to distressing, criminal and traumatic human behaviors. Whilst there will be some obvious differences – digital investigation has less risk to personal safety, for example – I would say the trauma levels for digital investigators may well sometimes be higher. This would be due to the detail, clarity and emotion involved in digital evidence that may not be present in a written witness statement, for example. The brain finds it harder to distinguish between vicarious and actual trauma when exposed to clear video evidence of a crime, rather than a written account.
Many digital forensics professionals deal with distressing material. What are early signs they might be struggling?
Early signs of distress or poor emotional/mental health can differ for everyone, and it’s important to keep track of any noticeable changes to your normal personality or routine, e.g. if you are normally very sociable and are now becoming quiet and withdrawn.
But there are some common signs to look out for that would be good for everyone to be aware of. These are:
- Poor sleep (on a regular basis) – this might include nightmares, night terrors, insomnia, light/disturbed sleep where you still feel exhausted upon waking, or regularly waking very early e.g. 4am or 5am
- Emotions that are difficult to regulate – e.g. tearful, irritable, angry, snappy or defensive, OR the opposite – cold, distant, disconnected, shut off, or shut down
- Catastrophising – taking everyday occurrences and making them much bigger; thinking that everything will go wrong; thinking the world is an awful place with danger around every corner; feeling hopeless or despairing about the state of the world
- Having ‘flashbacks’ during the day – this is usually to do with a job at work, and is where you suddenly have a picture or image in your head from work that overwhelms or upsets you or leads to a panic attack
- ‘Free floating’ anxiety – this describes when someone feels anxious for large parts of the day and for no apparent or logical reason
- ‘Brain fog’ – where you struggle to undertake normal, everyday tasks, such as shopping, driving, emails, or writing reports
Don’t ignore common ill health issues, too – these can often be related to stress. The most common I see in my practice are: gut issues (IBS, IBD, constant irritation, regular constipation or diarrhoea), headaches and migraines, and skin issues such as eczema or psoriasis.
What simple steps can DFIR leaders take to protect their teams’ mental health?
Leaders don’t have to be experts on mental health and well-being – but they can undertake three important steps:
- Check in (properly) – ask questions that require a proper answer, not just a Yes or No answer; “How are you sleeping?”, “What is your workload like at the moment?” and “How are things at home?”
- Listen to the answers, notice signs (such as the ones above), and be kind in your communication
- Know where to signpost – both internally and externally – not everyone is comfortable seeking help within the organisation. Give various options such as professional support, peer support, group support, or online support.
Leaders can also encourage open conversations within their teams, actively seek out training and education for their teams, and show that their team members are still valued even when they are struggling.
How can people working alone—especially in high-pressure or remote DFIR roles—look after their mental health?
Isolation is one of the cornerstones of poor mental health, and so remote working – particularly in such high pressure roles – carries extra risks with trauma exposure. The following steps should all be encouraged (if not imperative) for those working alone:
- Take regular breaks away from their screens / digital exposure
- Check in at least once a shift with a team member or manager via Teams or phone call (this could work in a similar way to a ‘buddy system’)
- Go in to work at least once a week if possible
- Maintain good boundaries around work time and home time
- Ensure they have activities, friends and hobbies that are nothing to do with work at all
- Be extra vigilant around the signs and symptoms (as above) that they might be struggling – these are easier to shrug off/ignore if lone working – and will not be seen as quickly by colleagues or managers
- Engage in activities that help process or decompress their work experiences on a regular basis
If someone already feels burned out or traumatised, what steps can they take to begin their recovery?
Please speak to someone. I know it is the same advice that people hear all the time – but it really is important and can make such a difference. Choose carefully who you speak to; are they supportive and kind? Will they listen without judgement? Have they been through anything similar themselves? Here are some top tips that might help start that conversation:
- If you are speaking to a friend or colleague, know that they will be kind and supportive and not brush it off. Consider a peer supporter, TRIM practitioner, or a well-being champion.
- Line manager or OH – remember, you can choose (within reason) who you speak to. You could go to a different line manager if they are your friend, or you know them to be particularly sympathetic and knowledgeable.
- Partner or family member – sometimes these can be the most difficult conversations! We don’t want to worry or upset our loved ones. You don’t have to tell everyone around you, but it can really help if some key people in your life know how you are feeling.
- Professionals – any worthy professional should offer you a free consultation chat to talk through what you are struggling with, and explain how they work and whether they can help. Consider options both internally and externally, and working with different therapeutic approaches. Modern therapy has moved on this last decade and there are many ways you can access support and effective help.
- If you find opening up to others difficult, have a think about what you might say and how you might start the conversation. You don’t have to disclose it all in one go. You might consider the following:
- “I’m just not sleeping at all at the minute; I’m feeling exhausted every day.”
- “I’m finding it really difficult to concentrate on my work; it’s like permanent brain fog.”
- “I’ve got this horrible anxious feeling in my chest nearly all the time.”
- And the most common phrase that clients say to me? …… “I know this sounds really silly, but…” – I can assure you, NOTHING is too silly to say to me, or any professional, including your GP. Please share it with someone – I promise that things can get better and feel different.
What do you wish more organisations understood about resilience?
I wish they understood that true resilience takes proactive work – education, awareness and emotional intelligence. Ultimately, humans get resilience and strength from proper human connection – learning from each other, kindness, and support – when we are both at our best and when we are at our most vulnerable. True resilience comes when we operate from our authentic moral compass, not from policy and procedure; when we do what’s right for those around us and in our care.
Resilience is not stigmatised silence, isolation or false joviality.
And finally, what do you enjoy in your spare time?
Lots of things that are nothing to do with trauma! I love dancing, wild swimming, my dogs, a good box set on Netflix, and my sleep! But my family are my priority – my husband is also a police officer, so we treasure time that we get to spend with each other, even if it’s 5 minutes in the morning with a cup of tea.
Oh! And my Mum makes a mean Sunday lunch which is the highlight of our week…
