08/22/2025
Such a great read for first responder agencies
Stop The Threat - Stop The Stigma understands that many police officers (and other first responders) struggle with the idea of going to counseling, even when they need it. Some of the biggest reasons are:
1. Stigma and culture
In police culture, there’s a long-standing belief that officers need to be “tough” and handle everything on their own.
Seeking help is sometimes wrongly seen as a weakness or a sign you can’t handle the job.
2. Fear of career impact
Officers may worry that admitting to stress, depression, or trauma will lead to losing their badge, gun, or promotions.
They fear being labeled “unfit for duty” by supervisors or peers.
3. Lack of trust in confidentiality
Many don’t believe counseling within their department will remain private.
They worry word will get back to leadership or colleagues.
4. Coping habits and “bottling up”
Officers are often trained to stay calm and suppress emotions in chaotic situations. Over time, this habit can spill into their personal lives, making it harder to open up in therapy.
5. Limited access or poor experiences
In some areas, departments don’t have mental health resources tailored for law enforcement.
If an officer tries counseling and doesn’t feel understood by a civilian therapist, they may give up quickly.
6. Identity and pride
For many, being a police officer is more than a job—it’s an identity. Admitting they need help can feel like failing at that identity.
That said, things are slowly changing. More departments are promoting peer support programs, culturally competent therapists, and confidential resources (like Police Officer Assistance Programs). Younger officers in particular are showing more openness to seeking help.
Here are some of the most effective strategies that help police officers overcome barriers and actually engage in counseling:
1. Normalize Help-Seeking
Departments can share stories of respected officers (including supervisors) who have benefited from counseling.
Peer-to-peer conversations reduce stigma more than top-down orders.
2. Ensure Confidentiality
Making it clear that counseling is private and separate from the chain of command encourages trust.
Partnering with outside clinicians instead of only in-house staff can help.
3. Peer Support Programs
Many officers prefer talking to another cop who “gets it.”
Peer support teams can act as a bridge to professional counseling when needed.
4. Specialized Therapists
Culturally competent therapists trained in first responder trauma, shift work stress, and hypervigilance are more effective.
Officers feel less judged and more understood when the therapist knows the job’s realities.
5. Mandatory but Supportive Check-ins
Some agencies require annual or semi-annual mental health check-ins for all staff — framed like a medical physical.
This removes stigma because everyone goes, not just those in crisis.
6. Early Training & Education
Teaching recruits in the academy that mental wellness is part of officer survival.
When it’s introduced early, seeking counseling later feels more natural.
7. Family Involvement
Spouses and family often notice stress changes first.
Offering joint counseling or family education sessions helps create support systems at home.
8. Leadership Modeling
When chiefs, sergeants, or respected senior officers talk openly about using counseling or wellness resources, it signals to younger officers that it’s acceptable.
9. Alternative Entry Points
Wellness apps, chaplain programs, or informal group meetings can give officers a “low-barrier” first step.
Once trust is built, officers are more willing to step into formal counseling.
The common thread: Make counseling feel safe, confidential, and normal, not like a career risk.
www.stopthethreatstopthestigma.org
Photo of Captain Adam Meyers, CPS and Founder of Stop The Threat - Stop The Stigma
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