Code Lavender

In healthcare, Code Lavender is a workplace crisis intervention tool used to provide peer support to nursing staff following traumatic events.[1][2] The program is designed to reduce occupational burnout.[3][4][5] Intervention is meant to be immediate with ongoing support through employee assistance program (EAP).[6] Beyond emotional support, a code lavender may include aromatherapy, massage, mindful snacking, meditation, and pet therapy.[7]

The code was first developed by Earl E. Bakken at North Hawaii Community Hospital.[8]

References

  1. ^ Gregory, Debbie (April 2021). "Code Lavender: Designing Healthcare Spaces to Enhance Caregiver Wellness". HERD: Health Environments Research & Design Journal. 14 (2): 13–15. doi:10.1177/1937586721993785. PMID 33593086.
  2. ^ Stone, Rabbi Susan B. (April 2018). "Code Lavender: A tool for staff support". Nursing. 48 (4): 15–17. doi:10.1097/01.NURSE.0000531022.93707.08. ISSN 0360-4039. PMID 29561364.
  3. ^ Swensen, Stephen; Swensen, Stephen J.; Shanafelt, Tait; Shanafelt, Tait D. (2020). Mayo Clinic Strategies to Reduce Burnout: 12 Actions to Create the Ideal Workplace. Oxford University Press. pp. 204–205. ISBN 978-0-19-084896-5.
  4. ^ Oster, Cynthia A.; Braaten, Jane S. (7 June 2024). The Nexus between Nursing and Patient Safety. Springer Nature. pp. 139–140. ISBN 978-3-031-53158-3.
  5. ^ Blackwell, Angie (November 2024). "Overcoming Compassion Fatigue and Burnout in Pediatric Oncology Nurses: Implementation of a Staff Well-Being Program". Journal of Pediatric Hematology/Oncology Nursing. 41 (6): 408–418. doi:10.1177/27527530241282319. PMID 39584675.
  6. ^ Manton, Anne (July 2018). "Emergency Nurses and Code Lavender". Journal of Emergency Nursing. 44 (4): 321. doi:10.1016/j.jen.2018.05.003. PMID 29976308.
  7. ^ "P381 - Code Lavender Rounds: A Response to Healthcare Workers' Stress". Oncology Nursing Society. April 29, 2022.
  8. ^ DeMarco, Kathleen Ann; Resnicoff, Marci (April 2024). "Launching Lavender Response Teams Across a Health Care System". Nurse Leader. 22 (2): 182–186. doi:10.1016/j.mnl.2023.09.008.
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