What are some common conflicts of interest in peer support?

Peer support is a valuable and empowering way of helping people who share similar experiences, challenges, or identities. Peer supporters offer emotional, social, and practical support to others who are facing similar situations or issues. However, peer support also comes with some potential conflicts of interest that need to be recognized and addressed. In this article, we will explore some of the common conflicts of interest in peer support and how to avoid or resolve them.

1 Dual relationships

A dual relationship is when a peer supporter has another role or relationship with the person they are supporting, such as a friend, family member, coworker, or romantic partner. This can create conflicts of interest, such as favoritism, bias, confidentiality breaches, role confusion, or boundary violations. For example, a peer supporter who is also a friend of the person they are supporting may feel torn between being honest and supportive, or may have difficulty separating their personal and professional lives. To avoid or minimize dual relationships, peer supporters should be clear about their role and expectations, maintain professional boundaries, respect confidentiality, and seek supervision or guidance when needed.

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Linda Geter

Salesperson | Bachelor's in Finance, CRM, Communication
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Common conflicts of interest in peer support include personal biases, favoritism, and competing interests, which can hinder the provision of impartial and effective assistance in various contexts.

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2 Financial interests

A financial interest is when a peer supporter has a personal or professional stake in the outcome of the support they provide, such as a fee, a commission, a donation, or a referral. This can create conflicts of interest, such as exploitation, coercion, manipulation, or dishonesty. For example, a peer supporter who is paid by a service provider to refer people to their program may be tempted to influence or pressure the person they are supporting to enroll, even if it is not in their best interest. To avoid or reduce financial interests, peer supporters should be transparent about their compensation, disclose any potential or actual conflicts of interest, and respect the autonomy and choices of the person they are supporting.

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Linda Geter

Salesperson | Bachelor's in Finance, CRM, Communication
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Conflict stems from favoritism, where a peer mentor might exhibit undue partiality towards individuals who share similar interests or affiliations. In a workplace setting, a mentor from the same department may prioritize guidance and support for colleagues from their own team, inadvertently sidelining other deserving individuals and obstructing equitable professional development. This partiality can introduce unfairness and inequity into peer support systems. These apprehensions may lead to the withholding of vital advice or insights, ultimately undermining the authenticity and efficacy of the entire peer support network. It is imperative to identify and address these conflicts.

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3 Ideological interests

An ideological interest is when a peer supporter has a strong belief or conviction that influences the support they provide, such as a political, religious, or moral view. This can create conflicts of interest, such as judgment, discrimination, proselytizing, or indoctrination. For example, a peer supporter who has a religious faith may try to impose their beliefs or values on the person they are supporting, or may reject or condemn them if they do not share them. To avoid or limit ideological interests, peer supporters should be respectful of the diversity and differences of the people they support, avoid imposing their own opinions or agendas, and acknowledge and address any biases or prejudices they may have.

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4 Emotional interests

An emotional interest is when a peer supporter has a personal or emotional attachment to the person they are supporting, such as a crush, a friendship, or a sympathy. This can create conflicts of interest, such as dependency, attachment, over-involvement, or burnout. For example, a peer supporter who develops a crush on the person they are supporting may cross the line of professionalism and intimacy, or may neglect their own needs and boundaries. To avoid or manage emotional interests, peer supporters should be aware of their own feelings and motivations, maintain appropriate distance and balance, and seek support for themselves if needed.

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Dharaa Patel

Public Relation is my Art, News is my passion and Manage the thing is in my genes. Love to communicate with any.
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I want to add one more thing here, and it has to do with religion. It has some emotional appeal as well. If you want to be successful at branding or advertising, your creativity must be in the limit of religion. As an example,, one significant brand challenged society and attempted to appeal to Hindu feeling. They lost lakhs of customers over night. Emotions relates to religion affects a lot to any business.

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5 Organizational interests

An organizational interest is when a peer supporter is affiliated with or employed by an organization that has a stake in the support they provide, such as a service provider, a funder, or a regulator. This can create conflicts of interest, such as loyalty, compliance, conformity, or advocacy. For example, a peer supporter who works for a mental health agency may feel obligated or pressured to follow the policies and procedures of the organization, or to promote its interests and reputation, even if they conflict with the needs and preferences of the person they are supporting. To avoid or mitigate organizational interests, peer supporters should be independent and autonomous, advocate for the rights and interests of the people they support, and challenge any unethical or oppressive practices or structures.

Peer support is a powerful and beneficial way of helping and empowering others who share similar experiences, challenges, or identities. However, peer support also comes with some potential conflicts of interest that need to be recognized and addressed. By being aware of the common conflicts of interest in peer support and how to avoid or resolve them, peer supporters can ensure that they provide ethical, respectful, and effective support to the people they serve.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Kathleen A Panning

Women of faith in leadership fulfilling THEIR MISSION
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As I read through each of these areas of potential conflicts in a peer support group, I noticed they each end with what group members should do to avoid such conflicts of interest. That points to perhaps the biggest area of a conflict, namely what to do when a member doesn't do what they should in one of these situations. Who is in charge of handling such things and how are such conflicts handled? Even when there is a policy for standards of conduct that every member agreed to when joining the group, that does not eliminate power struggles among peers or differences about if, when or how to implement the policy for conduct that's not appropriate. Having a leader of the group who is not a peer of the members is very helpful.

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What are some common conflicts of interest in peer support?

1

2

3

4

5

6

1 Dual relationships

2 Financial interests

3 Ideological interests

4 Emotional interests

5 Organizational interests

6 Here’s what else to consider

Peer Support

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What are some common conflicts of interest in peer support?

1

2

3

4

5

6

1 Dual relationships

2 Financial interests

3 Ideological interests

4 Emotional interests

5 Organizational interests

6 Here’s what else to consider

Peer Support

Rate this article

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