I can give a bit of the national picture if that's helpful, and I’m then happy to move on to colleagues. So, our recent survey of service providers within this sector showed that 91 per cent said that demand for their services had increased in the last year, and I think the previous year was 80-odd percent—so, continuous demand. Ninety-four per cent had said the complexity of needs had increased in the last 12 months, and that followed 94 per cent the previous year. So, when we're talking about complexity, that is really significant, and what that looks like on the ground is increased incidents involving alcohol, substance use, mental health crises, increased suicide attempts and suicide ideations. One service said that 62 per cent of residents had experienced suicide ideation and attempted suicide or self-harm, so you can imagine the quantity of that.
I think that in previous years there may have been one or two people within a project who would have had that level of severity of need or crisis incidents. At the moment it's numerous people within projects and it's very, very difficult for staff to cope with that, because the staff ratios remain the same as they always have been. I've heard of staff regularly staying beyond their hours because they're worried that someone is going to die and there hasn't been an appropriate response from statutory services, so staff have stayed beyond their hours, sometimes overnight, to prevent someone from attempting suicide because they feel that that's what they have to do. You know, a frontline worker just a couple of weeks ago said to me, ‘We're expected to walk away once we've made the referral to mental health, but, if they're not going to help, how can I do that?’ That's the situation that too many front-line workers experience.
I think, more recently, there’s been an increase in violence, abuse and weapons within projects, which is something that I think has emerged much more over the last 12 months. So, levels of risk that people are finding it very, very difficult to manage, and a change in, I think, policing policy, which means they're less likely to come out and respond to calls from supported housing, and staff are left having to deal with that.
I think you then think about the impact on other people within that project who are trying to recover and move on to independence, albeit with support, and the impact on staff well-being. So we're seeing a huge amount of stress-related absence, huge staff turnover—one organisation told us that they had, sadly, lost a staff member to suicide—and huge amounts of burnout and stress within services. And I think that these workers do unbelievably complex jobs. They know the housing legislation inside out, the welfare entitlements. They are a mental health community support worker, they're a substance misuse worker, and that's all in addition to being a housing support worker, yet they're paid absolute peanuts, and that's not because of the will of the organisations employing them, it's because of the funding system. And they are carrying intense levels of trauma and stress every hour of every day, supporting people with all sorts of trauma in their lives, and are not getting the pay and the support that they need. And as I really want to emphasise, that's not because the organisations don't want to provide that, it's because of the lack of funding there. And I think then that the turnover, the cost-of-living crisis, we surveyed front-line workers a year or so ago and 86 per cent were not putting the heating on in order to save money, 56 per cent were struggling to pay their bills, 18 per cent were struggling to pay rent and 12 per cent were feeling at greater risk of homelessness, and they're the very staff who are employed to prevent homelessness in others. And then we know the impact that staff turnover has on clients, who, as you'll hear throughout today, have been traumatised and let down by so many systems over so many years, find it really difficult to build trust, and often with these third sector organisations, for the first time, have someone that they feel that they can rely on. And then staff turnover, staff absence breaks that bond and people can be back at the start.