Best practice guidance for those employing oral history interviewers
The Oral History Society supports the right of oral historians to be treated fairly and with respect, to work in a safe environment, and to have their physical, psychological and emotional wellbeing taken into account and safeguarded by those who employ them, whether in a paid capacity or as volunteers. This helps to ensure the quality and wellbeing of the experience, not only for interviewers, but for their interviewees, and ultimately for the project and the organisation itself.
This best practice guidance is intended for those employing oral history interviewers, and anyone developing or funding oral history projects. The principles it recommends form the basis for contractual arrangements that are equitable, realistic and supportive, enabling projects and employers to fulfil their duty of care towards those who work for them.
- First, consider your project closely to assess any potential risks to the safety and well-being of your interviewers, and take steps to minimise them. Take advice and consult with experienced oral historians where possible.
- Make your interviewers aware of your ‘lone working’ policy if your organisation has one. If your organisation does not have a ‘lone working’ policy, you may find the East Midlands Oral History Archive advice on personal safety helpful in developing your own guidance – Safety | East Midlands Oral History Archive | University of Leicester
- Be realistic about the costs and timescales for a project, and what is actually possible within the parameters you set, both in terms of the demands placed on oral historians, their remuneration, and the nature and quality of the interviews.
- In consultation with your interviewers, agree a schedule which allows them adequate time to rest, reflect, process, and make the transition between interviews.
- Discuss the planned interviews in advance with your interviewers, working with them to highlight possible powerful and challenging content. Share your expectations, listen to their experience, and allow the interviewer time and space to prepare themselves.
- Work with your interviewer to agree the circumstances in which they can terminate an interview – and if they feel they need to do this, give them your full support, and an opportunity afterwards to discuss and review their decision and the interview experience
- Ensure support is available should the interviewer become distressed, disturbed or otherwise negatively affected by the interview and what they hear
- Be clear with them in advance what support is available for them, and how to access it
- Make provision for support to continue beyond the immediate post-interview period if it is necessary
- Once their role in the project is completed carry out an end-of-project review with your interviewee, and keep them in touch with future developments, including feedback from interviewees, and any future use made of the interviews.
The Oral History Society recommends that you incorporate this guidance into funding bids and make a commitment to observe it in contractual arrangements with interviewers.
Read about the wellbeing concerns raised by one interviewer in the blog post below.
Well-being and oral history
When oral histories deal with subjects of a very personal nature, we can never predict the impact or how this will affect our wellbeing.
16 February 2022
