10:03:18 US. I'LL TURN IT OVER TO THE PRESENTERS TO GET STARTED. 10:03:23 >> THANK YOU SO MUCH, 10:03:27 MARIKATE. HELLO, EVERYONE. WE 10:03:30 CAN'T SEE YOU AND NOT IN THE SAME ROOM. WE WOULD LOVE 10:03:33 THIS TO BE INTERACTIVE IN THE CHAT 10:03:36 BOX. IF YOU PUT YOUR NAME AND WHERE YOU ARE COMING FROM, THAT 10:03:39 WOULD BE GREAT SO WE CAN GIVE YOU A SHOUT 10:03:42 OUT. MY NAME IS 10:03:45 CAROLY OUYA. WE ARE 10:03:50 TALKING ABOUT PRACTICAL TOOLS FOR SUPPORTING SURVIVORS IN THE WORKPLACE. WE'LL COME AT 10:03:53 IT FROM AN ANGLE OF BEING AN 10:03:56 EMPLOYER, 10:04:00 RIGHT? BEING THE SUPERVISOR AND 10:04:03 SUPPORTING THE PEOPLE ON YOUR 10:04:06 TEAM. A LITTLE BIT 10:04:09 ABOUT ME. MY ROLE AT FUTURES IS I'M 10:04:13 A SENIOR TRAINING AND TECHNICAL ASSISTANT 10:04:17 SPECIALIST. I HELP ORGANIZATIONS WORKING ON 10:04:20 INCREASING EMPLOYMENT AND EDUCATION OPPORTUNITIES FOR 10:04:23 SURVIVORS. PRIOR TO THIS, I WAS WORKING FOR VICTIM 10:04:26 SERVICE AGENCY THAT DID WORK FOR DEVELOPMENT 10:04:30 AND SMALL BUSINESS DEVELOPMENT. SO I'M VERY AWARE OF 10:04:33 THE INTERSECTION OF 10:04:42 VICTIM ADD VOE CAN AS 10:04:45 I. >> THANK YOU, HI, EVERYONE. GOOD TO 10:04:48 SEE EVERYONE COMING IN TO THE VIRTUAL SPACE. I'M 10:04:52 YOO-JIN. ALSO A SENIOR 10:04:56 TRAINING SPECIALIST SPECIALIZING ON 10:04:59 WORKPLACES. SO, MY BACKGROUND IS 10:05:02 IN 10:05:08 VICTIM ADVOCACY AND CHILD CARE. 10:05:12 REALLY EXCITED TO CONNECT WITH YOU. THANK YOU TO 10:05:16 EVERYONE WHO IS INTRODUCING THEMSELVES IN THE CHAT. >> 10:05:19 RIGHT. HI, KRISTIN, COMING FROM 10:05:23 ILLINOIS. WALTER 10:05:26 FROM FT. KNOX. HEY, 10:05:30 MARILU. LET'S TALK ABOUT OUR PROJECT. SO, I WORK 10:05:33 ON THE PROMOTING EMPLOYMENT OPPORTUNITIES FOR SURVIVORS 10:05:36 OF TRAFFICKING. YOU KNOW, WE OFFER FREE TECHNICAL 10:05:40 ASSISTANCE TO PRETTY MUCH ANYONE IN THE UNITED STATES WHO 10:05:43 IS LOOKING TO IMPROVE HOW 10:05:46 SURVIVORS ARE CONNECTED TO EMPLOYMENT OR EDUCATION. 10:05:49 SO, IF YOU NEED HELP TROUBLESHOOTING, 10:05:53 YOU KNOW, ANY ISSUES OR CREATNG 10:05:56 PROGRAMS OR NEEDS ASSESSMENT, BUILDING 10:05:59 PARTNERSHIPS OR COLLABORATIONS, YOU KNOW, WE ARE HERE FOR YOU AS 10:06:02 A RESOURCE AND WE WILL CONTINUE TO TALK ABOUT HOW 10:06:06 WE CAN DO THAT THROUGHOUT THE PRESENTATION. 10:06:10 >> ALL RIGHT. 10:06:13 SO AS WE MENTIONED, I'M FOCUSED IN THE NATIONAL 10:06:16 WORKPLACE CENTER WORKPLACE RESPOND WHERE WE HAVE A TON 10:06:19 OF DIFFERENT RESOURCES FOR EMPLOYERS AND 10:06:23 MANAGERS AND SUPERVISRS AND COWORKERS 10:06:26 TO CREATE SAFER WORKPLACES LIKE IT SAYS 10:06:29 HERE. FREE 10:06:33 FROM DOMESTIC VIOLENCE AND SEXUAL 10:06:37 VIOLENCE AND STALKING. >> SO WHY 10:06:40 ARE YOU HERE? WHY ARE WE HERE TODAY? THIS IS THE 10:06:43 GOAL. WE HOPE YOU HELP US REACH 10:06:46 THESE LEARNING OBJECTIVES BY ASKING QUESTIONS AND 10:06:49 HELP US CLARIFY ANYTHING THAT YOU KNOW SEEMS 10:06:53 CONFUSING. THE THREE OBJECTIVES WE HAVE FOR TODAY 10:06:56 IS TO JUST HAVE A CONVERSATION ABOUT THE 10:06:59 CURRENT MENTAL HEALTH CHALLENGES OF SURVIVORS IN THE WORKPLACE. THE 10:07:03 IMPACT OF COVID-19 AND TRAUMA ON 10:07:07 EMPLOYMENT SUCCESS. SO, WHILE 10:07:10 WE ARE SPEAKING FROM A SURVIVOR LENS, THIS 10:07:13 INFORMATION IS GREAT TO KNOW FOR JUST ABOUT ANYONE THAT MAY 10:07:16 BE IN YOUR NETWORK. WE'LL ALSO 10:07:19 IDENTIFY KEY ELEMENTS OF THE SUPPORTIVE AND 10:07:22 TRAUMA INFORMED WORKPLACE. WHAT DOES IT MEAN TO BE A 10:07:26 RESILIENT SPACE FOR OTHERS? WHAT DOES 10:07:29 IT MEAN TO BE IN COMMUNITY IN OUR PLACE OF WORK? WE WILL HAVE CONVERSATIONS 10:07:33 ABOUT THAT. THEN, WE'LL TALK A LITTLE BIT 10:07:36 ABOUT POLICIES AND RESOURCES 10:07:40 TO HELP SURVIVOR MENTAL HEALTH IN THE 10:07:43 WORKPLACE? WHAT CAN YOU DO TO MAKE SURE THE POLICIES ARE 10:07:46 SAFE AND MINDFUL OF THE 10:07:50 MENTAL HEALTH CHALLENGES PEOPLE EXPERIENCE. AND THE LAST 10:07:53 IS TO DEVELOP STRATEGIES OR SHARE 10:07:56 STRATEGIES THAT ENHANCE AND 10:08:01 SUPPORT EMPLOYEE WORKPLACE RESILIENRESILIENCE. WE WILL GIVE RESOURCES YOU CAN GO 10:08:04 BACK AND LOOK THROUGH AND WE ASK YOU CONTACT US TO HAVE 10:08:07 A CONVERSATION ABOUT THEM AND 10:08:11 HELP YOU IMPLEMENT THEM ALONG THE WAY. SO NOW 10:08:14 YOU KNOW A LITTLE BIT ABOUT 10:08:18 US, 10:08:21 YOO-JIN IS GOING TO PUT A LINK IN THE CHAT BOX. IF YOU 10:08:25 CAN GO TO THE LINK, CAN YOU WALK THEM THROUGH 10:08:28 THAT, YOO-JIN? >> YES. ALL 10:08:31 RIGHT. YOU WILL GET TO KNOW US A LITTLE BIT MORE. 10:08:34 WE LOVE TO KNOW WHO IS IN THE ROOM. IF YOU COULD VISIT OUR 10:08:37 POLL EVERYWHERE LINK. WE WILL USE THAT TO ENGAGE WITH YOU IN DIFFERENT 10:08:40 WAYS. FOR RIGHT NOW, YOU WILL SEE A SCREEN 10:08:44 THAT GIVES YOU A FEW OPTIONS ON WHAT BEST DESCRIBES 10:08:47 THE CLOSEST THING WHAT YOU DO. WE'LL WAIT 10:08:50 FOR A FEW ANSWERS TO COME IN. IF YOU ARE 10:08:53 NOT, FOR ANY REASON, ABLE TO ACCESS POLL EVERYWHERE, 10:08:56 LET US KNOW IN THE CHAT. 10:09:00 >> I SEE SUSAN FROM ATLANTA. I GREW UP 10:09:03 IN ATLANTA. HI, SUSAN. >> 10:09:07 YES. FOLKS FROM TEXAS AND 10:09:10 INDIANA. CALIFORNIA. 10:09:16 WELCOME. ALL RIGHT. 10:09:19 SO LET'S SEE. SO 10:09:22 WE'RE SEEING DOMESTIC VIOLENCE AND SEXUAL ALLIANCE 10:09:25 AND POLICY SPECIALISTS. OTHERS. 10:09:29 EDUCATORS IN THE ROOM. 10:09:32 AWESOME. GREAT. 10:09:35 THIS IS ALWAYS WONDERFUL FOR US TO KNOW ESPECIALLY SINCE 10:09:38 WE CANNOT GATHER IN THE PHYSICAL SPACE WHO IS IN THE 10:09:41 ROOM AND THE WEALTH OF EXPERTISE IN THE ROOM AS A COLLECTIVE. 10:09:47 WONDERFUL. >> OKAY. 10:09:50 SO, LET'S GO 10:09:54 AHEAD AND START A 10:09:57 CONVERSATION. WE ASK THAT YOU USE THE CHAT BOX OR 10:10:00 YOU CAN USE POLL EVERYWHERE IF YOU WOULD LIKE 10:10:03 YOUR CONTRIBUTION TO BE 10:10:06 ANONYMOUS. WE'LL PUT THE LINK ON 10:10:10 THERE, ON THE CHAT BOX. THE QUESTION WE WANT TO ASK YOU 10:10:13 ALL IS WHAT FACTORS IMPACT EMPLOYEE RETENTION THE MOST 10:10:16 IN YOUR ORGANIZATION? SO IF YOU COULD TAKE A FEW 10:10:19 YOU MINUTES TO, YOU KNOW, TYPE 10:10:23 IN YOUR ANSWER OR PERSPECTIVE OF THIS 10:10:27 OR CLICK THE POLL EVERYWHERE AND WE'LL GET A SENSE OF WHERE EVERYONE IS 10:10:30 COMING FROM OR WHAT YOUR CHALLENGES ARE. 10:10:41 ANOTHER WAY TO LOOK AT THE 10:10:45 EMPLOYEE RETENTION OR IF YOU ARE RETAINING, YOU 10:10:48 KNOW, WELL BEING, WHAT IS 10:10:52 IMPACTING EMPLOYEE WELL BEING IN YOUR ORGANIZATION IS ANOTHER WAY TO LOOK 10:10:56 AT IT. >> I'M SEEING RESPONSES FROM FOLKS IN THE CHAT AND 10:10:59 ALSO IN THE ANONYMOUS SHARE. 10:11:03 COMPREHENSIVE SUPERVISION. SO GLAD YOU BROUGHT THAT UP, 10:11:05 STEPHANIE. WE'LL TALK ABOUT THAT. BURNOUT. 10:11:08 FOR SURE. I'M SEEING NOT BEING 10:11:13 VALUED. WORKPLACE POLICIES, INCLUSION AND PAY AND OPPORTUNITIES FOR 10:11:16 PERSONAL AND PROFESSIONAL 10:11:19 GROWTH. FUNDING AND BURNOUT. YES. 10:11:22 >> RIGHT. THESE ARE ALL IMPORTANT AND IT IS GOOD TO 10:11:25 KNOW, ESPECIALLY THE BURNOUT AND STEPHANIE, THE 10:11:30 COMPREHENSIVE TRAUMA PROVISION IS SOMETHING WE WILL TALK ABOUT A LOT 10:11:34 TODAY. THANK YOU FOR INTRODUCING US INTO THE 10:11:37 TOPIC. >> I'M SEEING SOME RESPONSES AROUND 10:11:41 STIGMA AND REPORTING SEXUAL HARASSMENT AND SEXUAL 10:11:44 ASSAULT IN THE WORKPLACE. OPEN 10:11:47 COMMUNICATION AND HOW YOU TO MAKE PEOPLE FEEL SAFE. BURNOUT. 10:11:51 NOT ENOUGH TIME. BEING SHORT 10:11:54 STAFFED. LACK OF 10:11:57 TRANSPARENCY AND FOLLOW THROUGH FROM LEADERSHIP. >> THANK YOU FOR THOSE 10:12:01 PERSPECTIVES. WE HOPE SOME OF THE RESOURCES WE SHARE 10:12:04 WILL START TO ADDRESS THOSE 10:12:10 ISSUES. BEFORE WE DIVE INTO WHAT DO WE DO, LET'S 10:12:14 LOOK AT WHAT'S GOING ON. I'LL 10:12:17 TALK ABOUT THE IMPACT OF MENTAL HEALTH IN THE 10:12:20 WORKPLACE. ONCE AGAIN, I WANT TO REMIND YOU THAT WE ARE 10:12:24 TAKING AN EMPLOYER OR SUPERVISOR LENS. 10:12:28 THE FIRST THING WE WANT TO TALK ABOUT IS 10:12:32 WORKPLACE STRESS AND EMPLOYEE BURNOUT. ALL OF YOU HAVE MENTIONED IN THE CHAT BOX AND IN THE 10:12:35 POLL EVERYWHERE. WHEN WE LOOK AT THE 10:12:38 STATISTICS OUT THERE, PARTICULARLY FROM THE 10:12:44 CDC'S MENTAL HEALTH WORKPLACE STUDY AND A 10:12:48 STUDY CALLED MIND THE WORKPLACE. THESE ARE THE TRENDS 10:12:51 WE'RE SEEING. THEY IDENTIFIED THE WORKPLACE IS THE THIRD LEADING 10:12:55 CAUSE OF STRESS WHICH IS SAYING SOMETHING. WE'RE 10:12:58 SPENDING A LOT OF TIME THERE. YOU KNOW, THERE'S 10:13:02 A LOT OF STRESS WE GET FROM THAT ENVIRONMENT. IT IS OUR RESPONSIBILITY TO 10:13:05 FIGURE OUT HOW WE ADDRESS THAT. THEN 10:13:08 ONLY 5% OF EMPLOYEES 10:13:12 STRONGLY AGREE THEIR EMPLOYER 10:13:15 PROVIDES A SAFE ENVIRONMENT FOR THEM AND HELPS THEM, 10:13:19 KIND OF NAVIGATE THEIR MENTAL ILLNESS OR A SAFE 10:13:22 ENVIRONMENT TO NAVIGATE THE MENTAL ILLNESS. 10:13:26 5% IS VERY SMALL, IN MY OPINION P, AND I HOPE IN 10:13:29 YOUR OPINION AS WELL. WE HAVE TO FIGURE OUT WHAT ARE 10:13:32 THE DIFFERENT STRATEGIES TO DO TO SHIFT THAT NUMBER 10:13:35 SOME MORE PEOPLE ARE FEELING THAT THEY ARE SUPPORTED BY THEIR EMPLOYER AT 10:13:39 THEIR PLACE OF WORK REGARDLESS OF 10:13:42 WHAT CHALLENGES THEY ARE EXPERIENCING. 10:13:45 THREE AND FIVE EMPLOYEES ARE NOT RECEIVING ADEQUATE SUPPORT FROM 10:13:49 SUPERVISORS TO MANAGE STRESS. FOUR OF 10:13:52 FIVE EMPLOYEES FEEL 10:13:57 EMOTIONALLY DRAINED. BURNOUT AND ANXIETY AND 10:14:00 DEPRESSION AND IF YOU 10:14:04 GO EVEN FURTHER, BIPOLAR AND 10:14:07 SCHIZOPHRENIA IS GOING UNSUPPORTED IN THE WORKPLACE. WE HAVE TO ASK 10:14:11 OURSELVES WHAT CAN WE DO TO ADDRESS 10:14:14 THAT. IF WE LOOK AT THE FINANCIAL BURDEN 10:14:17 AS AN EMPLOYER, MENTAL HEALTH 10:14:20 CHALLENGES LIKE DEPRESSION AND ANXIETY COST THE 10:14:24 GLOBAL ECONOMY $1 TRILLION 10:14:28 PER YEAR IN LOST 10:14:31 PRODUCTIVITY. THAT MEANS WE NEED TO ADDRESS IT 10:14:36 INSTEAD OF IGNORING LIKE WORKPLACE CULTURE TENDS TO 10:14:39 DO. ONE, BECAUSE IT IS THE RIGHT THING TO DO. 10:14:43 WE WANT HEALTHY EMPLOYEES. TWO, WE WANT TO SAVE 10:14:46 MONEY. WE WANT TO MAKE SURE THAT WE ARE USING OUR 10:14:49 DOLLARS WISELY AND THEY'RE GOING INTO THE PLACES THAT ARE 10:14:52 NEEDED. WHEN YOU ALSO LOOK AT THE RESEARCH, 10:14:56 EMPLOYEES WITH DEPRESSION MISS 27 DAYS OF WORK 10:15:00 PER YEAR. THAT'S ABOUT 10:15:03 $4,500 LOST A YEAR. THAT'S 10:15:06 AN ACKNOWLEDGE. WE KNOW FOR SOME IT'S MORE 10:15:09 DEPENDING ON PERVASIVE THE CHALLENGES 10:15:13 ARE AND THE ISSUES THE INDIVIDUAL IS EXPERIENCING. WITH THAT 10:15:16 UNDERSTANDING, WHAT CAN WE DO TO ADJUST THAT? 10:15:21 THEN, FOR EVERY, THIS STATISTIC IS POWERFUL FOR 10:15:24 US TO KNOW INSTEAD OF FOCUSING ON THE THINGS GOING 10:15:27 WRONG OR NOT SUPPORTIVE, EVERY $1 10:15:31 INVESTED IN EVIDENCE BASED PROGRAMS, AN EMPLOYER 10:15:34 CAN SAVE $2 TO 10:15:38 $4 ON OTHER EXPENSES. WHILE INVESTING 10:15:41 IN THIS, WHILE PAINFUL AT FIRST, ACTUALLY 10:15:44 SAVES YOU MONEY AND TIME AND PRODUCTIVITY IN 10:15:48 THE LONG RUN. SO IT IS WORTH REALLY DIVING INTO 10:15:51 THE MEANINGFUL CONVERSATIONS WITH 10:15:54 YOUR SUPERVISION TEAM AND 10:15:57 IF YOU ARE THE BOSS AT YOUR 10:16:01 ORGANIZATION TO HAVE CONVERSATIONS ABOUT THIS. THE NEXT THING THAT 10:16:04 WE'LL TALK ABOUT IS WHAT IS 10:16:07 TRAUMA. YOO-JIN WILL WALK 10:16:10 US THROUGH THIS. >> TRAUMA. WE WANTED TO 10:16:14 START WITH A UNIVERSAL 10:16:17 DEFINITION FOR THE TRAINING COMING FROM THE SUBSTANCE 10:16:21 ABUSE ADMINISTRATION. SAMHSA IS WHAT WE SAY. 10:16:24 THINKING OF HOW TRAUMA IS AN EVENT OR SERIES OF 10:16:29 EVENTS THAT IS EXPERIENCED IN AN INDIVIDUAL'S LIFE. THERE WAS PHYSICAL OR 10:16:34 EMOTIONAL HARM OR LIFE THREATENING HARM. THIS TENDS TO HAVE LASTING 10:16:37 EFFECTS ON THE INDIVIDUALS FUNCTIONING. 10:16:41 MENTAL 10:16:45 HEALTH, SOCIAL HEALTH, SPIRITUAL. EVERYTHING IS IMPACTED 10:16:50 BY TRAUMA TRAUMA. ONE THING THIS 10:16:54 PARTICULAR PERSON IN THE ORGANIZATION DOES IS ATTEND A 10:16:57 SECONDARY CARE GROUP ONCE A MONTH TO ADDRESS THIS. THIS 10:17:00 IS WONDERFUL. WE'LL GET MORE INTO 10:17:03 HOW THIS CONNECTS WITH OUR WORK. ALL 10:17:06 RIGHT. >> SO, NOW WE HAVE THAT DEFINITION, LET'S 10:17:11 TALK ABOUT THE 10:17:15 PREVALENCEPREVALENCE. BECAUSE OF STIGMA AND THE WAY SOCIETY 10:17:19 DISCUSSES MENTAL HEALTH TRAUMA OR 10:17:22 CHALLENGES, IT SEEMS LIKE IT IS SOMETHING THAT IS NOT HAPPENING TO 10:17:25 EVERYONE. WE WANT TO GIVE YOU THE STATISTICS 10:17:28 SO YOU KNOW HOW PREVALENT IT IS. NATIONAL 10:17:33 STUDY FOUND 89.7% OF ADULTS HAVE BEEN 10:17:36 EXPOSED TO ONE TRAUMATIC EVENT IN THEIR 10:17:39 LIFETIME. 89% TO 90% 10:17:42 IS A LARGE CHUNK OF THE EMPLOYEE 10:17:46 POPULATION. THAT MEANS WE HAVE TO BE MINDFUL OF WHAT IT IS AND 10:17:49 HOW IT CAN SHOW UP IN THE WORKPLACE. MORE THAN 10:17:52 LIKELY, A MAJORITY OF THE WORKPLACE HAS EXPERIENCED SOME SORT 10:17:55 OF TRAUMA. WE KNOW IN THE UNITED STATES 10:17:59 52 MILLION WOMEN AND 27 MILLION MEN 10:18:02 EXPERIENCE SEXUAL VIOLENCE. THAT JUST LET'S YOU KNOW THAT THE 10:18:06 NUMBER IS SO MUCH HIGHER THAN WE 10:18:09 GIVE CREDIT TO IN OUR COMMUNITY 10:18:13 AND IN OUR WORKPLACE, COULD BE HONEST. WE 10:18:16 ALSO, WHEN WE LOOK AT STALKING, YOU 10:18:19 KNOW, 19 MILLION WOMEN AND 10:18:22 6 MILLION MEN HAVE EXPERIENCED STALKING. STALKING REALLY 10:18:26 IMPACTS THE WORKPLACE. THAT CAN BE VERY DANGEROUS. IT IS IMPORTANT 10:18:29 FOR EMPLOYERS TO BE MINDFUL OF WHAT THAT LOOKS LIKE 10:18:32 AND HAVE POLICIES IN PLACE. WE'LL TALK MORE 10:18:35 ABOUT THAT. THEN, THE LAST STATISTIC WE WANT TO SHARE 10:18:40 WITH YOU IS 43 MILLION AND 37 10:18:43 MILLION MEN WILL EXPERIENCE INTIMATE PARTNER 10:18:47 VIOLENCE IN THEIR LIFETIME. WE WANT TO SHARE THIS PREVALENCE TO LET 10:18:50 YOU KNOW THIS MENTAL HEALTH CHALLENGE AND TRAUMA 10:18:54 AND VIOLENCE AND VICTIMIZATION IS NOT HAPPENING IN 10:18:57 SILOS. IT IS NOT SOMETHING HAPPENING IN THE CORNER IN THE 10:19:01 DARK THAT WILL NOT AFFECT YOUR WORK PLACE. WE WANT YOU 10:19:04 TO KNOW THAT A MAJORITY OF YOUR 10:19:07 EMPLOYERS HAVE EXPERIENCED SOME LEVEL OF TRAUMA. WE 10:19:11 HAVE TO IDENTIFY WHAT DO WE THEN DO ABOUT THAT TO 10:19:15 ENSURE THEY'RE WELL SUPPORTED. >> THANK YOU, 10:19:21 CAROLYNE. GOING OFF WHAT YOU SAID. THIS IS COUNTING 10:19:24 FOR A SPECIFIC TYPE OF VIOLENCE. WE THINK ABOUT 10:19:29 INTERSECTIONALITY OF THE 10:19:32 WORK AND THE IMPACT OF SYSTEMS AND WHAT IS HAPPENING WITH 10:19:35 THE PANDEMIC AND 10:19:38 CORONAVIRUS. WE HAVE MANY PEOPLE FROM DIFFERENT 10:19:42 ORGANIZATIONS SHARING WITH US. WE ARE SEEING AND NOTICING DIFFERENT 10:19:45 TRENDS COMING UP AS A RESULT OF THE PANDEMIC. ALL 10:19:48 OF US ARE SHOWING UP AS OURSELVES, BUT MANY ARE WORKING 10:19:51 FROM HOME AND THINKING ABOUT HOW THIS IS IMPACTING OUR 10:19:54 WORKPLACE AND OUR MENTAL 10:19:58 HEALTH. COMPOUNDED TRAUMA. PERHAPS YOU HAVE BEEN 10:20:01 IMPACTED DIRECTLY BY THE CORONAVIRUS. DEATH OR SICKNESS OR 10:20:05 LOSS OF A JOB OR FINANCIAL 10:20:09 CUTS. THINKING ABOUT 10:20:12 MALADAPTIVE COPING WHEN WE ARE IN A HIGH PRESSURE 10:20:15 SITUATION FOR A LONG TIME AND 10:20:21 THE COPING MECHANIC S THAT WE USE TO FEEL MORE 10:20:25 BALANCED. IF IT IS NOT DIRECTLY IMPACTING US WITH SICKNESS OR 10:20:28 DEATH, BEING SURROUNDED BY NEWS AND 10:20:32 COWORKERS OR COLLEAGUES IMPACTED BY THIS. >> 10:20:35 RIGHT. A LITTLE BIT ABOUT THE 10:20:39 MALADAPTIVE COPING AND COVID-19 IN GENERAL. STATS ARE SHOWING AN 10:20:42 INCREASE IN IT SUBSTANCE MISUSE OR 10:20:45 ABUSE DURING THE PANDEMIC. ACROSS 10:20:49 ALL DEMOGRAPHICS, 10:20:52 RIGHT? SO, UNFORTUNATELY, 10:20:55 IT HAS TAKEN THE PANDEMIC FOR EMPLOYERS TO 10:20:59 REALLY START TALKING ABOUT MENTAL HEALTH AND LOOKING AT 10:21:02 POLICIES THAT ARE IN PLACE TO SUPPORT 10:21:05 THEIR EMPLOYEES IN THIS AREA. SO, THE GOOD 10:21:08 THING ABOUT THAT IS THAT MEANS IT 10:21:12 IS GOING TO HAPPEN, THAT WE ARE HAVING THE CONVERSATIONS 10:21:15 AS A RESULT OF WHAT'S BEEN A VERY DIFFICULT TIME FOR 10:21:21 EVERYONE. JUST TO GO A 10:21:25 LITTLE BIT DEEPER, WHICH WE MENTIONED. 10:21:28 THE TYPES OF MENTAL HEALTH 10:21:31 CHALLENGES. WE HAVE PEOPLE. SOME OF US EXPERIENCED 10:21:34 ADVERSE CHILDHOOD EVENTS THAT SHOW UP IN THE WORKPLACE. 10:21:37 COMPLEX TRAUMA AND 10:21:43 POLYVICTIMIZATION. PEOPLE 10:21:47 ARE NOT VICTIMIZED ONE TIME OR ONE 10:21:50 WAY. HOW DO WE ADDRESS THAT? THERE 10:21:53 IS ALSO 10:21:56 CO-OCCURRING DISORDERS. WE FOCUS ON DEPRESSION AND ANXIETY, 10:22:00 BUT NOT THE BIPOLAR DISORDER OR 10:22:04 SCHIZOPHRENIA OR OTHER DIAGNOSIS THAT STILL HAVE A LOT OF STIGMA 10:22:08 ASSOCIATED WITH IT. WE HAVE TO BRING THAT TO THE 10:22:11 FOREFRONT AND HAVE CONVERSATIONS ABOUT THOSE 10:22:14 DIAGNOSIS JUST AS MUCH AS WE ARE DEPRESSION AND 10:22:18 ANXIETY. I'VE MENTIONED THE SUBSTANCE ABUSE. WHEN WE TALK ABOUT THE 10:22:23 BARRIERS TO GETTING CARE IN THE WORKPLACE. WE KNOW THE 10:22:27 BARRIERS TO GETTING CARE IN GENERAL AND COMMUNITY. 10:22:30 IN THE WORKPLACE, THESE ARE SOME OF THE THINGS THAT 10:22:34 HAVE BEEN IDENTIFIED. THE FIRST IS STIGMA. WE DON'T WANT OUR BOSSES TO KNOW THAT 10:22:37 WE'RE STRUGGLING. WHAT WILL THEY DO 10:22:41 ABOUT THAT? WHAT RETALIATION? FEAR OF 10:22:44 RETALIATION? WILL THEY TAKE IT OUT AGAINST ME OR VIEW ME 10:22:47 AS WEAK OR DIFFERENT, RIGHT? 10:22:51 THERE'S LACK OF FLEXIBLE SCHEDULES. IF, YOU 10:22:54 KNOW, I AM DEALING WITH A MENTAL HEALTH 10:22:57 CHALLENGE, IS MY EMPLOYER GOING TO BE FLEXIBLE 10:23:01 WITH ME AND ALLOW ME TO MANEUVER THOSE EXPERIENCES AND 10:23:04 STILL BE PRODUCTIVE? THERE IS LACK OF 10:23:08 CONFIDENTIALITY. UNFORTUNATELY, EMPLOYERS ARE NOT ALWAYS 10:23:11 GREAT AT BEING CONFIDENTIAL WITH WHAT IS BEING SHARED 10:23:14 WITH THEM. SO, WHAT HAPPENED AS 10:23:17 AN INTIMATE CONVERSATION 10:23:21 BECOMES A RUNNING RUMOR OR A RUNNING 10:23:24 CONVERSATION AMONG ALL PEOPLE IN THE WORKPLACE. THAT MAKES YOU FEEL VERY 10:23:28 EXPOSED AND ALSO HINDER YOUR RELATIONSHIPS 10:23:31 WITH YOUR COWORKERS OR ABILITY TO 10:23:34 ADVANCE. THESE ARE SOME OF THE BARRIERS THAT 10:23:37 PREVENT INDIVIDUALS FROM REALLY, YOU KNOW, 10:23:42 DISCLOSING WHAT THEIR CHALLENGES ARE IN THE WORKPLACE. IF YOU CAN 10:23:45 THINK OF ANY OTHER THINGS THAT KIND OF ARE 10:23:48 BARRIERS TO CARE IN THE WORKPLACE, WE ENCOURAGE 10:23:51 YOU TO PUT IT IN THE CHAT BOX AS WELL. SOME OTHER THINGS 10:23:56 WE'LL TALK ABOUT IS LACK OF COMPREHENSIVE 10:23:59 HEALTH CARE. SOMETIMES EMPLOYERS CANNOT SUBSIDIZE 10:24:03 A STRONG AND ROBUST MENTAL HEALTH 10:24:07 PACKAGE FOR INDIVIDUALS. SO, THAT CAN GET IN THE 10:24:10 WAY AS WELL. 10:24:18 SO, LET'S GO INTO VICTIMIZATION. HOW 10:24:22 DOES THAT IMPACT, YOU KNOW, THE WORKPLACE? WHEN 10:24:25 WE LOOK AT 10:24:29 COWORKERS, VICTIMIZATION CAN IMPACT THE ABILITY FOR 10:24:32 COWORKERS AND EVEN ALL EMPLOYEES. 10:24:35 EVERYONE THAT'S WITHIN THE WORKPLACE. THEY'RE 10:24:39 CONCERNED ABOUT THEIR OWN SAFETY, RIGHT? IF WHAT IS GOING ON 10:24:43 WITH THAT PARTICULAR INDIVIDUAL ENTERS INTO THE WORKPLACE, 10:24:46 YOU KNOW, WILL WE BE OKAY? 10:24:49 WHAT WILL WE DO IN THAT MOMENT? I KNOW YOU HAVE BEEN SEEING THE 10:24:53 HEADLINES OF WORKPLACE SHOOTINGS AND A 10:24:56 LARGE PERCENTAGE OF THEM ARE OFTEN ASSOCIATED 10:24:59 WITH A VICTIMIZATION OR DOMESTIC VIOLENCE OR 10:25:02 STALKING SCENARIO. SO THAT TENDS TO BE A CONCERN 10:25:06 FOR COWORKERS. WE KNOW THAT NEARLY 10:25:09 20% OF PERPETRATORS OF VIOLENCE OR 10:25:13 IPV HAVE 10:25:16 REPORTED THAT 10:25:19 SERIOUS ACCIDENT HAPPENED AT WORK OR UNABLE TO FOCUS 10:25:24 AT WORK BECAUSE THEY WERE DISTRACTED FROM WHAT THEY WERE 10:25:28 EXPERIENCED WITH THE PARTNER VIOLENCE. WE KNOW THERE 10:25:31 ARE CERTAIN ENVIRONMENTS WHERE THEY WERE 10:25:34 DANGEROUS. IN THE MANUFACTURING AREA OR HEALTH CARE OR 10:25:39 INDUSTRIES THAT REQUIRE YOU TO BE 100% ON 10:25:41 THE JOB. YOU KNOW, EXPERIENCING VICTIMIZATION AND HAVING MENTAL HEALTH CHALLENGES 10:25:45 CAN IMPACT THE QUALITY OF WORK AND THE SAFETY OF THOSE WHO 10:25:48 ARE IN THAT ENVIRONMENT. THEN IF 10:25:51 WE ARE LOOKING AT THE IMPACT ON WORKPLACES. 10:25:55 PERPETRATORS USE EMPLOYER RESOURCES. YOU KNOW, THE COMPANY PHONE 10:25:58 AND THE LAPTOPS. YOU KNOW, THREATENING THE 10:26:01 WORKPLACE OR THREATENING THOSE ITEMS AND RESOURCES 10:26:05 CAN BE HELD AGAINST THAT PARTICULAR INDIVIDUAL. 10:26:08 AND THEN, UNFORTUNATELY, WE KNOW 10:26:12 ONE IN THREE FEMALE WORKPLACE HOMICIDES ARE 10:26:15 COMMITTED DUE TO PERSONAL 10:26:19 VICTIMIZATION. INTIMATE PARTNER 10:26:22 VICTIMIZATION. BYSTANDERS 10:26:25 ARE OFTEN INVOLVED IN THAT. IF YOU LOOK AT DOMESTIC VIOLENCE IN GENERAL, 10:26:29 IT COSTS $1.27 BILLION 10:26:32 IN PRODUCTIVITY LOSSES. THAT IS JUST DOMESTIC VIOLENCE. ONCE 10:26:35 AGAIN, WE TALKED ABOUT HOW THERE IS A 10:26:42 POLYVICTIMIZATION AND HOW 10:26:45 MANY THINGS CAN BE CHALLENGING. THAT NUMBER TENDS TO BE HIGHER. 10:26:48 YOU HAVE TO KNOW THAT 10:26:52 BUSINESSES BEAR LIABILITY FOR INCIDENCE FOR 10:26:55 WRONGFUL TERMINATION OF SURVIVORS. UNFORTUNATELY 10:26:58 BECAUSE OF THE FEARS OF 10:27:02 RETALIATION AND SAFETY AND USING 10:27:06 RESOURCES, AN EMPLOYER TENDS TO WANT TO CUT TIES WITH THAT PARTICULAR 10:27:10 EMPLOYEE. TO FIRE THEM BECAUSE THEY DON'T KNOW HOW TO DEAL WITH IT AND 10:27:13 THEY DON'T KNOW WHAT TO DO. SO, WHILE THAT 10:27:17 TENDS TO HAPPEN, IT'S WRONG. YOU CAN 10:27:20 FACE A LOT OF LEGAL LIABILITY 10:27:26 ISSUES IF YOU DON'T MANEUVER IT THE RIGHT WAY 10:27:29 AND OFFER PROPER RESOURCES. WE WANT TO MAKE SURE YOU 10:27:32 HAVE EVERYTHING YOU NEED TO 10:27:36 ADDRESS THAT. AND THE LAST THING I'LL SHARE WITH YOU SO YOU 10:27:41 KNOW WHY THIS IS IMPORTANT FOR THE WORKPLACE. 10:27:44 83% OF SURVIVORS SAY INTIMATE 10:27:47 PARTNER VIOLENCE DISRUPTED THEIR ABILITY 10:27:51 TO WORK AND 65% OF SURVIVORS 10:27:55 WERE FORCED TO QUIT OR 10:27:58 BE FIRED AS A RESULT OF THE ABUSE. THOSE NUMBERS ARE HIGH. 10:28:01 THE CHALLENGE IS HOW DO WE 10:28:08 DECREASE THAT? HOW CAN WE ADDRESS THOSE ISSUES? >> THANK 10:28:11 YOU, 10:28:14 CAROLYNE, FOR THAT OVERVIEW OF THE ISSUES THAT ARE 10:28:17 NOT JUST HAPPENING IN THE HOME. IT IMPACT 10:28:21 S US AS A COMMUNITY. WE ARE GOING INDIVIDUAL IN 10:28:24 THE SLIDE TALKING ABOUT TRAUMA SYMPTOMS AND WHAT IS 10:28:27 EXPERIENCED OR MANIFESTING FOR EMPLOYEES AS THEY ARE 10:28:30 EXPERIENCING INTIMATE PARTNER VIOLENCE AND SEXUAL 10:28:34 HARASSMENT AND SEXUAL ASSAULT. WE WILL START WITH THE 10:28:38 EMOTIONAL SYMPTOMS. NUMBNESS AND APATHY AND 10:28:42 WITHDRAWN. NOT BEING ABLE TO FOCUS. ANXIETY 10:28:45 AND FEAR. GUILT AND SHAME 10:28:49 FOR BRINGING PERSONAL THINGS TO WORK WHICH WE ALL DO. 10:28:52 ANGER AND 10:28:55 10:28:59 IRRITABILITY AND DEPRESSION AND SUICIDAL THOUGHTS. 10:29:02 AND IT IS 10:29:05 EMOTIONALLY EXPERIENCED WHICH HAS 10:29:10 GASTROINTESTINAL ISSUES AND HAVING HEADACHES AND SLEEPING 10:29:14 PROBLEMS AND CHRONIC PAIN AND PANIC ATTACKS. YOU CAN 10:29:17 HAVE DIFFICULTY MAKING DECISIONS OR KEEPING UP WITH DEADLINES OR 10:29:20 FOLLOWING THROUGH IN THE SAME WAY YOU WOULD WHEN YOU ARE NOT EXPERIENCING 10:29:23 SOMETHING LIKE THIS. HAVING 10:29:27 FLASHBACKS OR HYPERVIGILANCE 10:29:30 AND TRYING TO KEEP SAFE. AND 10:29:33 DECREASED WORKING MEMORY. WE KNOW FROM TRAUMA AND RESEARCH ON 10:29:37 TRAUMA THAT IT IMPACTS OUR BRAINS AND 10:29:40 MEMORY. SHORT-TERM MEMORY CAN BE A 10:29:44 LITTLE BIT WOOZY WHEN WE'RE EXPERIENCING SOMETHING 10:29:49 TRAUMATIC. 10:29:51 GREAT. AND THEN -- DID YOU HAVE SOMETHING? 10:29:54 >> NO, YOU'RE GOOD. GO FOR 10:29:58 IT. >> AND IN LINE 10:30:02 WITH HOW THESE INDIVIDUAL 10:30:06 SYMPTOMS CAN IMPACT 10:30:09 THE WORKPLACE AND SHOWING UP AND DOING OUR JOBS. LIKE 10:30:14 CAROLYNE MENTIONED HAVING INCREASED 10:30:17 PERSONAL CALLS OR UNWILLINGNESS TO 10:30:21 REPORT OR COOPERATE WITH AN INVESTIGATION. 10:30:26 APPEARING SAD OR 10:30:30 AGITATED OR LACK OF CONFIDENCE AND ABILITY 10:30:33 AND FEELING WITHDRAWN. THAT GOES BACK 10:30:37 TO THE SHAME PIECE. >> SO, WHAT 10:30:40 WE WANT TO OFFER IS THE FIRST 10:30:43 RESOURCE. WE WILL PUT IT IN 10:30:46 THE CHAT BOX. WE HAVE 10:30:50 CREATED A GUIDE TO 10:30:55 RECOGNIZE DOMESTIC VIOLENCE AND 10:30:58 VIOLENCE SIGNS IN THE WORKS 10:31:02 LACE. WE WILL PUT THAT IN THE CHAT BOX. WE ASK YOU REVIEW IT AND KEEP 10:31:06 IT HANDY AND DISTRIBUTE IT 10:31:09 TO THE WORK ENVIRONMENT SO EVERY 10:31:12 ONE IS AWARE. THE VERY FIRST THING AND 10:31:15 THE REASON WE WENT INTO DETAIL ABOUT ALL THIS IS YOU HAVE TO RECOGNIZE 10:31:19 IT. IF YOU CANNOT RECOGNIZE WHAT'S GOING 10:31:22 ON WITH YOUR EMPLOYEE OR WHAT IS GOING ON WITH THE 10:31:27 COWORKER OR WHAT IS GOING ON IN YOUR ENVIRONMENT, THERE IS NOTHING YOU CAN DO ABOUT 10:31:30 IT. WE WANT TO DO BETTER IN 10:31:36 RECOGNIZING SYMPTOMS. WE HOPE TO RECOGNIZE 10:31:39 WHEN SOMETHING IS NOT GOING WELL. STEP ONE IS TO 10:31:43 RECOGNIZE AND HOPEFULLY THE DETAILS WE PROVIDED CAN BE A 10:31:47 REFRESHER OR IT IS A NEW SORT OF WAY AT 10:31:51 LOOKING AT HOW PERVASIVE THESE 10:31:56 EXPERIENCES ARE. >> ABSOLUTELY. ONE THING 10:31:59 I WOULD ADD IS WHEN WE RECOGNIZE 10:32:02 WHEN IT'S TRAUMA VERSUS SOMEONE AS 10:32:05 LACK OF COMPETENCY AND 10:32:09 PERSONALITY. THAT IS IMPORTANT FOR THE NEXT SET OF 10:32:15 SLIDES WE'LL BE GOING THROUGH. >> 10:32:18 RIGHT. WE WILL NOT TALK ABOUT THE SIX PRINCIPLES OF 10:32:22 TRAUMA-INFORMED CARE. ONCE YOU 10:32:26 RECOGNIZE THE MENTAL HEALTH AND SAFETY OF YOUR EMPLOYERS, 10:32:29 THE NEXT IS TO REALLY 10:32:33 ASK WHAT WOULD IT MEAN TO BE TRAUMA INFORMED AND 10:32:37 REALLY HAVE THAT SAFE SPACE FOR 10:32:40 PEOPLE? SO, WE WOULD LIKE TO SHARE A 10:32:43 RESOURCE CALLED THE SIX PRINCIPLES OF 10:32:49 TRAUMA-INFORMED PRACTICES CREATED BY 10:32:53 SAMHSA. THEY HAVE COME UP WITH SIX PRINCIPLES THAT ENSURE 10:32:56 THAT AN ENVIRONMENT IS TRAUMA-INFORMED. MANY OF YOU 10:32:59 ARE FAMILIAR WITH THIS, ESPECIALLY IF YOU ARE COMING FROM VICTIM 10:33:02 SERVICES AGENCIES. IT 10:33:05 IS SAFETY, TRANSPARENCY AND TRUST. 10:33:09 COLLABORATION AND 10:33:13 MUTUALITY AND PEER SUPPORT AND EMPOWERMENT AND VOICE 10:33:16 AND CHOICE AND HISTORIC AND CULTURAL AND GENDER 10:33:21 ISSUES. SAFETY IS IMPORTANT. IF YOU ARE 10:33:25 HAVING A HARD TIME FIGURING OUT ALL OF THE OTHER PRINCIPLES, IT 10:33:28 IS GREAT TO START WITH SAFETY. IS THE WORK 10:33:32 ENVIRONMENT SAFE? THAT IS ALWAYS A GOOD PLACE TO START AND 10:33:35 BUILD FROM. THEN THE NEXT IS TRANSPARENCY AND 10:33:38 TRUST. YOU KNOW, A LOT OF TIMES AS EMPLOYERS, WE 10:33:41 TRY TO HOLD BACK ON INFORMATION BECAUSE WE 10:33:44 THINK THAT, YOU KNOW, THEY DON'T NEED TO KNOW IT YET OR THEY 10:33:47 DON'T NEED TO KNOW. YOU KNOW, IT DOESN'T CONCERN THEM. IT 10:33:51 IS FOR THE LEADERSHIP TEAM TYPE 10:33:55 OF DISCONNECT. WHAT THAT DOES IS FURTHER 10:33:59 DIVIDES THE RELATIONSHIP. IT FURTHER DIVIDES, YOU 10:34:02 KNOW, THE SORT OF COHESION OF THE 10:34:05 WORK ENVIRONMENT. THE WAY YOU ADDRESS THOSE TENSIONS 10:34:08 IS BY REALLY BEING TRANSPARENT AND BUILDING 10:34:11 TRUST. THAT ALSO MEANS THAT CHECKING YOURSELF. 10:34:15 YOU KNOW, YOUR OWN EGO 10:34:18 AND YOUR OWN BIAS 10:34:22 AND BEING ABLE TO PRESENT YOURSELF IN THE MOST AUTHENTIC 10:34:25 WAY POSSIBLE. BEING ABLE TO SAY, YOU KNOW WHAT? I DON'T HAVE THE 10:34:29 ANSWER RIGHT NOW. OR BRINGING PEOPLE 10:34:32 IN WHICH IS THE THIRD POINT OF COLLABORATION AND SAYING I DON'T 10:34:35 SEE THE ANSWERS TO THAT FROM MY 10:34:38 PERSPECTIVE, BUT WHAT DO YOU THINK? CAN YOU OFFER US SOME 10:34:42 INSIGHT? THEN, WHAT'S IMPORTANT ABOUT 10:34:46 THAT COLLABORATION AND MUTUALITY IS 10:34:49 TO FOLLOW THROUGH WITH WHAT HAS BEEN DETERMINED 10:34:53 TOGETHER. SOMETIMES, YOU KNOW, WE DO A 10:34:56 GOOD JOB OF CONVENING AND COMING UP WITH 10:35:00 THE GREAT IDEAS, BUT THE 10:35:03 FOLLOW-UP PORTION OF IT TENDS TO BE LACKING. ASKING 10:35:06 YOURSELF IF I'M TRAUMA INFORMED, THEN I'M FOLLOWING THROUGH 10:35:09 WITH COLLABORATION. IT DOESN'T JUST STOP AT 10:35:13 CONVERSATION. THERE'S OTHER STEPS TO IT AND 10:35:16 THE IMPLEMENTATION THAT SHOULD 10:35:19 BE MINDED. PEER SUPPORT. YOU CAN'T BE EVERYWHERE AT ALL 10:35:22 TIMES. REALLY LEVERAGING THE RELATIONSHIPS 10:35:26 AND PEERS AROUND TO BE A SUPPORT SYSTEM IN THE 10:35:29 WORKPLACE. WHAT WOULD THAT LOOK LIKE? IS IT, YOU 10:35:32 KNOW, MENTOR SHIP PROGRAM? 10:35:35 BUDDY SYSTEMS? LEARNING SESSIONS WHERE PEOPLE 10:35:39 CAN COME TOGETHER AND REALLY SUPPORT EACH OTHER. 10:35:41 ESPECIALLY IN THE SPACES THAT YOU CAN'T GET TO. 10:35:45 AND THE NEXT IS EMPOWERMENT VOICE AND CHOICE. A LOT OF 10:35:48 TIMES, YOU KNOW, EMPLOYEES ARE 10:35:51 NOT SPEAKING UP BECAUSE THEY DON'T FEEL THEY'RE 10:35:54 EMPOWERED. THEY DON'T FEEL THEIR CHOICE 10:35:57 MATTERS. A PART OF THAT IS NOT OFTEN BECAUSE WE'RE SAYING IT 10:36:01 DOESN'T MATTER, BUT IT IS THROUGH OUR ACTIONS, RIGHT? IT IS 10:36:04 WHEN I SPEAK UP, I DON'T SEE ANY 10:36:07 CHANGES. WHEN I SAY SOMETHING, IT IS 10:36:12 NOT ACKNOWLEDGED. SO YOU HAVE TO BE MINDFUL OF I'VE 10:36:15 CREATED THE SPACE FOR PEOPLE TO BE HEARD, BUT 10:36:19 WHAT DOES THAT REALLY MEAN THROUGHOUT YOUR POLICIES 10:36:22 AND HOW THE CLIMATE OF YOUR ENVIRONMENT GOES? 10:36:25 THEN ALSO BEING AWARE OF THE 10:36:29 HISTORICAL, CULTURE AND GENDER ISSUES. ONCE 10:36:32 AGAIN, WE ARE NOT LIVING LIFE IN SILOS. 10:36:35 A PERFECT EXAMPLE IS LAST YEAR WHEN 10:36:39 EVERYTHING HAPPENED WITH PUBLIC KILLING OF GEORGE 10:36:43 FLOYD AND HOW THAT WAS BROUGHT INTO THE 10:36:46 WORKPLACE. YOU KNOW, BOTH FROM THE HISTORIC 10:36:50 PART OF IT OF HISTORY AND 10:36:53 POLICE VIOLENCE OR RACISM. ALSO WHAT WAS 10:36:56 GOING ON IN THAT MOMENT AND HOW IT AFFECTS OUR ABILITY 10:36:59 TO SHOW UP. THEN ALSO CULTURAL AND GENDER 10:37:03 ISSUES. YOU KNOW, DIFFERENT 10:37:06 CULTURES APPROACH THINGS DIFFERENTLY. SO, IT IS IMPORTANT TO 10:37:09 REALLY LEARN ABOUT WHAT CULTURES ARE REPRESENTED IN THE WORKPLACE 10:37:14 AND TO GIVE ROOM FOR THOSE CULTURES TO 10:37:17 BREATHE AND TO LIVE, RIGHT? SO 10:37:21 WHAT WOULD THAT LOOK LIKE? GENDER ISSUES WHICH WE'LL TALK MORE 10:37:25 ABOUT WHEN WE GET TO THE GENDER BASED VIOLENCE POLICIES. 10:37:30 ANOTHER THING I'LL BRING UP HERE 10:37:33 IS SUPERVISION CAN FEEL 10:37:36 UNSAFE. THAT DYNAMIC, THAT POWER 10:37:41 DYNAMIC BETWEEN A SUPERVISOR AND EMPLOYEE 10:37:44 OR 10:37:48 SUPERVISEE. CAN I SAY I'M 10:37:51 STRUGGLING WITH THIS TASK? YOU KNOW, IT IS REALLY IMPORTANT 10:37:54 FOR US TO FIGURE OUT HOW CAN WE 10:37:58 MAKE THAT RELATIONSHIP FEEL, YOU KNOW, MORE WELCOME. 10:38:01 FOR PEOPLE TO SEEK THOSE SPACES FOR SUPPORT INSTEAD OF RUNNING 10:38:05 AWAY FROM 10:38:08 THEM. >> THANK YOU, 10:38:11 CAROLYNE. I WELCOME 10:38:14 YOU ALL IF YOU WERE INCORPORATED THOSE PRINCIPLES IN THE 10:38:17 WORKPLACE. WE WOULD LOVE TO KNOW WHAT 10:38:20 YOU ARE ALSO DOING OR WHAT QUESTIONS OR CHALLENGES 10:38:24 OR CONCERNS YOU HAVE. SO, MANY OF YOU ON 10:38:27 THIS CALL WHO ANSWERED THE POLL EVERYWHERE 10:38:30 SHARED YOU COME FROM THE SEXUAL VIOLENCE OR 10:38:33 DOMESTIC VIOLENCE BACKGROUND. A TOOK THAT IS USED 10:38:37 IN THE FIELD OF POWER CONTROL IS THE MODEL. WE 10:38:40 CAN USE THAT SAME MODEL AND PRINCIPLE TO THINK ABOUT HOW 10:38:45 EMPOWERING AND CONTROL SHOWS UP IN 10:38:49 THE WORKPLACE. INTIMIDATION 10:38:52 OR COERCION OR 10:38:55 THREATS. EMOTIONAL ABUSE, ESPECIALLY 10:38:58 WHEN I HEAR ABOUT BURNOUT. SOMETIMES THERE COULD BE A NARRATIVE 10:39:03 THAT THE WORK SHOULD BE FULFILLING ENOUGH 10:39:06 TO SUSTAIN YOU. THAT 10:39:09 CAN FEEL INVALIDATING WHEN YOU 10:39:12 ARE DOING SIX PEOPLE'S JOBS AND YOU 10:39:15 ARE UNDER RESOURCED. ECONOMIC ABUSE. WE 10:39:19 THINK ABOUT HOW THE PLACE OF EMPLOYMENT IS LITERALLY 10:39:22 THE SOURCE OF WHETHER YOU GET MONEY OR NOT. NOT 10:39:25 ONLY THAT, BUT THINKING ABOUT SALARY EQUITY AND WHO 10:39:28 IS PAID WHAT AND 10:39:32 WHY. USING COWORKERS WHETHER TO SPREAD GOSSIP OR 10:39:37 TRIANGULATE OR ANY FORM OF MINIMIZING OR 10:39:40 DENYING OR BLAMING ANYONE. WHILE WE THINK 10:39:43 OF BRINGING THOSE INTERSECTIONS OF EMPLOYEES EXPERIENCING 10:39:47 TRAUMA IN THEIR LIVES WHETHER IT IS 10:39:50 SEXUAL VIOLENCE OR DOMESTIC VIOLENCE OR LARGER SCALES 10:39:54 OF VIOLENCE LIKE RACIAL VIOLENCE AND HOW IT ALL 10:39:57 COMBINES AND HOW WE SHOW UP IN THE WORKPLACE. IT 10:40:00 CAN BE HEIGHTENED IN THE WORKPLACE WHEN WE DON'T 10:40:04 ADDRESS THE 10:40:07 ISSUES. >> RIGHT. SO, WE WANT YOU TO BE 10:40:10 MINDFUL OF THE POWER AND CONTROL DYNAMICS IN THE 10:40:15 WORKPLACE AND HOW THOSE DYNAMICS CAN MIRROR WHAT'S GOING 10:40:18 ON AT HOME OR WHAT'S GOING ON IN COMMUNITIES THAT 10:40:21 ARE EXPERIENCING IT. SO THE WORKPLACE 10:40:24 ESSENTIALLY BECOMES A TRIGGER. SO, YOU 10:40:30 HAVE TO ASK YOURSELF HOW DO WE ADDRESS THAT. THE 10:40:33 ANSWERS AREN'T EASY, RIGHT? WE'RE NOT SAYING THAT YOU 10:40:36 WILL TAKE THIS AND BE ABLE TO CREATE THIS 10:40:40 OVERNIGHT. BY REALLY LOOKING AT THOSE 10:40:44 DYNAMICS, YOU CAN CREATE SOMETHING THAT IS 10:40:47 MOVING IN THE RIGHT DIRECTION. SO WE'RE NOW GOING GO 10:40:50 INTO BUILDING A SAFER AND MORE 10:40:54 RESILIENT WORKPLACE. SO, IT IS PRETTY MUCH GOING THROUGH 10:40:57 THE TRAUMA-INFORMED PRINCIPLES AND BREAKING THEM DOWN 10:41:00 A LITTLE BIT MORE. SO, 10:41:03 THE FIVE ELEMENTS IS THAT YOU 10:41:06 ARE INVESTED IN EMPLOYEE WELL BEING, RIGHT? 10:41:09 THAT IS FIRST AND FOREMOST. A LOT OF TIMES, YOU 10:41:13 KNOW, FROM THE VICTIM SERVICES AGENCY, OUR 10:41:16 FOCUS IS ON, YOU KNOW, THE COMMUNITY, RIGHT? THE VICTIMS 10:41:21 AND SURVIVORS THAT WE'RE SUPPORTING. THAT WE CAN 10:41:24 FORGET ABOUT THE EMPLOYEES THAT ARE PART OF US. 10:41:27 THE ADVOCATES THAT ARE DOING 10:41:30 THE WORK OR IF YOU ARE IN CORPORATE, THE 10:41:33 FOCUS IS ON THE OUTPUT AND 10:41:37 MARGINS. THAT WE FORGET ABOUT THE HUMANS 10:41:40 ACTUALLY CREATING THAT. SO, YOU WANT 10:41:43 TO INVEST IN EMPLOYEE WELL BEING. 10:41:47 THERE'S SO MUCH RESEARCH IN THE HR SPACE THAT SHOWS WHEN YOU 10:41:50 INVEST IN EMPLOYEE WELL BEING, ALL OTHER 10:41:54 ASPECTS OF YOUR WORK PLACE OF YOUR PRODUCTIVITY 10:41:57 AND YOUR FINANCIAL GAIN INCREASES. 10:42:00 SO, WE WANT TO PULL BACK AND 10:42:03 REALLY FOCUS IN THAT SPACE. AS 10:42:06 AN ANSWER TO NOT JUST HOW TO SUPPORT MENTAL HEALTH, BUT ALL OF 10:42:10 THE OTHER THINGS WE ARE TRYING TO MEASURE. THE NEXT 10:42:13 IS INCLUSIVE AND WELCOMING ENVIRONMENT. IS 10:42:17 EVERYONE WELCOMED? YOU KNOW, FOR 10:42:21 EXAMPLE, THE LGBTQ COMMUNITY. IS THERE 10:42:24 A ROOM OR VOICE FOR THAT COMMUNITY? 10:42:27 ARE THEY REPRESENTED? IS IT 10:42:30 WELCOMING? IT IS IMPORTANT FOR A SAFER 10:42:34 WORKPLACE. AND THEN POLICIES AND PRACTICE, RIGHT? YOU 10:42:37 WANT TO MAKE SURE YOUR POLICIES ALIGN WITH WHAT YOU'RE SAYING. 10:42:40 YOU WANT TO LOOK AT WHAT THOSE POLICIES ARE AND SEE 10:42:44 IF THEY ARE DOING HARM OR ACTUALLY 10:42:47 SUPPORTING THE WELL BEING OF EMPLOYEES SO THEY ARE 10:42:51 SET UP FOR SUCCESS AND GROWTH. THEN, THE 10:42:54 LAST TWO IS COMMITMENT TO TRANSPARENCY AND 10:42:58 COLLABORATION WHICH WE TALKED ABOUT AND THEN A STRONG 10:43:01 WORKPLACE COMMUNITY. THAT'S BEEN HARD TO DO 10:43:04 VIRTUALLY FOR A LOT OF PEOPLE STILL OPERATING THAT WAY. SO 10:43:08 REALLY LOOKING, YOU KNOW, NOW AS OFFICES OPEN 10:43:11 BACK UP AND RETURNING TO THE MORE IN-PERSON 10:43:15 SPACES, HOW DO WE BUILD THAT COMMUNITY AGAIN? WHEN PEOPLE HAVE BEEN 10:43:18 WORKING FROM HOME AND FEELING, YOU KNOW, 10:43:23 LITTLE BIT DISTANCE. WHAT CAN WE DO TO REVIVE THAT 10:43:26 SENSE OF COMMUNITY IS SOMETHING 10:43:30 TO CONSIDER. SO IF WE'RE THINKING ABOUT HOW DO YOU 10:43:33 CREATE A SAFE SPACE IS HAVING DISCUSSIONS WITH 10:43:36 TEAMS ABOUT THE ISSUES. THEY CAN BE 10:43:40 TABOO AND FEEL SCARY. YOU FEEL YOU DON'T 10:43:43 WANT TO RECEIVE MORE THAN YOU CAN CHEW OR WALK AWAY 10:43:46 FEELING LIKE I AM DOING WRONG AT MY 10:43:50 JOB AS A SUPERVISOR OR 10:43:55 EMPLOYEE. IT S IMPORTANT TO HAVE THOSE CONVERSATIONS 10:43:59 AND KIND OF WALK THROUGH THEM. AND 10:44:02 PUBLICIZINGCCOMMODATIONS 10:44:05 AND HOW TO ACCESS. WE TALKED ABOUT HOW IT IS DIFFICULT 10:44:09 FOR PEOPLE TO COME AND SEEK SUPPORT. AS AN EMPLOYER 10:44:12 OR SUPERVISOR, MAKE IT EASIER FOR THEM. 10:44:15 OFFER UP THE INFORMATION, RIGHT? PUT THEM IN PLACES THAT IS 10:44:20 ACCESSIBLE. HAVE REMINDERS IN THE STAFF MEETINGS THAT ACCOMMODATIONS ARE 10:44:25 AVAILABLE. BY DOING THAT ON A CONSISTENT BASIS, YOU ARE 10:44:30 LETTING THAT PERSON KNOW OR THOSE PEOPLE 10:44:34 KNOW IT IS SOMETHING YOU CARE ABOUT 10:44:38 INSTEAD OF HAVING THEM TRUDGE THROUGH THE 10:44:41 INFORMATION TO FIND THE SUPPORT ON THEIR OWN. 10:44:44 THEN, USE OPPORTUNITIES 10:44:47 TO SHARE THINGS GOING IN THE 10:44:53 NEWS THAT ARE ABOUT WELL BEING OR MENTAL HEALTH 10:44:56 OR ABOUT VIOLENCE. YOU KNOW, 10:44:59 USING THOSE TO BRING UP CONVERSATIONS AND 10:45:03 REITERATE YOUR COMMITMENT TO SUPPORTING SURVIVORS. SO, FOR 10:45:06 SOME 10:45:09 PLACES, WE 10:45:12 FOUND THEY FELT NEEDED TO IGNORE. IF IT 10:45:16 IS NOT IN THE WORKPLACE, IT DOESN'T EXIST. AND THAT 10:45:20 IS TAKEN BY MANY AS THEY DON'T 10:45:24 CARE WHEN THAT MAY NOT BE CASE. LETTING PEOPLE KNOW, 10:45:27 YOU KNOW, WE'RE COMMITTED 10:45:30 AND IT IS A WAY TO REMIND EVERYONE 10:45:33 THAT WE'RE IN 10:45:36 COMMUNITY TOGETHER. THE NEXT IS TO BE 10:45:41 PREPARED. YOU WANT TO KNOW WHAT YOUR POLICIES ARE AROUND DOMESTIC VIOLENCE. 10:45:44 YOU WANT TO KNOW WHAT ACCOMMODATIONS YOU CAN PROVIDE. IF 10:45:47 YOU HAVE AN HR TEAM TO REALLY TALK TO THEM ABOUT 10:45:50 THAT. IF SOMEONE IS EXPERIENCING ABUSE, WHAT CAN YOU 10:45:53 PROVIDE? YOU WANT TO KNOW WHAT RESOURCES ARE IN 10:45:56 YOUR COMMUNITY, RIGHT? WHEN SOMEONE COMES IN 10:46:00 -- IT IS NOT IF BECAUSE OF HOW 10:46:04 PREVALENT IT IS. WHEN SOMEONE COMES, YOU ARE PREPARED 10:46:07 TO ADDRESS IT AND YOU ARE NOT AFRAID BECAUSE YOU DON'T KNOW 10:46:10 WHAT TO DO. FIND WAYS TO BE PREPARED AS 10:46:13 POSSIBLE TO OFFER RESOURCES FOR MENTAL HEALTH AND 10:46:17 VICTIMIZATION IN YOUR WORK 10:46:20 PLACE. I SEE THE QUESTION FROM 10:46:25 JACQUELINE. YES, THESE RECORDINGS 10:46:29 WILL BE AVAILABLE ON THE WEB SITE. WE WILL SEND OUT AN 10:46:33 EMAIL WITH PART 1 AND PART 2 AND HOW TO GET 10:46:36 THEM AND THE RESOURCES WE'RE SHARING. THAT WILL BE 10:46:39 COMING AFTER THIS. THANK YOU FOR 10:46:43 THAT QUESTION. >> WONDERFUL. THANK YOU, 10:46:47 CAROLYNE. I WAS THINKING ABOUT WHAT YOU WERE SAYING 10:46:51 ABOUT NAMING WHEN SOMETHING IS HAPPENING IN OUR WORLD AND 10:46:54 THE WORKPLACE AND HOW WHEN WE DON'T NAME 10:46:58 SOMETHING, THAT IS TRUE FOR OUR SPACE AND 10:47:02 WE MIGHT INADVERTENTLY STIGMATIZE 10:47:06 IT AND IT IS NOT OKAY FOR IT TO HAPPEN. THAT GOES BACK 10:47:09 TO TRANSPARENCY. AND IT FLOWS INTO WHAT 10:47:13 TRAUMA RESPONSE SUPERVISION 10:47:16 LOOKS LIKE. MANY ASPECTS OF WHAT IT LOOKS LIKE AND DEPENDING ON THE 10:47:19 DEPARTMENT AND INDUSTRY, THIS MAY BE 10:47:22 FLUID. LEADERSHIP PRACTICES THAT MIGHT INCLUDE CLEARLY 10:47:26 COMMUNICATING YOUR ROLE AND WHAT YOU DO AND HOW YOU CAN SUPPORT AS 10:47:29 A SUPERVISOR FROM DAY ONE. 10:47:32 TEAM MANAGEMENT. HAVING FREQUENT 10:47:35 AND MEANINGFUL CHECK-INS. NOT JUST 10:47:39 TO HAVE THEM ON THE CALENDAR. TALK ABOUT PROGRESS 10:47:42 TOWARD GOALS AND ASK FOLKS WHAT DO YOU 10:47:45 NEED AND HOW CAN 10:47:49 I HELP 10:47:53 YOU? AND PRACTICE OPEN AND EMPATHETIC 10:47:57 LISTENING WHEN RECEIVING REPORTS OF VIOLENCE AND 10:48:00 HARASSMENT OR 10:48:03 ABUSE. AND MUCH OF 10:48:07 THE TIME WE TEND 10:48:10 TO HELP IN FIX-IT MODE. 10:48:13 WE NOTICE THIS IN LEADERSHIP ROLES. YOU ARE COMING 10:48:16 TO ME BECAUSE YOU WANT ME TO DO SOMETHING ABOUT IT. IT IS PART OF THE 10:48:20 SUPERVISION ROLE TO KNOW FIRST HELP YOURSELF UNDERSTAND AND 10:48:23 CHECK-IN WITH YOUR EMPLOYEE TO SEE WHAT IS HELPFUL RIGHT NOW. 10:48:26 WOULD YOU LIKE ME TO BE HERE AND LISTEN TO YOU OR WOULD 10:48:29 IT BE HELPFUL TO BRAIN STORM SOLUTIONS TOGETHER? 10:48:33 HERE IS WHAT HAPPENS WHEN YOU DISCLOSE THIS KIND OF INFORMATION TO ME 10:48:36 AND THIS IS THE KIND OF THING I HAVE TO DO 10:48:39 AFTERWARDS. MANDATING THE 10:48:43 REPORTING. PERSONNEL MANAGEMENT. PROVIDING FEEDBACK 10:48:47 RELATED TO WORK PERFORMANCE AND 10:48:51 CREATE OPPORTUNITIES AND 10:48:54 STRENGTHEN AND ENHANCE SKILLS. WHEN WE HAVE CONSTRUCTIVE 10:48:58 FEEDBACK, I THINK ABOUT WHEN PEOPLE ARE TAKEN 10:49:01 BY SURPRISE. DON'T WAIT UNTIL THE ANNUAL 10:49:04 REVIEW TO BRING UP SOMETHING SOMEONE DIDN'T DO 10:49:07 AS WELL AS YOU EXPECTED. THAT CAN 10:49:10 FEEL ISOLATING AND SHOCKING TO FOLKS. AND I WANT 10:49:14 TO NOTICE THE SHARES IN OUR POLL EVERYWHERE. ONE 10:49:17 PERSON SHARING ABOUT HOW THEIR BOSS 10:49:21 TOLD THEM TO SET ASIDE A HALF HOUR 10:49:24 EACH DAY TO EXERCISE AND LIST IT 10:49:27 ON MY WORK LOG. THIS IS 10:49:30 SECONDARY TRAUMA. THAT IS INCREDIBLE TO HEAR. 10:49:34 SOMEONE SHARED, MY BOSS IS WONDERFUL 10:49:38 ABOUT MEANINGFUL CHECK-INS AND HAVING THEM ONCE 10:49:42 A WEEK OR TWICE A WEEK. SOMETIMES THERE IS A PRESSURE 10:49:45 AS MANAGERS THAT WE HAVE TO BE PERFECT OR HAVE TO HAVE ALL OF 10:49:48 THE ANSWERS. SO MANY OF THE TIME WHEN WE THINK ABOUT THE 10:49:51 PRINCIPLES, JUST BEING PRESENT AND VERY MUCH 10:49:54 THERE TO LISTEN CAN BE WAY MORE MEANINGFUL 10:49:57 WHEN WE'RE IN OUR HEADS AND TRYING TO THINK OF A SOLUTION WHEN THAT IS 10:50:00 NOT WHAT'S NEEDED. >> RIGHT. THANK YOU FOR SHARING THAT 10:50:04 ABOUT THE EXERCISE. I THINK I HAVE TO HAVE A 10:50:07 CONVERSATION WITH MY BOSS. THAT'S 10:50:12 AWESOME. SO LET'S DO 10:50:16 AHEAD AND TALK ABOUT WHAT DO 10:50:20 WE DO. WE HAVE THROWN OUT A LOT OF 10:50:23 CONTEXT OF WHAT 10:50:26 IS HAPPENING. WHAT CAN WE DO? THE FIRST THING WE WILL SHARE 10:50:30 IS A RESOURCE 10:50:33 ON HOW TO REACH OUT. YOO-JIN IS 10:50:36 GOING TO WALK YOU THROUGH IT WHILE I PUT 10:50:40 THE LINK IN THE CHAT BOX. >> OKAY. JUST TO PREFACE THAT, OF 10:50:43 COURSE, WE HAVE RESOURCES AND IT CAN BE SO EASY TO 10:50:47 READ IT. JUST GREAT. 10:50:50 WE WANT TO ACKNOWLEDGE AND RECOGNIZE THESE 10:50:54 CONVERSATIONS CAN MAKE US VULNERABLE. WE NEED TO REMIND 10:50:58 YOU WE ARE HEAR AS A RESOURCE IF YOU NEED SUPPORT OR 10:51:01 WALKING THROUGH A SITUATION WHERE YOU MIGHT NOT BE CERTAIN 10:51:04 ON HOW TO OBTAIN THAT SUPPORT. WHEN YOU 10:51:08 THINK ABOUT HOW TO RESPOND, WE HAVE ACKNOWLEDGING AND 10:51:11 CHANGING BEHAVIOR WITHOUT JUDGMENT. BEING 10:51:15 EMPATHETIC AND SUPPORTIVE AND CONNECTING TO 10:51:20 RESOURCES. I'M WORRIED ABOUT YOU AND YOU HAVEN'T 10:51:25 YOURSELF LATELY. I'M HERE IF YOU WANT TO TALK. IS 10:51:29 THERE ANYTHING I CAN DO TO SUPPORT YOU IN THE WORKPLACE? THAT 10:51:32 FEELS DIFFERENT 10:51:35 THAN WHEN WE HEAR JUDGMENT OR AN ASSUMPTION OF WHAT'S GOING ON. >> THIS 10:51:39 IS WHY WE SAY THAT IT IS VERY IMPORTANT TO BE CONNECTED 10:51:42 TO RESOURCES SO IF 10:51:45 SOMEONE DOES SAY YES, I NEED HELP OR YES, 10:51:48 I NEED THIS, THAT YOU ARE ABLE 10:51:52 TO REALLY CONNECT THEM TO THAT. IT MAKES 10:51:55 YOU FEEL MORE EMPOWERED AS A EMPLOYER WHEN YOU ARE ABLE 10:51:59 TO DO THAT. THE 10:52:02 NEXT THING ALSO IS BUILDING EFFECTIVE WORKPLACE POLICIES. IT 10:52:05 IS ONE THING TO DO IT IN PRACTICE, BUT IT 10:52:09 IS ANOTHER THING TO ENGRAIN IT INTO THE 10:52:12 POLICIES IN YOUR WORK PLACE. SO, YOU REALLY 10:52:16 WANT TO HAVE CLEARLY DEFINED, YOU 10:52:19 KNOW, FRAMEWORK OF HOW TO SAFETY 10:52:22 PLAN OR HOW TO SUPPORT, INVESTIGATOR 10:52:25 DETECT. BECAUSE OF HOW LIKELY IT 10:52:28 IS TO HAPPEN, WHAT ARE THE STEPS? 10:52:31 ARE YOU AWARE OF THOSE STEPS? 10:52:34 ARE THEIR POLICY AS I 10:52:39 ES IN PLACE TO PROTECT YOU? HAVING A POLICY IN PLACE 10:52:42 ALLOWS YOU TO FEEL MORE EMPOWERED IN 10:52:46 SUPPORTING SOMEONE DURING THE TIME WHEN THEY'RE 10:52:51 IN NEED. YOUR POLICY SHOULD INCLUDE SEXUAL HARASSMENT OR ANY OTHER 10:52:54 FORM OF HARASSMENT. SO, WE TEND TO HAVE 10:52:58 THOSE BIG GENERIC STATEMENTS IN OUR 10:53:01 POLICIES, RIGHT? DO YOU REALLY KNOW WHAT THEY MEAN 10:53:04 AND WHEN THEY SHOW UP, ARE YOU ABLE TO 10:53:07 REALLY MOVE AND MANEUVER SOMEONE THROUGH 10:53:11 THAT EXPERIENCE? WHAT WE TEND TO 10:53:14 FIND IS THAT EMPLOYERS LEARN IT WHEN IT 10:53:17 HAPPENS. THEY'RE NOT PREPARED FOR IT. IT HAPPENS AND 10:53:20 IT IS LIKE LET ME DIG THROUGH AND SEE WHAT IS IN PLACE FOR 10:53:24 THIS, RIGHT? SO, YOU KNOW, WE WANT TO BE 10:53:28 PRO-ACTIVE AND PREVENTATIVE. IT IS IMPORTANT TO HAVE THESE POLICIES 10:53:31 IN PLACE AND BE AWARE OF THEM 10:53:35 BEFORE YOU NEED THEM BECAUSE IT MAKES THAT EXPERIENCE OF SUPPORTING 10:53:39 SOMEONE THAT MUCH BETTER AND THAT MUCH 10:53:42 MORE TRAUMA-INFORMED. DO YOU HAVE ANY 10:53:46 POLICIES THAT TALK ABOUT CONDUCT 10:53:49 AND HOW THAT IMPACTS THE WORKPLACE? ESPECIALLY 10:53:52 RIGHT NOW WHEN PEOPLE ARE WORKING FROM HOME. IT HAPPENED VERY 10:53:56 FAST AND MOVING FORWARD, IF YOU ARE KEEPING THIS AS A 10:53:59 POLICY, WHAT HAVE YOU LEARNED FROM THIS PAST YEAR 10:54:03 THAT IS WORTH PUTTING IN POLICIES SO PEOPLE FEEL 10:54:07 SUPPORTED AND PEOPLE FEEL AWARE OF A 10:54:10 WORK FROM HOME SITUATION OR 10:54:14 IN-PERSON ENVIRONMENT POLICIES. DO 10:54:17 YOU HAVE A FOUNDATION FOR PREVENTION? FOR 10:54:21 EQUITY. YOU KNOW, ONCE AGAIN, IT 10:54:25 IS MUCH MORE IMPORTANT TO BE 10:54:29 PREVENTATIVE TO LEAD WITH THE FACT THAT 10:54:32 YOU ARE AN INCLUSIVE WORKPLACE. DO YOU HAVE 10:54:35 POLICIES IN PLACE THAT SHOW WHAT DOES IT LOOK 10:54:38 LIKE TO BE PREVENTATIVE? AND 10:54:42 EQUITY. ARE YOU CENTERING THE 10:54:45 MARGINALIZED IN YOUR WORK PLACE OR COMMUNITY 10:54:49 AND ARE THEIR POLICYS IN PLACE FOR THAT? AND 10:54:52 ALLOWING FOR EDUCATION. A LOT OF IT IS 10:54:56 TRIAL AND ERROR. IT IS 10:54:59 THROUGH IMPLEMENTS AND SEEING IF IT WORKS THROUGH THE COMMUNITY 10:55:04 AND EMPLOYEES. IF SOMETHING 10:55:07 WORKS FOR ONE EMPLOYER, MAY NOT WORK FOR ANOTHER. IT IS IMPORTANT 10:55:10 TO EVALUATE AND SEE IF IT IS WORKING OUT AND ADJUSTING 10:55:14 POLICIES ACCORDINGLY. I WORKED AT ORGANIZATIONS 10:55:20 WHERE POLICIES ARE SO OUT DATED AND STILL HANGING OUT FROM WHEN THEY FIRST 10:55:23 OPENED 15 OR 20 YEARS AGO. ALTHOUGH THEY ARE 10:55:26 OPERATING IN NEW FAITH. IT IS IMPORTANT TO MAKE SURE THAT THOSE POLICIES 10:55:29 ARE ALIGNING WITH WHERE YOU ARE RIGHT NOW AS 10:55:33 AN ORGANIZATION BECAUSE WHAT IT DOES IS IT EMPOWERS 10:55:36 YOU AS AN EMPLOYER AND IT ALSO 10:55:40 EMPOWERS YOUR EMPLOYEES TO KNOW THERE ARE 10:55:43 SYSTEMS IN PLACE THAT PROTECT THEM AND THAT PROTECT THE 10:55:49 WORKPLACE. THE REASON WE ASK YOU HAVE A GENDER 10:55:52 BASED VIOLENCE POLICY AND HARASSMENT 10:55:55 POLICY AND IT IS COMPREHENSIVE IS BECAUSE 10:55:58 IT EFFECTS EVERYONE. YOU 10:56:01 KNOW, WHEN SOMETHING IS GOING ON, THE 10:56:04 PERPETRATOR, IT IMPACTS THE SURVIVOR AND FAMILY 10:56:07 AND IMPACTS THE COWORKER AND 10:56:12 FRIENDS AND COMMUNITY AROUND THEM. THAT'S BROUGHT INTO THE WORKPLACE. IT ENDS UP IMPACTING 10:56:16 PRODUCTIVITY WHICH WE TALKED ABOUT. BECAUSE WE 10:56:19 KNOW IT IS PERVASIVE AND, YOU 10:56:22 KNOW, IMPACTING ALL OF THESE VARIOUS AREAS 10:56:25 OF OUR LIVES, IT IS IMPORTANT TO HAVE A POLICY 10:56:29 IN PLACE TO ADDRESS IT BECAUSE IT WILL COME INTO THE 10:56:33 WORKPLACE. WE CAN'T IGNORE IT. SO WHEN YOU ARE 10:56:38 LOOKING AT A COMREHENSIVE 10:56:43 GENDER-BASED POLICY, YOU WANT TO ENSURE IT IS PROVIDED TO ALL 10:56:46 EMPLOYEES AND YOU 10:56:49 HAVE ONE. THAT THEY 10:56:52 ARE BEING REMINDED OF IT. IT IS NOT ONE OF THE THINGS ARE YOU 10:56:55 GIVING THE WORK BOOK AT THE BEGINNING AND SAYING, OKAY, YOU 10:56:58 HAVE EVERYTHING YOU NEED. ACTUALLY HAVING 10:57:02 CONVERSATIONS ABOUT WHAT'S IN THE POLICIES. I'LL STOP HERE BECAUSE 10:57:06 I THINK WE JUST GOT A QUESTION. >> YES. 10:57:09 WE HAVE A QUESTION IN THE 10:57:13 Q&A. I BELIEVE SOMEONE 10:57:16 RAISED THEIR 10:57:19 HAND. >> OKAY. CAN 10:57:23 YOU SUPPORT A SAFE SPACE FOR 10:57:29 TRAUMA COUNSELLING FOR YOUNG GIRLS AND WOMEN? 10:57:32 ARE YOU SAYING CAN WE SUPPORT 10:57:36 IN FUTURES THAT IS OFFERING COUNSELLING TO YOUNG GIRLS AND WOMEN 10:57:39 OR ARE YOU ASKING WHAT IT LOOKS LIKE TO PROVIDE A SAFE 10:57:44 SPACE IN THAT AREA? GERTRUDE, IF YOU CAN ELABORATE ON THAT, THAT 10:57:48 WOULD BE GREAT. THEN THE HAND THAT WAS RAISED. 10:57:51 I SAW IT AND IT WENT 10:57:54 AWAY. IF YOU CAN PUT YOUR QUESTION IN THE CHAT 10:57:57 BOX. WE WANT 10:58:00 TO MAKE SURE. I'M 10:58:03 NOT SURE HOW TO IDENTIFY A RAISED 10:58:07 HAND. MARIKATE, IF YOU SEE IT ON YOUR 10:58:10 END, THAT WOULD HELP US, THAT 10:58:14 WOULD BE GREAT. COMPREHENSIVE 10:58:17 GENDER-BASED VIOLENCE POLICY. OKAY. IT 10:58:21 IS WORKING. 10:58:25 >> I THINK IT WAS BRIDGET 10:58:29 . >> OKAY. BRIDGET, DO 10:58:34 YOU WANT -- WHAT'S 10:58:37 YOUR QUESTION, 10:58:40 BRIDGET? 10:58:44 >> CAN YOU HEAR ME? >> YES, WE CAN. 10:58:47 >> OKAY. I'M SORRY. I ACCIDENTALLY CLICKED THE 10:58:49 RAISE HAND. I'M SORRY. >> OH, NO. 10:58:52 YOU'RE GOOD. WE WANTED TO MAKE SURE. >> OKAY. 10:58:56 SORRY. >> NO 10:58:59 PROBLEM. >> OKAY. A 10:59:03 COMPREHENSIVE GENDER-BASED VIOLENCE POLICY COVERS 10:59:06 ALL EMPLOYEE RELATIONSHIPS AND CONTRACTORS AND VENDORS. THE 10:59:10 LOCATIONS THAT YOU WORK. YOU REALLY WANT TO LOOK AT ALL OF 10:59:13 THE PLACES AN EMPLOYEE 10:59:16 CAN BE AND MAKE SURE THAT 10:59:19 POLICY IS EXPANSIVE ENOUGH TO COVER THOSE 10:59:23 AREAS. THEN ALL 10:59:26 EMPLOYEE RELATIONSHIPS. IT IS NOT JUST SUPERVISOR AND 10:59:32 SUPERVISEE RELATIONSHIPS. IT IS FOR EVERY 10:59:35 COWORKER. YOU WANT TO MAKE SURE YOU ARE 10:59:39 CONSIDERING THAT AND INCLUDING BEST PRACTICES INTO YOUR 10:59:42 POLICIES. IT ALSO HAS DETAILS ON HOW TO 10:59:45 REPORT AND INVESTIGATE. YOU KNOW, STEP BY 10:59:48 STEP AND WHO IS RESPONSIBLE FOR THAT. 10:59:51 IS THERE A DESIGNATED PERSON OR IS 10:59:55 IT A COMMITTEE? REALLY IDENTIFY WHO 10:59:58 IS RESPONSIBLE FOR REPORTING AND INVESTIGATING WHEN SOMETHING HAPPENS IN THE 11:00:02 WORKPLACE. IT ALSO 11:00:05 DEFINES CONSEQUENCES CLEARLY. 11:00:09 WHAT ARE THE CONSEQUENCES IF SOMEONE VIOLATES THE POLICY? 11:00:12 HAVING THIS ALL WRITTEN DOWN IN DETAIL IS 11:00:16 VERY HELPFUL SO YOU ARE NOT SCRAMBLING WHEN A 11:00:19 SITUATION OCCURS. AND WE HAVE A 11:00:22 RESOURCE THAT WE TALK THROUGH WHAT A MODEL POLICY 11:00:25 LOOKS LIKE. SO WE'RE GOING TO PUT THAT INTO THE CHAT BOX 11:00:30 AND WE ASK YOU LOOK THROUGH IT AND SEE WHETHER YOUR POLICY 11:00:34 ALIGNS WITH THIS RESOURCE AND REACH OUT TO US IF 11:00:39 YOU HAVE ANY QUESTIONS SO WE CAN SUPPORT YOU 11:00:42 WITH THAT. IF YOU CAN PUT THAT 11:00:46 -- NOW I'M LOOKING AT QUESTION AND ANSWER. 11:00:48 PERFECT. YOO-JIN IS ON IT. 11:00:51 GO TO THE CHAT BOX AND IT WILL WALK YOU THROUGH 11:00:54 THE STEPS FOR THAT 11:00:58 PROCESS. WE WANT TO OFFER 11:01:01 A COUPLE OF OTHER 11:01:04 RESOURCES. THERE'S A GUIDE FOR 11:01:09 SUPERVISORS ON HOW TO RESPOND TO 11:01:14 SEXUAL VIOLENCE AND DOMESTIC VIOLENCE. IF YOU DO 11:01:19 TO THE WORKPLACE RESPONDS WEB SITE YOU WILL BE ABLE 11:01:23 TO GET THE GUIDES AND HELP US ASSIST YOU IN 11:01:26 DEVELOPING THOSE POLICIES. THEN 11:01:29 JUST TO REITERATE. IT IS ALL ABOUT TRAINING, 11:01:32 AWARENESS AND SUPPORT AND RESOURCES. WHAT I WANT TO 11:01:36 EMPHASIZE HERE IS IT STARTS AT 11:01:39 ON-BOARDING. YOU KNOW, THE CULTURE THAT YOU 11:01:42 CREATE STARTS AN ON-BOARDING. HOW YOU COMMUNICATE WITH 11:01:46 NEW HIRES AND WHAT ENVIRONMENT 11:01:50 YOU INFORM THEM THAT THE PLACE 11:01:53 OF WORK IS AND MAKING SURE THEY ARE CLEAR OF THE 11:01:56 POLICIES AT THAT POINT IN TIME. A LOT OF TIMES THE ON-BOARDING 11:02:00 PROCESS IS RUSHED AND YOU KNOW THERE 11:02:03 ARE POLICIES IN PLACE THAT WE DON'T LEARN ABOUT UNTIL 11:02:06 YEARS OR MONTHS LATER IN THE JOB. SO, REALLY 11:02:10 REFLECTING ON HOW WE CAN MAKE SURE THAT WE'RE LEADING WITH THESE 11:02:14 POLICIES SO THAT INDIVIDUAL IS AWARE THAT IT IS SOMETHING 11:02:18 YOU ARE TAKING SERIOUSLY AND IT IS 11:02:22 SOMETHING YOU HAVE DEVELOPED A COMMUNITY OF 11:02:25 SUPPORT FOR. THEN DOING REFRESHERS. 11:02:28 CONSTANTLY TALKING ABOUT IT AND HAVING SESSIONS 11:02:31 TO REMIND PEOPLE ABOUT WHAT THOSE POLICIES 11:02:37 ARE AND ALSO RAISING AWARENESS ON A REGULAR BASIS. THE MORE YOU TALK ABOUT 11:02:40 IT AND THE MORE YOU MAKE IT A 11:02:44 PART OF THE COMPANY CULTURE, YOU ARE DECREASING THAT STIGMA. YOU 11:02:47 ARE CHIPPING AWAY AT THE STIGMA THAT TELLS 11:02:50 PEOPLE TO KEEP IT QUIET. DOING THAT ON A 11:02:53 CONSISTENT BASIS IS ONE WAY TO ADDRESS THAT. IN TERMS OF 11:02:56 SUPPORT AND RESOURCES AND WHAT ASSISTANCE 11:03:01 DO YOU HAVE IN PLACE? EAP PROGRAMS 11:03:05 AND WHAT RELATIONSHIPS DO YOU HAVE WITH DOMESTIC VIOLENCE 11:03:08 AGENCIES OR HOTLINES OR DEVELOPING THOSE 11:03:12 RELATIONSHIPS. A WARM HAND-OFF IS ALWAYS BETTER. IF YOU 11:03:17 HAVE THAT RELATIONSHIP ALREADY, IT MAKES IT EASIER TO CONNECT THAT INDIVIDUAL WITH THAT 11:03:20 REHE SOURCE. 11:03:24 >> GREAT. THINKING OF PUTTING SOME OF THE 11:03:27 PRINCIPLES IN PRACTICE AND WE WANTED TO SHARE THE 11:03:30 WORK OF DR. D.L. 11:03:34 STEWART AND CHALLENGING US TO THINK BEYOND DIVERSITY 11:03:37 AND INCLUSION AND EQUITY AND JUSTICE FRAMING 11:03:40 AND BRINGING IN ALL OF THE PRINCIPLES WITH 11:03:43 THIS WORK. LOOKING AT THIS CHART, THIS 11:03:46 IS PART OF DR. D.L. 11:03:50 STEWART'S WORK. DIVERSITY AND INCLUSION IS ASKING WHO 11:03:53 IS IN THE ROOM. DO WE HAVE THE POPULATION IN THE 11:03:56 ROOM VERSUS WHO IS TRYING TO 11:03:59 GET IN THE ROOM, BUT CAN'T AND WHOSE PRESENCE IS UNDER THREAT? THIS 11:04:03 COULD BE INTERNALLY WITHIN THE ORGANIZATION AND IN TERMS OF WHO IS REPRESENTED 11:04:06 AND WHO IS SHOWING UP AND WHO IS BEING RESPONDED TO IN 11:04:09 PARTICULAR WAYS AND THIS CAN ALSO MEAN WHO IS IN OUR ACTUAL 11:04:13 SERVICES. DO YOUR SERVICES REPRESENT THE COMMUNITIES THAT MAKE 11:04:16 UP YOUR COMMUNITY? THE 11:04:19 COMMUNITY YOU SERVE AND WHY NOT? 11:04:23 THINKING ABOUT HOW MANY BLANK DO WE HAVE IN OUR 11:04:26 ORGANIZATION? HOW MANY WOMEN? RATHER THAN WHAT CONDITIONS AND 11:04:31 STRUCTURES LIKE 11:04:34 CAROLYNE WAS SAYING WITH THE INITIATIVES IN PLACE SO WE 11:04:37 CAN MAINTAIN DIVERSITY AND 11:04:40 INCLUSION LIKE WE SAY WE VALUE. IS THIS 11:04:45 ENVIRONMENT SAFE FOR EVERYONE TO FEEL THEY BELONG? CHALLENGING US TO 11:04:48 THINK WHOSE SAFETY IS IN THE SPACE 11:04:51 SO WE CAN MAINTAIN 11:04:55 DEHUMANIZING? THIS IS A DIFFERENT WAY OF FRAMING THAT DON'T 11:04:59 JUST THINK ABOUT THE MAJORITY COMFORT AND CHALLENGES 11:05:03 US AND RELATING TO THE 11:05:11 GENDER-BASED VIOLENCE. >> WE WANT TO GIVE YOU A RESOURCE 11:05:14 THAT IS 11:05:17 HELPFUL. ASPEN INSTITUTE HAS 11:05:24 A JOB QUALITY TOOLS LIBRARY. THEY HAVE THE TOOLS TO 11:05:27 IMPROVE THE QUALITY OF YOUR WORK PLACE. WITH EQUITY AND 11:05:30 DIVERSITY, THEY HAVE A TOOL KIT 11:05:33 TO ASSESS HOW EQUITABLE IS YOUR WORK 11:05:37 PLACE, RIGHT? SUPPORTING MENTAL HEALTH OF 11:05:40 YOUR EMPLOYEES MEANS HAVING 11:05:44 QUALITY JOBS AND AN ENVIRONMENT THAT IS 11:05:47 INCLUSIVE AND WE SOMETIMES DON'T KNOW HOW TO DO THAT. WE WANT TO OFFER 11:05:50 THIS RESOURCE AND ASK YOU CHECK-IN TO 11:05:54 THE LIBRARY AND LOOK AT THE DIFFERENT TOOLS 11:05:57 THEY HAVE. THERE ARE TESTS YOU CAN DO TO ASSESS 11:06:00 WHERE YOUR ORGANIZATION IS AT BASED ON DIFFERENT TOPICS AND 11:06:03 THEN THEY GIVE YOU SUGGESTIONS AND RESOURCES ON 11:06:07 HOW TO IMPROVE YOUR POLICIES OR WHAT YOU CAN 11:06:10 DO TO BUILD BETTER SUPPORT SYSTEMS. JUST 11:06:13 KNOW YOU DON'T NECESSARILY HAVE TO CREATE SOMETHING FROM NOTHING. 11:06:17 THERE ARE ALREADY ORGANIZATIONS OUT HERE THAT ARE DOING 11:06:20 AMAZING WORK AND THAT HAVE TRACKED 11:06:23 AND EVALUATED IT. IF YOU ARE LOOKING FOR THOSE 11:06:27 EXAMPLES, WE ENCOURAGE YOU TO GO TO THE TOOLS LIBRARY 11:06:30 SO YOU CAN SEE WHAT IS AVAILABLE AND WHAT IS 11:06:33 FEASIBLE TO IMPLEMENT WITHIN 11:06:36 YOUR OWN ORGANIZATION. SO THE LINK IS IN THE CHAT BOX 11:06:41 FOR THAT. 11:06:47 WE'RE GOING TO LOOK AT, YOU KNOW, EXAMPLE OF THE 11:06:51 TRAUMA-INFORMED 11:06:55 WORKPLACE. WE TALKED ABOUT THEORIES OF WHAT IT LOOKS LIKE. 11:07:02 COMPREHENSIVE MENTAL HEALTHCARE. IF YOU OR YOUR HR TEAM IS IN THE 11:07:06 PROCESS OF IDENTIFYING NEW PROVIDERS, ASKING THEM THE QUESTION 11:07:09 OF WHAT YOU DO TO SUPPORT MENTAL 11:07:13 HEALTH AND WHAT COVERAGE IS 11:07:17 AVAILABLE FOR MEN TAL HEALTH. WE USE 11:07:21 THAT AS A CAVEAT OR SOMETHING ON THE SIDE. YOU 11:07:25 WANT TO LEAD AND REALLY ASK QUESTIONS TO MAKE SURE 11:07:28 THEY UNDERSTAND WHAT YOU CAN OFFER. WE TALKED ABOUT HAVING THE 11:07:31 POLICIES FOR DOMESTIC VIOLENCE AND SEXUAL VIOLENCE. 11:07:35 PAY EQUITY. IT IS REALLY HARD, YOU 11:07:38 KNOW, FOR PEOPLE WHO ARE STRUGGLING TO 11:07:42 ALSO WORRY ABOUT THEIR ABILITY TO BE SUSTAINABLE. WHETHER 11:07:45 THEY CAN KEEP A ROOF OVER THEIR HEAD OR FEED THEMSELVES 11:07:49 BASED ON HOW MUCH THEY'RE BEING PAID. IF YOU LOOK AT 11:07:54 THAT ASPEN INSTITUTE, THEY HAVE RESOURCES OF ADDRESSING PAY 11:07:58 EQUITY. AND HAVING CLEAR STANDARDS OF PROMOTION AND RAISES. 11:08:01 IT IS NOT ALWAYS CLEAR 11:08:06 WHAT THE TRAJECTORY IS. HOW DO I 11:08:09 GROW IN THIS 11:08:13 PLACE? BEING ABLE TO BUILD THAT BUILDS 11:08:16 HOPE IN A PERSON THAT MAY BE 11:08:19 CHALLENGED OR GOING THROUGH CHAG 11:08:24 CHALLENGES. THEY ARE ABLE TO LOOK FOR OPPORTUNITIES TO GROW AND 11:08:27 SEEN AND BE HEARD REGARDLESS OF WHAT THEY ARE GOING THROUGH. 11:08:30 THE 360 11:08:33 FEEDBACK WHICH IS WHAT 11:08:37 YOO-JIN TALKED ABOUT. GIVING FEDBACK IMMEDIATELY. 11:08:40 NOT WAITING FOR THE REVIEW OR JUST BEFORE FIRING 11:08:43 SOMEONE. DO IT EARLY AND LAW THAT PERSON TO 11:08:47 REALLY GROW 11:08:50 AND LEARN. ACCOMMODATIONS. WE'LL SHARE RESOURCES ON HOW TO 11:08:54 ACCOMMODATE INDIVIDUALS WITH DIFFERENT CHALLENGES. THEN WE 11:08:57 TALKED ABOUT PAID LEAVE AND PRIVACY AND 11:09:00 CONFIDENTIALITY AND PAY TRANSPARENCY. THESE ARE ALL EXAMPLES. WE 11:09:04 KNOW YOU MAY NOT HAVE THE CAPACITY TO LOOK AT EVERY 11:09:08 SINGLE BULLET POINT AT THIS MOMENT IN TIME. YOU ARE 11:09:11 DEFINITELY ABLE TO PICK ONE OR TWO. WHATEVER YOUR 11:09:16 CAPACITY MAY BE AND INVEST IN THAT SPACE. BY 11:09:19 INVESTING IN JUST ONE, YOU SEE A 11:09:23 CHANGE HAPPENING WITHIN YOUR ORGANIZATION. REALLY PUTTING IN A 11:09:26 PLAN ON HOW YOU WANT TO IMPLEMENT THIS AND 11:09:29 KNOWING YOU DON'T HAVE TO DO IT ALL AT ONCE. >> 11:09:32 YES. ONE THING ABOUT 360 11:09:35 FEEDBACK IS ALSO THERE IS OPPORTUNITY FOR YOU AS 11:09:39 LEADERSHIP TO RECEIVE FEEDBACK AS WELL. THINKING THROUGH HOW WE CAN 11:09:43 MITIGATE THE POWER DYNAMICS SO THIS CAN HAPPEN. ONE LAST THING TO 11:09:46 ADD IS TRAUMA-INFORMED TRAINING 11:09:49 CARE FOR ALL STAFF. I HEAR 11:09:54 SO MUCH OF THE TIME OF THE FOLKS DOING THE WORK ON THE GROUND ARE 11:09:58 THE ONLY ONES LEARNING ABOUT TRAUMA-INFORMED CARE AND 11:10:01 PRINCIPLES. SOME OF THE UPPER MANAGEMENT WHO ARE NOT 11:10:04 DOING SOME OF THE WORK HAS A DISCONNECT. THERE WILL BE 11:10:08 A DISCONNECT IN HOW WE SHOW UP FOR EACH OTHER TO SUPPORT. 11:10:11 AGAIN, BRINGING IN ANTI-RACISM AND EQUITY 11:10:14 AND TRAUMA-INFORMED CARE IS RELEVANT 11:10:17 TO ALL OF US. SEEING A FEW QUESTIONS. I THINK SOMEONE 11:10:20 RAISED THEIR HAND AS WELL. >> 11:10:24 SO THE FIRST. WE'LL GO BACK TO 11:10:27 GERTRUDE'S QUESTION IN REGARDS TO SAFE 11:10:31 SPACE FOR COUNSELLING FOR YOUNG GIRLS AND WOMEN. ARE WE ABLE TO SUPPORT 11:10:35 SETTING UP REFERRAL TRAUMA CENTER OR REFERRAL 11:10:39 MENTAL HEALTH CENTER FOR GIRLS AND YOUNG WOMEN IN THE 11:10:43 WORKPLACE? THE ANSWER IS YES. WE CAN SUPPORT THAT. 11:10:46 YOU KNOW, IF YOU REACH OUT TO US AND TALK TO US ABOUT YOUR 11:10:49 NEEDS, WE CAN SHOW YOU WHAT IS HAPPENING AT OTHER 11:10:52 ORGANIZATIONS AND HOW THEY ADDRESS THAT AND THEN HAVE 11:10:56 CONVERSATIONS ABOUT WHAT IT WOULD LOOK LIKE TO BUILD 11:10:59 PARTNERSHIPS AND REFER RELATIONSHIPS 11:11:02 WITH WHERE YOU ARE AT. REACH OUT TO US AND 11:11:06 WE CAN HAVE THE CONVERSATION TO MAKE SURE WE'RE 11:11:10 ON THE SAME PAGE. CARMEN ASKED WHAT 11:11:13 DO YOU MEAN BY PAY TRANSPARENCY. 11:11:16 WE HAVE BEEN DOING A LOT OF RESEARCH AND 11:11:20 YOO-JIN CAN CHECK UP ON THIS. WE HAVE BEEN DOING A LOT OF 11:11:23 READING ON HOW PAY CAN BE USED AS A FORM OF 11:11:27 ABUSE BY THE EMPLOYER, RIGHT? SO, YOU KNOW, 11:11:30 COMING IN AND PROMISING ONE AMOUNT OR BY THIS POINT 11:11:33 IN TIME, YOU GET THIS RAISE, 11:11:36 RIGHT? AND LEADING WITH THAT AND NOT FOLLOWING THROUGH ON IT. 11:11:39 IT IS SAYING IF YOU HAVE A SYSTEM 11:11:42 FOR HOW YOU PAY OR HOW SOMEONE INCREASES THEIR 11:11:45 PAY, YOUR TRANSPARENT WITH WHAT THAT 11:11:50 IS SO PEOPLE 11:11:54 ARE AWARE OF WHAT THEY ARE RECEIVING OR WORK UP 11:11:57 TO. THE RESEARCH WE HAVE DONE IS IN SERVICE 11:12:01 INDUSTRIES WHERE THEY'RE HIRED AND PROMISED 11:12:04 A CERTAIN AMOUNT OF HOURS 11:12:07 AND DON'T RECEIVE THAT AMOUNT OF HOURS. THEY ARE NOT GETTING THAT PAY PROMISED 11:12:11 IN THE BEGINNING. 11:12:14 SO, 11:12:18 SARAH GONZALEZ HAS PUT A GREAT RESOURCE 11:12:22 IN THE CHAT BOX THAT TALKS ABOUT PAY TRANSPARENCY THAT WE 11:12:25 ENCOURAGE YOU TO LOOK AT. >> THIS COULD BE SOMETHING AS 11:12:28 SIMPLE AS LISTING THE SALARY ON YOUR POSITIONS AND 11:12:32 TALKING THROUGH WHY SOME FOLKS ARE GETTING PAID CERTAIN AMOUNTS AND 11:12:35 WHY OTHERS WHO MIGHT BE DOING THE SAME JOB ARE 11:12:38 NOT. THINKING ABOUT SALARY 11:12:42 INEQUITY AND IF THERE IS 11:12:46 CHALLENGES IN THE SYSTEM. IT IS JUST OUR PERSONAL 11:12:49 OPINION IS WHY THIS PERSON IS PAID THIS AMOUNT. THERE IS 11:12:52 SO MUCH ROOM FOR BIAS AND WHEN 11:12:56 WE WERE NOT WORKING WITH 11:12:59 THE EQUITY LENS, WE ARE REINFORCING THAT IN THE 11:13:02 ORGANIZATION. THERE ARE 11:13:06 NOT CLEAR EFFORTS ON WHY SOMEONE IS PAID THE SAME 11:13:09 FOR DOING THE SAME 11:13:12 JOB. DANIELLE, DID YOU HAVE 11:13:15 YOUR HAND UP? IF YOU COULD RAISE YOUR HAND AGAIN. 11:13:18 OKAY. OTHER WAYS TO LEGALLY REQUEST KEY 11:13:21 INFORMATION FOR PEOPLE IN PRIVATE 11:13:26 ORGANIZATIONS. >> I'M NOT 11:13:29 SURE ABOUT THE ANSWER TO THAT QUESTION. TO 11:13:32 UNDERSTAND THE DISPARTY. TO SEE WHAT THE DISPARTY 11:13:35 IS WITHIN THE ORGANIZATION? WHEN IT 11:13:39 COMES TO PAY. FOR NON-PROFITS, I KNOW 11:13:43 THAT THERE ARE -- AND 11:13:46 I'M GOING TO BUTCHER. BRIGHTSTAR. FOR 11:13:50 NON-PROFITS, THEY 11:13:53 HAVE TO LIST -- THEY'RE RESPONSIBLE FOR 11:13:56 LISTING WHERE THEIR MONEY IS GOING, ESPECIALLY FROM LEADERSHIP 11:13:59 TEAMS AND THINGS OF THAT NATURE. THAT IS ONE WAY TO 11:14:02 LOOK AT HOW THINGS ARE SET UP AND HOW PAY 11:14:07 STRUCTURES ARE WITHIN THE NON-PROFIT CONTEXT. 11:14:11 YOU KNOW, FOR-SECTOR, I'M NOT SURE HOW THAT 11:14:15 WORKS AND I CAN LOOK INTO THAT FOR YOU. >> I 11:14:18 BELIEVE IN PRIVATE ORGANIZATIONS, NO. THERE IS NOT 11:14:22 THE SAME TAX 11:14:27 LEGALLY REQUIREMENTS. >> I THINK IT IS GUIDESTAR. 11:14:30 YOU ARE ABLE TO LOOK UP DIFFERENT 11:14:35 ORGANIZATIONS AND GET ACCESS TO THE TAX FORMS AND IT SHOWS A BREAKDOWN OF WHERE THE MONEY 11:14:40 IS GOING AND DIFFERENT -- SOME OF THE 11:14:43 INFORMATION ON THERE IS IN REGARDS TO PAY 11:14:46 STRUCTURES. SO, FOR THE LAST 15 11:14:50 MINUTES, WE ARE GOING TO ASK THIS 11:14:53 QUESTION AND THEN PROVIDE A FEW MORE 11:14:57 RESOURCES. WHAT DO YOU ALL HAVE IN YOUR 11:15:02 EMPLOYMENT AN ASSISTANCE PROGRAMS OR 11:15:06 ACCOMMODATIONS DO YOU OFFER? WE HEARD OF THE 30 MINUTES OF 11:15:11 EXERCISE AND SELF CARE. WE HEARD ABOUT THE 11:15:15 CHECK-INS. ARE THERE OTHER BEST PRACTICES THAT YOU WOULD LIKE TO SHARE IN 11:15:18 THE CHAT BOX OR WITHIN THE POLL EVERYWHERE SO WE ARE LEARNING FROM YOU 11:15:21 ALL AS 11:15:25 WELL? 11:15:28 WE'LL TAKE A MINUTE FOR THAT. 11:15:43 OKAY. WHILE YOU ARE RESPONDING, WE 11:15:47 WILL MOVE FORWARD SINCE WE ARE COMING UP ON TIME. WE WANT TO 11:15:50 LET YOU KNOW THAT THE MENTAL HEALTH CONDITIONS ARE COVERED 11:15:53 UNDER THE AMERICANS WITH DISABILITIES ACT. IF 11:15:56 SOMEONE IS REQUESTING LEAVE OR ACCOMMODATIONS IN 11:16:00 REGARDS TO MENTAL HEALTH CONDITION, YOU HAVE TO HONOR THAT. YOU HAVE 11:16:03 TO BE AWARE OF WHAT THOSE ACCOMMODATIONS 11:16:07 CAN BE. SO, YOU KNOW, SOME EXAMPLES OF THAT 11:16:11 COULD BE FLEXIBLE 11:16:14 SCHEDULES OR BREAKS MORE FREQUENTLY AND 11:16:17 BUILT INTO THE WORKDAY. 11:16:21 IF WE'RE IN-PERSON AND THE PERSON REQUIRES A SAFE 11:16:24 SPACE TO UNWIND. SEEING IF YOU HAVE A SPECIAL 11:16:27 BREAK ROOM OR THINGS LIKE THAT WHERE THE 11:16:32 INDIVIDUAL CAN USE IT. REALLY LOOKING INTO WHAT ACCOMMODATIONS CAN BE 11:16:35 MADE IF SOMEONE SPEAKS UP TO YOU. 11:16:38 THERE'S ALSO THERAPY AND AFFINITY 11:16:41 GROUPS. YOU KNOW, WHILE YOU MAY NOT BE ABLE TO SUPPORT 11:16:45 IT THERE ON STAFF, YOU CAN CREATE GROUPS WHERE 11:16:50 COWORKERS CAN WORK TOGETHER AND SPEAK WITH EACH OTHER AND SHARE 11:16:53 WHAT THEIR CHALLENGES ARE. AND WE TALKED ABOUT THE 11:16:56 BENEFITS. WE WANT TO SHARE A RESOURCE 11:17:00 WITH YOU FROM 11:17:05 E.A.R.N. THE EMPLOYER ASSISTANCE AND RESOURCE NETWORK ON 11:17:09 DISABILITY 11:17:12 INCLUSION MENTAL HEALTH NETWORK. 11:17:15 IF YOU ARE LOOKING FOR A GUIDELINE, RIGHT? 11:17:19 WE ASK YOU CHECK THEM OUT AND SEE WHAT 11:17:25 PRACTICES THAT THEY'RE HAVING. KEEP IN MIND WHEN SOMEONE 11:17:28 IS REQUESTING AN ACCOMMODATION. 11:17:31 BRIDGETTE HAS PUT PAID SICK AND VACATION TIME. 11:17:35 UNDERSTANDING SOME DAYS ARE TOUGH AND YOU CAN STEP AWAY FROM 11:17:39 WORK OR LEGAL A DAY. SELF-CARE DAY. WORK FROM HOME DAYS 11:17:42 AND TEAM BUILDING. FROM THE 11:17:46 ANONYMOUS CHAT. A LIST OF 11:17:50 THERAPISTS WHO SPECIALIZE IN DIFFERENT AREAS AND TECHNIQUES 11:17:54 AND ZIP CODES. THAT IS A GREAT IDEA OF 11:17:57 PUTTING TOGETHER A DATA 11:18:00 BASE. INCLUSIVETHERAPIST.COM 11:18:04 AND NATIONAL PEER THERAPIST 11:18:08 OF COLOR NETWORK. BEING AWARE OF THOSE AND PUTTING THAT RESOURCE 11:18:11 TOGETHER SO YOU CAN 11:18:15 PROVIDE IT. SO E.A.R.N. HAS A 11:18:18 MENTAL HEALTH TOOL KIT. IF YOU GO ON TO THE WEB SITE, YOU 11:18:24 ARE ABLE TO SEE WHAT THEY RECOMMEND FOR INDIVIDUALS WITH MENTAL HEALTH 11:18:27 CHALLENGES. THAT CAN BE A GOOD STARTING POINT TO SEE IF WE ARE 11:18:31 ABLE TO ACCOMMODATE THESE THINGS. IF NOT, WHAT 11:18:34 WOULD IT TAKE TO DO SO? THEN YOU ARE NOT 11:18:38 BUILDING OFF OF SCRATCH, BUT YOU USING WHAT 11:18:41 THESE ORGANIZATIONS FOUND TO BE BEST 11:18:45 PRACTICES. SOME ADDITIONAL 11:18:49 RESOURCES THAT WE'LL OFFER IS A CENTER FOR DISEASE 11:18:53 CONTROL HAS A WORKPLACE MENTAL HEALTH TEAM. THE PSYCHIATRIC 11:18:56 ASSOCIATION HAS A CENTER FOR 11:19:00 WORKPLACE MENTAL HEALTH. THEN THERE IS IN CALIFORNIA A MENTAL HEALTH 11:19:04 SERVICES OVERSIGHT COMMISSION BOARD. THESE ARE ALL GREAT RESOURCES 11:19:07 TO GO AND GET MORE INFORMATION ON 11:19:10 HOW TO BUILD A BETTER AND SAFER 11:19:13 WORKPLACE AND ADDRESS 11:19:16 MENTAL HEALTH IN THE WORKPLACE. WE WANT TO OFFER THIS 11:19:20 TO YOU SO YOU CAN GO AND LOOK THROUGH IT. 11:19:23 WHEN WE SEND OUT THE RECORDING, WE'LL CREATE A COMPREHENSIVE 11:19:26 LIST OF THE RESOURCES SO YOU ARE ABLE TO GO IN AND CLICK 11:19:30 ON THEM AND EXPLORE THEM ON 11:19:33 YOUR OWN. 11:19:38 SOME ADDITIONAL THAT WE'LL OFFER IS 11:19:41 MENTAL HEALTH AMERICA HAS MIND THE 11:19:44 WORKPLACE AND PROJECT TRUST IS AN AMAZING ORGANIZATION 11:19:47 THAT ENHANCES PROVIDERS TRAUMA-INFORMED 11:19:50 PRACTICES. IF YOU ARE LOOKING ON HOW TO IMPROVE 11:19:54 TRAUMA-INFORMED PRACTICES, YOU CAN CONNECT WITH THEM 11:19:57 AND ALSO THE SANAR 11:20:01 INSTITUTE. THEY ADDRESS TRAUMA IN INDIVIDUALS IN COMMUNITIES. 11:20:04 THESE ARE PEOPLE WHO YOU CAN SEE WHAT THEY ARE DOING AND YOU CAN 11:20:07 TRY TO REPLICATE. YOU DON'T HAVE TO START FROM 11:20:10 SCRATCH. WE ALSO OFFER THE MANAGEMENT CENTER AND 11:20:15 BUSINESSES ENDING SLAVERY AND TRAFFICKING. THESE ARE 11:20:18 AREAS WHERE YOU CAN SEE THE RESEARCH AND BEST PRACTICES AND START 11:20:21 TO IMPLEMENT WHAT FITS RIGHT FOR 11:20:24 YOUR PARTICULAR ORGANIZATION. SO 11:20:28 AS A RESULT OF TIME, AND WE DO HAVE OFFICE HOURS THAT WE'RE GOING 11:20:35 TO BE OFFERING, WE'LL SKIP THE ACTIVITY THAT WE'RE GOING TO DO. WE'RE GOING TO SAVE THAT 11:20:39 FOR THE OFFICE HOURS SECTION. THE ACTIVITY 11:20:43 IS TO PRACTICE SORT OF THE KEY STEPS TO 11:20:47 DO WHEN SOMEONE IS HAVING A MENTAL HEALTH CHALLENGE OR MENTAL HEALTH 11:20:50 FRIENDLY WORKPLACE. FOR E.A.R.N., THE 11:20:53 FOUR STEPS, WHICH IS SIMILAR TO THE 11:20:57 ABCs SHARED EARLIER IS TO BUILD AWARENESS IN THE SUPPORT OF 11:21:00 CULTURE. KNOW WHAT IT LOOKS LIKE AND BUILD 11:21:04 AWARENESS WITHIN YOUR ORGANIZATION. SO THAT'S LIKE 11:21:07 WHAT POSTERS ARE UP AND WHAT PLACES ARE 11:21:10 THERE SO PEOPLE CAN GO HAVE CONVERSATIONS. THE 11:21:14 NEXT IS TO PROVIDE AN ACCOMMODATION. BE 11:21:17 PREPARED TO PROVIDE 11:21:22 ACCOMMODATION. AND THE THIRD IS OFFERING ASSISTANCE. LOOKING AT WHAT YOUR 11:21:25 EMPLOYEE ASSISTANCE STRUCTURE IS AND BEING ABLE 11:21:29 TO OFFER THAT. THE FOURTH IS ENSURING THEY 11:21:32 HAVE ACCESS TO TREATMENT. 11:21:35 THIS IS WHEN FLEXIBLE 11:21:39 SCHEDULES IS IMPORTANT. IF SOMEONE NEEDS TO GO TO A THERAPIST APPOINT, DO THEY 11:21:42 HAVE THE TIME TO DO THAT? IF SO, WHAT WOULD 11:21:45 IT LOOK LIKE? IT IS ONE THING TO OFFER ALL OF THE 11:21:48 SERVICES, BUT IF YOU DON'T PROVIDE THE SPACE FOR 11:21:52 THEM TO ACTUALLY TAKE ADVANTAGE OF IT, IT THEN 11:21:55 BECOMES DIFFICULT. LOOKING AT WAYS TO 11:21:59 DO THAT. AWESOME. WE HAVE AN EMPLOYEE 11:22:02 ASSISTANCE PROGRAM TO PROVIDE BEHAVIOR ASSISTANCE 11:22:05 PROGRAMS TO TALK TO FOR FREE. THAT IS A GREAT EXAMPLE TO DO 11:22:09 THAT. THE TRUTH IS IF YOUR EMPLOYEE 11:22:12 ASSISTANCE PROGRAM CANNOT DO THIS, THEN YOU CAN BUILD 11:22:15 STRATEGIC PARTNERSHIPS IN YOUR COMMUNITY THAT CAN OFFER 11:22:19 THIS SUPPORT. SO, WE CAN HELP YOU FIGURE OUT 11:22:22 WHAT KIND OF RELATIONSHIPS CAN THAT BE 11:22:25 TO OFFER THE GAPS THAT ARE IN YOUR 11:22:29 PARTICULAR PROGRAM. AND WE WENT THROUGH THE 11:22:33 ABCs. ACKNOWLEDGING CHANGES IN BEHAVIOR AND BEING 11:22:36 EMPATHETIC AND CONNECTED TO RESOURCES. SO, WHEN WE DO OFFICE 11:22:39 HOURS, WE'LL GO THROUGH THE THREE 11:22:43 SCENARIOS AND WE'LL PRACTICE THE ABCs AND 11:22:46 E.A.R.N. MODEL TO ADDRESS HOW SOMEONE IS 11:22:49 GOING THROUGH DIFFERENT CHALLENGES. 11:22:52 THE LAST THING WE'LL TALK ABOUT IS RESPONDING TO 11:22:56 CRISIS. SO, YOU KNOW, WE WANT TO LET YOU KNOW 11:22:59 TO BE MINDFUL WHEN CONSIDERING LAW ENFORCEMENT. IT IS NOT 11:23:04 NECESSARILY BECAUSE WE'RE ASKING YOU TAKE ONE OR THE -- 11:23:08 TO HAVE SOME POLITICAL STANCE ABOUT IT. WE'RE BRINGING IT 11:23:11 UP MORE FROM THE TERM 11:23:15 OF SAFETY. SURVIVORS, IF 11:23:22 THEY ARE GOING THROUGH VICTIMIZATION MAY NOT WANT TO INVOLVE LAW ENFORCEMENT. 11:23:25 WE HAVE SEEN EMPLOYERS TO BRING THE ENTITY IN 11:23:28 AND IT CAUSES THE EMPLOYEE TO BE IN AN 11:23:32 UNSAFE SITUATION AT HOME. WE WANT YOU TO BRING IN COLLABORATION IF THIS 11:23:35 IS SOMETHING THAT NEEDS TO 11:23:38 HAPPEN. TO BE SURE THE SURVIVOR IS AWARE AND THEY HAVE A SAFETY 11:23:41 PLAN IN PLACE FOR THEMSELVES SO YOU ARE NOT 11:23:44 EXACERBATING WHAT MAY BE GOING ON AT HOME AND BE 11:23:48 MINDFUL OF HOW YOU THAT WORKS OUT. WE 11:23:51 WANT TO BRING THE AWARENESS OF 11:23:56 YOUR PSYCHIATRIC EMERGENCY RESPONSE TEAM AND ASK FOR THAT SPECIFICALLY IF 11:23:59 SOMEONE IS IN CRISIS DURING THAT TIME. REALLY 11:24:03 JUST HONORING THE AUTONOMY 11:24:08 AND 11:24:10 TIMES WHEN YOU CAN. I KNOW THERE ARE TIMES WHEN THE SITUATION IS OUT OF YOUR CONTROL. 11:24:14 IF YOU HAVE THE ABILITY TO HONOR THE 11:24:17 AUTONOMY AND SAFETY OF THE SURVIVOR, PLEASE TAKE THAT. 11:24:20 LET THEM KNOW THIS IS WHAT WE'RE DOING OR WHAT WE HAVE TO DO AND 11:24:23 IF THAT IS PART OF YOUR POLICY AND WORKING WITH 11:24:26 THEM THROUGH WHAT WILL KEEP THEM SAFE DURING THAT MOMENT. 11:24:29 WE ALSO ASK FOR YOU TO CONSIDER YOUR ACTIVE SHOOTER TRAINING 11:24:33 AND RESOURCES. REALLY SPEND TIME 11:24:36 WITH THAT JUST FROM THE 11:24:39 PREVENTATIVE STANDPOINT ESPECIALLY WITH THE 11:24:43 TRENDS WE ARE SEEING. RESPONDING TO 11:24:45 CRISIS MAY INVOLVE THESE ASPECTS. TO 11:24:49 ALSO BE AWARE OF THE HOTLINES. YOU KNOW, SOME OF YOU 11:24:52 KNOW THE HUMAN TRAFFICKING HOTLINE AND DOMESTIC VIOLENCE HOTLINE 11:24:55 AND SEXUAL ASSAULT HOTLINE. THIS 11:24:58 CAN BE INTO YOUR BE PREPARED 11:25:02 CHECKLIST. IF SOMEONE COMES TO YOU AS AN EMPLOYER, YOU 11:25:05 ARE ABLE TO, YOU KNOW, CALL THESE HOTLINES 11:25:08 TO CONSULT YOURSELF IF YOU DON'T KNOW WHAT TO DO. YOU ARE ALLOWED TO 11:25:11 CALL AND SAY THIS IS WHAT'S GOING 11:25:15 ON. I'M NOT SURE HOW TO APPROACH IT. FROM 11:25:18 YOUR EXPERTISE, WHAT DO YOU THINK? USE THAT 11:25:22 TO INFORM YOUR DECISION MAKING. 11:25:25 OFTEN THESE ARE RESOURCES FOR SURVIVORS 11:25:28 OR THE PERSON VICTIMIZED. YOU CAN USE IT AS AN 11:25:32 EMPLOYER ON HOW TO ADDRESS THE DIFFERENT 11:25:36 SITUATIONS. >> WE ALSO 11:25:41 WANTED TO -- DON'T WORRY. WE WILL 11:25:44 SEND YOU THE SLIDES. WE HAVE 11:25:47 ANOTHER RESOURCE CALLED CULTURE WALK. YOU CAN CHECK THAT 11:25:51 OUT AT 11:25:54 CHECKYOURWORKPLACE.COM. IT HELPS YOU ASK QUESTIONS ABOUT WHAT KIND OF 11:25:57 WORKPLACE WE'RE IN AND WHAT FACTORS YOU 11:26:01 MIGHT NOT HAVE CONSIDERED IN TERMS OF -- WOW. 11:26:04 ARE ALL OF THE BEST PLACES IN THE 11:26:08 ORGANIZATION 11:26:11 AVAILABLE FOR LEADERSHIP? WHAT MESSAGE DOES THAT 11:26:14 SEND? ALL RIGHT. WE HAVE 11:26:18 A FEW MINUTES LEFT. THESE ARE SOME OF THE QUESTIONS THAT 11:26:21 YOU WILL FIND. >> 11:26:25 SO ARE THERE ANY QUESTIONS AT THIS 11:26:28 POINT? I KNOW WE HAVE THROWN SO MUCH AT 11:26:31 YOU. ARE THERE ANY QUESTIONS WE CAN ANSWER IN 11:26:34 THIS GROUP? I'M GOING TO TAKE IT TO THE SLIDE OF 11:26:38 OUR CONTACT INFORMATION. WE ASK YOU REACH OUT TO US AND WE 11:26:41 CAN DIVE THROUGH THIS IN MORE DETAIL WITH 11:26:44 YOU AND HELP YOU DEVELOP THESE POLICIES AND 11:26:48 ASSESS WHETHER YOUR WORK PLACE IS SAFE FOR THE MENTAL 11:26:52 HEALTH OF SURVIORS AND THOSE GOING THROUGH TRAUMA AND CHALLENGES. WE 11:26:55 ALSO WILL BE HAVING OFFICE HOURS AFTER THE FACT. I 11:26:59 PUT THE ZOOM LINK IN THERE. THAT IS WHEN WE CAN HAVE MORE OF 11:27:02 A DIALOGUE AND HELP TROUBLESHOOT ANY IMMEDIATE 11:27:05 CHALLENGES YOU MAY BE HAVING OR ISSUES YOU WOULD 11:27:08 LIKE SOME INSIGHT ON FROM WHAT 11:27:11 WE HAVE SEEN IN THE FIELD. ARE THERE ANY QUESTIONS 11:27:16 YOU HAVE THAT WE CAN ANSWER IN THE LAST FEW MINUTES? 11:27:19 >> PLEASE SHARE YOUR FEEDBACK ABOUT THE PRESENTATION. 11:27:23 WE ARE ALWAYS LOOKING TO GROW AND HEAR FROM YOU. 11:27:26 THANK YOU, SARA, FOR PLACING 11:27:29 THAT LINK IN THE CHAT 11:27:32 AS WELL. 11:27:36 >> WE'LL LOOK THROUGH THE CHAT. >> YEAH. 11:27:39 WE HOPE THAT WE SEE YOU AT THE OFFICE HOURS 11:27:42 TO HAVE MORE OF A DIALOGUE. WE ALSO 11:27:46 HOPE YOU REACH OUT TO US. ESPECIALLY AFTER GETTING ALL 11:27:49 OF THE CONTENT. IT CAN BE OVERWHELMING 11:27:52 TO READ THROUGH THEM AND FIGURE OUT WHAT TO DO WITH ALL 11:27:56 OF THIS INFORMATION. PLEASE USE US AS A SOUNDING 11:28:01 BOARD TO HAVE THOSE CONVERSATIONS AND HELP YOU FIGURE OUT WHERE TO START 11:28:04 AND WHERE THE BEST PLACE TO START IS OR 11:28:07 ENHANCE WITHIN YOUR 11:28:10 ORGANIZATION. PERFECT. I SEE 11:28:16 RESOURCES ABOUT HOW SURVIVORS OF SEXUAL 11:28:19 ASSAULT ARE CONSIDERED A PROTECTED CLASS IN SOME STATES. ARE THERE 11:28:22 FEDERAL LAWS THAT MAY BE PENDING? 11:28:25 I'M NOT SURE ABOUT WHAT'S GOING ON WITH THE FEDERAL LAWS. 11:28:29 YOU ARE RIGHT THAT DIFFERENT STATES ARE TAKING DIFFERENT 11:28:32 MEASURES IN PROTECTING SURVIVORS AND PUTTING LAWS 11:28:35 IN PLACE THAT MAKE SURE EMPLOYERS ARE HELD TO A 11:28:40 CERTAIN STANDARD WHEN IT COMES TO SUPPORTING SURVIVORS IN THE 11:28:44 WORKPLACE. I CAN SEND YOU MORE INFORMATION ABOUT 11:28:47 THAT. AT THIS POINT, I'M NOT SURE WHAT IT IS LOOKING LIKE IN 11:28:50 THE FEDERAL LAW SPACE. WE KNOW THEY ARE 11:28:53 STILL HAVING CONVERSATIONS ABOUT, YOU KNOW, HOW 11:28:58 COMREHENSIVE AGAINST THE VIOLENCE 11:29:02 AGAINST WOMEN ACT SHOULD BE AND THOSE PROTECTIONS. WE 11:29:06 STILL HAVE A LOT OF WORK TO DO TO MAKE IT A 11:29:09 FEDERAL SORT OF PROTECTION FOR 11:29:12 SURVIVORS. SARA HAS PUT IN THE CHAT BOX 11:29:15 THAT LEGAL MOMENTUM IS A GOOD RESOURCE ON STATE 11:29:18 LAWS. IF YOU GO TO THAT LINK, YOU CAN 11:29:21 SEE WHAT IS HAPPENING ACROSS THE NATION IN REGARDS 11:29:27 TO THAT. 11:29:31 ALSO, FREE FROM ON 11:29:34 THEIR WEB SITE, HAS A SECTION YOU CAN PUT IN YOUR 11:29:38 STATE AND SEE WHAT THE LAWS ARE AND PROTECTIONS ARE AS 11:29:41 WELL. THOSE ARE TWO DIFFERENT PLACES YOU 11:29:44 CAN GO TO TO SEE WHAT THE STANDARD IS 11:29:48 IN DIFFERENT PLACES. THANK YOU FOR 11:29:52 THAT QUESTION. >> THANK YOU, EVERYONE, SO MUCH 11:29:55 FOR ATTENDING AND THE GOOD QUESTIONS. WE HAVE 11:29:58 ONE LAST ONE. JUST TO SHARE. >> HOW DO YOU SUGGEST APPROACHING A 11:30:02 CONVERSATION WITH AN EMPLOYER ABOUT 11:30:05 ACCOMMODATIONS FOR MENTAL HEALTH CONCERNS OR SURVIVORSHIP? THAT 11:30:09 IS A GREAT QUESTION. THAT IS A 11:30:13 GREAT QUESTION. THERE ARE SO MANY DIFFERENT WAYS YOU 11:30:17 CAN GO ABOUT IT. SOME PEOPLE TEND TO DO IT WHEN 11:30:20 THEY HAVE THEIR CHECK-INS OR REVIEWS. IF 11:30:24 YOU HAVE AN EMPLOYER, AN IMMEDIATE BOSS YOU DEVELOPED A 11:30:27 RELATIONSHIP WITH AND YOU ARE CHECKING-IN WITH ON 11:30:31 A CONSISTENT BASIS OR LIKE TO CHECK-IN 11:30:34 WITH, IS MEETING THAT PARTICULAR INDIVIDUAL AND 11:30:41 LETTING THEM KNOW THAT YOU ARE GOING THROUGH THAT AND YOU WOULD LIKE TO 11:30:44 HAVE ACCOMMODATIONS. ASKING WHAT CCOMMODATIONS 11:30:48 ARE IN PLACE AND GATHERING INFORMATION ABOUT WHAT IS 11:30:51 POSSIBLE WITHIN THAT ORGANIZATION. THAT TENDS TO BE, 11:30:55 YOU KNOW, THE FIRST PLACE TO START WITH THAT PERSON 11:30:58 YOU BUILT A WARM RELATIONSHIP 11:31:04 WITH. THEN THAT PERSON CAN SERVE AS AN ADVOCATE ON YOUR BEHALF TO NAVIGATE 11:31:07 THE CONVERSATIONS AND POINT YOU WHERE TO GO TO 11:31:10 MAKE SURE THE ACCOMMODATIONS ARE IN PLACE. I'LL SUGGEST 11:31:14 FOR YOU TO VISIT THE WEB SITE THAT WE HAVE SEEN 11:31:17 SO YOU YOU CAN SEE WHAT KINDS OF ACCOMMODATIONS 11:31:20 HAVE BEEN IN 11:31:24 PLACE CONVERSATIONS, YOU HAVE AN IDEA OF 11:31:27 WHAT IT IS YOU LIKE TO SEE TO OFFER THAT UP AND SAY, YOU 11:31:30 KNOW, IS IT POSSIBLE FOR YOU TO 11:31:33 ACCOMMODATE ME FOR X, Y 11:31:38 AND Z AND OFFERING THAT AS A RESOURCE. YOU ARE 11:31:41 ADVOCATING FOR YOURSELF AS WELL. THOSE ARE TWO WAYS YOU CAN APPROACH 11:31:45 IT. IF YOU HAVE TIME TO VISIT US IN THE 11:31:49 OFFICE HOURS, WE CAN TALK A BIT MORE ABOUT THAT. IT IS NOT EASY. 11:31:52 THIS IS WHAT I WILL SAY. IT IS NOT EASY 11:31:55 BECAUSE OF THE THINGS WE MENTIONED. THERE IS STIGMA. 11:31:58 THERE IS CONCERN ABOUT RETALIATION. ALL OF 11:32:02 THOSE THINGS ARE VERY REAL. THE OTHER THING THAT'S REAL IS IT IS YOUR RIGHT 11:32:05 IF YOU HAVE A MENTAL HEALTH CHALLENGE TO BE 11:32:09 ACCOMMODATED. BEING WILLING TO HAVE THOSE 11:32:13 CONVERSATIONS IS IMPORTANT AND FINDING 11:32:16 ADVOCATES WITHIN YOUR ENVIRONMENT TO HAVE THOSE CONVERSATIONS IS IMPORTANT 11:32:19 AS WELL. SO THE 11:32:23 E.A.R.N. RESOURCES IS IMPORTANT FOR FACILITATING THOSE 11:32:27 CONVERSATIONS. >> WE HOPE YOU CAN JOIN US FOR OFFICE 11:32:31 HOURS. PLEASE LET US KNOW HOW WE CAN SUPPORT 11:32:34 YOU. WE WOULD LOVE TO CONNECT WITH 11:32:37 YOU. >> THANK YOU, MARI, FOR 11:32:41 PUTTING THAT ACTIVE SHOOTER RESOURCE IN THE CHAT 11:32:44 BOX. WE APPRECIATE YOU FOR THAT. 11:32:48 OKAY. SO WE ARE GOING TO HOP INTO THE 11:32:52 OFFICE HOURS SPACE. FOR ANY OF YOU WHO WOULD LIKE 11:32:55 TO JOIN US THERE, WE'LL SEE YOU IN A 11:32:58 BIT. WE THANK YOU SO MUCH FOR JOINING 11:33:01 US TODAY AND LISTENING TO ALL OF THIS INFORMATION THAT WE 11:33:05 POURED YOUR WAY. WE HOPE YOU ARE WALKING AWAY WITH SOMETHING THAT 11:33:08 YOU CAN TAKE A 11:33:10 DEEPER DIVE INTO. THANK YOU SO MUCH FOR YOUR TIME. 11:33:10 11:33:29 11:33:44