Health Equity ECHO Session 2 - Monday, March 22nd, 2021
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Health Equity ECHO
Session 2
Monday, March 22nd, 2021
2:00-3:30pm ET
How to Ask a
Question/Make a Comment
Type in a question or comment in the chat box
Located at the bottom of your screen.
We’ll answer as many questions as we can during today’s
session.
Disclaimer
The views, opinions, and content expressed in this presentation do not
necessarily reflect the views, opinions, or policies of the Center for
Mental Health Services (CMHS), the Substance Abuse and Mental
Health Services Administration (SAMHSA), or the U.S. Department of
Health and Human Services (HHS).
www.samhsa.gov
Introductions
Maura Gaswirth, LICSW Pierluigi Mancini, PhD, Aaron Williams, MA,
Director, Training and President, Multicultural Integrated Care Consultant
Technical Assistance, Center Development Institute, Inc. Center of Excellence for
of Excellence for Integrated Integrated Health Solutions,
Health Solutions, National National Council for
Council for Behavioral Health Behavioral Health
Introductions
Amelia Roeschlein, Terence Fitzgerald, PhD, Linda Henderson-
DSW, MA, LMFT Ed.M., MSW Smith, PhD, LPC
Consultant, Trauma Clinical Associate Professor, Director, Children and
Informed Services Department of Children Trauma-Informed
National Council for Youth & Families, USC Services, National
Behavioral Health Suzanne Dworak-Peck School Council for Behavioral
of Social Work, University of Health
Southern California
Safe Space Guidelines •
Moment to Arrive
Poll #1: What best describes your role? • Clinician • Administrator • Policy Maker • Payer • Other (specify in chat box)
Poll #2: What best describes your organization? (check all that apply) • Behavioral Health Provider • Primary Care Provider • Mental Health Provider • Substance Use Disorder Provider • Other (specify in chat box)
Joining from all across the nation!
CT (1)
MD (1)
DC (1)Who is in the Room? Share in the chat your title and organization
Thank You for Your Feedback!
Creating a Safe and Secure
Environment for Staff and Clients
Linda Henderson-Smith, PhD, LPCLearning Objectives
By the end of this session, participants will be able to:
• Understand various types of safety including physical safety,
psychological safety, social safety, moral safety, cultural safety
• Recognize how the various types of safety work together to enhance
the organizational environment for everyone
• Identify and discuss cultural humility practices that enhance various
forms of safety
• Describe how to utilize equitable organizational infrastructure
practices to increase safetyCreate Safe and Secure
Environments for AL
Throughout the
organization, staff and the
people they serve, whether
children or adults, feel
culturally, physically and
psychologically safe; the
physical setting is safe and
interpersonal interactions
promote a sense of safety.
This Photo by Unknown Author is licensed under CC BY-SAPhysical Safety
15Psychological Safety
“The ability to be safe
within oneself, to rely on
one’s ability to self-protect
and keep oneself out of
harm’s way.”
-Bloom, 2013
If you have never felt safe or
remembered safety, how will you
know it when it is present?
16Social Safety
“The sense of feeling safe with
other people…There are so many
traumatized people that there
will never be enough individual
therapists to treat them. We must
begin to create naturally
occurring, healing environments
that provide some of the
corrective experiences that are
vital for recovery.”
-Bloom, 2013
17Moral Safety
w w w . T h e N a t i o n a l C o u n c i l . o r g
The never-ending quest for understanding how organizations function in the
healing process
• An attempt to reduce the hypocrisy that is present, both explicitly and
implicitly
• A morally safe environment struggles with the issues of honesty and integrity
-Bloom, 2013w w w . T h e N a t i o n a l C o u n c i l . o r g https://www.voa.org/moral-injury-center/pdf_files/moral-injury-identity-and-meaning
w w w . T h e N a t i o n a l C o u n c i l . o r g https://www.voa.org/moral-injury-center/pdf_files/moral-injury-identity-and-meaning
http://www.ecdip.org/culturalsafety/
When you plant lettuce, if it
does not grow well, you don't
blame the lettuce. You look
for reasons it is not doing
well. It may need fertilizer,
or more water or less
sun. You never blame the
lettuce.
---- Heidi SchillingerWe Need to Have…
Cultural Humility at Work to
Increase Resilience
• It normalizes not knowing
• It helps you identify with
your co-workers
• It helps you identify the
needs of your “client”
• It creates a culture of
understanding that can
spread beyond workTeamwork Makes Dreams Work
Collaboration involves:
• Awareness
• Motivation
• Self-synchronization
• Participation
• Mediation
• Reciprocity
• Reflection
• Engagement
Collaboration relies on openness and knowledge sharing but also some level
of focus and accountability on the part of the business organizations
26Equitable Organizational
Infrastructure
• Leadership
• Human Resources
• Policies and Procedures
• Workforce Development
• Community Engagement
• Data CollectionConversations that Matter
Top Take Aways • Safety is foundational – if all forms of safety are not present, the environment is not a safe or secure one • Having diverse teams helps mitigate bias and can assist in creating safe and secure environments • We have to create authentic relationships with each other that allow for difficult conversations for growth
Case Presentation
Volunteers of America
Jill A. was a former graduate of the addictions treatment program that she has been working as
a Direct Support Professional for at least 1 ½ years. After her year anniversary of employment,
she began to demonstrate problems in performing her tasks; lack of timeliness for her shift,
engaging in workplace gossip, calling off at least once a week, becoming argumentative with
clients. When meeting with her Supervisor, she disclosed that she was having some personal
issues at home but did not want it to affect her job.
The problems continued and her supervisor began “progressive discipline” measures as detailed
in the agency policy. Ultimately, the supervisor was informed that Jill had relapsed. She was
confronted about this by her supervisors and an action plan was put in place to assist Jill in
getting the much needed help. However, she had gone so far into her use that she was resistant
to assistance and failed to follow through with the recommendations of the team.
Unfortunately, this caused Jill to lose her job.
How do we put supports in place to help them remain successful on the path they
are on? How do we connect recovery and work life? How to help staff trust that we
will help them even if this happens?Open Discussion
Submit your case presentation
today!
• If you are interested in submitting a case to present during a
session, download and complete this template form and
submit to paulaz@thenationalcouncil.org.Resources • Health Equity and Racial Justice Webpage • National Council’s Cultural Humility Scale • TI-ROC Climate of Equity Assessment • Zeidler, D. (2011). Building a relationship: Perspectives from one First Nations community. Canadian Journal of Speech and Language Pathology and Audiology, 35, 136- 143. • Ball, J. (2009). Cultural safety in health care for Aboriginal Peoples. Presentations to the British Columbia Public Health Services Authority and Vancouver Coastal Health Authority. Fall, Vancouver. • Poster: Cultural safety in practice with children, families and communities. Presented at The Early Years Interprofessional Research and Practice Conference, Vancouver, February 1, 2008. Powerpoint Presentation: Creating cultural safety in speech- language and audiology services. Presented at the Annual Conference of the BC Association of Speech-Language Pathologists and Audiologists, Whistler, October 25, 2007. • Brasoupe, S., & Water, C. (2009). Cultural safety: Exploring the applicability of the concept of cultural safety to Aboriginal health and community wellness. Journal of Aboriginal Health, November, 6-41.
Resources • National Collaborating Centre for Aboriginal Health. Cultural safety in health care. • Smye, V., & Brown, A. (2002). 'Cultural safety' and the analysis of health policy affecting Aboriginal people. Nurse Researcher, 9 (3): 42-56. • Papps, E., & Ramsden, I., (1996). Cultural safety in nursing: the New Zealand experience. International Journal for Quality in Health Care, 8 (5): 491-497. • Schick, C., & St. Denis, V. (2005). Troubling National Discourses in Anti-Racist Curricular Planning. Canadian Journal of Education, 28 (3): 295-317. • Kahn (1990) Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal. • Can We Stop Using the Box Graphic When We Talk About Racial Equity? • Cultural Safety: On Healing the Health System Through Partnership
Upcoming CoE Events: Supporting Persons with Serious Mental Illness through Enhanced Primary Care Register here for webinar on March 25th, 2-3pm ET Register here for office hour on March 30th, 2-3pm ET Why and How Peer Services Improve Health and Wellness of People with Mental Illness Register here for webinar on April 13th, 2-3pm ET Register here for office hour on April 15th, 2-3pm ET Interested in an individual consultation with the CoE experts on integrated care? Contact us through this form here! Looking for free trainings and credits? Check out integrated health trainings from Relias here Subscribe for Center of Excellence Updates Subscribe here
Thank You
Questions?
Email PaulaZ@thenationalcouncil.org
SAMHSA’s Mission is to reduce the impact of substance abuse and mental
illness on America’s communities.
www.samhsa.gov
1-877-SAMHSA-7 (1-877-726-4727) 1-800-487-4889 (TDD)You can also read
