►
Description
The Arlington Human Rights Commission hosted a panel discussion on overcoming the stigma of mental illness in employment and housing. Hosting the panel was commissioner Tiffany Joslyn. Participants included Jose Campos of director of Arlington County Job Avenue; Bethany Lilly, Policy Attorney for The Bazelon Center for Mental Health Law; Clare Miller, Director of the Partnership for Workplace Mental Health of the American Psychiatric Foundation; and Theresa Nguyen, Director of Policy & Programming for Mental Health America. Recorded on April 9 2015 at the Arlington Public Library in Arlington VA.
A
We
thank
you
for
joining
us
for
the
reception
and
hope
you
had
an
opportunity
to
share
those
treats
and
eats,
and
we
would
like
to
thank
everyone
that
participated
in
helping
to
make
that
a
reality.
So
now
I
will
invite
our
board
liaison
to
the
mic.
He
will
be
followed
by
our
vice
chair,
roland
watkins,
and
then
he
will
put
you
in
the
hands
of
tiffany.
B
Thank
you
very.
Thank
you
very
much
kitty.
As
kitty
indicated,
I'm
john
weistad
of
the
arlington
county
board
and
you
know,
there's
there's
five
of
us
and
we're
elected
at
large,
so
we
all
represent
the
same
225
000
people
all
over
arlington
and
when
a
at
each,
when,
when
there's
a
new
board
member,
we
go
into
a
room
and
we
divide
up
various
boards
and
commissions.
B
There's
there's
about
40
or
45
different
advisory
boards
and
commissions
in
arlington
that
advise
and
inform
the
arlington
county
board
and
the
arlington
county
manager
on
all
sorts
of
issues.
There's
a
housing
commission,
a
transportation
commission,
one
of
the
most
popular
commissions
is
the
advisory
commission
on
towing
and
and
so
there
is
a
commission
for
everything
under
the
sun,
and
I
was
very
happy
shortly
after
I
took
office
to
be
asked.
B
It
has
really
taken
the
commission
to
a
whole
new
level,
so
I
want
to
give
her
in
particular
a
big
hand
and
raul
taurus,
our
assistant
county
manager,
roland
watkins,
the
vice
chair
of
the
human
rights
commission.
You
know
just
reflecting
back
a
little
bit
on
the
last
meeting
like
this,
that
the
human
rights
commission
had.
B
You
know
there's
a
lot
of
services
that
the
county
provides
that
are
very
visible.
You
know
housing,
transportation,
education,
physical
health
care
and
so
forth,
but
mental
health
is
often
hidden.
You
can't
see
it
and
it's
remarkable
the
array
of
mental
health
services
that
arlington
county
does
have.
Could
we
always
do
better
absolutely
well.
We
have
a
pretty
strong
commitment
to
mental
health
services
in
this
county
and
let
me
just
rattle
off
a
few
of
them.
We've
got
emergency
mental
health
services,
clarendon
house.
B
B
We
have
jail
diversion,
it's
really
no
secret.
The
la
that
a
lot
of
the
residents
in
our
jail
have
mental
health
issues,
and
so
there
are
services
in
the
jail
on
a
daily
basis
to
help
the
residents
of
the
jail
cope
with
their
daily
living,
that
we
also
have
a
project
called
projects
in
assistance
for
transition
from
homelessness
or
path,
program
of
assisted,
assertive,
community
treatment
or
pact
p-a-c-t.
B
You
know,
there's
all
these
great
acronyms.
We
also
have
psychiatric
services.
You
know
that
involve
an
actual
medical
doctor,
a
psychiatrist
as
opposed
to
a
psychologist
and
then.
Finally,
as
I
actually
mentioned
a
second
or
two
ago,
we
have
residential
services,
transition,
team
services
and,
let's
not
forget
kids,
we
have
a
very
a
very
robust
support
service
team
for
children's
mental
health
programs
as
well-
and-
let
me
close
by
asking-
is
there
anybody
from
the
community
services
board
here
or
csb?
B
B
Thank
you
very
much
and
you
know
let
me
just
put
in
a
plug
here
that
if
any
of
you
choose
to
kick
up
your
arlington
involvement,
another
notch
reach
out
to
the
county
board,
go
on
the
arlington
va.us
website
and
look
at
all
the
boards
and
commissions
that
you
can
get
involved
in,
because
it's
really
a
very
lengthy
and
fascinating
group
of
you
know
of
volunteer
outlets
for
you.
So
thank
you
very
much
to
kitty
and
raul
and
roland
tiffany
everybody
else
tonight
and
let's
hear
from
our
panelists
thanks
again.
C
It
is
also
illegal
to
retaliate
against
any
person
who
opposes
discriminatory
practices.
It
is
also
illegal
to
discriminate
in
the
sale,
rental
or
financing
of
housing
or
commercial
real
estate.
The
provisions
and
public
accommodations
applications
for
offers
of
credit,
employment
in
private
education
institutions
and
in
employment,
and
it
is
the
job
of
the
human
rights
commission
to
handle
any
complaints
which
individuals
may
file
in
which
they
allege
that
they
have
been
discriminated
against
for
anyone
of
pretty
much
those
above
reasons.
C
C
So
the
office
of
human
rights
will
help
resolve
complaints
and
they
also
monitor
affirmative
action
practices
of
the
various
private
entities
in
the
county.
That
is,
in
a
nutshell,
pretty
much
what
the
commission
actually
does
now.
What
I
want
to
do
is
to
turn
it
over
to
tiffany
who's,
only
going
to
introduce
the
panel
members.
D
A
little
shorter
here
so
before
I
make
introductions,
I
just
want
to
give
a
short
statement
about
why
we're
doing
this
tonight.
There's
a
quote
that
really
guided
the
development
of
this
panel.
It
is
from
former
president
bill
clinton.
It
is
mental
illness
is
nothing
to
be
ashamed
of,
but
stigma
and
bias.
Shame
us
all.
D
Every
year,
over
42
million
american
adults
suffer
from
mental
illness.
This
is
nearly
one
in
five
tonight,
with
this
distinguished
panel
beside
me,
we're
going
to
examine
the
significant
impact
that
mental
illness
can
have
on
a
person's
employment
and
housing,
as
well
as
the
impact
of
mental
illness
on
employers,
the
workplace
and
the
economy.
D
We'll
also
explore
strategies
that
individuals
and
others
can
implement
to
lessen
this
impact
and
near
the
end
of
the
program,
we're
going
to
break
for
a
pairs
discussion
followed
by
q
a.
But
if
you
have
a
question
sooner,
I
encourage
you
to
come
on
up
to
the
mic
and
the
panel
will
attempt
to
answer
it
for
you.
So
I
want
to
take
a
brief
moment
to
introduce
the
panelists
and
the
full
bios
are
in
the
materials
out
outside
the
door,
but
the
short
bios
I'll
give
here.
D
First,
we
have
jose
campos
and
he
is
the
director
of
the
job
avenue
and
holds
a
master
of
social
work
degree
from
virginia
commonwealth
university
job
avenue.
The
job
avenue
is
a
program
of
arlington
county
community
services
board
and
it
provides
employment
services
to
individuals
challenged
with
a
serious
mental
illness.
D
Next
we
have
well
at
the
end.
We
have
bethany
lilly.
She
is
a
policy
attorney
for
the
bazalon
center
for
mental
health
law.
I'm
not
sure
if
I
pronounce
that
right,
bethany
works
primarily
on
federal
policy,
impacting
people
with
mental
illnesses,
with
a
special
focus
on
medicaid,
community
integration
and
employment
services.
D
Next
to
jose,
we
have
claire
miller.
Claire
has
served
as
the
director
of
the
partnership
for
workplace
mental
health
since
2003.
The
partnership
is
a
program
of
the
american
psychiatric
foundation
and
collaborates
with
employers
to
advance
effective
approaches
to
mental
health.
And
finally,
we
have
teresa
nuen
teresa
is
director
of
policy
and
programming
for
mental
health.
D
So,
let's
get
right
to
it.
You
heard
a
bit
about
the
arlington
human
rights
ordinance
from
our
vice
chair,
so
I
want
to
primarily
direct
this
to
bethany,
but
everyone
feel
free
to
jump
in
bethany.
Can
you
tell
us
what
is
a
mental
illness
and
does
the
law
afford
individuals
with
mental
illness
protection.
E
So
I
think
I'll
start
with
the
second
part
of
that
question.
Does
the
law
afford
individuals
with
mental
illness
protection
just
because
I
know
we're
getting
into
a
discussion
about
how
society
sees
mental
illness
and
I
think
defining
mental
illness
is
kind
of
a
fundamental
part
of
that?
But
to
start
generally,
individuals
with
mental
illness
do
have
protections
under
not
just
the
arlington
county
ordinance,
but
also
under
a
lot
of
federal
laws.
E
E
G
F
Mental
illness
is,
I
think,
sometimes
a
confusing
term,
because
it's
really,
you
know
two
words
that
really
defines
a
huge
number
of
different
specific
illnesses.
So,
under
that
rubric
of
mental
illness,
you
have
conditions
like
depression,
schizophrenia,
attention
deficit,
hyperactivity,
disorder,
conditions
that
affect
people.
As
you
know,
children,
working
age,
adults
as
well
as
the
elderly.
F
Men
and
women
sometimes
experience
symptoms
very
differently,
and
so
the
way
that
they
look
to
society,
I
think,
really
depends
on
so
many
different
factors
that
it's
really
you
know
it
starts
out
as
this
very
broad
term
mental
illness,
but
there's
so
many
factors
that
kind
of
layer
in
that
that
I
think,
quite
frankly,
in
some
ways
perpetuate
the
stigma,
because
it's
just
so
darn
confusing
and
can
perpetuate
just
this
spirit
of
you
know
the
unknown.
So.
E
So
do
you
wanna?
I
would
just
say
that
I
think
that
that's
completely
right,
I
mean
when
you're
looking.
If
we
were
to
ask
the
audience
who
they
thought
of
when
they
think
of
people
with
mental
illness.
I
bet
we'd
get
a
lot
of
different
answers,
especially
if
you
have
people
in
your
life
or
if
you
personally
have
experienced
a
mental
health
condition,
it's
going
to
be
a
very
different
picture
than
and
but
from
person
to
person
to
person.
D
H
H
Share
whatever
thoughts
you
have,
but
I
want
to-
I
was
thinking
about
that.
One
way
to
to
look
at
this
is
by
thinking
you
in
a
situation
that
will
make
you
think
about
mental
illness,
for
instance,
suppose
that
you,
you
heard
that
a
person
with
mental
illness
was
moving
to
your
to
next
to
your
house.
You
know
what
kind
of
thoughts
and
what
kind
of
things
will
go
to
your
mind.
H
H
Think
about
those
those
things,
and
I
would
bet
that
in
the
general
population-
those
those
those
those
thoughts,
I
will
will
probably
elicit
a
sense
of
fear,
violence,
people
that
are
different
than
me-
and
it
is
it
is
it
is.
It
is
not
what
I
what
I
experienced
in
my
years
of
working
with
with
this
population.
H
H
Working
for
the
federal
government,
doctors,
you
know,
and
and
not
not
what
we
normally
think
also
people
think
that
people
with
mental
illness-
they
don't
want
to
work,
they
they
they
are
violent
and
they
they
are
all
homeless,
and
that
that's
not
the
the
case
that
I
know.
I
know
there
are
some,
but
there
are
reasons
for
it.
Maybe
we'll
be
talking
about
that.
So
I
want
to
ask:
maybe
the
panel
can
join
me
and
think.
Why
is
why
why
why
do
we
still
have
a
stigma?
H
I
Breaking
down
stigma
is
a
community
effort
right
sometimes
when
it
comes
to
mental
illness
or
any
disability.
We
like
to
put
people
in
in
buckets
where
somehow
they're
special-
and
I
don't
know
if
that's
the
case
when
it
comes
to
breaking
down
any
stigma,
it's
up
to
all
of
us
to
be
open
and
to
talk
about
it
so,
but
something
that
happens
with
mental
illness,
for
example,
is
like.
If
I
get
hospitalized
for
a
mental
illness
who
do
I
have
to
share
and
talk
about
that
with
I
get
hospitalized
and
my
mom
is
like?
I
Oh
my
gosh,
I
can't
believe
this
is
happening
and
the
community
doesn't
come
around
her
or
my
father
in
the
same
way
as
maybe
someone
who
I've
been
told
recently,
who
might
have
cancer
right,
we
just
treat
people
differently
and
people
then
feel
afraid
to
talk
about
it,
because
that
maybe
the
media
did
play
a
role
but
think
about
it.
One
in
five
individuals
is
impacted
by
a
mental
illness.
I
Look
at
this
room,
one
in
five
of
us.
No
people
all
of
us
probably
know
someone
who's
personally
been
affected
by
some
kind
of
mental
health
problem,
but
all
of
those
people
suffer
alone,
because
we
as
a
community,
don't
feel
comfortable
to
just
say
hey.
This
is
just
like
anything
else.
We
talk
about
it,
we
talk
about
it
openly
and
it's
not
a
celebrity
thing
that
they
should
talk
about
it
and
come
out
and
somehow
that's
special.
It's
me.
It's
you.
It's
a
teacher,
it's
a
mentor
who
just
says
you
know
what
that's
great.
I
I
support
you.
What
can
I
do
bring
a
casserole
whatever
and
and
and
that's
kind
of
how
it
starts
right
by
not
looking
it
that
way,
because
I
think,
even
when
we
think
about
housing
or
employment,
the
things
that
make
a
happy
environment
in
in
the
office
for
someone
with
a
mental
illness
is
the
same
thing.
I
want
right.
I
I
don't
know
about
you,
but
I
want
a
good
relationship
with
my
boss.
I
want
to
feel
like
the
work
I'm
doing
is
meaningful
and
if
I
quit
it's
not
because
I'm
mentally
ill,
it
may
be
because
I
was
bored
or
not
challenged,
but
if
the
rumors
start-
and
someone
leaves
it's
just
too
easy
to
be
like
well,
that
person
was
crazy
and
that's
that's,
maybe
harmful,
that's
somewhere
to
think
about.
Do
we
want
to
engage
in
that
kind
of
conversation?
H
To
add
to
that
another
experiment
where
a
number
of
people
were
asked
to
name
three
things
that
they
felt
like
they
need
and
they
wrote
him
down,
and
then
they
asked
him
to
name
three
things:
that
they
thought
that
people
with
serious
mental
illness
needed
and
they
were
so
different
than
the
things
that
that
they
wanted
it
in
about
1988.
I
remember
we
did
a
survey
in
arlington
when
we
started
the
clubhouse
clarendon
house
that
was
mentioned
and
what
people
wanted,
and
you
know
what
they
wanted.
Three
things
they
wanted
a
good
job.
F
You
know,
I
think
another
thing
is
that
it's
not
just
about
education
and,
I
think,
sort
of
as
society.
We
think.
Well,
if
there's
more
education
about
mental
illnesses,
then
immediately
stigma
will
go
away,
but
there's
been
a
lot
of
research
that
actually
shows
that
that's
not
even
the
case.
There
was
a
study
in
particular
that
looked
at
people's
kind
of
understanding,
that
mental
illnesses
have
a
biological
component,
that
these
are
sort
of
real
illnesses
and
then
and
and
the
improvement
made
in
that
space
was
tremendous.
F
So
people
get
that
these
are
real
legitimate
illnesses,
that
this
isn't
just
people
being
lazy,
et
cetera,
and
then
it
also
asked
well
what
about
treatment?
Are
you
supportive
of
the
idea
of
people
getting
help
in
treatment,
again
great
advances
and
it
looked
at
like
a
10
10
year
time
span,
and
then
it
looked
at
the
very
things
that
jose
is
talking
about
sort
of
the
ways
in
which
we
measure
stigma
through
social
distance.
F
Well,
what
about
then
your
willingness
to
have
someone
as
a
with
a
mental
health
issue
as
a
neighbor
as
a
co-worker
marry
into
the
family,
and
you
would
expect
right
that,
with
this
increased
understanding
that
mental
illnesses
are
real
and
they
you
know,
treatment
is
out
there
and
a
good
thing
that
you
would
also
say:
okay.
Well,
then
people
are
ready
for
to
have
people
integrated
into
their
lives,
not
the
case.
In
some
cases
it
actually
got
worse
and
in
particular
in
as
a
neighbor
and
workplace
in
some
cases
got
worse.
F
D
I
I
want
to
piggyback
on
what
you
said
claire,
because
some
a
lot
of
times
setting
the
stage
for
a
non-discriminatory
environment
starts
with
an
employer,
and
it's
quite
amazing
mha
did
some
research
with
employer
groups,
knowing
that
depression
is
a
serious
issue
in
the
workplace.
Depression
affects
a
team,
it
affects
absenteeism
and
productivity,
but
when
we
would
talk
to
hr
managers
or
owners
of
businesses,
it's
like
oh
wow.
Those
statistics
are
amazing
and
oh,
yes,
depression
affects
people,
but
they
don't
affect
people
in
our
business
or
in
our
company
right.
I
So
there's
not
there's
a
there's
a
disconnect
of
acknowledging
that
this
is
a
problem
and
then
what
do
I
do
about
it?
Maybe
because,
if
I
acknowledge
that
it
exists
that
I
have
to
do
something
about
it,
but
guess
what
that
problem
exists
and
it
affects
your
business,
so
we
should
address
them
and
we
should
find
proactive
ways
by
creating
systems
that
support
people
like
iep
ap
programs
or
other
kinds
of
programs
inherent
in
in
the
in
the
business
model
to
help
people-
and
here
we
did.
D
G
I
Comorbidity
is
an
additional
cost,
because
we
know
that
many
people
who
have
physical
health
problems
may
also
have
mental
health
problems.
But
when
depression
gets
added
to
the
physical
health
problem
like
pain,
this
actually
has
a
increased
effect
on
the
cost
of
treating
that
physical
illness,
and
these
are
costs
that
do
fall
on
the
employer
to
help
pay
for
as
part
of
insurance
that
they
cover
so
well.
E
And
I
was
just
gonna
say
in
addition
to
you,
know
the
physical
health,
it's
exactly
the
same
as
in
physical
health.
If
you
start
intervening
earlier,
if
you
catch
things
early
on,
you
can
have
that
same
kind
of
preventative
effect
of
treating
people
the
costs
are
lower,
but
because
health
care
in
this
country
really
didn't
cover
mental
health
services
until
fairly
recently,
there's
not
the
same
tradition
or
awareness
really
of
coming.
E
E
There
are
a
lot
of
situations
in
which
you're
actually
actively
discouraged
from
seeking
treatment.
I'm
a
lawyer
if
you
sit
to
take
the
bar
here
in
virginia,
you
have
to
answer
a
question
about
whether
or
not
you
have
sought
psychiatric
treatment
in
the
past
that
in
and
of
itself
discourages
people
from
seeking
treatment.
Even
if
the
virginia
bar
will
admit
you
just
having
that
question
is
hugely
impactful.
E
I
know
people
who
have
actively
put
off
treatment
because
they
don't
want
to
answer
that
question.
Yes
and
really
what
impact
does
that?
Have
I
mean?
The
bar,
I
think,
is
a
great
example,
because
they
look
into
everything
about
you.
They
look
into
your
financial
history.
They
run
a
background
check
on
you.
You
know,
if
you
have
done
anything,
that's
going
to
set
off
a
red
flag,
they
will
know
about
it
and
just
having
sought
treatment
honestly
to
go
to
law
school,
you
probably
should
seek
treatment.
E
You
know
it
should
be
a
big
plus
that
you've
actually
actively
sought
out
treatment,
and
I
mean
if
to
touch
on
substance
abuse,
which
is
a
kind
of
related
condition
here,
and
I
think
that
kind
of
plays
into
the
stigma
and
the
employment
as
well
is
many
people
with
mental
illness
of
some
form
or
another
self-medicate
with
alcohol
or
other
forms
of
drugs.
And
there
are
some
overlapping
diagnoses
and
a
lot
of
times
with
a
substance,
abuse
condition,
which
is
an
unfortunate.
F
F
I
think
part
of
it
is
that
the
insurance
benefits
are
now
available
so
that
they're
equal
to
that
for
medical
surgical
for
mental
health,
but
the
real
challenge
is
getting
people
to
use
them
huge
numb
like,
for
example,
employee
assistance
programs
like
90
of
employers,
have
some
sort
of
an
employee
assistance
program.
These
are
free
services,
they
cost
nothing.
They
can
be
done
by
telephone.
They
can
help
with
a
range
of
issues
they're
great
for
that
early
intervention
that
you're
talking
about
bethany
it
can
be.
You
know,
I'm
having
trouble.
F
You
know
child
care
issues,
I
mean
incredible
amount
of
of
huge
benefit.
Free
three
percent
of
people
use
these
free
services,
and
so
one
of
the
things
that
that
we're
seeing
is
employers
are
actually
wanting
to
take
action
and
really
trying
to
figure
out
sort
of
what
to
do.
But
are
looking
for
those
programs
that
really
try
to
get
the
word
out
and
and
creating
that
environment
where
they're,
basically
saying
to
employees.
Listen,
we
want
you
to
use
these
services
you're
important
to
us.
F
We've
invested
in
you
as
an
employee,
and
so
I
think,
that's
you
know
kind
of
a
very
positive
step
in
terms
of
where
we
are
and
obviously
not
every
employer
is
the
same
and
there's
you
know
good
guys
and
bad
guys
out
there
ones
that
are
more
interested
and
invested
in
this
than
others.
But
I
think
it's
a
real
positive
in
terms
of
you
know
what
the
employer
can
do
to
really
create
that
environment,
where,
just
by
having
those
programs
you're
really
sending
a
message
that
is
supportive
of
of
employees.
F
H
H
Think
about
it!
You
know,
when
you
hear
the
news
every
day
you
know
mental
illness.
This
happened
and
that
happened.
I
think
that
really
impacts
people's
confidence
and
and
well-being
and
self-concept
and
the
things
that
they
they
they
need
help
with
is
primarily
how
do
I
report
my
gaps
of
employment?
You
know
be
concerned.
H
How
do
I
tell
him
that
I
have
a
mental
illness?
Should
I
tell
him
so
they
need
a
lot
of
information,
but
a
lot
of
it's
just
practical
things:
poverty,
a
lot
of
our
folks
live
in
poverty.
Let's
face
it.
They
live
on.
You
know
benefits
that
living
in
arlington
and
500
or
600,
so
it
is
now
700.
This
is
this
really
doesn't
get
too
far?
You
know
I
mean,
if
you
think
about
it
I
mean
so.
The
standard
of
living
is
low.
H
So
when
they
come,
they
need
help
with
transportation.
You
know
to
even
go
see
employers,
so
it's
a
good
thing
that
we
have
a
program
that
helps
with
practical
things,
but
what
we
find
when
people
get
employed
and
find
we
see
a
tremendous
change
in
confidence
and
in
a
well-being,
and
they
want
to
work
more
once
they
start
feeling
much
better
or
sometimes
kind
of
slowing
down
in
the
beginning,
because
you
know
we
just
want
to
make
sure
that
they
they
really
have
gained
the
confidence
completely.
H
Know
they
still
lack
the
confidence
to
to
go
out
and
apply
for
jobs,
and
sometimes
they
have
to
lower
their
standard
and
that's
very
painful
if
somebody
had
had
a
degree
in
a
high
paying
job
because
they
do
and
then
having
to
start
lower.
That's
that's
a
you
know,
so
they
need
a
lot
of
support
and
and
empathy.
G
H
With
our
folks,
so
that's
what
basically,
what
we
do
and
the
good
thing
is
that
they're
very
appreciative
and
the
kindness
people
that
you
have
to
work
with.
I
was
telling
raul
earlier
that
last
year
I
had
the
the
honor
and
and
and
the
luck
to
attend
to
retirement
party
for
some
folks
that
we
placed
in
employment.
H
You
know
a
long
time
ago
and
they
were
treated
by
employers
great.
They
gave
him
a
beautiful
retirement
party
with
food
videos
and
they
sat
the
persons
down
and
told
him
how
much
they
loved
them
and
how
much
they
missing
and
how
valuable
they
were
to
the
job.
And
I
like
to
see
more
of
that.
That
was.
C
G
H
E
E
You
know,
because
that
would
also
be
relevant
for
police
officers,
for
firefighters,
for
anyone
who
works
in
a
very
traumatic
environment,
but
also
for
those
who
are
in
poverty-
and
I
mean
poverty
in
and
of
itself-
is
hugely
traumatic
and
so,
of
course,
you're
going
to
have
higher
instances
of
mental
health
conditions
among
people
who
are
in
poverty.
So
just
an
additional
factor
to
kind
of
play
in.
H
D
F
So
I
think
it's
really
important
for
managers
to
be
careful
because
of
some
of
the
legal
issues
and
I'm
going
to
throw
this
very
quickly
over
to
the
lawyers,
but
I
think
it's
important
in
that
conversation
to
talk
about
how
it
affects
how
whatever
you're
seeing
is
affecting
their
performance.
So
you're
saying
you
know
what
I'm
you're
look
you're
talking
about
observable
behaviors
and
how
they're
sort
of
impacting
the
work
so
that
it's
not
something
personal
and
and
you're
speaking
and
staying
very
careful
in
your
role
as
manager.
F
I
think
that
the
best
thing
that
a
manager
can
do,
though,
is
probably
a
much
more
proactive
thing.
I
mean
I
get
that
you're
going
to
encounter
individual
situations
that
need
to
be
addressed,
but
if
you
can
create
an
environment
where
you're
normalizing
talking
about
mental
health,
to
your
entire
population
or
your
entire
team,
reminding
folks
about
the
employee
assistance
program
or
other
services
that
are
available
during
times
when
it's
you
know
stressful,
maybe
best
case
modeling
that
and
saying
hey.
F
I
I
Maybe
was
sleeping
in
very
late
right?
You,
you
would
focus
on
how
it
affected
the
job
performance
and,
but
I
might
say
you
know,
ask
the
person
if
you
start
to
sense
these
problems,
hopefully
you're
having
regular
reviews
and
you
have
job
performance
measures
to
help
people
keep
on
track
about
their
goals,
but
what
they're
supposed
to
do
and
encourage
wellness
by
encouraging
them
to
do
their
job?
Well,
so
as
as
their
manager.
I
Sometimes
our
managers
are
our
best
advocates
because
they're
the
first
one
to
kind
of
say
something
is
not
right
for
whatever
reason,
physical
or
mental
health
related
or
just
family
dynamics.
Gosh,
you
know,
forget
mental
illness,
I'm
just
gonna
have
a
fight
with
my
husband
and
maybe
I'm
just
off.
So
it's
like
hey
what
what's
going
on
you
know.
How
can
I
help
are
things
you
know.
I
noticed
that
maybe
you're
tired
or
things
are
you
know.
F
Yes,
so
maybe
it's
it
doesn't
need
to
be
this
adversarial
conversation.
It
can
just
be.
I
notice
you
know,
you're
coming
in
later,
you're
missing
deadlines.
You
know
this
is
unusual,
I'm
worried
about
you
is
there
anything?
I
can
do
lots
of
open-ended
questions
and
then
having
that
eap
or
whatever
information
you
have
available
to
be
supportive.
I
think
there.
H
And
if
you're
working
with
the
employers
working
with
a
job
coach,
you
know
that
relationship
is
very
good.
I
I
can
give
you
a
real
life
example.
This
lady
was
really
you
know
going.
You
know
her
productivity
was
going
down
and
was
not
doing
a
good
job
for
a
while
and
but
I
had
regular
visits
to
the
employer.
So
I
said
how
so-and-so
doing-
and
I
said
I
I
don't
know
you
know-
she's
not
doing
you
know
what
what
I
expect
her
to
do.
H
I
don't
know
what's
going
on
with
her,
so
I
said
you
know
she
really
loved
this
job
and
that
she,
you
know
we
wanted
to
to
to
make
it
work
for
you
as
well.
So
I'd
be
happy
to
talk
to
her
and
what
the
lady
told
me
that
she
thought
that
the
manager
didn't
like
her,
because
she
didn't
talk
to
her
and
that
every
time
she
came
around
she,
she
got
very
scared
and
started
making
mistakes.
H
So
I
went
back
and
talked
to
the
manager,
and
I
said
you
know
she
really
loves
the
job.
She
wants
to
work
here
and
she's
afraid
she's
going
to
get
fired
and
she
said
that
she's
scared
of
you,
because
sometimes
you
don't
talk
to
her.
She
said
no,
I'm
just
busy,
so
it
was
a.
She
was
interpreted
that
she
didn't
like.
So
she
said
I'll
talk
to
her.
I
like
her
so
the
conversation,
so
she
started
talking
to
her.
She
called
me
up.
She
liked.
C
H
Of
working
with
that,
with
with
a
job
coach,
can
help.
Sometimes,
if
you
have
that
that
availability
take
advantage
of
it,
it's
not
always
the
case,
but
having
a
good
relationship
and
talking
to
people
like
you
said
you
know
ongoing,
then
it
doesn't
seems
like
it's
a
punishment.
You
know
to
address
it.
D
G
E
Have
there
are
accommodations
available?
I
mean
part
of
the
americans
with
disabilities
act
title
one
deals
specifically
with
employment
and
employment
for
people
with
disabilities
is
incredibly
low,
and
so
the
ada
was
designed
to
help
address
this,
because
a
lot
of
people
still
can
work
but
might
need
an
accommodation
to
some
part
of
their
job
for
people
with
mental
illness.
E
Sometimes
it's
I
need
to
sleep
in
later
in
the
mornings,
because
when
my
medication
hits
it
just
doesn't
quite
get
worked
through
my
system
in
the
right
way
and
getting
into
work
at
11
and
staying
until
seven
is
going
to
work
a
lot
better
for
me
than
it
would
be.
It
might
be
related
to
communication.
E
E
Other
factors
like
that
transportation
is
actually
huge
and
that's
not
usually
provided
by
the
employer,
but
that's
an
important
kind
of
accommodation,
sometimes
that
more
or
less
the
feds
pick
up
most
of
the
time.
But
you
know
there
are
accommodations
in
all
sorts
of
different
ways
for
mental
health.
I'm
sure
jose
could
give
us
plenty
more
examples
of
more
examples,
but
those
are
the
ones
that
I
have
off
the
top
of
my
head.
G
H
H
E
F
Just
going
to
add,
there's
there's
a
great
resource,
that's
available
both
to
individuals
and
to
employers
called
the
job
accommodation
network,
and
it's
funded,
I
think
through
odep,
and
it
has.
You
can
look
up
by
specific
conditions,
all
different
ways
and
get
free
advice
on
you
know
specific
accommodation
ideas.
F
Like,
unfortunately,
we
live
in
a
really
messy
world
and
I
think
that
the
way
that
we're
going
to
reduce
stigma
is
by
having
more
and
more
people
talk
about
their
own
personal
experience,
but
in
an
individual
situation
I
think
you
can
work
in
an
environment
where
it's
not
going
to
be
received
well,
and
so
you
want
to
be
very
thoughtful
about
why
you're
disclosing
how
you're
disclosing
sort
of
what
that's
going
to
look
like
plan
it
in
advance.
This
is
not
the
kind
of
thing
you
want
to
kind
of
wing,
and
just
do
so.
F
F
I
need
a
little
bit
of
flexibility.
I
have
a
plan
in
place.
Here's
what
I'd
like
to
you
know
propose
that
we
do
I'd
like
to
have
a
little
flexibility
for
some
appointments
move
my
schedule
around
a
little
bit,
I'd
like
to
have
maybe
move
to
a
different
workspace,
so
that
I
can
concentrate
a
little
bit
more
so
that
you're
you're
you're,
showing
that
you're.
E
E
H
H
Histories
assaults
and
things
like
that,
and
they
have
the
skills
to
do
a
certain
job
and
that's
the
most
painful
thing
to
see
someone
who
has
rehabilitated
it
cannot
apply
because
the
applications
that
they
have
to
fill
out
specifically
ask
and
they
asked,
should
I
lie,
and
I
said
you
know
it's
up
to
you,
but
the
best
thing
is
to
be
honest:
how
can
we
go
about
it
and
believe
it
or
not?
There
are
more
employers
that
will
hire
people
with
records
than
you
may
think.
G
H
Lot
of
times,
I
think,
people
well,
I
have
a
record
and
that's
sometimes
they
they
decide
not
to
work
with
some
education
they
do
and
what
has
helped
some
of
the
folks
that
we
work
with.
I
mean,
with
their
permission,
that
we
write
a
letter
saying
that,
yes,
a
long
time
ago,
this
happened
to
me
and
now
I'm
in
rehabilitation.
C
H
Higher
they
don't
have
they
free
from
from
the
fear
of
being
discovered,
because
the
other
thing,
if
they
lie,
then
a
lot
of
times
people
do
want
it.
Don't
they
want
to
tell
the
truth,
because
they
are
afraid
they
are
going
to
get
hired
and
they
do
alter
the
truth.
And
what
happens
is
worse?
They
they
get
found
out
and
then
they
get
dismissed
from
the
work.
So
it
is
an
advantage
to
be
hired
with
from
with
from
an
employer
who
really
accepts
you.
E
Another
factor
there
might
be
a
financial
history
bankruptcy
for
jobs
that
run
credit
checks,
because
I
mean
it
can
be
someone
who's
been
doing
fine
for
years
and
has
an
advanced
degree.
But
then,
at
that
point
they
could
lose
the
house
go
through
a
bankruptcy,
and
then
you
have
a
credit
check
as
part
of
a
job
application
things
that
you
don't
necessarily
think
about
that
actually
have
a
pretty
disparate
impact
on
people
with
mental
illness.
I
Stories
are
powerful,
you
know
as
you're
interviewing
people.
How
do
you
tell
that
story
and
that's
basic
interviewing
skills
and
it's
but
it's,
but
it
can
be
a
source
of
strength,
so
overcoming
something
like
a
mental
health
problem
or
any
kind
of
illnesses
is
seen
as
a
strength,
and
we
do.
I
do
feel
like
more
and
more
employers
who
are
supportive,
understand
that,
and
we
hope
that
over
time,
because
people
do
understand
that
we
as
a
society
understand
as
a
whole
that
people
will
feel
more
comfortable
to
share
some
of
the
stories.
I
None
of
the
stories
are
anything
that
you
have
to
disclose
because
it's
protected,
but-
and
it
goes
to
whether
you're
seeking
accommodation
at
the
office-
or
maybe
you
just
need
some
time
off
it's
up
to
any
person
how
how
they
disclose.
Whatever
reason
they
need
to
take
time
off
right,
all
you
need
is
the
doctor's
notice.
D
K
You
great
panel
so
far,
I
don't
know
if
any
of
you
had
a
chance
to
look
at
the
arlington
county
human
rights
ordinance
at
all
about
mental
impairment.
Yes,
no,
but
I
was
just
perusing
it
before
and
during
the
the
code
prohibits
certain
discriminatory
acts
against
of
handicapped
folks,
and
then
it
breaks
it
down
into
physical
impairments
and
mental
impairments.
Purposely
excluded
in
the
code
for
mental
impairments
includes
existing
the
they
carve
out.
K
Alcoholism,
looks
like
substance
abuse
and,
strangely
enough,
certain
mental
impairments
that
have
been
used
as
a
positive
defense
for
asserted
as
a
criminal
defense.
So
I
was
just
wondering
if
the
panel
had
any
comments
on
this.
This
is
something
that
the
commission
may
want
to
approach.
Current
board
members
and
possible
future
board
members
to
to
change
and
and
just
any
other
comments
and
thoughts.
Thanks.
D
Before
you
answer
this
is
actually
it's
so
funny
because
we
didn't
plan
this.
I
was
just
about
to
share
something
very
personal,
but
it's
related
and
and
most
all
my
commissioners
know
this,
but
if
you
don't,
then
I'm
pretty
public
about
it.
I
have
10
years
of
sobriety,
I'm
an
alcoholic
very
public
about
that.
I
do
a
lot
of
volunteer
work
with
lawyer
assistance
program.
D
D
I
I
have
no
problem
being
open
about
my
alcoholism.
It
is
really
hard
to
talk
about
depression.
It
is
really
hard
to
ask
for
help
at
work
for
depression,
and
I
just
think
that's
a
fascinating
statement
that
james
made
about
the
ordinance
and
the
different
things
we're
talking
about
and
how
different
mental
illness
can
be
from
some
of
these
other
things
so
run
with
that.
E
E
There
has
been
a
general
background
in
this
country
of
not
giving
the
same
kind
of
protections
to
substance
abuse,
despite
the
fact
that
I
feel,
like
many
people
are
more
comfortable
being
open
about
their
substance,
abuse
histories
and
we
have
a
in
a
weird
way.
Society
is
much
more
accepting
so
that
it,
I
don't
have
an
explanation
for
why
that
is.
H
Yeah,
it
could
be
that
just
like
in
the
old
days.
You
know
we
used
to
see
mental
illness
in
biblical
times
and
in
the
middle
ages
as
a
personal
problems.
You
know
I
mean
so
it's
not
see
I
mean
still.
There
is
some
stigma
associated.
That
is
a
personal
problem
when
it's
really
an
illness
and
what
determines
an
illness
is
that
if
you
don't
treat
it,
it
gets
worse
and
mental
illness.
I
mean
substance
abuse.
If
you
don't
treat
it,
it
gets
worse.
It
gets
worse.
So
that's
one
of
the
definitions.
You
know.
F
I
think
it
has
to
do
with
the
the
illicit
nature.
I
think
that
that's
the
piece
that's
problematic
and
whether
or
not
you're
still
using
substances
and
the
protections
that
accompany
that,
and
so
there's
you
know
very
specific
things
around
what
you
can
do
with
testing
for
drugs,
for
example,
but
I
think
that
that's
the
stickiness
is,
you
know
alcohol
versus
illicit
substances.
D
For
anyone
paying
attention
to
the
program,
I
think
I
got
the
nod
that
we
may
not
do
our
pairs
discussion
instead,
because
it's
such
a
nice
little
group
here
and
the
mic
is
right
there.
If
you
have
questions,
we
want
you
to
come
on
up
and
we're
just
going
to
keep
rolling
through
our
our
agenda
here.
But
please,
questions
are
are
encouraged.
So,
while
we
there
are
a
couple
more
things
here
we
go.
We
have
a
question.
B
B
You
know,
do
you,
do
you
see
it
very
often
where,
where
the
the
the
parent
or
the
partner
trying
to
gain
child
custody,
might
use
or
exploit
mental
illness
on
the
part
of
the
of
the
other
parent
to
to
to
gain
custody,
retain
custody
that
type
of
thing
or
or
is
it?
Is
it
not
typically
an
issue
or
used
as
a
weapon?
I
mean
I
remember,
seeing
a
you
know
a
tv
show
not
long
ago
where
there
was
that
type
of
allegation,
and
so
I'm
just
wondering
if
that
is
a
real
world
phenomenon.
E
We've
had
cases
on
this
very
point:
it's
actually
a
cross
disability
issue
in
a
lot
of
ways:
mental
illness
because
of
the
stigma
associated
with
it,
is
a
particularly
impactful
disability.
When
it
comes
to
child
custody,
people
have
had
their
children
taken
away
simply
on
the
basis
of
having
a
mental
illness.
E
I
E
Also,
an
issue
with
adoption.
People
with
psychiatric
histories
have
a
lot
of
trouble
adopting
it's
the
same
again.
It's
a
cross-disability
issue,
but
people
with
diabetes
are
a
history
of
cancer.
Also
are
generally
seen
as
parent
people.
We
adoption
agencies
are
less,
are
more
hesitant
to
adopt
to,
and
that's
something
that
I
mean
doesn't
often
make
the
news,
but
is
a
big
deal.
E
L
M
H
H
L
H
Whatever
they
are,
I'm
not
traffickingly
proven.
I
I
don't
know,
I
don't
have
any
data,
but
I
can
tell
you
we
have
employers
that
join
our
activities
at
our
program.
Like
this
christmas,
you
know
we
had
an
employer
who
came
and
brought
food
and
and
sat
with
us
during
our
christmas
event,
and
it
was
so
empowering
and
think
about
it.
You
know
how
comfortable
the
clients
will
feel
working
for
this
employer.
He
she
came
and
he
stayed
the
whole
time
and
he
didn't
have
to.
H
F
So
and
my
program
works
to
do
just
that,
to
work
to
identify
examples
of
what
companies
are
doing,
that
it
is
working
well
and
then
telling
those
stories.
So
we
have
everything
that
we
do
is
is
free
for
employers.
So
we
have
a
newsletter.
We
have
a
a
database
of
employer
examples,
so
you
could
go
and
look
at
your
industry
type,
look
at
your
company
size
and
then
get
ideas.
F
F
F
You
know
locations
around
the
world
and
then
they
gave
it
to
our
organization
to
make
it
available
to
other
companies,
and
so
it's
called
icu
and
it
it
plays
on
the
analogy
of
intensive
care
unit,
but
also,
I
c
s
s-e-e-u
as
another
human
being
in
the
workplace.
It's
a
five-minute.
Video
basically
teaches
people
a
little
bit
about
emotional
distress
and
encourages
employees
to
reach
out
to
one
another
that
are
struggling.
So
you
talked
about
you
know:
what
can
a
manager
do?
F
F
So
that's
one.
You
know,
example
of
a
free
program
that
you
could
use
and
again
I
think,
there's
some
real
power
in
an
employer.
Just
doing
any
of
these
things,
you
know
talking
about
mental
health,
as
the
ceo
sends
such
a
powerful
message.
You
know.
Sometimes
we
work
a
lot
with
hr
folks
who
do
great
work,
but
to
have
a
ceo
give
these
messages.
It's
another.
It's
another.
You
know
it's
another.
Whole
ball
game,
so
bravo.
I
And
just
promoting
psychological
well-being
as
a
whole,
so
I'm
not
about
mental
illness
but
every
employer.
So
if
you
can
imagine
that
if
we
were
all
happy
employees
and
that
all
happy
employees
are
productive
and
work
well,
what
kind
of
environment
do
you
want
to
work
in?
That
would
make
you
happy
and
want
to
come
to
work,
and
how
do
I
create
that
or
what
practices
am
I
engaging
in
that?
Don't
that
don't
create
that?
Is
it
hostile?
Is
it
putative?
Do
people
go
into
the
office?
Do
they
close
doors?
I
So
if
I
think
we
hear
the
same
things
from
employees
and
employers,
everybody
wants
someone
to
feel
like
they're,
productive
engaged
and
employers
want
to
stay
in
their
job.
They
want
to
keep
their
job.
Employers
want
to
retain
employees,
so
the
same
practices
exist.
I
think
for
both
sides.
But
how
do
you
encourage
that,
both
from
the
top
and
down
and
bottom
up-
and
I
think
that's
creating
a
culture
right?
That's
evaluating
your
culture
and
creating
a
culture
of
psychological
well-being
and.
D
J
J
I
actually,
I
personally
live
in
washington
dc
and
I'm
coming
here
trying
to
see
what
the
differences
are,
and
one
of
the
things
I
found
is
that
you
know
some
some
of
the
programs
in
dc
such
as
like
green
door.
You
call
them-
and
you
say,
oh
you
know,
I
know
someone
who
needs
assistance,
getting
employment,
blah
blah
and
the
first
question
was:
are
they
on
medicaid
or
you
know,
or
we're
not
taking
people?
So
I
guess
you
know
this
all
sounds
great,
but
what?
J
H
I
can
answer
that
in
arlington.
The
only
requirement
is
that
you,
you
meet
the
disability
criteria
for
mental
health
in
our
in
our
program
and
that
you
live
in
arlington.
So
that's
that's
the
basic,
but
insurance
is
not
an
issue.
It's
not
even
us,
that's
not
something
that
is
part
of
the
intake
criteria.
D
E
But
when
you
kind
of
hit
that
mid-range
that
middle
income
level,
where
you
have
a
little
bit
of
money,
but
not
enough,
you
lose
access
to
a
lot
of
the
services.
I
mean
in
a
lot
of
ways.
Medicaid
is
one
of
the
best
payers
for
mental
health
services
in
the
united
states
because
they
fund
evidence-based
practices
that
honestly
private
insurance
doesn't
cover.
E
I
E
Parity
was
great
because
it
opened
up
a
lot.
I
mean
mental
health
parity,
I
think,
has
gotten
into
the
public
consciousness
that
you
know
now.
Private
insurance
has
to
cover
a
lot
more
mental
health
services,
but
a
lot
of
the
services
that
help
people
with
mental
illness
are
peer
support
services.
I
mean
like
in
alcoholics,
anonymous
having
people
who've
gone
through
the
same
thing
before
who
have
heard
voices
before
who
can
sit
and
have
that
conversation
with
you.
Yes,
I
understand
what
you're
going
through.
I
So
we're
you
know
if
you,
if
you
feel
like
you,
have
you
want
to
have
access
to
a
service
and
you're
trying
to
figure
out
okay.
What
service
do
I
want
it's
it's
powerful
to
to
for
us
to
have
community
members
step
up
and
support
the
advocacy
agenda
to
say:
that's,
not
fair.
This
should
be
the
private
insurance
companies
and
the
system
itself
should
allow
for
these
best
practices
to
be
provided
for
anybody,
because
there
is
a
need
not
because
of
arbitrary
eligibility.
That
was
decided.
D
And
in
preparing
for
this
panel,
I
know
I
had
a
conversation
with
a
bunch
of
you
about
what
are
we
talking
about
here
tonight?
Are
we
talking
about
those
who
are
on
medicaid
or
medicare
or
whatever,
and
those
who
who
are
in
that
gap
and
because
it's
a
different
process,
it's
a
very
different
process
and
a
very
different
conversation,
and
so
as
we
switch
to
housing.
D
E
So
I
can
give
a
little
bit
of
a
background
here.
I
mean
a
lot
of
the
same
issues
we
talked
about
in
employment.
I
mean
it's
far
more
likely
when
you're
applying
for
housing
you're
going
to
have
to
be
subject
to
a
credit
check,
for
instance,
I'm
most
I
mean
I've
applied
for
several
apartments
here
in
arlington
and
there's
always
been
a
credit
check
as
part
of
that,
if
you've
had
a
crisis
in
the
past,
that's
led
to
some
financial
complications.
That's
going
to
be
an
issue,
the
same
type
of
criminal
background
checks.
I
I
It
might
be
harder
for
someone
to
discriminate
against
you
on
the
front
end
because
of
a
mental
illness,
but
you
get
caught
up
in
other
ways
like
income
like
proof
of
income
or
past
experiences
with
your
previous
landlord.
Have
you
been
evicted
before
these?
Are
these?
Are
things
that
kind
of
come
up
for
people
with
serious
mental
illness,
often
that
we
we
have
to
navigate
or
figure
out
how
to
help
people
to
figure
out,
as
they
are
trying
to
apply
for
a
an
apartment
or
housing
unit?
I
E
E
Another
situation
could
be
neighbors
not
having
a
particular
taking
offense
to
some
things.
I've
had
clients
in
the
past
who
have
been
up
at
odd
hours
of
their
the
night
because
their
illness
manifests
in
certain
sleep
problems.
Yeah
and
your
neighbors
are
not
going
to
want
you
playing
music
at
3am
in
the
morning,
but
maybe
that's
you
know
something
that
you
need
to
do
at
this
point.
I
So
in
terms
of
an
accommodation,
it's
it's
it's
similar
where
again,
it
can't
cause
burden
on
the
the
property
unit.
So
you
know,
being
late
on
your
rent
is
probably
not
something
you
can
do
just
because
you
have
a
mental
health
problem.
You
want
to
be
preemptive,
you
want
to
try
and
plan.
We
talk
to
people
about.
If
you,
if
you
what's
your
plan,
how
do
you
pay
your
rent?
I
I
mean
we
all
worry
about
paying
our
rent
on
time,
but
if
you
happen
to
have
to
go
to
the
hospital,
are
you
on
a
computerized
payment
plan
where
you
know
your
rent's
just
going
to
be
paid?
Because
if
you
don't
pay
your
rent,
your
landlord
can
take
steps
to
take
action
against
deal.
That's
not
an
accommodation,
but
an
accommodation
might
be.
I
Maybe
I
can't
pay
the
rent,
because
the
way
that
the
landlord
wants
me
to
I
they
say
I
have
to
go
in
in
person
to
pay
the
rent,
but
I
can't
do
that
because
maybe
I
have
a
mental
health
problem
that
doesn't
let
me
get
outside
my
my
room.
A
reasonable
accommodation
might
should
be
that
I
get
to
mail
in
my
rent
right,
ideally,
it's
computerized,
so
it
just
goes
in
every
month
that
way
regardless,
you
know
your
rents
paid,
but
these
are
examples
of
reasonable,
accommodations
and
oftentimes.
I
E
E
Just
this
is
something
that
not
a
lot
of
people
know,
but
the
ada
applies
to
site
to
service
animals
which
are
defined
in
statute
as
service
dogs
or
service
miniature
horses
long
story
about.
Why
that's
the
case,
but
service
dogs
are
an
ada
accommodation,
universally
accepted
everywhere.
If
you
live
in
a
house,
if
you
rent
an
apartment,
your
service
dog
can
live
with
you.
Even
if
the
apartment
complex
has
rules
to
the
alternative.
E
E
G
D
So
they
kick
us
out
at
nine,
but
we
are
we're.
Gonna
go
a
teensy
bit
over
kitty
a
teensy
bit
over,
but
we
are
we're
pretty
close
to
on
track
here.
Is
there
anything
else?
I
I
know
we're
kind
of
breezing
through
housing
here,
but
is
there
anything
else
anyone
else
on
the
panel
wants
to
say
about
housing.
D
I
It's
the
same
thing
with
employment,
I
mean,
if
you
my
favorite
thing
about
housing
is,
if
you
have
a
jose
and
I've
been
jose
for
housing
as
as
a
as
a
case
manager
or
someone
who's
supporting
someone,
I'm
building
a
relationship
with
my
landlord,
so
my
landlords
can
be
an
advocate
for
me,
like
they
keep
an
eye
on
how
things
are
going
and
they're
also
support.
My
landlords
sometimes
live
in
the
same
building.
I
You
know
they
want
to
keep
their
tenants,
they
want
their
tenants
to
pay
rent
and
they
want
everybody
to
be
happy
and
living
in
a
happy
environment.
So
if
the
same
kind
of
rules
apply,
you
know
if
you
are
a
person
who
is
struggling
and
you
feel
comfortable
building
a
relationship
with
your
landlord
can
be
great
because
they
are
also
greatly
like
neighbors.
They
can
come
and
help
you
fix
your
place
and
they
can
also
just
be
in
communication
with
your
case
management
team
to
provide
support.
I
Sometimes
our
landlords
are
the
first
first
people
who
kind
of
trigger
for
us
like
hey
our
landlords,
call
us
and
go.
You
guys
need
to
come
over
because
that
we're
on
a
nap
team
or
24-hour
service
and
we'll
respond
immediately,
so
building
that
relationship
is,
is
really
helpful
in
in
times
where
things
might
not
be
going
well
or
things
might
fall
through
the
cracks.
E
E
D
H
H
D
I
M
I
just
had
one
quick
question
earlier:
we
talked
about
some
of
the
problems
that
an
employer
manager
might
have
when
they
feel
like
when
they're
in
40's,
like
you've
gone
through
some
sort
of
illness,
but
the
other
thing
we've
talked
about
is
that
mental
illness
sometimes
transcends
work
level
and
socioeconomic
background.
All
these
sorts
of
things
and
a
possible
more
difficult
situation
would
be
if
you
feel
like
one
of
your
superiors
or
employers,
may
have
mental
illness
that
they
have
developed
even
after
they
reach
that
level
within
their
company
or
business
or
whatnot.
M
I
It's
when
we've
talked
to
people
about
a
psychologically
healthy
workplace,
some
many
times
people
talk
about.
The
psychological
non-well-being
is
created
by
supervisors
or
bullying
experiences
that
occur
sometimes
in
the
workplace
and
that's
hard
because
as
an
employee,
what
is
your
right?
Or
what
do
you
do
to
navigate?
I
What,
when
you're
superior
is,
is
the
person
who
is
maybe
just
not
being
kind?
I
mean
you
can
postulate,
maybe
they
have
a
mental
health
problem
or
whatnot,
but
that's
a
that's
a
problem
that
we
often
see
and-
and
I
think
that's
why
it's
important-
to
have
a
conversation
with
people
who
are
higher
up
about
the
kind
of
environment
they
are
creating
and
if
people
above
them
support
a
well
an
environment
that
is
psychologically
well,
then
it
opens
up
the
venue
for
regardless
of
where
the
dialogue
starts.
I
F
F
I
know,
but
it's
true
they're
free
they're
free
nobody
uses
them.
So
it's
my
one
woman
mission
to
get
the
word
out
about
these
free
programs,
but
seriously
they
can
help
the
individual
navigate
that
kind
of
situation,
because
their
expertise
is
mental
health
in
the
workplace.
So
it's
a
perfect
issue
to
bring
to
them
and
then
sometimes
eap
companies
will
have
that
relationship
with
the
employer.
So
you
could
avoid
hr
by
talking
to
the
eap
and
the
eap
can
intervene
with
the
company
to
you
know,
bring
these
problems
and
sometimes
that
will
routinely
happen.
F
D
H
Yes,
I
want
to
say
that,
fortunately,
arlington
county
has
wonderful,
employee
employees,
people
that
are
ready
to
work
and
they
are
good
workers.
So
we
have
a
lot
of
people
working
in
the
community.
We
are
looking
for
employers
who
want
to
give
opportunities
for
folks
with
who
are
users
of
mental
health
services,
but
also,
I
also
think
it's
important
that
decision
makers
continue
to
provide
safety
net
for
folks
with
mental
health
issues
to
help
them
get
back
into
the
workplace,
helping
keep
the
jobs,
so
they
can
be
and
continue
to
be,
productive
and
happy.
F
And
I
guess
my
closing
thought
would
be
that
there's
lots
of
free
programs
that
are
available
and
everyone
could
play
a
role
in
the
room
by
going
back
to
their
employer
and
suggesting
that
they
implement
a
program
to
raise
awareness
about
mental
health
and
begin
to
create
that
environment.
Where
people
can
reach
out
for
help
when
they,
when
they
need
it.