►
Description
City of San José, California
City Council Study Session - Becoming Trauma Informed in Our Workplace: Creating Safe and Brave Space, of August 19, 2022
Pre-meeting citizen input on Agenda via eComment at https://sanjose.granicusideas.com/meetings.
This public meeting will be held at San José City Hall and also accessible via Zoom Webinar. For information on public participation via Zoom, please refer to the linked meeting agenda below.
Agenda: https://sanjose.legistar.com/View.ashx?M=A&ID=983042&GUID=E07AD329-1D1C-44EF-8DF4-288A66F88092
A
A
A
A
A
A
A
A
A
A
A
A
A
A
A
So
I
want
to
thank
you
all
for
being
here
today
and
it
is
great
to
have
everybody
in
the
same
room.
It's
been
quite
a
long
time
since
I
think
before
the
pandemic,
we
were
in
a
study
session.
I
think
ray
you're
telling
me
from
our
emergency
preparedness
study
session.
As
some
of
you
remember
when
we
were
like,
I
haven't
been
a
horseshoe
kind
of
down
in
that
area,
but
it's
been
been
too
long.
A
So
it's
really
nice
to
see
everybody
and
appreciate
your
attention
today
and
being
here
in
person
for
those
that
can
do
so
and
looking
forward
to
a
great
day.
So
I
want
to
welcome
you
all
to
a
first
of
a
kind
study
session
where
we
have
brought
our
city
council
and
our
senior
staff
together
to
learn
how
we
can
co-create
a
more
trauma-informed
resilience-oriented
culture
in
our
organization
for
the
next
three
hours,
we'll
take
the
time
to
pause,
listen
and
learn
about
how
we've
been
affected
by
trauma.
B
A
In
fact,
this
is
part
of
our
senior
staff,
leadership,
values
and
expectations
that
we
put
out
last
december
this
one.
I
want
to
acknowledge
that,
although
we
are
focusing
inward
on
our
organization
today
that
that
should
not
be
interpreted
as
dismissing
our
own
communities
trauma
rather
as
senior
leaders,
this
is
a
new
opportunity
to
support
each
other
and
gain
tools
to
support
our
employees,
who
will
continue
to
assist
and
deliver
excellent
services
to
our
most
vulnerable
communities.
A
A
B
We're
managing
a
few
things
this
morning,
so
I'll
ask
for
a
lot
of
grace,
as
this
is
the
first
time
we've
done
hybrid
here
in
the
council
committee
rooms.
It
is
also
the
first
time,
as
I
can
tell
in
recent
history
that
we've
set
up
a
room
like
this,
so
I'm
managing
this
some
speakers
who
have
a
lot
of
content
to
share
with
you
and
six
weeks
worth
of
work
to
bring
you
all
this
opportunity.
We
hope
you
will
sit
and
learn
and
reflect
with
us.
A
B
Thank
you.
My
slides
won't
advance.
B
B
B
Okay,
so
this
is
a
a
city-wide
enterprise
priority
powered
by
people.
Many
of
you
know
about
it
already.
This
is
what's
been
guiding
our
work
and
hr
with
several
others
around
the
city.
I
just
offer
it
to
you
as
way
of
the
north
star
for
us,
as
we
both
coming
out
of
the
pandemic
and
partly
through
the
pandemic,
but
also
then
coming
out.
B
What
I
want
to
offer
to
you
today
is
just
to
give
you
a
quick
sort
of
where
we're
going.
So
it's
my
job
to
set
the
table
for
a
lot
of
learning.
B
We
have
with
us
some
folks
who
are
going
to
help
us
do
that,
I'm
going
to
do
some
of
that
just
so,
you
can
prepare
yourselves
in
a
very
different
way,
so
take
care
of
yourselves,
and
I
hope,
you'll
join
me
on
the
journey
danielle
prince,
who
is
here
to
my
right
and
we'll
introduce
her
in
a
bit,
is
from
the
bay
area
and
the
director
of
statewide
director
for
pace's
initiative,
she's
going
to
be
the
one
who's
going
to
help
us
develop
some
shared
language,
some
shared
understanding
around
impact
of
trauma
and
she's,
going
to
give
us
some
hope
around
resiliency
we're
going
to
take
a
break.
B
Let
you
all
mill
around
and
I
will
ask
for
your
deep
indulgence
in
that
break.
To
then
come
back.
Please
come
back.
I
can
see
the
energy
in
the
room
and
folks
being
able
to
connect,
and
then
I'm
going
to
frame
a
conversation
to
have
a
dialogue
with
a
great
panel
in
the
room.
We
have
council
member
zeke
cohen
who's
in
the
back
from
baltimore
and
he
has
brought
with
him.
Ann
who've
done
great
work
in
baltimore.
Thank
you
for
last
night
appreciate
that
zeke.
B
B
So
I
need
to
express
some
gratitude
when
you're
doing
things
that
are
not
normal
or
go
against
our
traditional
culture,
it
becomes
a
little
bit
difficult,
so
number
one.
I
want
to
thank
event
services
profoundly
for
their
accommodation
around
this
seating.
We
spent
a
lot
of
time
yesterday
trying
to
describe
the
why
of
this
session
so
that
we
could
set
it
up
this
way
and
they're
trying
to
do
their
job
and
we're
doing
it.
B
The
benefits
team,
I
may
forget
some
names
but
emily
hendon
with
vidiana
garcia,
rosie,
hartman
they're
back
in
the
back
amy
and
michelle
have
joined
the
group.
We've
been
literally
six
weeks
meeting
twice
a
week
around
details
to
get
this
learning
opportunity
here
for
you.
B
I
want
to
thank
the
panel,
who
have
come
from
near
and
far
to
be
able
to
be
here
today.
They've
spent
time
with
us
in
preparation
for
this,
and
they
bring
great
wisdom
and
expertise
along
with
you
here
in
the
room.
I
think
that's
enough
at
the
moment
for
gratitude.
I
also
just
want
to
say
gloria
you're
going
to
be
missed.
Preparing
us
for
a
council
study
session
was
really
really
important.
Our
anxiety
always
comes
out
when
we're
doing
these
things
and
so
glorious
manic.
B
We
really
appreciate
your
support
as
well.
So
I'm
wondering
if
anyone
feels
brave
enough
to
read
this
out
loud.
We
have
a
title
called
safe
and
brave
space,
and
I
don't
want
folks
to
think
that
safe
means
comfortable,
but
we've
used
this
before
in
opening
sessions
and
it's
really
helpful
to
set
the
stage
for
us
here
together
as
leaders
in
the
city.
Does
anybody
feel
brave
to
read?
A
A
We
exist
in
the
real
world,
we
all
carry
scars
and
we
have
all
caused
wounds
in
this
space.
We
seek
to
turn
down
the
volume
of
the
outside
world.
We
amplify
voices
that
fight
to
be
heard
elsewhere.
We
call
each
other
to
be
more
truth
and
love.
We
have
the
right
to
start
somewhere
and
continue
to
grow.
A
B
B
So
my
job
to
set
the
table-
I
jennifer
mcguire,
mentioned
this
earlier,
but
just
to
take
us
back
a
bit
yeah.
This
is
where
we
all
were
here
that
was
january,
30,
2020
and
kip.
I
think
we
were
preparing
for
an
earthquake
right,
yeah,
yes,
and
so
it
was
the
last
time
you
all
and
many
of
you
have
joined
since
so
we're
not
trying
to
create
an
outsider
culture
here,
we're
trying
to
bring
you
all
in,
but
this
is
where
we
were
at
january:
30.
B
right,
different
room,
different
space,
everybody
together
so
around
the
room
here
today.
I
also
want
to
mention
we
set
up
the
seating
differently.
It
created
energy
when
you
all
walked
in
able
to
get
together
to
connect,
have
conversations
such
that
it
was
very
hard
to
get
y'all
to
sit
down
right.
You
will
note
that
there
are
plants
around
the
room.
There
are
visual
images
of
beauty
to
remind
us
that
west
we're
in
the
workplace
and
we're
in
the
workspace,
but
we
know
that
those
things
give
us
positive
energy.
B
There
are
resource
tables
off
to
the
side,
such
that
at
the
break
that
we
give.
You
can
only
peruse
and
look
at
things
around
trauma-informed
care
and
trauma-informed
systems.
I
also
want
to
know
it's
been
a
great
privilege
to
get
to
know
elise
who's
here,
drawing
for
us
and
creating
a
visual
rendering
of
this
meeting.
So
thank
you,
elise
appreciate
it.
I
also
want
to
say
thank
you
to
our
folks
in
finance.
Who've
been
instrumental
in
our
ability
to
procure
your
services.
So
so
that's
where
we
were
at
january
30..
B
So
here's
what
we're
going
to
do
we're
going
to
model
some
trauma-informed
practice
right
here.
You
ready,
y'all
know
it.
Some
of
you
know
what's
coming
right,
so
the
first
thing
in
terms
of
setting
a
learning
environment
is
to
be
able
to
get
present.
So
what
I'll
ask
you
to
do
is
sit
up
nice
and
tall
in
your
chairs.
I
personally
take
my
shoes
off.
I
hope
you
don't
find
that
offensive,
but
I'd
like
to
feel
my
feet
on
the
ground
right.
B
It's
really
important
to
create
space
to
let
our
bodies
settle.
So
if
you
feel
like
a
snow
globe,
walking
in
here
like
everything,
is
just
all
shook
up
and
it
took
a
lot
to
get
here
right.
This
is
where
we're
going
to
settle
in
and
be
able
to
create
space
right.
So
if
you're
comfortable
and
some
of
it
is
not
comfortable
for
folks,
I
want
to
honor
that
to
close
your
eyes,
folks
do
not
feel
safe,
sometimes
when
they
close
your
eyes,
so
you
can
lower
your
gaze.
You.
B
B
B
Notice
the
difference
between
before
and
after
this
is
a
trauma-informed
practice
that
you
can
do
with
yourselves
with
your
teams.
You
can
invite
people
into
this
practice
doesn't
have
to
be
that
complicated.
We
run
meeting
to
meeting
to
meeting
task
to
test
a
task.
If
you
can
do,
one
thing
is
to
create
space
for
yourself
and
for
others
to
just
pause
and
find
yourself
in
the
present.
You
actually
bring
people's
nervous
system
down
right.
You
might
actually
move
some
oxygen
to
your
prefrontal
cortex,
where
decision
making
happens
best.
B
So
that's
one
way
to
set
the
table.
The
second
one
which
we're
starting
to
use,
certainly
a
lot
more
in
human
resources
and
across
the
city,
is
to
create
an
agreement.
Important
important
important
for
learning
is
creating
psychological
and
social
safety.
B
Those
things
are
hallmark
for
people
to
be
able
to
learn
and
to
share
and
to
learn
from
each
other.
We're
not
going
to
do
this.
The
way
we
would
normally,
but
I
just
want
to
say
that
take
space,
make
space,
build
and
maintain
brave
space.
There
are
those
of
us
like
myself
who
are
hardwired
to
take
space
like
to
talk
a
lot
right.
B
What
is
said
here
stays
here.
What
is
learned
here
leaves
here,
I'm
noting-
and
I
also
want
to
make
sure
I
don't
forget
and
you're
going
to
help
me
do
this
to
acknowledge
our
folks
who
are
joining
us
virtually
as
part
of
the
senior
leadership
team,
I'm
not
quite
aware
of
exactly
who
is
there,
but
I
know
there
are
a
couple
of
council
members
there
right.
B
So
what
I
would
do
with
a
group
here
is,
I
would
say,
it's
really
important
when
you're
in
a
group
or
a
personal
conversation,
and
you
get
somebody's
story
that
you
don't
attach
their
name
to
that
story.
Unless
you
have
permission,
however,
we
learn
lots
of
things,
lots
of
things
with
each
other
and
lots
of
learning
spaces,
take
the
learning
out,
but
don't
attach
the
name
to
it
right.
That's
how
you
can
build
trust
in
some
social
safety,
so,
in
terms
of
today,
offer
what
you
can
ask
for
what
you
need.
B
One
mic,
one
speaker
so
again
we're
in
an
artificial
environment,
but
I
will
offer
to
you.
These
chairs
are
not
comfortable
right.
You
have.
You
are
the
ceos
of
your
lives
if
you
want
to
get
up
and
stand
at
a
table
over
there,
if
you
want
to
get
up
and
go
use
the
restroom,
if
you
want
to
get
up
and
go
get
coffee,
you
want
to
get
something
from
that
table.
Take
care
of
yourselves!
That's
that's
my
big
ask
for
you.
B
So
one
quick
note
here:
I
just
want
to
offer
that
we
did
some
really
instrumental
work
with
civic
makers.
A
great
partner
for
us
they've
been
doing
our
learning
labs
with
us,
and
we
asked
them
to
spend
some
time
with
our
employees
saying
if
we're
going
to
create
communities
of
practice
as
one
way
to
do
learning
right
and
extend
our
reach
with
modest
dollars
and
modest
staffing.
What
do
you
need
in
order
to
have
those
communities
of
practice
and
the
learning
actually
work?
B
So
we
spent
some
really
great
time,
and
what
I
want
to
say
is
that
everything
here
which
I'm
not
going
to
read,
is
actually
fundamentally
trauma
informed
in
principle
without
us
having
framed
it
as
that.
So
this
is
what
our
employees
were
saying
to
us.
If
you're
going
to
do
communities
of
practice
and
learning
these
are
the
things
that
we
need.
It
needs
to
be
inclusive,
it
needs
to
be
encouraging
and
judgment
free.
It
needs
to
be
safe,
place,
place
to
practice
and
fail.
B
All
of
us
can
feel
the
pressure
of
not
wanting
to
fail
right.
So
I'm
just
offering
this
as
voices
from
our
employees,
not
from
the
trauma-informed
world,
but
from
their
own
voices
about
learning.
Why
are
we
here
today?
This
is
actually
from
transformed
in
oakland
t-squared.
We
have
not
met
them
but
feel
like
we
have
because
we've
been
traversing
their
website
and
danielle
has
certainly
raised
our
attention
to
them.
B
Our
learning
today
is
about
moving
from
trauma,
organized
and
all
of
the
things
that
are
associated
with
a
culture
of
being
trauma:
organized
reactive,
reliving,
retelling,
avoiding
numbing,
fragmented
inequities,
authoritarian
leadership
to
a
trauma-informed
space.
So
what
is
the
language
that
we
need
in
order
to
move
to
trauma
and
form,
which
is
a
lot
of
understanding
about
the
impacts
of
trauma,
developing
some
shared
language
and
recognizing
that
trauma
is
disproportionate
in
our
communities
and
for
ourselves.
B
So
here's
my
ask:
you've
got
journals,
you
see
journals
around.
Do
you
see
a
pen,
you
see
a
pen
in
the
journal.
I
want
you
to
grab
it,
get
up.
That's
your
resource!
That's
your
tool!
For
today,
this
whole
first
part,
especially
when
danielle
goes
into
her
work,
is
intended
for
you
to
reflect
we're
not
going
to
ask
you
to
speak
or
comment.
B
We
want
her
to
be
able
to
get
through
her
materials,
so
we're
going
to
want
to
make
sure
you
have
a
tool,
as
I
walk
you
through
an
experience
that
we
shared
but
have
very
different
viewpoints
and
stories
on
use
the
journal
to
do
that.
What
I
want
you
to
do
is
just
take
30
seconds
just
based
on
what
I've
shared
so
far
and
say
for
yourself.
B
B
B
Okay,
now
that
you've
thought
about
an
intention
and
how
you
want
to
be
here.
This
is
one
metaphor
that
has
been
helpful
for
me,
and
I
also
want
to
thank
aaron
hawkins
for
reminding
me
of
this
this
metaphor
about
why
trauma
informed.
Why,
with
our
employees,
why,
with
you
as
leaders
when
you
get
on
that
plane
and
you're
preparing
for
some
kind
of
tragedy,
some
tragic
event
that
might
happen
on
the
plane?
B
What
what
is
it
that
what
the
airline
staff
tell
you
to
do
when
the
oxygen
mask
comes
down
yep
for
us
to
put
it
on?
First
right,
you
can't
help
others.
If
you
don't
put
the
oxygen
mask
on
first,
inevitably,
we
will
face
more
tragedies
and
traumas
here
as
a
group
as
a
as
a
collective
as
a
society
going
forward
trauma
informs
us
just
a
way
for
us
to
prepare
more
effectively
and
also
address
some
of
our
past
traumas.
So
I
just
encourage
you
to
think
about
how
that
metaphor
can
help
you.
B
I
also
want
to
say
you
know,
from
tuesday
night
that
we're
transitioning
employee
assistance
program.
Folks,
I
don't
know
how
things
are
going
to
land
for
you
today.
That's
probably
the
scariest
part
for
me
being
up
here.
You
never
know
when
we
learned
with
300
employees
going
through
trauma,
101
trainings.
We
did
not
know
what
was
going
to
come
up
for
folks.
My
plea
here,
just
by
throwing
this
slide
up
here,
is
to
take
care
of
yourselves.
I
just
don't
know.
B
B
I
offer
this
up.
If
you
don't
know
the
work
of
pauline
boss,
I
encourage
you
to
go
find
it.
It's
been
extremely
helpful
for
myself.
I
did
not
know
that
ambiguous
loss
was
a
thing.
This
was
her
second
book.
I
have
not
read
it
cover
to
cover,
but
I
know
of
her
work,
which
is
we
think
about
loss,
and
we
think
about
especially
the
time
during
covet
about
the
the
tragic
and
terrible
and
devastating
loss
of
life,
but
there
are
also
lots
of
other
ambiguous
losses.
B
You
lost
rituals
with
your
families,
you
lost
rituals
around
the
holidays,
you
lost
you
lost,
you
lost
a
way
of
life
right
with
loss
comes
grief,
and
I
know
personally
that,
when
you
hold
on
to
grief
unprocessed
grief
can
be
traumatic
in
and
of
itself
in
terms
of
how
it
shows
up
in
your
life
and
in
your
bodies.
So
I
just
don't
offer
the
word
about
ambiguous
loss.
I
also
know
that
danielle
is
going
to
talk
to
you
about
collective
trauma.
Again,
it
is
a
thing.
B
It
is
about
a
shared
experience
of
a
group
right,
so
I'm
just
saying
I
may
use
that
word
and
vicarious
trauma,
particularly
for
those
of
us
in
public
service
and
not-for-profit
sector.
Those
who
are
working
with
folks
who
are
suffering
carrying
and
holding
the
stories
of
suffering
folks,
which
we
all
did
through
the
pandemic,
is
a
form
of
trauma.
B
B
So
I'm
going
to
remind
ourselves
about
our
collective
journey,
bring
back
some
memories
from
a
particular
time
period
between
march
and
october
of
2020
openness
up
to
to
be
able
to
open
us
up
and
have
some
potential
language
around
trauma,
as
and
shared
understanding
around
trauma
when
daniel
does
her
teaching.
So
here's
my
call
to
action
as
you've
got
a
journal
and
you've
got
a
pen,
I'm
just
going
to
share
some
things
in
this
quick
tour
through
this
time
that
I
know
stand
out
to
me
from
part
from
my
experience.
B
Part
of
what
I
saw
in
a
world
view.
It's
not
going
to
be
your
world
view
of
the
pandemic
of
our
time
in
the
eoc
you're,
going
to
have
other
stories
other
stories
that
you're
carrying
as
council
members.
I
just
can't
imagine
the
space
that
you
were
in
and
the
voices
that
were
coming
from
the
community
right
as
as
administrators
who
are
trying
to
manage
a
department
and
an
eoc
response
and
what
you
are
hearing
from
your
employees
and
what
you
are
also
hearing
from
the
community.
B
B
I
don't
know
what
you
thought
you
were
going
to
be
doing
on
march
17th.
I
actually
packed
a
bunch
of
folders
and
and
was
we
were
scurrying
to
get
zoom
accounts
and-
and
I
remember
I
was
like
oh
great-
I
can
take
this
two
weeks
worth
of
stuff.
I
haven't
been
able
to
get
to
and
I'm
gonna
kind
of
wait.
This
thing
out,
I'm
gonna
do
some
planning.
I'm
gonna,
give
you
some
shelter
in
place
march,
17th
2020
I'll,
never
forget
it.
I
don't
think
any
of
us
will.
B
B
B
In
july
of
2020
after
we
totally
shut
down
the
learning
and
development
team
which
nearly
broke
my
heart,
and
I
still
have
not
taken
down
the
scrum
board
on
my
wall,
where,
where
we're
at
in
february
2020.,
maybe
you
all
have
some
lost
hopes
and
dreams
from
right
before
march
as
well,
but
we
resurrected
it
pulled
together,
a
large
team
and
did
power,
but
people,
many
of
you
saw
the
presentations
again.
It
allowed
us
to
focus
on
the
things
most
and
with
and
for
our
employees.
B
Anybody
remember
this
you're
here
now,
you're
here,
nope
you're
over
here,
nope,
oh
nope,
and
then
this
date
came
in.
I
remember
the
confusion
around
wait,
wait
what
what
color
and
where
and
how?
What
how
what
that
became
our
way
of
life.
I
would
just
remember
hoping
and
praying
for
a
vaccine,
so
we
could
get
so
we
could
get
up
there
to
stage
nine.
B
I
think
the
thing
in
a
chart-
and
I
remember
kip
when
we
were
working
on
this
for
a
presentation.
You
know
we
started
out
with
three
major
challenges
and
you
can
see
the
crossout
says
by
the
time
we
got.
We
that
only
was
their
response,
but
there
were
additional
challenges
for
all
of
us
in
the
one.
That's
not
on
here
that
I
totally
forgot
about,
and
somebody
would
have
to
remind
me
is
we
had
to
prepare
for
a
flood
at
one
point,
do
you
remember
I
was
like
praying.
B
B
B
B
So
amidst
all
of
that,
we're
trying
to
serve
the
community
we're
trying
to
do
new
things.
Amidst
that
kind
of
ambiguity,
most
important,
I
heard
it
over
and
over
again
we
were
doing
our
joined
us
to
support
people
at
risk
right
things
we
had
not
done
before
or
things
we
had
done
before,
but
maybe
now
we
had
to
do
them
really
differently
for
a
larger
number
of
people.
B
B
Amidst
all
of
that-
and
you
heard
this
a
lot
right-
we
we
did
not
stop
doing
things
all
that
happened
was
they
got
harder.
The
things
we
know
best
got
harder
to
do
this.
Chart
causes
me
enough
stress
and
trauma
right
now,
as
I
remember
trying
to
get
the
darn
data
together
at
this
point
in
time,
but
to
the
left.
B
It
basically
proportionately
says
we
kept
these
things
going
and
we
were
trying
our
darndest
to
understand
where
our
people
were
and
how
much
things
are
open
and
I
remember
being
frantic,
as
we
were
like
the
night
before
in
the
morning
of
trying
to
get
this
chart
together,
because
we
had
just
asked
all
of
the
departments
to
say
how
open
is
open.
Can
you
tell
us
how
open
is
open
put
that
in
a
spreadsheet?
Please.
B
B
Again,
more
on
continuity
of
essential
city
services,
I
remember
having
this
discussion
with
a
safety
team
like
how
much
plexiglas,
where
do
we
put
plexiglass?
Can
we
get
plexiglass
public
works?
Can
you
help
us
figure
out
and
do
a
walk
through
like
we
got
this
thing
like
council
members,
we
want
to
come
into
their
space
and
we
need
to
help
them
do
it
safely
and
over
there
right.
B
I
will
never
look
at
a
touchless
fixture
in
city
hall
ever
again
the
same
because
it
wasn't
there
before
matt.
You
know
it
wasn't
there
before
I
it.
So
there
are
reminders
every
every
single
day,
counting
and
accounting
we
produce
numbers
and
numbers
and
numbers
and
numbers,
and
what
I
want
to
offer
to
you
is
that
you
have
stories
and
others
have
stories
behind
all
these
numbers.
These
are
new
cases
right
behind.
B
Every
single
new
case
on
this
graph
is
a
story,
a
story
of
people
who
are
suffering
who
are
scared,
who
are
afraid
on
this
chart
that
middle
bar,
it
says,
713
we
stood
up
an
emergency
operations
center.
This
is
the
first.
This
is
the
formal
operations
center,
the
size
of
a
city,
large
city
department,
with
650-ish
vacancies.
At
the
same
time,
this
does
not
count
the
folks
that
we
reassigned
as
disaster
service
workers
as
the
one
who
is
in
charge
of
the
very
to
do.
Disaster
service
work
reassignment.
B
I
will
tell
you
when
I
do
an
oath
every
other
week
with
our
new
employees.
When
I
ask
them
to
do
that
oath
and
then
the
second
day
we
tell
them
what
it
means
to
be
a
disaster
service
worker.
It
will
never
mean
the
same
thing
to
me
ever
again
right
what
we
asked
people
to
do.
What
we
asked
you
to
do
communications.
I
also
speak
at
new
employee
welcome
about
how
much
how
much
we
did
to
get
good
information
and
give
good
information
in
new
ways
in
new
languages.
B
Unbelievable
work
right
behind
every
52.5
million
males
on
this
on
this
bar
chart
is
a
story.
It
is
a
story
you
pop
stories.
Our
employees
have
stories.
The
community
has
stories
verily
testing
site.
Then
we
moved
into
testing.
Remember
that
yep
in
really
really
important
work
and
really
complex
and
really
difficult
to
do.
Digital
inclusion
became
so
so
important.
B
B
So
I'll
just
offer
that
by
october
20-
and
we've
done
this
large
large
update
at
city
council,
and
what
this
says
to
me
is
it
wasn't
just
the
update
all
of
the
stuff
around
the
response
was
also
integrated
into
the
agenda
right.
B
So
that's
a
lot
to
take
in,
and
a
lot
to,
remember
might
have
said
less,
and
yet
here
we
are
today,
I
didn't
include
2021,
I
barely
remember
most
of
2021
right.
It
seemed
like
it
was
yesterday,
and-
and
so
I
just
offered
to
you
to
get
into
this
space
in
order
to
help
us
with
our
teaching
but
danielle
daniel.
I
promise
in
like
two
seconds,
I'm
going
to
turn
it
right
over
to
you.
B
What
I
want
to
suggest
and
offer,
as
I've
listened
to
folks,
is
that
there
are
at
least
there's
a
both
and
going
on
here,
and
that
quote
to
the
left
comes
from
employee
experience.
Conversation
work
that
we
did
where
our
outside
consultants
said
and
they've
worked
with
us.
In
other
things,
like
the
mentoring
program,
they
said
your
people
are
so
committed
to
the
work
so
committed
to
the
work
and
that
hasn't
stopped
right.
B
On
the
other
side,
the
quote
says,
and
what
is
also
true
is
that
people
are
overwhelmed
on
the
whole
overwhelmed
and
that's
that
that
was
just
information
that
we
we
collected.
You
know
this
last
spring
in
the
form
of
stories.
So
so,
and
I'm
sure
you
all
feel
it
too,
as
leaders
right,
that's
why
you're
here
together
I'll
just
mention
we're
going
to
probably
do
some
work
with
the
billions
institute.
I
knew
becky
margiotta
from
my
work
at
the
carnegie
foundation.
B
Does
awesome
work
at
the
time
was
not
the
billions
institute,
and
I
think
that
this
was
instructive,
at
least
for
me.
Thinking
about
my
public
service
role,
partners
in
the
not-for-profit
sector,
which
is-
and
this
is
a
good
lead
into
the
trauma-
work
that
danielle
is
going
to
offer
us-
which
is
what,
if
we
all
all
we
need
to
do
as
leaders
is
this-
take
healthy
responsibility
for
what
matters
to
us
as
we
grow
increasingly
attuned
to
the
complexity
of
the
web
of
life
and
expand
our
ability
to
weave
authentic
connections.
Lather.
B
Rinse
repeat,
the
challenge
is,
is
when
we
come
up
organizational
culture
which
we
want
you
to
help
us
think
through
that
is
dominated
by
the
work,
has
to
be
hard.
If
we're
not
suffering,
we
won't
be
effective.
B
B
So
her
book
challenges
assumptions
because-
and
I
I
feel
it
some
days
myself-
it's
sucking
the
life
out
of
us.
So
how
do
we
understand
trauma
with
the
get
put
the
the
oxygen
mask
on
with
some
understanding
some
language
and
then
some
resiliency
and
hope
strategies
us
as
leaders
within
us
with
our
employees,
and
so
that
I
think
I'm
going
to
turn
it
over
to
danielle
prince.
B
D
Over
here,
and
hopefully,
still
see
you
and
the
slides,
but
thank
you
kelly
so
much
for
that
that
grounding
in
your
very
specific
experience
that
you
all
have
had.
Of
course,
I
got
a
chance
to
have
a
really
quick
zoom
walk
through
the
slides,
and
then
I
was
able
to
see
them
in
preview,
but
it
was
it's
completely
different,
actually
hearing
it
presented
and
I
feel
like
it
powerfully
and
vividly
illustrates
what
I'm
going
to
share
with
you,
which
is
more
of
the
concrete.
D
The
background
to
why
people
are
having
this
conversation
across
many
different
sectors
and
many
different
sectors
and
disciplines
is
going
across,
is
going
across
all
fields
and
you've
probably
heard
a
lot
about
it,
and
one
thing
I'd
like
to
start
with
is
just
to
get
a
quick
show
of
hands
if
you've
heard,
if
you
feel
like
you've,
had
kind
of
a
one-on-one
about
adverse
childhood
experiences
and
trauma
okay,
so
some
people
have
had
at
least
a
101
and
a
show
of
hands.
If
you
have
maybe
heard
the
words,
but
you
don't
really.
D
I
feel
like
kelly's
presentation,
especially
because
it
was
rooted
in
your
lives
as
a
team.
It
really
illustrates
why
this
is
important
and
all
I'm
going
to
do
is
make
sure
everyone
has
an
understanding
of
the
concepts
we're
inc
as
more
and
more
sectors.
Take
this
on
we're
increasingly
coming
up
with
the
common
understanding
and
common
concepts
and
language,
and
so
hopefully,
by
the
end
of
today,
you'll
feel
like
you're,
a
part
of
that
conversation
and.
D
I
started
off
as
a
community
facilitator
for
the
bay
area,
which
is
where
I
was
raised.
I
was
actually
raised
in
east
palo
alto,
not
too
far
from
here,
but
I
actually
was
born
in
san
jose
and
went
to
elementary
school
here
at
will
rogers
elementary
school.
So
I
feel
like
I
can
claim
san
jose
just
a
little
bit,
and
so
I
was
the
community
facilitator,
so
what
I
would
for
the
bay
area
region.
D
So
what
I
would
do
is
learn
everything
about
what
was
going
on
and
and
organizations
and
especially
community
initiatives,
because
that's
the
focus
of
paces
connection.
Community
initiatives
around
helping
the
whole
community
become
trauma,
informed
and
also
develop
resilience,
and
so
I
come
from
a
community
focused.
D
But
a
lot
of
what
we
often
find
is
that
in
order
to
do
this
community-wide
you
have
to
do
it
or
the
organizations
have
to
do
things
like
what
you're
doing
today
for
your
organization
and
actually
don't
know
how
to
use
the
quicker
okay.
So
just
our
introduction,
so
just
in
case
you've
heard
the
term
aces.
But
you
didn't
really
know
what
it
meant
and
also
paces
is
a
newer
term.
I
wanted
to
spell
it
out
and
define
it.
So
aces
is
adverse
childhood
experiences.
D
I
might
give
up
on
this
mask
since
I'm
far
enough
away
but
and
pce's
there's
newer
research
aces
is
a
research
based
issue
which
I'll
explain,
pces,
there's
newer
research
showing
that
positive
childhood
experiences
can
actually
ameliorate
some
of
the
conditions
that
aces
cause
and
paces
is
just,
as
it
says
there,
a
comprehensive
approach
to
all
of
that
to
understanding
how
both
our
adverse
and
positive
childhood
experiences.
D
D
And
so
it
was
great
that
kelly
shared
your
your
specific
workplace
resource
because
a
lot
of
times
we're
not
going
to
go
into
anything
too
deeply.
Today,
I
don't
want
you
to
feel
like
it's
going
to.
You
know
you're,
getting
kind
of
the
basics
kind
of
the
one
on
one
on
one,
but
sometimes
hearing
this
information,
especially
for
the
first
time
can
be.
It
can't
bring
things
up
for
people,
so
it's
always
good
to
be
prepared
with
thinking
about
what
you
might
do.
D
If
that
happens,
and
so
taking
breaks
and
kelly
shared,
you
know
getting
up
walking
around
even
leaving
the
room
and
coming
back
if
you
notice
something
comes
up
for
you
as
well
as
even
later
today,
sometimes
sometimes
you
hear
it
and
you're
just
kind
of
taking
in
the
information,
but
later
than
the
day,
you
start
reflecting
on
things,
be
sure
to
reach
out
to
people
that
you
trust
your
eap
resource
and
I'm
not
sure
if
everyone's
familiar,
but
we
have
a
pretty
new
national
hotline,
for
it
used
to
be
a
suicide
prevention
hotline,
and
now
it's
for
emotional
support
at
large
and
you
can
just
dial
988..
D
D
So
this
is
what
we're
going
to
cover
and
let
me
take
a
look
at
the
clock
and
I'm
we're
gonna
have
a
break
at
10
30.
I
heard
maybe
10
35
to
give
10
minutes.
So
there's
a
lot
of
information
we're
going
to
take
breaks
because
it's
just
it's.
This
is
almost
more
academic,
getting
the
concepts
down,
and
so
I
think
what
we'll
do
and
kelly
correct
me.
If
I'm
wrong,
we
have
some
spaces
for
reflection.
D
Maybe
we
use
the
journal
versus
sharing
aloud,
yeah,
okay
and
so
we're
gonna
go
through
each
one
of
these
buckets.
There's,
there's
so
much
to
say
about
at
faces
connection.
The
community
education
webinar
series
that
we
do
is
16
hours
long
and
so
I'm
giving
you
the
one
on
101
in
about
45
minutes
of
all
of
that
material.
D
So
we're
just
gonna
touch
on
things.
So
it's
a
lot
of
information.
That's
why
we'll
break
and
pause,
because
it
will
be
hard
to
sit
here
and
just
take
in
all
that
terminology,
but
the
five
basic
buckets.
The
epidemiology
goes
over.
The
aces
study
that
you
may
have
heard
of
so
you
kind
of
know
what
it
is
and
why
we're
still
talking
about
a
study
that
was
published
in
1998
the
and
then
what
it
actually
means.
D
What
were
the
results
of
that
aces
study
that
led
us
to
start
to
be
concerned
about
the
impact
on
our
individuals,
organizations
and
communities?
Average
childhood
experiences
has
an
impact
on
the
brain
and
on
the
body
and
then
there's
also
the
issue
of
epigenetics,
which
later
research
and
it's
this.
The
volume
of
this
research
is
growing,
has
shown
that
grandparents
and
parents
can
pass
on
their
stress
reactions
to
their
children
through
dna.
D
So
it
becomes
even
more
important
to
think
about
family
and
family
and
community
healing
and
resilience
is
the
good
news,
which
is
that
we
are
you'll,
hear
some
things
and
some
and
that's
sometimes
what
becomes
challenging
for
people,
but
with
treatment
with
healing,
with
changing
our
practices
to
be
more
trauma
informed,
we
actually
can
change
the
outco.
So
it's
really
important
to
know
that,
as
you
take
all
this
information
in.
D
So
we're
diving
into
just
a
little
bit
about
the
aces
study,
and
this
is
a
piece
I
might
go
a
little
faster
through.
D
So,
as
I
said,
the
this
I
think
you'll.
Does
everyone
get
a
copy
of
the
slides,
yeah,
so
there's
there's
the
sources
are
built
in.
So
if
you
ever,
you
see
some
information
here
that
you
want
to
look
more
deeply
into
the
sources
are
here
and
so
the
original
study,
what
was
important
about
it
is
it
showed
that
there
is
a
connection
between
certain
types
of
trauma
that
we
experience
before
our
brain
has
finished
developing.
D
So
that's
why
it's
childhood
adverse
childhood
experiences
that
actually
can
impact
our
health
and
into
our
adult
life
and
into
our
middle
age,
we'll
start
to
see
health
outcomes,
and
we
also
see
behavioral
and
social
outcomes
that
are
related
to
those
traumas.
D
And
this
is
just
a
little
bit
about
the
population.
This
was
done
in
san
diego,
with
a
everyone
had
was
a
part
of
kaiser
sand,
kaiser
permanente
in
san
diego,
and
they
had
given
permission
for
their
health
profile
information
to
be
shared,
so
their
psychological
profile
and
their
health
profile
was
matched
which
was
enabled
the
to
see
the
correlations
between
average
childhood
experiences
and
later
health
outcomes.
D
So
these
are
the
average
childhood
experiences
in
this
picture,
they're
arranged
by
their
category.
So
it
looked
at
three
categories
which,
as
you
can
see,
the
first
category
is
abuse.
Then
there
is
neglect
and
then
there's
what's
called
household
dysfunction
and
I
would
boil
down
household
dysfunction.
As
the
issue
is
the
parent.
D
A
D
Be
physically
there,
but
they
might
be
struggling
with
mental
illness.
They
might
be
struggling
with
substance
abuse
you
might
they
might.
You
might
have
domestic
violence
in
the
household
and,
as
a
result,
you
can't
feel
safe
because
the
person
who
protects
you
isn't
safe
and
then
also
parents
who
become
absent
from
incarceration
or
divorce,
and
so
here
they
are
just
in
a
list.
D
So
the
key
findings
from
the
study
to
take
away
are
that
there
is
this
was
able
to.
This
was
the
first
study
that
was
able
to
show
there's
a
direct
link
between
childhood
trauma
and
adult
onset
of
chronic
disease
and
about
two-thirds
of
the
population
had
at
least
one
ace,
and
so
what
that
means
is
if
two-thirds
of
the
population
has
at
least
one
the
the
other.
Third
that
doesn't,
that
has
zero
is
still
in
relationship.
D
There's
almost
no
way
that
if
two-thirds
of
the
population
is
is
experiencing
the
effects
of
at
least
one
ace
that
you're
not
in
their
family
in
their
extended
family
you're,
not
working
with
them.
They're,
not
in
your
community,
so
we're
all
affected,
and
one
important
finding
was
that
the
effects
of
aces
are
dose
dependent
and
what
that
means
is.
When
you
find
a
correlation
between.
D
You
know
an
external
issue,
an
environmental
issue
and
the
health
issue.
Sometimes
it's
just
the
correlation
exists
other
times
the
more
exposure,
the
more
the
more
the
risk
increases,
and
so
that's
true
about
aces.
D
In
this
pyramid,
I'm
just
showing
it
briefly.
It's
just
a
way,
a
conceptual
framework
for
the
for
the
aces
study,
but
it's
going
to
make
a
reappearance
because
there's
something
missing
and
I
would
like
to
see
if
anybody
wants
to
volunteer
like
when
you
think
about
those
aces
what
seems
to
be
missing
if
anyone
wants
to
throw
out
an
idea,
and
it's
okay,
if
you,
if
you
don't
we'll
we'll
talk
about
it
later,
when
this
pyramid
makes
a
reappearance,
but
does
anyone
have
any
thoughts.
D
B
I
said
the
population
studied
was
largely
white
and
so.
A
Racism
and
impacts
are
not
here.
D
Okay,
so
you
are
probably
one
of
the
ones
who
raised
your
hand
that
you've
had
a
thorough,
a
101
introduction,
because
that's
pretty
much
what
we're
going
to
talk
about
a
little
bit
later
and
it
looks
like
what
should
I
do.
If
I
see
a
raised
hand,
will
it
be
answered
in
the
chat?
D
D
I
I
had
mentioned
that
two-thirds
of
the
population
has
at
least
one,
and
this
just
kind
of
shows
you
more
of
the
distribution
and
and
it's
also
by
women
versus
men,
and
so
you
can
see
that
the
you
see
the
yellow
highlight
on
four
or
more
because
that's
where
we
see
an
acceleration
of
impact
with
four
or
more
aces,
and
so
something
like
little
over
ten
percent
of
the
population
have
four
or
more
aces.
D
This
slide
shows
what's
called
population
attributable
risks,
which
is
a
form
of
statistical
modeling
that
helps
us
understand
just
in
the
modeling,
if
you
addressed
a
particular
condition,
so
in
this
case
aces
how
much
of
each
of
those
issues
would
disappear
like
this
so
or
another
way
of
saying
is
how
for
each
of
these
issues,
how
much
is
aces
accounting
for?
D
And
so
you
can
see
that
there's
when
you
look
at
the
one
that
stands
out
to
me
when
you
look
at
iv,
drug
abuse
aces
seems
to
be
accounting
for
about
78
of
what
we
see
when
you
look
at.
You
know
hopelessness.
Another
way
to
think
about
that
is
the
condition
of
depression.
D
43
would
disappear
if
there
were
no,
the
person
didn't
have
aces
in
a
for
a
workplace
metric
disability
days.
You
might
not
have
50
52
of
your
current
number
of
disability
days
if
there
are
no
aces-
and
you
can
also
extend
that
to
say
if
people
were
receiving
healing
for
the
aces
that
they
did
have
because
a
lot
of
times
things
are
changing,
thankfully,
especially
in
california,
but
a
lot
of
times.
People
do
not
get
any
type
of
treatment
when
they
experience
any
form
of
trauma,
especially
if
it's
in
their
childhood.
D
They
just
want
to
forget.
They
move
on
one
thing
about
the
kaiser
study.
Many
of
them
were
doing
very
well,
but
they,
but
it
still
showed
up
in
their
body,
so
it's
extremely
relevant
and
extremely
important
to
address,
and
so
and
and
that's
what
I
was
struck
by
when
kelly
was
doing
her
presentation,
just
really
thinking
and
almost
feeling
with
you
what
you
all
went
through
as
a
team
so
in.
D
If
you
wouldn't
mind
just
reflecting
just
for
yourself,
and
we
won't
share
out
when
you
think
about
the
work
that
you
all
do
any
of
these
issues
that
stand
out
as
particularly
relevant
to
your
work
and
what
it
would
mean
to
see
that
much
disappear.
If
you
were
able
to
address
aces
and
one
of
the
ways
we
want
to
address
aces.
Of
course,
long
term
is
through
prevention,.
D
Okay,
so
on
this
slide,
there's
been
since
1998,
there's
been
a
lot
of
research,
thousands
and
thousands
and
thousands
of
journal
articles
have
been
produced
once
that
aces
study
kind
of
showed.
There
is
this
correlation.
A
lot
of
research
started
to
get
done
in
many
different
areas,
and
this
is
not.
This
is
not
an
exhaustive
list,
but
if
you
can
read
the
slide,
you
can
see
that
there's
part
there's
practically
no
part
of
your
body's
health
that
isn't
can't.
We
that
we
can't
show
a
research
associated
link
to
adverse
childhood
experiences.
D
So
now
I'm
going
to
talk
a
little
bit
more
about
those
health
consequences.
D
D
Two
are
physical
conditions
and
then
you
have
emotional
distress,
depression
and
substance
abuse,
and
if
you
can,
you
can
just
take
a
look
that
what
they
found
is
that
in
the
in
the
population
that
they
studied,
that
there's
twice
the
risk
of
there's
twice
the
risk
of
cancer
for
people
than
compared
to
people
with
no
aces
four
times
the
risk
of
emphysema
and
4.6
times
for
depression
and
seven
times
for
alcoholism,
and
so
these
are
just
some
of
the
conditions
that
they
found
again,
because
the
study
particip
participants
had
agreed
to
share
their
their
data
about
their
health.
D
D
D
At
paces
connection,
one
of
the
things
this
is
less
an
issue
today,
but
there
used
to
be
more
of
a
concern
about
talking
about
any
of
this.
Just
as
people
will
experience
trauma
in
their
childhood
want
to
forget
about
it
move
on,
but
yet
we
see
there's
a
health
risk,
especially
if
you
don't
get
treatment
when
you
get
treatment
that
health
risk
changes,
but
a
lot
of
people,
particularly
people
who
had
a
clinical
background,
and
I
haven't
passed
as
a
counselor.
So
I
understand
it,
but
you
shouldn't
talk
about
this.
D
This
should
only
be
talked
about
in
a
counselor's
office,
but
both
the
authors
of
the
1998
study
found
and
as
as
the
as
the
movement
to
talk
about
trauma
and
address
it
in
a
community
and
organizational
level,
has
moved
on.
We
found
that
it
actually
is
healing
for
people
to
realize
that
some
of
the
issues
that
they
experience
have
a
have
a
reason
and,
and
that
and
that
and
that
there
is
change
is
possible,
and
so
it
actually
is.
D
It
is
a
form
of
healing
to
talk
about
it,
and
so
a
lot
of
that
concern
has
faded
away
in
the
in
the
face
of
the
the
reality
that
when
people
learn
about
aces
they're
often
it's
often
helps
increase
their
resilience.
D
So
here's
that
pyramid
and
and
that's
exactly
what
the
organization
writes
a
quick
hands
if
you've
ever
heard
of
brys
in
richmond,
california,
okay,
a
few
hands
so
rise
is
a
youth
center
and
they
have
a
whole
array
of
youth
programming.
But
they
also
train
other
people
and
how
to
work
effectively
with
youth,
which
has
led
them
into
looking
at
issues
like
racism
and
conditions
in
the
community
that
contribute
to
a
lot
of
the
problems
that
youth
enrichment
and
their
families
have.
D
So
when
they
took
a
look
at
that
original
pyramid,
they
said,
there's
something
missing
and
they're
really
a
leader,
I
think,
almost
before
anyone
else,
because
there
are
now
a
lot
of
models
that
address
this.
But
I
don't
think
there
was
anything
before
rises.
The
first
one
that
I
came
across
that
really
started
to
question
this,
and
so
they
added
two
levels
to
the
pyramid
and
the
the
one
at
the
very
bottom
is
the
generational
embodiment
of
historical
trauma,
and
you
could
also
put
in
there
collective
traumas
and
and
other
issues.
D
But
it's
just
things
that
exist
in
our
society
that
have
existed
for
a
very
long
time
and
those
things
are
causes
of
trauma.
It
doesn't
have
the
same
kind
of
study
and
research
behind
it
that
the
original
aces
study
has
had
or
any
of
the
additional
research
that
has
looked
at
the
physical
relationships
between
specific
illnesses.
D
But
we,
the
fact
that
it
isn't
researched,
doesn't
mean
that
it's
not
there,
and
so
they
want
to.
They
want
us
to
elevate
that
and
then
they
added
another
layer
before
you
even
get
to
aces
of
the
social
conditions
of
the
present
day,
how
you're
dealing
with
present
day
issues.
So
you
have
the
history
that
we
all
inherited.
D
D
D
So
this
is
a
graphic
that
pace's
connection,
designed
with
permission
from
the
original
organizations
that
developed
these
frameworks,
so
the
first
one
we
just
wanted
to
put
it
all
in
one
place,
because
what
we
mainly
do
is
community
education,
and
so
the
number
one
is
are
the
aces
essentially
they've
added
a
couple
more
like
bullying
and
then
number
two
is
from
wendy
ellis
of
georgetown
school
of
public
health
came
up
with
the
community
level,
and
those
include
a
lot
of
those
those
local
context,
issues
that
were
in
the
previous
slide
and
then
there's
another
organization.
D
I
always
forget
how
to
say
it.
The
international
transformational
resilience
coalition
that
has
been
looking
at
how
climate
change
and
environmental
issues
in
general
are
also
causes
of
toxic
stress,
and
I
saw
the
slide
with
the
the
memory
of
the
orange
sky
so
and
the
displacement
that
comes
from
wildfires,
as
well
as
everything
that
went
on
in
the
pandemic.
All
of
those
things
are
causes
of
toxic
stress
much
like
those
original
aces.
D
D
D
So
now
we're
going
to
talk
a
little
bit
about
the.
How
does
the
when
we
say
that
our
childhood
trauma
impacts
our
later
outcomes,
including
our
health
outcomes?
What
does
that
mean?
And
so
we're
going
to
get
a
little
bit
into
the
science,
and
this
might
be
a
place
20
minutes,
so
this
might
be
a
place
where
I
go
a
little
faster,
but
we'll
start
with
kelly
mentioned
the
prefrontal
cortex,
so
it
does
start
in
the
brain.
The
brain
influences
how
the
the
body
interprets
threat.
D
So
a
lot
of
our
health
problems
come
from
not
feeling
safe,
and
so
our
prefrontal
cortex
is
the
what
we
want
to
bring
to
work.
We
want
to
be
able
to
concentrate
and
be
creative.
D
We
want
to
feel
calm,
we'll
we'll
interact
with
people
better
when
we're
feeling
calm,
we'll
be
able
to
be
more
focused.
That's
where
our
empathy
is.
The
prefrontal
cortex
is
a
part
of
our
brain
that
influences
our
communication
skills,
all
the
things
that
we
need
to
be
productive
and
in
school
and
work,
and
just
many
places
require
our
prefrontal
cortex
to
be
having
the
largest
influence
on
our
body.
D
But
when
we're
stressed,
which
one
of
the
things
about
adverse
childhood
experience
is,
it
tends
to
turn
on
your
stress,
activation
system
and
leave
it
on
it's
only
supposed
to
come
on
when
you
need
it,
but
it
stays
on
for
people
who
have
aces,
and
so
that
means
their
prefrontal
cortex
is
less,
has
less
influence
over
their
body
in
the
moment
and
the
amygdala
and
hippocampus
which
are
responsible
for
our
emotions
and
interpreting.
Whether
we
feel
safe
are,
are
more
active
and
so
in
that
state.
D
That's
where
you
see
anxiety,
fear,
anger
all
to
address
threat
and
try
to
one
way
to
look
at.
It
is
fight
flight
or
freeze.
D
It's
just
trying
to
help
the
individual
who's
experiencing
what
is
perceived
as
a
threat
to
to
be
safe.
But
when
you're
in
that
state
you
don't
much
less
influence
from
the
prefrontal
cortex,
it's
not
damaged,
doesn't
go
away,
but
it
doesn't
have
influence,
and
so
you
can
see
how
that's
going
to
be
a
problem
if
you're
in
this
activated
state,
when
you
need
to
get
things
done.
D
D
Has
them
in
an
activated
state
and
also
keep
in
mind
that
two-thirds
of
those
people
with
at
least
one
ace
and
some
10
with
four
or
more
tend
to
stay
in
an
activated
state
more
than
they're
in
this
calm
state,
and
so
the
grounding
that
kelly
took
us
through
is
a
very
simple,
yet
powerful
way
to
get
us
out
of
here
and
back
here,
and
the
science
shows
us.
So
it's
not.
It's
not
just
sort
of
a
hope
that
if
we
calm
ourselves
down
we'll
feel
better
it
act.
D
D
And
so
this
is
just
a
little
bit
just
to
show
what
it
looks
like
in
the
brain,
and
I
wanted
to
read
a
little
bit
from
this
piece
of
research
that
you
see
here.
D
D
There
are
enormous
individual
differences
in
the
response
to
stress,
based
upon
the
experience
of
the
individual
early
in
life
and
in
adult
life,
and
perhaps
when
he
wrote
this,
the
epigenetics
research
wasn't
as
far
along,
but
it's
not
just
early
in
your
life
and
in
your
adult
life,
but
it's
also
before
you're
born
through
the
way.
Your
dna
is
affected
by
the
stressful
experiences
of
your
parents
and
grandparents.
D
And
so
this
is
just
the
brain
version
of
the
first
two
slides.
I
showed
you
in
this
section
just
showing
what
goes
on
in
the
brain
when
the
brain
is
under
stress
and
when
it's
under
constant
stress,
structural
remodeling
of
the
brain
occurs.
D
D
The
neural
connections
in
your
brain
can
change
they
can
and
they
can
change
to
become
healthier
or
more.
I
guess
atrophied
at
any
time.
It's
not.
This
is
not
an
issue
of
damage,
but
it's
an
issue
of
impact,
but
it
can
be
reversed
with
the
right
healing,
creating
the
right
environments
that
prevent
toxic
stress
from
happening
in
the
first
place.
D
And
so
this
slide
is
just
really
a
summary
of
what
you've
already
heard,
just
that
there's
both
psychological
impacts
and
health
impacts
to
trauma
and
emotional
distress,
and
this
is
even
before
we
had
the
aces
study.
This
is
already.
This
was
already
a
framework,
but
aces
study
did
really
good
work
of
making
that
connection,
and
so
now
this
far
into
the
presentation,
we're
actually
going
to
define
trauma
trauma
is
the
individual.
D
An
individual
trauma
results
from
an
event
or
series
of
events
that
is
experienced
as
emotionally,
harmful
or
life-threatening
so
again,
a
challenge
to
your
safety
and
it
impacts
the
individual's
mental,
physical,
social,
emotional
or
spiritual
well-being,
and
not
all
trauma
necessarily
leads
to
toxic
stress.
But
toxic
stress,
the
root
of
toxic
stress
is
trauma,
and
so
what
toxic
stress
actually
is
just
a
simple
definition.
D
Is
the
biological
response
to
severe
and
or
repeated
adversity,
absent
the
buffering,
support
from
a
caring
and
trusted
adult?
And
so
it's
framed
in
childhood
terms,
but
keep
in
mind
even
as
an
adult
one
of
the
ways
you
one
of
the
sources
of
healing
is
a
support
system
and
feeling
supported
by
the
people
around
you.
D
And
this
is,
I
think,
I'll,
just
go
a
little
faster
that,
but
if
you
were
interested
there's
some
research
illustrated
there
just
showing
again.
How
does
this
happen?
Because
if
it
sounds
kind
of
wild
like
how
these
emotional
things
are
happening
to
you
actually
affecting
your
body?
This
is
just
some
of
the
research
and
it
just
loosely.
D
It
shows
that
the
hormone
cortisol
is
part
of
the
process
that
impacts
the
long-term
health
effects
and
that
you
could
measure
the
increase
of
fear
and
anxiety
and
that
changes
in
the
genes
also
due
to
do
the
toxic
stress,
predispose
you
to
chronic
inflammation
and
the
suppressed
immune
system.
So
just
a
lot
of
science
around
how
that
connection
happens.
D
And
I
think
I'll
go
a
little
fast
on
that,
but
this
just
helps.
You
understand
why
it's
some.
This
is
most
impactful
when
it's
occurring
before
your
brain
is
finished.
Developing
at
least
the
adverse
childhood
experience
is
part
of
it
and
I
it
is
important
to
me.
D
Sometimes
people
take
away
the
idea
that,
if
you
experience
stress
now
stress
is
bad
and
we
can't
have
any
stress,
but
toxic
stress
is
a
really
specific
thing.
When
I
showed
the
slide
about
the
brain,
bruce
mcewen
is
the
one
who
gave
us
this
term.
It's
actually
not
so
much
a
scientific
term,
but
it's
just
a
term
that
helps
us
understand
all
those
complex,
neurobiological
events
that
are
going
on
in
response
to
our
not
feeling
safe,
and
so
that
is
the
the
form
of
stress
that
leads
to
all
of
those
outcomes.
D
We've
been
talking
about,
there's
positive
stress,
the
kind
of
stress
that
motivates
you
like.
If
you're
I
don't
know,
I've
been
watching
a
lot
of
track
lately.
So
if
you're
an
olympic
athlete-
and
you
get
yourself
stressed
so
you
could
have
your
best
of
performance.
That
is
not
toxic
stress.
That
is
not
going
to
lead
you
to
have
negative
health
outcomes
and
even
tolerable
stress,
which
is
issues
like
experiencing
the
loss
of
someone
that
you
love,
that
is
going
to
be
very
stressful,
but
especially
if
you're
surrounded
by
support.
D
This
is
not
going
to
this.
This
is
not
going
to
trigger
the
long-term
health
outcomes,
and
so
you
can
see
in
the
definition
of
toxic
stress
that
it's
the
extreme,
like
the
adverse
childhood
experiences.
The
frequent
or
extended
activation
of
the
body's
stress
response.
I
should
say
again
without
the
buffering
presence
of
an
adult.
So
not
all
stress
is
not
bad.
D
Toxic
stress
is
a
really
specific
thing
that
has
helped
impact
on
our
brain
and
our
body,
and
so
when
our
amygdala
stays
activated
such
as
a
person
who's
experienced
aces,
our
memory
and
our
ability
to
learn
at
the
moment
is
compromised.
We
don't
feel
safe
and
our
bodies
suffer
from
an
activation
of
the
disease
process
due
to
the
chronic
activation
of
the
amygdala
and
so
signs,
and
you
can
reflect
on
your
own.
D
We
won't
take
a
pause,
but
have
you
when
you're
experiencing
things
that
you
see
on
this
list
constantly
or
you
see
someone
else
experiencing
these
signs
constantly
you're,
probably
looking
at
someone
that
needs
more
support
and
we'll
talk
about
what
kind.
D
We
all
want
to
feel
more
peaceful
and
calm
when
we
show
up
to
work,
but
just
recognizing
that
a
person
who's
always
going
through.
This
probably
is
more
activated
on
a
daily
basis,
and
so
you
can
really
provide
a
lot
of
healing,
especially
in
a
place
like
a
workplace,
whether
it's
a
workplace,
a
household,
a
community,
creating
experiences
that
help
people
feel
more
calm,
especially
when
you
see
these
repeatedly.
In
the
same
in
the
same
person,.
D
D
So
when
there's
no
immediate
threat,
you
want
to
reconnect
to
your
prefrontal
cortex,
because
this
helps
you
calm
your
nervous
system
or
really
calming
your
nervous
system
helps
you
reconnect
to
your
prefrontal
cortex,
and
then
you
have
all
those
great
communication,
skills
and
concentration
and
creativity
that
you
want
to
have,
and
so
I
won't
go
too
much
into
this.
Is
the
one
I'll
sacrifice
I
like
telling
this
story?
D
It's
really
interesting
how
they
they
first
discovered
that
our
dna
is
impacted
by
stress
our
own
toxic
stress
that
we
have
in
such
a
way
that
baby
mice,
with
they
first
found
it
and
baby
mice,
but
they've
since
been
able
to
demonstrate
it
in
humans
as
well
that
this-
and
there
was
a
scent
of
of
cherry
blossom-
that
they
used
to
stress
out
the
mice.
But
you
can
you
can
read
it
on
your
own.
D
It's
a
it's
a
it's
interesting
research,
but
it's
a
a
concerning
phenomenon
that,
when
you
think
about
it
in
terms
of
the
generational
impact
of
trauma
and
toxic
stress,
what
you
don't
heal
in
the
grandparents
is
going
to
show
up
in
the
parents
is
going
to
show
up
in
that
third
generation.
So
it
becomes
even
more
urgent
to
think
about
how
we
can
heal,
because
we
can
heal
multiple
generations
by
by
making
this
a
priority.
D
So
now
we're
at
resilient,
and
this
a
couple
of
just
definitions,
just
technical
definitions
of
resilience.
So
it's
the
adaptive
characteristics
of
an
individual
or
community
to
cope
with
and
recover
from
adversity
and
another
way
to
put
it
is
healing
for,
for
which
you
need
opportunities
to
heal
the
goals
of
resilience.
D
If
you're
trying
to
build
like
from
pace's
connections,
perspective
is
figuring
out
how
to
promote
well-being
so
that
we
can
strengthen
the
environment
so
that
people
can
be
resil.
You
can
prevent
you
can
prevent,
hopefully,
the
stress
in
the
first
place,
but
also
when
people
are
over
stressed
there.
You
have
in
place
an
infrastructure
both
a
literal
infrastructure,
but
also
an
emotional
psychological
support
infrastructure
to
help
people
become
resilient.
D
And
so
it's
interesting
to
compare
what
psychosocial
health
looks
like
and
resilient
individuals
versus
communities
which
will
be
the
next
slide.
So
it's
the
ability
to
withstand
stress
ability
to
interpret
the
environment
to
see
safety.
Sometimes
when
you,
when
you
have
that
constant
stress
activation,
you
see
threat
where
there
is
no
threat
that
other
other
people
without
without
the
same
condition,
don't
see
a
threat.
D
So
the
ability
to
interpret
the
environment
as
safety
and
the
restoration
of
your
function
functioning
that's
getting
back
into
your
pre-frontal
cortex
and
then
the
ability
to
avoid
future
traumatic
events.
So,
if
you're
a
child,
that's
your
parents
being
able
to
keep
you
safe,
but
it's
also
relevant
to
communities
and
organizations.
D
D
And
so
it's
important
to
keep
in
mind
that
resilience
is
a
process
and
an
outcome.
All
people
have
the
capacity
for
resilience
and
we
always
want
to
think
about
how
we
can
affect
that.
Whether
we're
talking
about
organization
or
community
and
also
a
household-
but
we
want
to
support
households
at
the
community
level
and
resilience
is
relational.
D
Relationships
are
a
huge
part
of
what
resilience
actually
is
supportive
having
a
supportive
support
system
wherever
you
are,
and
now
we're
at
have
most
did
have
most
people
heard
of
the
aces
aces
aware
campaign
or
quick
show
of
hands.
D
Okay,
so
some
of
you
have
california,
I'm
now
forgetting
which
year,
but
recently
the
california
got
a
new
office,
the
office
of
the
servant,
surgeon
general,
and
that
was
nadine
barcaris,
who
made
a
statewide
education
about
average
childhood
experiences
a
top
priority
and
and
wanted
to
show
the
research-based
resilience
practices.
So
there's
a
400-page
report
that
I
have
the
source
you
could
when
you,
google,
it
it'll
come
up
it's,
but
these
are
research-based
strategies
that
actually
have
an
impact
that
reverses
toxic
stress
or
that
ameliorates
toxic
stress
and
they're.
D
They
they
seem
very
simple,
but
the
the
research
shows
the
body
changes,
so
the
safe
and
supportive
relationships,
and
even
though
these
are
all
these
are
all
presented
kind
of
equally,
I
can
say
that
the
safe
and
supportive
relationships
is
one
of
the
most
important,
but
then
also
exercise,
and,
I
would
say,
movement
adequate
sleep
and
nutrition.
We
know
that
healthy
environments
in
part,
because
healthy
environments
prevent
triggering
those
stress,
activations
mindfulness,
is
a
good
strategy
and,
of
course,
mental
health
support.
D
And
this
is
just
a
quick
look
at
the
positive
childhood
experiences
research.
This
research
is
able
to
show
that
when
you
you
cut,
you
survey
a
population,
they
find
out
their
adverse
childhood
experiences
and
their
positive
childhood
experiences,
some
very
specific
ones.
The
research
shows
there's
less
of
an
impact
of
toxic
stress
on
most
people
who
have
more
positive
childhood
experiences.
So
that's
some
very
important
hopeful
research
that
adds
to
what
we
already
understand
about
resilience.
D
And
this
is
just
a
list
of
what
those
are
so
I'll
just
take
the
time,
because
I
think
when
we
talk
about
all
these
impacts
on
our
especially
on
our
body
and
the
social
outcomes
of
trauma,
it
can
feel
very
daunting.
So
it's
so
great
to
be
able
to
say
when
people
have
opportunities
like
the
ability
to
talk
about
their
problems,
feeling
like
family
stood
by
them
during
hard
times
having
community
traditions
feeling
supported
by
friends
and
two
adults.
D
So
not
the
idea,
a
two
household,
a
two-parent
household,
just
at
least
two
adults
who
take
a
strong
interest
in
you,
there's
a
lot
of
great
research.
How
one
year
of
a
in
in
the
life
of
even
a
child
who
gets
abused
one
year
of
a
very
positive
supportive
relationship
transforms
their
profile
for
the
future
just
one
year
and
feeling
safe
and
protected
by
adults
at
home.
So
even
if
there
are
environments
outside
your
home
that
are
stressful
safety
by
your
primary
caregiver
in
particular,
can
go
a
long
way
and
that's.
D
Oh
boy,
okay,
yeah,
yeah,
yeah.
I
think
that's
what
I'll
do
the
only
thing
I'll
say
about
this
is
just
what
I
find
interesting,
because
I'm
not
going
to
go
through.
D
All
that's
been
learned
about
trauma-informed
practices
in
organizations,
because
even
that
you
may
make
a
decision
that
as
an
organization
you
want
to
invest
in
that
because
it's
a
very
trauma
transform
that
was
mentioned
earlier.
That's
a
very
intensive
process.
It's
not
a
five-minute
talk
anyway,
but
but
I
had
some
slides
on
it.
So
I'll
skip
those.
But
what
I
find
interesting
is
as
a
counselor
in
my
past
and
I
work
with
children.
D
These
are
these
concepts
are
really
key
to
understanding
how
you
heal
trauma
in
an
individual
and
what
the
research
on
doing
this
at
an
organizational
community
level
show
they're
really
the
same,
and
so
I
just
find
that
fascinating.
I
mean
it's
not
surprising,
but
I
also
find
it
fascinating
that
what
you,
what
is
needed
to
heal
an
individual,
is
what's
needed
to
heal
an
organization
or
community
a
system.
D
So
I
will
go
to
a
bunch
of
slides
about
that.
You
may
have
heard
this
there's
a
book
called
what
happened
to
you,
I'm
co-written
by
bruce
perry
and
oprah
winfrey,
and
it
comes
from
this.
This
question,
where
you
turn.
D
If
we
understand
trauma,
then
we'll
stop
asking
what's
wrong
with
you
and
start
asking
what
happened
to
you
so
go.
It
applies
to
organizations
too,
but
we'll
go
faster.
That-
and
I
do
want
to
pause
here
really
quickly.
Just
to
say
to
be
trauma-informed
is
to
understand
that
the
impact
of
the
trauma
on
those
that
you
work
with,
whether
they're
in
your
community
and
you're,
serving
them,
whether
they're
your
co-workers
and
also
being
able
to
understand
it
within
yourself
and
vicarious
trauma,
but
at
least
it
was
on
kelly's
presentation.
D
That's
an
important
one,
a
sense
of
stress
reactions
in
the
workplace,
but
you
will
be
able
to
look
through
that
in
your
slides
and
the
last.
So
these
are
the
last
two
slides
which
we'll
spend
more
time
on
after
the
break.
So
this
is
a
from
trauma
transform.
They
came
up
with
the
trauma
in
the
trauma-informed
systems
model
and
it's
an
or
specifically
for
organizations.
D
D
Organizations
have
to
start
with
themselves
because
they're
not
able
to
do
the
work
in
the
community
until
they're
able
to
do
go
through
this
change
process.
So
trauma
transform
came
out
and
it
was
new
at
the
time
they
owned
there's
a
couple,
others
that
were
doing
it,
but
they
only
focused
on
organizational
change,
which
is
not
even
individual
change.
D
What
does
the
organization
need
to
do
and
so
transforming
systems
from
inducing
trauma
to
systems
that
can
sustain
healing
practices
and
wellness
and
change
occurs
along
continuum
which
you
already
saw
the
chart,
and
so
I
will
conclude
I
do
want
to
share
just
a
little
bit
more
about
what
they
say.
A
D
And
just
a
quick
word
that
trauma
transformed
has
done
this
throughout
the
bay
area
counties,
and
so
this
is
from
them.
We
believe
that
this
transformation
from
system
and
to
systems
that
can
sustain
healing
practices
and
wellness
occurs
along
a
continuum
from
trauma
organized
which
means
systems
that
are
so
impacted
by
organizational
stress
and
trauma
that
they
present
symptoms
similar
to
those
of
individuals
impacted
by
trauma
and
transforming
them
to
healing
organizations
and
systems
of
care.
B
Danielle,
you
know
this
anxiety
that
gets
produced
when
you
ask
somebody
who
has
so
much
experience
so
much
knowledge
just
so
much
education
and
asking
you
to
do
something
and
basically
45
minutes
that
you
would
do
in
16
hours.
I
would
ask
for
everybody's
support
and
congratulations
and
thanks
for
for
joining
us
time,.
B
Thank
you
because
we
have
spent
even
in
preparation
for
this
a
fair
amount
of
time
and
I've
so
appreciated
what
the
things
that
I
have
learned,
even
though
I've
been
through
some
of
the
trauma
101
training
from
the
national
council.
So
I'm
just
deeply
grateful
for
your
presence
here
and
we'll
see
you
again
on
the
panel.
B
Thank
you.
So
here's
what
we're
going
to
do
because
y'all
love
the
room
so
much,
because
you
haven't
seen
each
other
in
some
time.
My
deep
deep
ask
is
that
you
come
back
at
10,
50
10.50.
Your
apple
watch
is
all
still
working.
Okay,
mine
I
charged
this
morning
all
right,
10
50!
Please
come
back
your
chairs!
Please
find
restrooms
check
your
email,
there's
still
food
and
beverages
back.
There
see
you
at
10,
50.
B
A
A
B
B
B
Okay,
we
did
pretty
good,
it's
only
10
55.,
I'm
gonna
ask
for
your
indulgence.
I
am
pulling
my
mouse
down
here,
because
it's
incredibly
hot
and
really
difficult
to
kind
of
move
around,
so
I'm
trying
to
stay
away
from
folks,
but
we
now
have
our
panel
joining
us
and
before
we
give
you
kind
of
official
bios
on
them.
B
I've
got
a
few
things
to
do
to
set
this
part
of
the
conversation
up
which
is
really
to
to
focus
on
our
employees,
it
our
employees
and
our
workplace,
and
so
just
a
couple
of
things
about
our
employees
just
to
get
us
in
the
mindset
of
almost
7
000
or
a
little
more
than
7
000
folks
between
march
17th
2020,
and
this
last
end
of
last
may
5
28
22,
where
we
hired
everybody
virtually
until
we
just
finally
went
back
to
in-person
new
employee.
Welcome.
B
B
B
Don't
know
what
you
were
doing
in
1980,
which
is
the
start
of
gen
y,
but
seems
like
a
while
ago
right
and
so
to
think
about
workforce
composition
and
experience
and
diversity.
I
also
was
shocked
to
learn
that
44
have
had
five
years
or
less
here
at
the
city.
A
B
I
certainly
have
only
been
here
five
years
so
if
some
days
five
years
feels
like
a
lot
more,
but
when
you
think
about
it
just
from
an
organization-
yes
slightly,
it's
true
the
other
thing
just
from
a
racial
race,
ethnicity,
perspective
and
the
way
that
we
measure
it
through
self-reported
means
is
that
54
of
our
workforce
identify
as
someone
other
than
white,
and
so
when
we
start
to
think
about
trauma-informed
system
level,
stuff
hearing
from
our
employees
and
what
environment
we're
creating
with
them
and
for
them
in
support
of
the
community,
I
think
becomes
really
important.
B
B
Well,
so,
being
able,
on
this
part,
to
think
with
the
panel
about
how
we
do
that
from
an
organizational
level,
I
think
is
really
important.
The
other
takeaway
from
the
mckinsey
article,
which
I
kind
of
say,
tongue-in-cheek,
but
is
true.
The
benefits
team
did
a
lot
to
add
additional
wellness
opportunities
during
the
pandemic.
But
the
mckinsey
article
essentially
says
we
can't
yoga
our
way
out
of
the
effects
of
trauma
and
toxic
stress.
B
I
this
is
just
an.
I
feel
also
we've
done
two
years
of
work
with
the
national
council
on
mental
health,
with
amy
rocheline
in
particular,
so
for
all
the
folks
who
are
listening
and
watching
who
might
have
participated
in
this
for
the
folks
who
are
here
participating
in
it.
B
We
owe
a
lot
to
the
national
council
danielle's
a
presentation
and
work
around
systems
or
organizational
level
work
at
the
end
lines
right
up
with
a
couple
of
things
that
I
want
to
share
with
you
in
order
to
frame
this
conversation
at
the
system
level.
B
So
when
you
think
about
a
system
and
principles
for
that,
I'm
realizing
I'm
sitting
in
a
different
place,
and
I
have
okay,
so
we'll
we'll
get
this
right.
You
have
them
on
your
clipboards,
for
those
of
you
are
here
in
the
room
and
also
the
presentation,
that's
been
posted,
but
there
are
six
basic
principles
that
line
right
up
with
the
work
that
we
did
with
the
national
council.
B
This
comes
from
san
francisco's,
public
health,
and
I
like
it
because
it's
a
little
bit
simpler,
more
streamlined,
but
think
about
the
absence
or
presence
of
this
in
our
organization,
understanding,
trauma
and
stress:
how
prevalent
is
it
in
our
organization
that
people
understand
that
safety
and
stability?
How
much
of
it
do
people
have
in
order
to
do
really
complicated
work
to
be
creative
and
innovative,
especially
in
this
time
as
we're
trying
to
come
out
of
the
pantheon
compassion
and
dependable
dependability.
B
You
can
read
these
definitions
for
yourselves,
but
these
are
the
six
principles,
cultural,
humility
and
equity-
all
part
of
a
trauma-informed
system.
How
do
we
understand
the
different
and
wonderful
beautiful
lived
experience
of
folks
here
in
our
in
our
employees
in
the
workforce
as
well
as
in
our
community?
B
How
do
we
understand
that
folks,
who
might
respond
differently
and
not
the
way
we
do
are
just
responding
differently,
collaboration
and
empowerment?
This
one
struck
me
as
a
trauma
informed
what?
How
is
this
a
principle
of
being
trauma,
informed,
empowerment
of
folks
when
they've
been
unsafe
for
a
long
time,
is
incredibly
important
having
agency
over
what
you
do
and
how
you
do
it,
but
understanding
fully
the.
Why,
I
think,
is
just
really
important
collaboration
is
really
important
to
us
right,
resilience
and
recovery,
and
we
want
to
get
there
right.
B
What
are
the
things
that
we
can
do
at
an
organizational
level?
That's
going
to
support
that
so
before
I
ask
the
panel
some
questions
about
their
ideas
for
us,
their
experience,
their
understanding.
What
organizations
can
do?
I
want
to
make
sure
that
we've
heard
from
our
employees
so
over
the
two
years
in
response
to
follow-up
and
feedback
forms,
in
addition
to
other
learning
and
development
opportunities,
where
we
weren't
talking
about
trauma
informed,
but
also
we're
hearing
trauma-informed
responses
from
folks
we've
collected
some
of
their
voices.
B
So
in
terms
of
understanding,
trauma
and
stress,
I'm
I'm
wondering
if
there's
someone
out
there
and
somebody
with
a
microphone
who's
ready
who
might
want
to
just
pick
one
and
read
it
for
us.
Somebody
from
who
responded
who
was
a
part
of
one
of
the
trainings.
A
B
B
A
A
We
get
the
go-ahead
to
implement
and
consensus
from
leadership,
but
when
it
comes
down
to
it,
you
can
tell
leaders
are
conflicted
and
do
think
they
can
take
a
break
for
wellness.
Probably
do
not
think
maybe-
and
this
is
exactly
why
we
try
doing
it.
Leaders
should
not
have
to
stack
meetings
and
have
no
time
so
they
have
so
they
try
to
connect
during
a
lunch
meeting,
but
that
does
not
feel
good
to
employees.
B
A
There's
another
one
following
a
theme
from
the
previous
slide:
there's
a
need
for
a
counselor
or
therapist,
or
something
for
staff
who
are
struggling
with
microaggression.
B
I
didn't
I
wasn't
suggesting
that
hearing
from
employees-
and
these
aren't
just
singular
voices
was
going
to
be
easy,
and
I
also
just
want
to
applaud
the
courage
of
our
city
manager
and
others
for
having
us
have
some
envoy
employee
voice
presence.
So
thank
you.
Two
more
here.
Collaboration
and
empowerment.
B
And
I
have
somebody
in
a
second
willing
to
read
one
of
these
I'll.
Tell
you
the
one
on
the
left,
really
surprised
me:
we've
done
about
five
learning
labs.
This
is
all
outside
of
outside
of
formal
trauma
and
form
work,
and
it
certainly
is
trauma
informed
in
the
sense
of
when
folks
feel
empowered
to
bring
their
own
selves
and
their
own
voice
and
their
their
own
learning
to
the
work,
and
so
I'm
a
little
biased
toward
that
left
one.
But
somebody
want
to
read
one.
B
Is
she
gonna
do
it?
How
about
this
I'll
read
the
learning
lab
one
I
was.
I
was
doubting
myself
before
participating
in
the
learning
lab.
I
was
thinking
of
leaving
the
city.
I
was
thinking
of
leaving
the
city
because
I
felt
pressure
to
be
a
stern
manager
which
is
not
compatible
with
my
more
human-centered
management
style,
but
through
the
learning
lab
I
got
myself
back.
I
don't
need
to
be
a
tough
manager.
I
found
my
voice
again
so
again.
This
is
how
do
we
show
up?
B
How
do
we
show
up
in
the
way
that
we
bring
our
stuff
in
a
different
way?
Perhaps
the
table
and
respect
and
honor
that
and
also
empower
people
last
one
resilience
and
recovery.
B
B
Yeah,
thank
you
for
reading
that
one
I'll
just
a
note
on
this
one,
because
I
it
has
been
a
challenge
when
we
last
april
april,
21st
somali.
You
may
remember
this
where
folks
were
saying,
we
need
spaces
to
have
conversation
about
the
violence,
that's
happening
in
our
community
x
and
you
can
name
the
community
and
we
scramble
to
pull
together
nine
sessions
with
our
eap
provider
at
the
moment
in
order
to
figure
out
how
do
we
create
this
space?
B
Try,
because
this
is
what
our
employees
are
asking
for,
and
I
will
tell
you
almost
weekly
we're
getting
somebody
asking
us:
can
you
disconvene
us
so
we
can
have
a
listening
session
around
some
particular
tragic
thing
that
is,
is
hurting
us
and
we're
here
in
the
workplace.
Trying
to
do
our
work,
but
we
need
this
kind
of
conversation
when
the
vta
event
happened.
B
We
were
right
in
the
middle
of
one
of
the
sessions
and
you
know
I
say
that
with
a
you
know,
a
sad
heart
for
many
of
you
it's
the
same,
but
when
those
kinds
of
things
happen,
when
the
library
situation
happened
with
the
shooting,
when
we
had
a
regional
wastewater
facility
incident
happen,
folks
immediately
want
to
have
some
place
like.
How
do
I
convene
and
talk
to
somebody
I'm
sitting
in
the
workplace?
B
Do
I
keep
doing
the
thing
that
I'm
doing
or
do
I
stop
doing
the
thing
that
I'm
doing
in
order
to
be
supportive
of
folks
who
are
hurting?
So
I
just
offer
this
as
it's
going
to
take
us
a
while
to
get
to
the
space
of
resiliency
and
recovery,
but
know
that
folks
are
asking
for
it
and
they're
looking
for
it
from
us.
B
So
with
that
space
you
got
to
hear
a
little
bit
from
our
leadership
earlier,
I
wouldn't
say
hear
from
them.
They
were
reflecting.
You
certainly
got
to
see.
B
Some
of
the
reaction
to
the
you
probably
saw
on
folks
faces
perhaps
some
visible
reactions
around
being
going
through
the
march
through
october
2020,
space
right
and
danielle
gave
us
some
teaching
and
so
for
in
front
of
you
here
you
have
three
three
panels:
I'm
going
to
have
it
to
let
them
introduce
themselves,
so
you
can
read
their
their
bios
but
they're
going
to
reflect
with
us
here,
they're
going
to
offer
up
what
they
know
and
what
they've
experienced
and
what
they've
seen,
and
so
I'm
going
to
ask
for
introductions
this
way.
B
If
y'all
don't
mind
and
y'all
are
going
to
share
a
mic.
If
you
don't
mind
that,
and
so
what
I'd
love
for
you
to
do
is
tell
us
who
you
are.
But
how
do
you
come
to
this
work
and
what
organizations
or
experience
are
you
bringing
with
with
you
today
in
support
of
us,
so
danielle
we've
had
a
little
bit
of
your
background.
B
Do
you
want
to
say
just
a
little
bit
more
by
way
of
starting
in
terms
of
how
you
come
to
the
work,
perhaps
personally
or
professionally,
and
I
think
aaron
will
share
that.
Might
oh
wait,
oh
yeah
and
just
say
that
real
quickly,
then
we'll
pass
on
to
aaron
and
councilmember
cohen
or
zeke.
D
Sure
so
I
mentioned
how
I
work
for
pace
connection.
I
started
out
as
a
community
facilitator,
so
that
meant
going
around
to
communities
that
were
building
community
resilience,
focused
community
initiatives
and
supporting
the
work,
but
also
learning
from
them.
I
found
myself
learning
from
one
place
and
taking
information
to
the
next
place
as
much
as
sharing
anything
that
I
had
from
my
work
at
paces
connection,
and
I
would
say,
if
you
have
it
faces,
connection
started
out
as
a
platform
for
people
largely
to
learn
about.
D
D
As
much
as
anything
that
we
might
share-
and
you
know
I-
I
had
been
a
counselor
in
my
past-
that
was
one
of
one
of
the
earlier
jobs
that
I
had
and
then
I
spent
a
lot
of
years
doing
research
on
school-based
mental
health
and
the
importance
of
having
access
to
mental
health
services
at
schools,
because
so
schools
touch
schools
are
able,
if
there's
mental
health
support
for
students
in
schools,
you're
able
to
impact
so
much
of
the
community,
and
I
was
attracted
to
paces
connection
when
I
stumbled
on
it,
because
they
were
doing
that
work
and
not
just
in
schools
but
across
every
sector,
because
the
idea
is
in
order
for
a
community
to
become
resilient.
D
You
can't
have
it
sector
by
sector.
They
have
to
be
working
together
if
you're,
if
you're
going
to
your
school
and
getting
your
school,
is
a
place
of
resilience,
but
then
you're
going
to
your
doctor's
office
and
it's
not
a
space
of
resilience.
It's
not
it's
not
going
to
do
the
trick.
So
I
was
really
attracted
to
face
connection
because
of
its
community
focus.
C
I'm
aaron
hawkins
and
I've
been
thinking
about
how
to
respond
to
this
question
on
how
I
show
up
to
this
space
in
a
few
different
ways.
So
I
come.
I
come
to
this
work
as
someone
who's
had
a
profound
luxury
of
working
in
local
government.
C
I
worked
for
a
healthcare
district,
a
special
district
in
sonoma
county
for
a
number
of
years,
overseeing
their
community
health
programs
for
southern
sonoma
county,
and
I
now
work
for
a
non-profit,
doing
trauma,
informed
care,
research
and
training,
but
I've
had
this
beautiful
opportunity
to
be
in
local
government
to
be
out
and
in
partnership
with
it.
My
colleagues
who
many
are
now
my
friends,
I've
watched
them
work
in
various
city
bodies,
county
bodies,
various
agencies,
so
I
get
to
see
in
real
time.
C
It's
allowed
me
to
not
see
it
as
monolithic
and
to
see
by
someone,
I
think
I'd
said
human-centered
in
one
of
those
quotes
and
that's
how
I
show
up
in
this
space
and
to
be
with
all
of
you
today.
C
C
We
do
a
lot
of
work
with
community
organizers
and
students
and
clinicians
to
help
them
put
that
mask
on,
so
they
can
help
put
the
mask
on
others,
and
I
don't
think
we
extend
that
luxury
to
people
who
are
civil
servants,
and
so
I
show
up
with
the
question
of
how
do
you
all
want
to
retire?
C
What
state
do
you
want
your
body
and
your
spirit
to
be
in
when
you
step
down?
I
also
come
to
this
work
as
someone
who's
deeply
grateful
for
the
city
she
lives
in.
C
So
I
am
deeply
grateful
to
this
city
and
I
think
we
tend
to
be
this
close.
So
you
don't
extend
yourself
the
luxury
of
seeing
how
extraordinary
your
work
is
and
the
toll
it
takes
the
beautiful
beautiful
toll-
and
I'm
really.
I
I
just
I'm
deeply
impressed
by
the
work
that
you're
doing
and
that's
how
I'm
showing
up
today.
E
My
name
is
zeke.
I
represent
the
first
district
on
the
baltimore
city
council.
I
am
showing
up
today
a
little
bit
jet-lagged,
so
bear
with
me
this
morning.
I
woke
up
in
my
hotel
room
and
panicked,
because
I
couldn't
find
my
deodorant
and
I
didn't
want
to
not
smell
good
for
you
all
fancy
people
and
sort
of
searched
around
my
room
and
then
opened
up
my
fridge,
and
there
was
my
deodorant
and
I
don't
know
why.
I
thought
it
would
be
a
good
idea
to
have
cold
deodorant
it.
E
It
wasn't
anyway,
so
it
is
really
really
an
honor
and
a
pleasure
to
get
to
spend
some
time
with
you
all,
and
I
would
echo
my
colleague
sentiment
that
this
is
some
really
great
work
that
you're
endeavoring
to
do,
and
what
I
also
want
to
lift
up.
Is
that
you're
attempting
to
do
it
together
as
a
legislative
body
and
the
executive
branch,
and
I
think
that
is
inherently
challenging,
and
there
are
some
tensions
that
exist
and
I
would
just
say
my
own
experience
as
I
was
watching
the
slides
and
the
pandemic.
E
As
a
city
council
member
was
in
part
feeling
a
little
bit
of
helplessness
in
that
there's
all
this
emergency
response
and
feeding
and-
and
I
was
living
it
simultaneously-
my
constituents
were
living
it.
A
lot
of
them
were
reaching
out
with
issues
around
hunger,
very
high
rates
of
transmission
in
certain
communities,
folks
not
being
able
to
get
their
unemployment
benefits
and
really
feeling,
as
a
council
member
like
I'm,
not
even
sure
what
I'm
supposed
to
be
doing
in
all
of
this
mix
and
so
just
wanted
to
acknowledge.
E
That
is
that
I
think
you
know,
as
we
think,
about
the
city
of
san
jose
and
the
people
and
the
communities
and
the
legislators
and
folks
that
are
in
the
administration,
just
acknowledging
the
oneness,
which
I
think
was
the
term
that
you
all
used,
I
think,
is
so
critically
important
being
able
to
hear
from
each
other
and
support
each
other
and
find
our
place
in
this
work
of
trauma-informed
care.
I
think,
is
really
critical.
E
E
The
sort
of
catalytic
event
for
me
was
there
was
actually
a
school
shooting
in
one
of
our
schools
in
west
baltimore,
and
we
are
a
city
that
experiences
a
lot
of
violence.
We
have
over
300
homicides.
Each
year
we
lose
several
times
that
amount
of
people
to
overdose
deaths,
and
so
violence
is
unfortunately
extremely
common
in
a
lot
of
our
communities.
But
to
have
it
happen
in
a
school,
was
particularly
disturbing
and
to
to
have
children
that
were
there
that
witnessed
it.
That
saw
one
of
the
school
staff
get
shot
and
be
severely
injured.
E
To
hear
the
bullets,
while
they're
ducking
in
place
in
their
classroom
was
just
really
really
tough
and
it
was
tough
for
the
kids
and
it
was
tough
for
the
teachers
and
the
janitors
and
everybody
that
was
there,
and
so
we
held
a
hearing
in
the
education
youth
committee
of
our
city,
council
and
the
focus
was
on
youth
violence.
E
Youth
voices
really
wanting
to
hear
from
the
young
people
themselves
about
their
experience
of
this
shooting
and
what
we
could
do
collectively
to
support
them
and
a
lot
of
the
adult
conversation
at
the
time
was
around.
Should
we
have
had
more
metal
detectors
should
we
have
had
our
school
police
armed?
E
You
experience
daily
traumatic
events,
whether
that's
around
food
insecurity,
less
around
housing,
instability,
that's
around
witnessing
the
result
of
the
opioid
crisis
or
the
war
on
drugs
it
to
grow
up
in
west
baltimore
to
go
to
frederick
douglass
high
school
you
encounter
daily
traumas
and
their
charge
to
us
was
that's
the
piece
you
all
need
to
work
on,
not
just
this
one-off,
horrific
but
one-off
school
shooting,
but
the
day-to-day
lived
experiences
of
what
it
means
to
grow
up
black
in
a
city
like
baltimore
and
that
launched
us
on
a
journey
we
spent
about
a
year
listening
working
with
those
young
people
who
had
testified
trying
to
understand
what
it
would
look
like
from
a
legislative
perspective,
because
that's
my
job
to
address
trauma
systemically
within
our
city
and
then
in
2020.
E
We
went
to
their
high
school
and
the
mayor
signed
it
right
there
at
their
school
where
that
shooting
had
taken
place,
and
we
were
really
proud
to
be
the
first
city
in
the
country
to
have
legislated,
trauma-informed
care
into
work
in
in
into
law,
and
I've
spent
the
last
two
and
a
half
ish
years
working
to
try
to
figure
out
what
that
looks
like
in
implementation
and
what
it
means
to
work
with
our
city
employees
and
to
train
them,
but
also
honor.
E
The
experiences
that
they've
had,
just
as
you
all,
are
doing,
and
to
figure
out
how
to
bring
community
into
the
space
and
make
sure
their
voices
are
elevated
and
to
really
think
about
policy.
And
how
do
we
shift
policy?
And
so
it's
been
a
lot.
But
it's
been
just
an
incredible
journey
for
me
for
our
city,
and
it
is
really
incredible
to
get
to
be
here
with
you
all,
and
I
just
want
to
appreciate
that
you
are
so
seriously
taking
on
this
work,
even
though
it's
hard.
So
thank
you
for
that.
B
Thanks
for
the
introduction,
zeke
appreciate
it
and
aaron
and
danielle,
so
you
all
are
coming
at
us
from
very
different
perspectives
and
in
particular,
we've
got
some
community
sort
of
experience
here,
but
here
at
the
city
this
was
brought
here
right,
because
city
manager
realized
hr,
has
been
doing
some
of
this
work
with
modestly
with
employees
right
about
300
we're
realizing
it's
really
important
to
come
here
into
this
space
and
make
sure
our
leadership
is
on
board
with
us
when
you
think
about
why.
B
Why
would
we
embark
on
this
as
an
internal
endeavor
together
as
leaders
with
our
employees,
knowing
that
it's
all
also
about
serving
with
our
community?
How
would
you
come
at
that?
How
do
you
think
about
that?
What
what
experience
would
you
bring
to
that
question.
B
You
want
me
to
rephrase
it
yeah
we're
we're
starting
this
work
internally
with
our
employees
right
and
as
leaders
here
to
get
ourselves
educated
on
the
same
page
with
how
you
know
how
to
support
this
work
going
forward.
Why
would
why
would
why
do
you?
What
do
you
see
the
value
in
making
sure
that
we
invest
in
our
our
workforce
and
our
employees
in
this
way
from
a
trauma-informed
perspective,
just
knowing
what
you
know.
C
It's
going
to
be
kind
of
a
tough
job.
You
know
this
is
this
is
the
work
we
do
at
hannah
with
our
staff
in
order
to
work
with
students
and
community
members
who
have
beautiful
and
incredible
strengths,
but
also
have
experienced
profound
trauma
and
high
levels
of
chronic
toxic
stress.
C
You
know
a
our
staff
are
part
of
community,
that's
just
the
reality.
They
are
community,
they
are
voters,
they
live
here.
Their
children
grow
up
here.
Their
families
live
here
but
b
it
to
it's
to
be
in
connection
and
in
relationship
with
the
people
you
serve.
C
You
have
to
be
in
connection
and
in
relationship
with
the
people
who
are
helping.
You
serve
them
and
in
order
that
you
have
to
be
in
connection
regulation
with
yourself-
and
you
know,
we
could
look
at
it
from
an
economic
perspective
about
how
that
contributes
to
lower
staff
turnover
rates.
Higher
work,
satisfaction
rates,
more
productivity.
C
We
could
look
at
it
from
a
quality
control
that
the
work
people
are
compelled
to
do
higher
quality
work
when
they
feel
seen
and
valued
and
respected,
and
that
they
have
the
space
to
take
care
of
self.
They
can
do
a
better
job
of
taking
care
of
others,
and
we
could
also
look
at
it
as
as
a
preventative
measure
and
again.
C
C
So
you
are
doing
work
on
the
back
end.
You
are
building
in
this
and
the
systems
did
not
exist.
The
practices
did
not
exist.
We
didn't
have,
for
example,
the
peer
support
work
that
needed
to
be
done
where
a
peer
in
her
office
could
see
that
happen.
Tap
her
and
say
you
know
what
I'll
take
it
from
here
and
she
knew
where
to
go
and
what
to
do
to
care
for
herself
that
we
didn't
have
the
practices
in
place.
C
C
So
we
scrambled
to
learn
because
we
hadn't
done
enough
of
the
work
on
the
back
and
no
one
does
enough
for
work
on
the
back
end.
So
we
used
that
as
a
catalyst
to
do
that.
Change
and
you're
doing
it
now
and
that's
beautiful
and
you
will
see
the
returns
in
all
those
different
ways.
By
doing
the
work
now.
D
I'll
be
brief.
That
was
a
very
robust
answer.
I,
when
I
and
during
the
presentation
I
had
mentioned
that
when
a
lot
of
times
people
will
experience
childhood
trauma,
they
become
adults,
they
put
it
behind
them
and
they
create
really
a
great
social.
Some
of
them
create
really
great
social
outcomes
for
themselves,
but
then
find
themselves
with
a
host
of
health
issues
that
we
can
trace
back
to
those
average
childhood
experiences.
D
So
it
doesn't
I
kind
of
make
the
analogy
when
we,
when
we
think
about
work
workplaces
in
particular,
you
spend
a
lot
of
time
with
the
people
that
you
work
with.
It
is
much
like
a
family
whether
it
feels
like
a
family
or
not,
but
it
is
you're
deeply
connected
to
the
people.
You
spend
that
much
time
with
you're
having
kind
of
the
same
impact
on
them.
D
Similarly,
to
what
goes
on
in
a
household-
and
I
think
we
bring
our
strategies
that
we
use
to
cope
with
our
traumas
from
childhood
into
the
workplace,
and
one
of
those
things
is
to
just
pretend
like
nothing
is
happening,
even
though
it
hasn't,
it
actually
has
an
impact,
that's
negative,
so
I
think
that
a
lot
of
this
goes
back
to
having
organizational
culture
shift,
where
you
recognize
that
taking
good
care
of
the
people
that
you
work
with
is
going
to
you
want
to
do
it
just
for
the
sake
of
humanity.
D
You
know
you
know
that
people,
especially
if
you
kind
of
immerse
yourself
in
this
aces
and
trauma
and
resilience
research.
You
know
that
people
are
harmed
when
they're,
when
they're
not
supported
when
they
don't
feel
supported
when
they're
in
that
constant
overload
state.
So
for
that
sake
alone,
but
it
also
means
their
their
work
is
going
to
be
better
because
they
are
in
a
in
a
better
state.
D
I
didn't
get
to
spend
much
time
on
the
slide,
that
kind
of
showed
some
of
the
the
ways
that
stress
shows
up
in
the
workplace,
but
one
of
them
has
a
a
sort
of
academic
sounding
word:
service
rationing.
D
But
it's
like
when
people
start
to
be
depleted
of
the
resources
they
have
to
offer,
then
they
are
not
going
to
offer
those
resources
because
they're
they're
kind
of
holding
on
to
their
energy
for
themselves,
so
the
more
people
are
can
feel
healed.
And
I
heard
what
you're
saying
about
the
asking
for
the
listening
sessions.
D
B
Zeke
as
you're
preparing
to
respond
to
that
question,
I
just
want
to
make
sure
folks
start
thinking
about
questions
that
you
might
want
to
ask
right
and
ask
you
to
be
able
to
engage
with
a
microphone
ready
to
come.
So
if
you
want
to
make
sure
you're
asking
a
question
of
somebody
here
about
that's
on
your
mind
about
what
this
looks
like
in
the
workplace,
I
want
to
make
sure
you
can
do
that
and
tony's
going
to
help
us
monitor
for
folks
who
are
in
the
virtual
environment,
so
zeke.
E
So
sort
of
answer
in
two
ways:
one
is
that
one
thing
I
want
to
say
in
this
room
is
that
leadership
showing
up
for
this
work
is
really
important.
E
Just
saying
go,
be
trauma
informed
without
doing
work
on
ourselves,
doesn't
work,
and
so,
where
I
saw
that
dynamic
play
out
the
first
agency
that
we
trained
after
we
signed
our
bill
and
decided
we
were
going
to
do.
This
was
our
library
system
right?
Libraries
are
a
place
where,
as
a
lot
of
folks
here
know,
we
see
a
lot
of
trauma
whether
it's
people
experiencing
homelessness,
whether
it's
substance
use
and
in
2022.
E
They
are
not
just
a
place
to
go,
get
books.
They
are
often
part
of
our
social
safety
net
and
a
place
where
people
go
to
get
all
the
things
that
they
need.
That's
housing
or
the
internet,
and
so
we
wanted
to
start
with
libraries,
and
what
was
great
was
that
the
head
of
the
library
system,
this
woman,
heidi
daniel,
was
all
in
she
wanted
nothing
but
to
get
trained
up
in
trauma,
informed
care
and
make
sure
all
of
the
staff
did
that
as
well.
E
But
some
of
the
some
of
her
leadership
team
wasn't
really
feeling
it
and
kind
of
thought.
This
is
a
fad.
This
is
just
some
other
thing
that
some
politician
wants
us
to
do.
This
isn't
gonna
work.
We
got
all
these
other
things
going
on
simultaneously
everybody's
asking
us
to
do
more,
and
yet
these
folks
want
us
to
sit
here
for
hours
and
learn
about
trauma,
and
we
don't
need
that
and
so
we're.
Unfortunately,
that
played
out
was
we
did
a
session
with
the
whole
library
staff.
E
It
was
on
zoom
because
we're
on
the
pandemic
and
it
was
really
about
improving
workplace
culture
and
what
would
make
people
feel
more
respected,
more
safe
in
the
libraries
as
staff,
and
it
was
a
good
conversation
and
it
was
a
difficult
conversation
and
folks
were
weighing
in
in
ways
that
were
challenging,
and
what
was
unfortunate
is
that
the
person
who
was
running
the
the
zoom
disabled,
the
comments
and
one
of
the
key
parts
of
trauma-informed
care
is
about
transparency
and
creating
space.
E
Just
like
you
all
have
done
where
people
can
be
honest
and
open
can
share,
feedback
can
reflect
and
we're
able
to
take
it
in
not
take
it
personal,
but
unfortunately
that
person
wasn't
feeling
it
and
so
the
conversation
kind
of
got
shut
down.
So
I
did
want
to
say,
having
leadership
buy
in
and
do
the
work.
Personally.
E
E
We
during
one
mayor's
administration
locked
up
over
a
hundred
thousand
of
our
own
citizens,
mostly
for
low-level
drug
possession
right
we're
a
population
of
about
six
hundred
thousand.
So
we
locked
up
about
one
out
of
six,
predominantly
black
folks
in
our
city,
for
what
we
now
know
is
a
disease
and
is
not
a
moral
failing,
but
a
public
health
crisis
and
all
of
our
agencies
reflect
that.
So
in
our
library
system,
we
had
this
zero
tolerance
policy,
where
anyone
who
came
into
the
library
who
was
thought
to
be
either
drunk
or
high.
E
Having
used
substances
within
the
last
24
hours
was
to
be
immediately
written
up
and
immediately
kicked
out,
and
that
was
our
idea
of
how
to
keep
the
library
safe
and
you
can
understand
it
instinctively.
You
don't
want
someone
who's,
drunk
or
high,
creating
issues
in
a
library
but
knowing
the
science
of
addiction,
knowing
that
it
is
a
public
and
mental
health
issue
that
is
not
to.
The
previous
point
is
not
your
fault
that
is
often
driven
by
trauma,
and
I
appreciated
the
slide
with
the
percentages.
E
That's
not
a
good
policy
to
have
and
we
went
around
as
we
were
having
this
conversation
and
asked
folks,
you
know
how
many
folks,
how
many
people
in
this
room
have
themselves
struggled
with
substance
use
at
one
point
or
another:
a
lot
of
hands
went
up,
and
then
we
asked
you
know
how
many
people
in
this
room
have
had
a
family
member
or
a
very
close
friend
who
has
struggled
with
substance
use
in
this
room
and
every
hand
went
up,
and
so
it's
one
of
these
things
where
it's
not
those
people,
it's
all
of
us.
E
This
is
an
issue
that
impacts
every
community
white,
black
hispanic
asian
cross,
demographics
across
socioeconomic
demographics,
and
so
what
we
decided
to
do
out
of
this
conversation
from
listening
to
librarians
and
security
guards
and
administrative
staff
and
leadership,
was
to
do
away
with
our
zero
tolerance
policy
and
to
instead
bring
peer
recovery
coaches
into
our
library
system.
E
Services
narcan,
if
they
need
it
to
be
able
to
get
whatever
they
need
and
that's
not
to
say
you
can
come
into
the
library
and
get
high,
but
it
is
to
say
that
if
you're
struggling
with
addiction,
we're
not
just
gonna
kick
you
out,
and
so
the
other
day
one
of
our
peer
recovery
coaches
reached
out
and
said
we
had
a
person,
have
an
overdose
and
we
were
able
to
bring
him
back
right
there
with
narcan,
with
cpr,
with
the
work
that
we've
been
trained
to
do,
and
so
that
peer
recovery
coach
was
able
to
save
a
life
within
our
library.
E
And
to
me
that's
what
this
is
about
is:
can
we
support
each
other?
Can
we,
in
some
cases,
literally
save
each
other's
lives,
put
the
mask
on
ourselves
and
then
put
it
onto
each
other
to
me,
it
is
so
critically
important
that
we
as
employees
of
government,
see
each
other
and
our
communities
as
connected
and
that
we're
able
to
bring
healing
and
support
to
each
other,
and
so
to
me
it
is
really
important
kelly
that
this
is
driven
among
employees
and
that
we
are
supporting
each
other
in
the
work.
B
Thank
you,
so
I'm
y'all
are
going
to
help
me
out
here
a
little
bit
and
I'm
also
making
sure
I'm
looking
for
folks
in
the
audience
who
might
have
questions
of
you.
Well
hi
there
can
we
can
we
hold
the
question
for
just
no
go
ahead.
We're
going
to
ask
the
question
we're
just
going
to
roll
with
it.
My
facilitation
plan
just
totally
went
out
the
door
so.
A
Okay
hi,
my
name
is
omar.
I've.
I've
got
a
question
actually
for
the
the
council
member
and
either
of
the
others
of
you
that
have
worked
specifically
with
organizations
and
it's
a
question
about
space
because
we're
having
this
conversation
about
trauma-informed
practices
and
and
that
sort
of
thing
I
deal
in
a
world
where
that
screen.
The
white
part
is
about
the
size
of
our
resource.
A
But
the
entire
wall
is
the
size
of
the
problem.
So
every
single
human
being
is
is
has
the
same
sense
of
well
many
of
us
same
sense
of
urgency,
but
lacks
the
space
to
give
staff
time
to
to
sit
with
what
you're
talking
about
when
a
park
staff
finds
a
pardon,
this
a
dead
body
right
or
a
park
staff.
They
find
somebody
who
has
deceased,
it
sits
on
them,
and-
and
I
guess
I
I
want
to
know-
and
that's
that's
just
one
example.
I
could
probably
give
you
a
hundred.
A
How
have
you
translated
your
work
in
your
case
to
help
elected
officials,
understand
the
the
impact
of
sort
of
fire,
drills
and
that
sort
of
thing,
and
and
in
your
cases,
helping
administrators
like
us,
create
the
space
for
staff
directors
deputies
on
down
the
line
to
really
do
what
you're
talking
about
in
practice?
That
would
be
really
helpful.
E
Yeah,
so
I
think
that
is
a
one.
Just
a
really
profound
point,
which
is:
it
is
extremely
difficult
in
organizations
like
city
government
to
create
the
space
to
ask
employees
who
are
already
doing
more
than
what
their
job
title
lays
out
to
do
another
thing
and
to
invest
their
time
and
their
energy
and
themselves
and
to
do
the
personal
work
and
to
go
through
this
whole
transformation.
E
That
is
like
a
big,
big,
big
ask,
especially
given,
and
I'm
gonna
talk
about
my
own
city,
that
there's
a
history-
and
I
remember
this
as
a
teacher
of
folks
coming
in
with
some
new
thing,
whether
it
was
data
informed
or
trauma
responsive
some
buzzwordy
sounding
thing
that
I've
got
to
sit
here
and
listen
to
and
not
be
able
to
do
whatever.
It
is
that's
on
my
mind
right
now,
which
is
I
got
to
go
great
papers.
I
got
to
deal
with
the
young
person
who's
having
behavioral
issues.
E
I
got
to
sit
here
and
do
this
buzzwordy
thing
and
learn
about
whatever
thing
I'm
supposed
to
be
learning
about
is,
and
so
I
think,
there's
a
sense
among
some
employees
in
our
city
that
we
are
already
so
taxed
and
we're
all
we've
already
been
through.
So
many
of
these
types
of
interventions,
it
is
really
hard
to
ask
folks
to
do
one
more.
E
I
think
that
what's
important,
though,
especially
as
it
relates
to
this
work,
is
to
understand
that
what
has
happened,
especially
in
the
last
few
years,
is
not
normal
and
that
the
to
me,
the
next
major
wave
of
this
pandemic,
is
going
to
be
a
mental
health
crisis,
whether
we
like
it
or
not,
that
we
are
already
seeing
increased,
a
rise
in
violence
rise
in
self-harm
rise
in
substance
use,
and
that's
just
that's
not
just
in
baltimore
or
san
jose,
that
is
every
city
in
the
united
states,
and
so,
if
we
don't
equip
ourselves,
if
we
don't
make
the
space
create
the
time
do
the
work
it
is
going
to
be
burn
out
on
a
level
that
we
have
never
seen
before.
E
We
see
it
all
over
the
place,
the
great
resignation
folks
just
not
feeling
like
they
want
to
go
to
work
anymore,
because
people
are
feeling
tortured
and
so
to
me
there
is
no
easy
answer
and,
to
be
honest
with
you,
we
struggled
with
it
in
the
library
system
like
how
to
literally
cut
out
enough
time
to
do
this
work
in
a
way
that's
meaningful
and
that
holds
fidelity,
and
there
isn't
just
like
some
other
pd
that
I've
got
to
show
up
to,
but
that
really
kind
of
gets
at
some
of
the
roots
of
what
we're
talking
about.
C
I'm
so
glad
you
wrapped
up
with
that,
so
you
brought
up
dr
sandy
bloom.
I
I
know
sandy
bloomberg.
I
worked
with
her.
She
co-wrote
the
sanctuary
institute,
which
is
this
very
in-depth
transformational
process.
They
do
agency
by
agency
to
become
a
trauma
informed
system,
and
it's
meant
it's
about
three
years
worth
of
work.
Many
many
hours
at
all
levels
of
agencies.
C
C
C
We
are
doing
it
with
our
lifeguards
right
now.
We
know
if
a
lifeguard
has
to
do
a
save
in
a
pool.
They
should
get
the
rest
of
the
day
off,
because
we
know
what
happens
in
their
body
what
it
you
have
to
do,
cpr
on
a
child
to
bring
them
back
to
life.
You
are
no
good
for
the
rest
of
the
day
to
save
a
child.
C
There's
no
way
your
brain
is
online
enough
to
watch
to
make
sure
no
one
else
drowns,
but
if
you
don't
have
enough
lifeguards
to
take
that
empty
slot,
what
are
you
going
to
shut
down
the
pool?
Is
that
what
the
option
is
yeah
you
have
to
have,
and
so
that's
when
we
move
beyond
just
we're
all
in
here,
you
have.
You
have
started
the
process,
you
know
the
info.
No
one
in
this
room
can
claim
they
don't
know
the
info
anymore,
the
next
step,
the
work
that
zeke
has
done.
C
The
work
that
paces
connections
support
the
work
we
do
with
organizations
is.
Your
next
step
is
to
get
in
those
conversations
on
policies
on
budgets,
on
roles
and
supervision,
and
it's
hard
and
anyone
who
tells
you
it
isn't
is
selling
you
snake
oil,
but
look
where
you
are
right
now
you
are,
there
are
not
that
many
cities.
If
we
looked
at
all
the
cities
in
this
entire
country
that
are
having
this
conversation
and
you've
shown
up
and
you're
doing
it,
keep
doing
it
it's
hard,
but
it
you're
doing
it
already.
C
So
I
know
that's
not
a
great
answer,
I'm
sorry,
it's
not
a
better
answer.
That's
where
you're
headed
and
that's
the
real
stuff
you
are
you
are.
You
are
going
to
be
in
the
thick
of
it.
If
you
keep
going
to
get
to
that
place
where
you
are
looking
at
the
nitty-gritty
down
to
staffing
levels,
to
do
the
work
you're
in
it.
D
I
think
that
was
a
wonderful
answer
just
be,
and
I
think
that
trauma
transformed,
which
you
all
have
access
to
here
in
the
bay
area,
does
similar
work
as
sandy
bloom,
really
focusing
on
that.
What
it
does
take
to
make
the
space
to
make
the
space
and
the
infrastructure,
because
you
can't
make
the
space
just
event
by
event.
The
infrastructure
has
to
support
it.
So
things
have
to
move
on
that
level,
and
today
is
a
great
example.
D
One
of
the
first
things
trauma
transformed,
won't
work
with
any
agency
that
doesn't
agree
to
bring
leadership
lockstep
with
staff
in
through
the
process,
because
you
know
what
they
saw
and
there's
research
behind
this
it
started
trauma.
Transform's
work
was
inspired
by
the
san
francisco
principles
that
you
shared
in
fact,
there's
a
connection
between
how
that
grant
was
written
and
trauma
transformed
being
birthed
as
a
center,
because
they
learned
in
san
francisco
counties
the
department
of
public
health
after
trent.
D
D
I
think
it
was
three
hours
long
introduction
it'll
be
every
single
staff
member
if
they
sweep
floors
or
they're.
The
ceo
they're
all
going
to
go
through
this
training
and
then
discovered
that
that
wasn't
enough,
but
it
was
an
important
first
start,
but
it
was
very
difficult
to
apply
so,
but
because
every
single
person,
including
the
leadership,
was
involved.
It
raised
the
commitment
level,
so
they
learned
a
lot
from
that.
You
could
almost
call
it
an
experiment
which
then
guided
trauma
transforms
work
which
they,
you
know
offered
all
around
the
bay
area.
D
D
Are
you
when
not
just
in
a
crisis,
because
then
that
builds
relationship
that
can
be
it's
almost
like
a
bank
account
that
can
be
drawn
on
in
those
times
when
there
is
crisis
and
you'll
remember
automatically,
because
the
relationship
is
there
to
check
in
on
you're,
not
always
going
to
be
able
to
give
literal
space
when
they're.
D
I
don't
even
know
what
the
set
of
protocols
that
gets
launched
when
someone
finds
a
body
there
might
not
literally
be
time
in
the
day
to
do
anything
except
address
address
that
issue,
but
if
you're
in
relationship
the
way,
even
the
way
you
talk
to
your
co-workers,
look
after
them
look
after
them
the
next
day,
the
next
week,
the
next
month
because
they
went
through
they
had
that
particular
experience
because
you've
built
the
relationship.
D
It's
going
to
guide
how
you
connect,
people
can
come
to
work
and
feel
like
their
particular
team
is
something
they
look
forward
to
and
it's
because
of
the
relationship,
not
you.
I
personally
have
stated
jobs
that
I
didn't
like,
because
I
that
were
even
I
could
consider
toxic,
because
I
really
love
the
people
I
worked
with,
so
I
stayed
longer.
D
While
I
knew
I
would
eventually
have
to
go,
but
it
just.
I
didn't
want
to
leave
those
people,
so
I'm
building
that
culture
is
a
really
important
fundamental
building
block,
but
what
aaron
was
sharing?
Is
it
can't
it
has
to
be
both?
And
you
can't
you
can't
put
all
of
that
on
one
team.
The
infrastructure
has
to
shift
to
make
that
relationship
building
more
possible.
B
Thank
you
danielle,
so
I'm
so
here's
what
we're
gonna
try
to
do
here
is.
I
just.
Can
I
get
two
parting
words
from
the
two
of
you
aaron
and
zeke?
We
haven't
given
you
as
much
air
time
today,
just
by
way
of
advice
in
terms
of
where
we
go
from
your
perspective,
that's
a
lot
to
say
in
like
two
minutes
each,
but
I
do
want
to
make
sure
that
we're
able
I'm
looking
over
at
tony
to
open
up
for
public
comment.
B
A
D
A
A
Worked
in
very
traumatized
communities
during
the
past
two
and
a
half
years,
how
do
you
empower
your
frontline
staff,
whose
voices
are
often
not
heard
within
the
city?
You
know
the
structure.
How
do
you
empower
them?
How
do
you
listen
to
what
they
have
to
say
what
they
want?
You
know
the
kind
of
support
that
they
want
that
they're
looking
for
from
their
organization
and
leadership,
I'm
really
interested
in
your
experiences
with
that.
C
I'm
going
to
just
say
one
thing
and
then
pass
it
to
the
man
who
could
probably
get
into
the
technical.
Do
not
dismiss
the
power
of
that
very
first
thing.
You
said
of
hearing
them.
We
talk
about
the
concept
of
witnessing
when
you
simply
give
someone
the
chance
to
say
how
they
feel
and
what
their
experience
is,
and
you
affirm
it
and
go
yeah.
C
That
must
have
been
really
hard.
Thank
you
for
doing
that.
That
is
monumental,
and
we
a
don't
often
do
it
and
b
we
often
undersell
just
how
powerful.
That
is,
there's
a
reason
they
do
that
in
cognitive
behavioral
therapy,
there's
a
reason
why
it's
really
frustrating
when
you
tell
someone
how
hard
your
day
was
and
they
try
to
fix
it
for
you
without
just
saying,
like
wow,
that
must
have
been
extraordinarily
difficult.
E
Thanks
first
off,
thank
you
for
the
really
thoughtful
question
council.
Member
and
yeah.
E
So
I
think
it's
a
really
good
point,
and
I
told
this
story
yesterday
over
at
san
jose
state,
but
when
we
were
working
on
our
bill
and
talking
to
the
different
agencies
about
sort
of
what
this
would
look
like
in
their
context.
E
One
of
the
interesting
and
complicated
conversations
I
had
was
with
the
legislative
spokesperson
for
the
department
of
public
works,
and
she
told
me
that
in
dpw
that
that's
not
what
they
do
and
that
there
isn't
trauma
in
that
agency,
and
so
this
would
not
apply.
This
would
not
be
relevant
and
she
asked
for
an
exemption
for
their
agency
to
be
exempt,
and
I
think
you
know
in
in
being
my
most
empathetic
and
compassionate
self,
which
I
was
not
at
the
time.
E
I
think
the
place
she
was
coming
from
is,
you
know,
listen
like
you
all
are
asking
us
to
do
so.
So
so
much
I
don't
have
the
you
know
to
the
previous
question.
I
don't
have
the
time
to
have
folks
who
are
supposed
to
be
checking
your
water
bills
or
picking
up
your
trash
to
go.
Do
some
other
thing
like
we're
already
not
performing
the
basic
functions
of
sanitation
in
this
city.
I
think
that's
where
her
response
was
coming
from,
but
my
response
was
man.
E
The
people
who
are
riding
the
back
of
a
truck
in
sweltering
heat,
literally
in
one
case
dying
on
the
back
of
a
truck
who
are
deeply
underpaid,
are
the
most
likely
of
our
workforce
to
live
and
have
grown
up
in
the
city
of
baltimore.
E
Those
folks
don't
have
any
trauma
and
we,
as
an
agency
in
the
department
of
public
works,
don't
have
any
kind
of
trauma
or
any
kind
of
culture
of
re-traumatizing.
Folks,
that's
really
amazing,
but
it's
also
not
true,
and
so
no,
we
cannot
exempt
you
from
the
bill.
I
think
for
us,
the
sanitation
workers
in
particular,
who
did
not
get
to
go
on
zoom
during
cove
19,
where
we
saw
a
huge
amount
of
illness
and
transmission
where
we
saw
just
it.
E
It
is
one
of
the
most
brutal
jobs
even
without
a
pandemic
right
like
lugging
trash
around.
It
is
one
of
the
top
10
most
dangerous
jobs.
You
almost
always
hurt
your
back.
If
you
do
it
long
enough,
the
amount
of
stress
that's
on
your
body,
the
stress
of
you,
know,
dealing
with
people
who
are
you're
picking
up
their
garbage
and
they're
frustrated
and
they're
yelling
at
you,
and
it's
got
nothing
to
do
with
you,
but
you're
not
being
treated
like
a
full
human
being
by
the
public
that
we
serve.
E
That
is
an
incredibly
stressful
job
and
I
remember
pretty
early
on,
as
we
started
talking
to
folks
hearing
to
aaron's
point
that
we
had
some
seasonal
maintenance,
so
temporary
employees
who
were
doing
this
work
and
making
13
an
hour
with
no
benefits
and
to
me
that
in
and
of
itself,
just
like
processing
that
you
can't
afford
to
get
sick.
But
we're
asking
you
to
be
in
an
environment
where
you're
almost
definitely
gonna
get
sick.
E
You
can't
afford
to
provide
the
basics
for
your
family,
but
we're
asking
you
to
do
the
basic
movement
of
trash
and
recycling
that
we
all
need
to
me.
There
is
something
profoundly
untrauma
informed
in
paying
people
13
an
hour
who
are
doing
one
of
the
hardest
jobs
in
our
city,
and
so
with
some
of
those
employees.
E
A
colleague
and
I
almost
went
on
strike
and
made
a
huge
public
scene.
This
is
what
we
get
to
do
as
city
council,
people,
sorry
to
those
of
y'all
that
are
in
administration
and
can't
act,
a
fool,
but
you
know
really
push
this
idea
that
look.
E
This
is
deeply
inhumane
and
we
are
we're
the
first
city
in
the
country
to
be
trauma-informed,
and
yet
we
are
re-traumatizing
our
own
workforce
in
a
really
ugly,
explicit,
naked
kind
of
way,
and
so
our
mayor,
who
is
really
bought
into
this
work,
listened
and
we
were
able
to
eliminate
part-time
folks
and
convert
all
of
their
jobs
into
full-time,
with
benefits,
with
health
care,
starting
at
19,
an
hour
which
still
isn't
enough,
but
at
the
very
least
it
moved.
E
Is
they
absolutely
have
to
be
not
only
at
the
table
but
in
some
ways
leading
the
conversation
because
more
than
you
or
I
they
are
experiencing
daily,
traumatic
events
in
their
work.
And
so
there's
congresswoman.
Who
says
you
know
those
who
are
most
proximate
to
the
problem
need
to
be
the
ones
driving
the
solution,
and
I
think
that's
absolutely
the
case
here
as
well
and
so
making
sure
those
voices
are
leading.
The
conversation,
I
think,
is
critically
important
and
again
I
appreciate
your
question.
B
Thank
you.
So
we
are
at
time
it
flew
by
because
we
need
to
move
to
public
comment.
Is
that
correct,
tony?
So
aaron,
were
you
gonna,
okay,
awesome?
So
could
I
ask
for
your
indulgence
in
thanking
our
panel
for
being
here
today.
B
Thank
you,
okay,
so
you
all
are
free
to
move
off
this
stage.
If
you
would
like
you
could
stay
here
if
you
want
as
well,
but
we're
going
to
move
to
public
comment.