In the episode, host Dr. I. David Daniels will speak with Dr. Robyn Faintich of Jewish GPS about some of the considerations for creating a psychologically healthy and safe space for someone Jewish. According to a 2020 Pew Research Center study, the Jewish population in the United States was estimated to be 7.5 million, 2.5% of the national population. This includes: • 5.8 million adults who identify as Jewish by religion • 1.5 million Jews who identify with no religion The study also found that Jewish adults are geographically distributed: 38% live in the Northeast, 27% live in the South, 25% live in the West, and 10% live in the Midwest. It can be a matter of religion, and for religious purposes, being Jewish is traditionally defined as being born to a Jewish mother. But being Jewish can also be a matter of ancestry, ethnicity, and culture. Jewish people are not monolithic, but those who seek to create psychologically healthy and safe spaces for Jewish people will learn a tremendous amount from Dr. Faintich's scholarship and her lived experience.

In this episode, host Dr. I. David Daniels speaks with Fire Chief Joe Dixon, who serves as chair of the Black Chief Officer’s Committee (BCOC) of the International Association of Black Professional Firefighters (IABPFF), about his experience as a Fire Chief who also happens to be black, including the challenges associated with the role that is sometimes complicated by being black in a fairly homogenous occupation. The best estimate for the number of fire departments in the United States is 29,452. 65% of the fire service is volunteer. For the leadership of the service: There are over 22,316 fire chiefs currently employed in the United States. 5.8% of all fire chiefs are women, while 94.2% are men. The average fire chief age is 48 years old. Demographically, 76.8% of fire chiefs are White, 8.2% are Hispanic or Latino, and only 5.8% are Black. It is not hyperbole to suggest that black fire chiefs are a rare commodity in the United States. It is also not a stretch to suggest that a black fire chief has a lot to deal with, both physically and psychologically. Not only are there stresses associated with fire rescue, but also the leadership challenges of a public sector leader and the issues associated with being back in the fire chief role. Chief Dixon will discuss some of the overarching challenges faced by the fire rescue services, fire chiefs, and black fire chiefs, which are at times unique from their colleagues, ultimately emphasizing the importance of a support system like the one found in the BCOC.

In this episode, host Dr. I. David Daniels will speak with Boston Marathon Bombing Suvusior Manya Chylinski, who has become a speaker and consultant to help organizations utilize “Trauma Sensitive Leadership “ practices. According to the National Council for Mental Wellbeing, 70% of adults in the United States have experienced a traumatic event at some point in their lives, equivalent to 223.4 million people. A traumatic event is defined as an event that threatens a person's physical safety or the safety of another person and leaves the victim feeling intense fear or helplessness. Some examples of traumatic events include: Accidents or injuries Physical violence Sexual violence War-related events The death of a loved one Serious illness of a child Conversations and actions to establish psychological safety in organizations have become more common, especially since the COVID-19 pandemic. It is increasingly common to hear organizations say they welcome people to bring their “whole selves” to work. This also means that people’s trauma comes with them. Ms. Chylinski has learned through her own process of healing from the trauma of the bombing that many organizations don’t recognize the fact that a significant number of the members of these organizations have been traumatized at some point in their lives. Recognizing this trauma and sensitizing the organization is key to a safer, healthier, and more well organization.

In this episode, host Dr. I. David Daniels speaks with Kimberly Williams, a former diplomat in the U. S. Foreign Service turned Human Resources Executive, whose experience of abusive behavior while serving in HR fuels her advocacy for the passage of laws that will make the workplace more psychologically healthy and safe. A surprisingly high percentage of HR professionals are exposed to psychosocial hazards in the workplace. A common example is “undermining professional integrity,” which means HR professionals are made to feel inept in their jobs or have employees or colleagues go over their heads to get a decision made higher up. This can cause a severe confidence crisis for the professional. HR professionals are also sometimes bullied by an employee with whom they were involved in an HR issue, which suggests that there needs to be a change in culture or attitude towards the role HR professionals play in organizations. Others were being bullied or harassed by their immediate line manager, which limited how they dealt with the issue as they had to bypass their manager. Some of those bullied by their manager dealt with it by doing nothing and ignoring the issue, as they felt they couldn’t do anything due to the nature of the working relationship and the seniority of the bully. Kim’s work in this space has not only helped others seeking solace from their workplace-related abuse, but it has also inspired her daughter as a teenager to pick up the mantle in both her school and the broader community to advocate for psychologically healthy places and spaces.

In this episode, host Dr. I. David Daniels speaks with Danielle Roberts, a consultant, speaker, entrepreneur, content creator, and millennial leader with 12+ years of experience educating and empowering others personally and professionally. She is certified in Life Design and applies research-backed principles in psychology, neuroscience, and design thinking to help individuals, groups, and organizations build more humanness into their work cultures. In 2024, four generations will be active in the workplace: · Baby Boomers—born 1946 to 1964 · Generation X—born 1965 to 1980 · Millennials—born 1981 to 2000 · Generation Z—born 2001 to 2020 According to Glassdoor, Gen Z will account for more of the U.S. workforce than Baby Boomers for the first time in 2024. This is due to the Baby Boomer generation reaching retirement age and Gen Z entering the workforce after graduating. According to Forbes Business Council, Generation Z and millennials are rewriting the workplace rules, becoming more inclusive, open-minded, and independent than previous generations. They are also less materialistic and value happiness and fulfillment over financial compensation. Another growing view is that work should be “human-first” centered. A human-first approach prioritizes individuals' needs and experiences above all else. It's also known as user-first, user-focused, people-centric, and human-centered. Danielle believes in this approach and helps others understand it. Through her own experience of looking for the “Dream Job” that didn’t exist, Danielle has been able to experience and now help others see that an “Anti-Career” can be much more fulfilling than following normal convention.

In this special 100th episode of the Psych Health & Safety USA Podcast, Dr I. David Daniels is interviewed by Wade Needham, live at The Psych Health and Safety Conference in Sydney. Dr. Daniels discusses practical strategies for leaders to foster an inclusive environment. He emphasizes the challenges and benefits of diverse teams, highlighting actionable steps to enhance the leadership approach and promote a culture of belonging. Insights on acknowledging and embracing differences, leveraging diverse experiences for innovation, and real-world examples provide valuable guidance for creating a cohesive and high-performing team.

In Episode 99, host Dr. I. David Daniels speaks with Kevin Baker, a consultant in numerous disciplines, including Education, Educational Leadership, Mental Health, Community Policing, and Race and Social Justice. Kevin’s areas of expertise include Racial Equity, Inclusion and Diversity, Cultural Responsiveness, Trauma-Informed Care, Historical Trauma, Trans-generational Trauma, Unconscious/Implicit Bias, and Power and Privilege. The state of workplace mental health has shifted substantially in the past few years, accelerated by the global pandemic, racial justice reckoning, and other significant challenges. Since then, some organizations have made substantial gains by providing expanded benefits, meditation apps, mindfulness programs, mental health days, and awareness campaigns. However, these investments alone aren’t enough. It's said that “culture eats strategy for breakfast,” and underlying cultures in organizations are at the heart of a practical approach to the psychological health and safety of those in the culture. In this episode, we have the pleasure of chatting with someone who works with organizations and addresses culture from various perspectives. Kevin will take us on a deep dive into a conversation about culture and the ways in which both simple and complex trauma can affect an organization's culture.

In episode 98, host Dr. I. David Daniels will speak with Joseph Blackman, founder of Vitendo Training Solutions and host of the Public Works Podcast, about psychological health and safety in public works. The Bipartisan Infrastructure Law, also known as the Infrastructure Investment and Jobs Act (IIJA), is the largest long-term investment in the US economy and infrastructure in history. From 2022 to 2026, the law provides $550 billion in federal investment in roads, bridges, mass transit, water infrastructure, resilience, and broadband. Though many of these projects will be managed by private-sector construction companies, others will be managed by public-sector public works departments. Depending on the jurisdiction, the attention to and expertise in safety varies. Increased investment in public infrastructure will also increase the potential for exposure of workers to both physical and psychological hazards. One of the important components to reducing the stress associated with this work could be addressed by more effective training. This episode is a continuing conversation from an episode of the Public Works Podcast.

In Episode 97, host Dr. I. David Daniels will speak with Daniel Kraus, a veteran, former law enforcement officer turned emergency management professional, disaster responder, and consultant who works with multiple school districts in the State of Oregon on “trauma-informed” emergency preparedness. According to a 2023 survey by the EdWeek Research Center, 66% of teachers feel safe at work, which is lower than the 83% of principals and 88% of district leaders who feel safe. Additionally, 46% of teachers who responded to the survey said their sense of safety has decreased since 2019, compared to 36% of principals and 26% of district leaders. Some of the factors that help teachers feel safe include: · Secure physical space · Discretionary alarms · Training · Mental health support · Emotional intelligence · Respectful communication · Teacher autonomy Emergency management in schools, also known as crisis management, is a school's approach to safety that focuses on identifying, addressing, and resolving crises. Notes from the Episode: Mazama Consulting LLC mazamaconsulting@gmail.com Contact Info for Dan: (503) 318-4441 Sammy and Friends: https://www.sammyandfriends.com/

In episode 96, host Dr. I. David Daniels speaks with Dr. Heliana Ramirez about the “Workplace Battle Fatigue” of workers in toxic workplaces. Workplaces with chronic exposure to psychosocial hazards can be not only psychological but also physically harmful to those exposed. A toxic workplace is one where workers feel psychologically unsafe, disrespected, or threatened. It can include negative behaviors such as bullying, harassment, discrimination, and unethical behavior. Toxic work environments can also lead to burnout, health issues, decreased productivity, and high turnover rates. Those in toxic work environments may experience anxiety, depression, and stress and may take more time off or, in some cases, leave the organization either voluntarily or involuntarily. Dr. Ramirez will share not only her expertise regarding toxic workplaces but also the actual damage these workplaces can cause, particularly to members of marginalized populations.