We're trying something new...again! This will be our first-ever hybrid meeting. You can attend in-person or virtually! Please join us for this very important topic.
A Trauma-Informed Approach to Workforce
What Does Trauma Have to Do with The Workplace? Why Should Workforce Professionals Understand Toxic Stress and Trauma? What is the Workforce Professional’s Role in TIC?
The coronavirus pandemic brought pain and stress to millions of individuals and families, including illness, death, work life adjustment, and unemployment. Adding the national political environment of a major election combined with many cultural, ethnic, and economic distresses, the workplace has seen unprecedented change in historical dimensions.
Stress affects individuals and families not only at home, but also at work. It zaps employees’ energy and concentration, reduces the capacity to engage with colleagues and work effectively, drains productivity, and diminishes creativity and optimism. Stress also affects job seekers and those participating in job training programs. Some employers across various industries have become aware of and sensitive to the effects of toxic stress and trauma on employees’ physical health, mental health, and job performance. They are responding with a variety of practices and cultural changes.
This panel discussion will highlight a timely report released by the National Fund for Workforce Solutions with the main objective to help employers and workforce development organizations understand toxic stress and trauma and their effects on employees and job seekers. We will discuss a selection of organizational strategies and practices to advance trauma-informed approaches to employee management. This is a new area for most employers and workforce development professionals. Given the universal human stress test of 2020 and 2021, there is a window of opportunity to bring these concepts and approaches to the forefront in workplaces and the broader workforce system.
- Attendees will learn what it means to be “trauma-Informed” and how it applies to the workplace.
- Attendees will learn the main principles of a trauma-informed approach within an organization.
- Attendees will learn the four phases of strategy for implementing trauma-informed approaches into their workplace culture.
- Attendees will discover the cost-benefits of becoming a trauma-informed organization.
- Attendees will review case studies of a variety and range of approaches, supports, and practices other employers are enacting.
- Attendees will obtain the resources and strategic recommendations with specific tools to advance trauma-informed methods in the workplaces.
About the Panel:
Kelly is the Chief Program Officer at the National Fund for Workforce Solutions. She is a facilitative leader with over 20 years of experience managing collaborative, multi-stakeholder partnerships focused on issues such as regional labor shortages, community health and well-being, operational cost savings and multi-modal transportation. Her experience includes implementing results-oriented strategic planning, community engagement and social policy development with healthcare, academic, nonprofit, local government, community and corporate sectors. She has proven team leadership and project management skills, with a track record of strategic thinking, critical analysis, problem solving and conflict resolution.
Vickie is the Director of Federal, State & Local Systems Change for the Corporation for a Skilled Workforce. She manages CSW’s portfolio of work centered on transforming multi-level workforce systems, policy and practice to reduce poverty, increase economic mobility for low-wage workers, and address racial disparities. She leads CSW’s work with stakeholders to challenge the way systems operate and to co-design approaches that strip away outdated assumptions to make them more culturally and economically relevant now. CSW’s systems change work includes redesigning federal, state and local workforce systems; reframing strategies for key services; introducing new services and tools; building cross-system interconnections including among organizations within workforce, community development, and education; conducting promising practices research; among other strategies.
Tarsyia Waddell, LCPC, LCDC, CEAP
Tarsyia Waddell is a License Clinical Professional Counselor, License Professional Counselor Supervisor, Board Certified Psychotherapist, License Chemical Dependency Counselor, Certified Employee Assistance Professional, SAP and Certified Telehealth for Mental Health Providers
Tarsyia has been an EAP contractor for Raytheon Technology Corporation for over 12 years. She is Director/Owner of EAP Services at the Cadet Counseling Center and currently a Wellness Coach for Anthem EAP. She holds a Doctor of Divinity, MS. in Clinical Psychology and a BS. in Research Psychology. She conducts regular workshops and training for professional clinical practitioners, law enforcement agencies, Universities and Corporations on such topics as drug free workplace, workplace violence, and critical incident stress debriefing mental health issues, and reactions to trauma. Tarsyia is also a certified state trainer and a state counselor supervisor for interns seeking their licensure.
Tarsyia is a member of the National Association of Healthcare professionals and active with the local Dallas\ Fort Worth, Houston EAPA chapter. (Board Member/ Membership Coordinator. Previous VP of the Fort Worth Texas Chapter). Since 1996 she has served as a volunteer with the national and local Chapter of the American Red Cross as the disaster CISD mental health provider for the Medical Reserve team of Collin/Dallas County.
Tarsyia has been a mentor, volunteer and a presenter at the EAPA National World Conference (2014/2017). She has over 25 years of experience working with employers, employees, families, and the community.
John Tuttle LCSW, CEAP, MSW, ACSW, SAP-Qualified
John has over 30 years of experience managing EAPs. He is the owner of Tuttle Consulting providing onsite EAP services which includes JP Morgan Chase. Prior to private practice, John served over 27 years as Lead EAP Manager for American Airlines primarily based in Chicago and DFW. John is a member of the International Employee Assistance Professionals Association (EAPA) and served as chapter president. He has also served as a member of the Employee Assistance Roundtable (EAR). This is an organization of internally managed employee assistance programs from both private companies and non-profit organizations. EAR members include Fortune 100 and Fortune 500 companies as well as smaller companies and organizations which include high tech, banking, railroad, engineering & construction, oil, utilities, manufacturing, airlines, telecommunications, aerospace, government and educational institutions.
John received his Master's in Social Work from the University of Illinois at Chicago.
This program is preapproved for 1.00 Professional Development Credit towards SHRM-CP and SHRM-SCP recertification through SHRM and is preapproved for 1.00 Business credit through HRCI.
Mid-Cities HR Association is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. For more information about certification or recertification, please visit www.shrmcertification.org.".
All online reservations are due by NOON on the Monday before the meeting. Online registration will be closed at that time.
Guests not registered online will be considered Guest Walk-In registrations and will be charged a rate of $45. Member Walk-In registrations will be charged the regular guest rate of $35.
Cancellations & Payments:
We regret that we must charge members and guests the cost of the event when cancellations are not received at least 48 hours prior to the event day. Also, all payments must be made before or by the time of attendance. By submitting your registration, you agree to these conditions. We appreciate your understanding and support.
Use of Materials
By attending an event affiliated with Mid-Cities HR Association (MCHRA), attendees consent and agree to being photographed and/or videoed. Attendees agree to allow MCHRA to use, publish, and distribute their names, pictures, images, and voices (herein the “Materials”) for illustration, training, and/or marketing of MCHRA, in any and all forms of media, including but not limited to MCHRA's website, Facebook and LinkedIn. Attendees waive any right to review or approve any use of the Materials, any written copy, or any finished product. Attendees will not receive any compensation or payment for MCHRA's use of the Materials and waive any rights, claims, or interest in the Materials.