I'M JOY POSTELL FROM EDI WOMEN'S ENGAGEMENT COMMUNITY FOR BOTH WOMEN AND MEN. THAT IS WHY I BEGAN THE WOMEN'S TRAINING COHORT THROUGH THE NIH CENTER. WE COUNT ON A COMMITMENT AND SUPPORT OF LEADERS AND MANAGEMENT OFFICIALS FROM ALL NIH INSTITUTES AND CENTERS. EDI WORKS ALONGSIDE THE OFFICE OF HUMAN RESOURCES, THE CHIEF OFFICER FOR SCIENTIFIC WORKFORCES DIVERSITY AND NIH LEADERSHIP TO SUPPORT THE WOMEN'S PORTFOLIO. IN EDI, WE CELEBRATING AND WORK TO INSURE EQUITY, DIVERSITY AND INCLUSION FOR ALL WOMEN NEAR ROUND AND FOR TODAY, EDI AND THE WOMEN'S ENGAGEMENT COMMITTEE PRESENT TO YOU A WORKSHOP BASED ON FEEDBACK FROM THE COMMUNITY. TODAY WE WILL ADDRESS TWO TOPICS, UNDERSTANDING THE FEVS DATA AS IT RELATES TO SATISFACTION AND ENGAGEMENT LEVEL OF WOMEN AT THE NIH SO WE CAN IDENTIFY AND DISCUSS THE GAP TO DEVISE STRATEGIES TO MAKE CHANGES. OUR SECOND FEATURE PRESENTATION IS ON THE FREE RESOURCES PROVIDED BY THE EMPLOYEE ASSISTANCE PROGRAM TO HELP US TAKE CARE OF OURSELVES SO WE CAN BE OUR BEST SELVES WHEN WE SHOW UP TO WORK. WE HOPE THAT THIS WORKSHOP WILL GENERATE MORE CONVERSATIONS ABOUT WHAT MATTERS TO WOMEN AT THE NIH RIGHT NOW AND IT WILL PROMPT YOU TO SHARE YOUR THOUGHTS AND EXPERIENCES. I WOULD LIKE TO REMIND YOU AS I DID AT WOMEN'S HISTORY MONTH EARLIER THIS YEAR THAT WOMEN ARE PHENOMENAL, NAVIGATING BEHIND THEIR DESKS, IN THEIR COMMUNITIES AND HAVE COMPLICATED LIVES. WOMEN MOVER AROUND AND SOMETIMES THROUGH ROADBLOCKS TO MAKE GROUNDBREAKING DISCOVERIES. WOMEN CREATE CLEAR PATHWAYS FOR GENERATIONS OF PEOPLE, GUIDE THE NARRATIVES OF THEIR STORIES, VISUALIZE CONCEPTS AND CHALLENGE OLD IDEAS. WOMEN ARE VISIONARIES AND IN THIS YEAR'S 2020 VISION, WE PAY HOMAGE TO ALL WOMEN, THE WHOLE WOMAN. AT THIS TIME I WOULD LIKE TO INTRODUCE TO YOU OUR EXTRAORDINARY PRESENTER Dr. JANETTA LUN. SHE LEADS EFFORTS TO PROVIDE DEMOGRAPHIC ANALYSIS OF EMPLOYEES FOR STRATEGIC PLANNING, EVALUATION AND REPORTING ON PROGRAMS AND ACTIVITIES FOR ENHANCING WORKFORCE TWERSY AND INCLUSION. BEFORE THIS ROLE, SHE SERVED AS A SENIOR BEHAVIORAL SCIENTIST IN THE NIH OFFICE UNDER THE DIRECTORSHIP THERE. BEFORE THAT SHE WAS TECHNOLOGY AND FOLLOW AT U.S.A. D SUPPORTING THE ACTION PLAN ON WOMEN, PEACE AND SECURITY. Dr. LUN RECEIVED HERE DOCTORATE FROM UNIVERSITY OF VIRGINIA WHERE SHE BEGAN MULTIPLE LINES OF WOMEN IN RESEARCH AT THE UNIVERSITY. SHE ALSO ENJOYS TEACHING AND PROVIDING CULTURAL WORKSHOPS ON WOMEN DIVERSITY TOPICS. AT THIS POINT, I WOULD LIKE TO PASS IT OVER TO Dr. LUN. THANK YOU FOR THE WONDERFUL INTRODUCTION AND I AM SO GLAD YOU CAN TUNE IN. AS JOY MENTIONED, I WILL BE TALKING ABOUT FEVS DATA REGARDING GENDER AND EMPLOYEE ENGAGEMENT. SO I JUST WANTED TO PUT SOME CONTEXT AROUND WHY I WOULD LIKE TO LOOK AT OR WHY WE'RE VISITING THE TOPIC OF EMPLOYEE ENGAGEMENT AND HOW IT ALIGNS WITH JOY'S MENTION OF THE THEME OF BEING A WHOLE WOMAN. ACCORDING TO THE BUREAU OF LABOR STATISTICS, ABOUT 57 PERCENT OF U.S. WOMEN ARE PARTICIPATING IN THE LABOR FORCE AND THIS IS DATA BASED ON LAST YEAR, 2019. AND MOREOVER, ACTUALLY, IF YOU LOOK AT WOMEN WHO HAVE CHILDREN UNDER AGE 18, 71 PERCENT OF THEM ARE ENGAGING IN THE LABOR FORCE. SO THAT IS TELLING US THE STORY THAT A LOT OF WOMEN ARE SPENDING A LOT OF TIME AT WORK. AND IT IS WHERE A SUBSTANTIAL PART OF THEIR HOURS ARE AT THEIR WORKPLACE AND, OF COURSE, NOWADAYS, WE ARE HAVING THIS NEW NORMAL OF A LOT OF US WORKING FROM HOME. AND YOU CAN SEE A LOT OF HEADLINES NOW REALLY TALKING ABOUT HOW THE COVID 19 PAN TESTIMONY MICK, THE TELEWORKING -- -- PANDEMIC, TELEWORKING OR WORKING FROM HOME ARE AFFECTING GENDER EQUALITY. SO I THINK EMPLOYEE ENGAGEMENT IS AN IMPORTANT TOPIC. PARTICULARLY THIS TOPIC HAS BEEN VISITED IN A WIDE RANGE OF INDUSTRIES AND DIFFERENT TYPES OF ORGANIZATIONS AND EMPLOYEE ENGAGEMENT IS STRONGLY RELATED TO JOB SATISFACTION, PRODUCTIVITY AND PERFORMANCE. SO FOR ANY TYPES OF ORGANIZATION, EMPLOYEE ENGAGEMENT IS AN INGREDIENT TO GET MOST OF OUR EMPLOYEES WHILE KEEPING THEM HAPPY. SO IT IS AN IMPORTANT CONSTRUCT AND WE WANT TO TAKE, YOU KNOW, A GENDER LENS, YOU KNOW, TAKE A LOOK AT THIS THROUGH FEVS. AND I ALSO THINK THAT THIS IS VERY -- PARTICULARLY IMPORTANT FOR FEDERAL WORKFORCE. WHY? BECAUSE IF YOU LOOK AT THE DATA, FEVS ARE STAYING AT THE JOBS DEVICE AS LONG THAN GENERAL AMERICAN WORKER IN OTHER INDUSTRY. SO IF YOU ARE NOT ENGAGED, IT ACTUALLY MAKES EVERYONE MISERABLE. SO THAT IS WHY WE WANTED TO FOCUS ON THIS TOPIC. OKAY, LET'S TAKE A LOOK AT THE NEXT SLIDE. ALL RIGHT, SO WHAT HAPPENED ABOUT OUR U.S. EMPLOYEE ENGAGEMENT? SO EARLIER THIS YEAR IN FEBRUARY, GALLUP HAD THIS BLOG POST AND IT CAME IN MY INBOX AND THE TOPIC WAS LIKE U.S. IS EXPERIENCING A RECORD HIGH EMPLOYEE ENGAGEMENT AND I WAS LIKE GREAT, I REALLY NEED TO KNOW THAT, YOU KNOW, AND I WANTED TO KNOW HOW, YOU KNOW, ENGAGED OUR U.S. WORKERS ARE. BUT WHEN YOU LOOK AT THE DATA, SO I AM JUST GOING TO POINT AT IT RIGHT NOW, IF YOU LOOK AT THE DATA, THE REPORTS SHOW THAT 35 PERCENT OF THE SURVEY OF U.S. EMPLOYEES ARE ENGAGED IN THEIR WORKFORCE. THE WHOPPING 35 PERCENT AND THAT IS THE RECORD HIGH EMPLOYEE ENGAGEMENT IN THE U.S. AND NOT ONLY THAT, IF YOU LOOK AT THAT, 13 PERCENT OF THEM ARE ACTIVELY DISENGAGED SO WHICH MAKES ME WONDER IS IT THE SAME THING THAT WE ARE SEEING AT NIH? BECAUSE I AM NOT SO SURE. AND SO WHAT I WANTED TO ADDRESS HERE TODAY, USING THE DATA, IS TO TAKE A LOOK FROM THE FEVS DATA, HOW ENGAGED ARE NIH EMPLOYEES AT WORK AND, MORE IMPORTANT, IN LIGHT OF TODAY'S THEME, ARE THERE GENDER DIFFERENCES IN ANY EMPLOYEE ENGAGEMENT AT NIH. OKAY? NOW GOING BACK TO THE GALLUP POLL REPORT, WHAT THEY FOUND WAS THAT IN GENERAL FEMALE EMPLOYEES ARE MORE ENGAGED AT WORK. SO WE WANTED TO SEE IS THAT HAPPENING AT NIH AS WELL. SO WHAT WE DID IS WE GO THROUGH THE FEVS DATA AND FOR THOSE OF YOU WHO ARE NOT FAMILIAR WITH THE FEDERAL EMPLOYEE VIEWPOINT SURVEY, THESE -- THIS IS AN A SURVEY ADMINISTERED BY THE OFFICE OF PERSONNEL MANAGEMENT. I MEAN, A LOT OF YOU MUST BE AWARE OF THAT. AND IT IS DESIGNED TO MEASURE EMPLOYEES' PERCEPTIONS ABOUT THEIR WORK EXPERIENCE, ORGANIZATIONS AND LEADERS. AND IS OPEN TO ALL ELIGIBLE FEDERAL EMPLOYEES SO THAT INCLUDES FULL, PART-TIME, PERM ESPECIALLY IN THE, NONSEASONAL EMPLOYEES, TITLE 42 EMPLOYEES, THOSE INVOLVED IN A CERTAIN TIME FRAME SO ANYBODY ONBOARD ON OR BEFORE OCTOBER 27, 2018 WILL RECEIVE A LINK TO COMPLETE THE SURVEY. NOW THANK YOU TO OUR OHR COLLEAGUES, THE VOLUNTARY PARTICIPATION RATE FOR THE SURVEY HAS BEEN INCREASING OVER THE YEARS AND LAST YEAR IN 2019, WE HAVE 66.4 WHICH IS A REALLY GREAT RESPONSE RATE SO CONGRATULATIONS, OHR. SO WHEN WE LOOK AT EMPLOYEE ENGAGEMENT, ONE OF THE THINGS THAT FEVS DOES OFFER IS AN EMPLOYEE ENGAGEMENT INDEX. SO WHAT WE DID WAS LOOK AT -- OF COURSE WE LOOK OVER TIME, IS THERE A CHANGE WITH HOW THIS COMPARES WITH GOVERNMENT EMPLOYEES OVERALL? AND SO HERE IT IS AND IF WE LOOK AT -- FOR THOSE OF YOU WHO ARE INTO NUMBERS, THESE ARE PERCENTAGES PEOPLE WHO AGREE OR STRONGLY AGREE TO STATEMENTS THAT INDICATE HIGHER EMPLOYEE ENGAMEMENT, OKAY? SO HERE IN THIS GRAPH WHAT YOU CAN SEE IS THAT THESE ARE NIH DATA, THE BLUE AND THE ORANGE AND THEN THE BLACK LINE HERE ARE THE GENERAL GOVERNMENT WORKFORCE. SO THERE ARE TWO THINGS I WANT YOU TO GET OUT FROM THIS SLIDE. ONE IS OF COURSE YOU SEE AN UPWARD TREND WHICH IS, YOU KNOW, THE GOVERNMENT RESPONSE ALSO SHOWING THIS TREND. ONE THING IS WHEN YOU LOOK AT THE NIH DATA, THEY ARE MUCH HIGHER THAN THE GENERAL GOVERNMENT PERCENTAGE OVERALL. SO WHICH MEANS THAT NIH EMPLOYEES, NO MATTER MALE OR FEMALE, YOU ARE ACTUALLY MUCH MORE ENGAGED THAN OVERALL GOVERNMENT EMPLOYEES. SO THAT'S GREAT. AND THE OTHER THING THAT I HOPE YOU ALSO NOTED IS THAT THE PERCENTAGE, IT IS WAY HIGHER THAN THE ONE THAT WE SAW IN THE GALLUP POLL REPORT, RIGHT, 35 PERCENT, OOH, YOU KNOW, VERSUS 70 PERCENT OR EVEN 80 PERCENT OF PEOPLE WHO AGREE ON ITEMS THAT INDICATE EMPLOYEE ENGAGEMENT AT NIH. NOW FOR THOSE OF YOU WHO HAVE ANALYTICAL THINKING MINDS, YOU ARE ALSO QUESTIONING, WELL, OF COURSE BECAUSE IT IS A DIFFERENT KIND OF MEASURE AND THAT IS WHY YOU ARE SEEING THESE WHOPPING DIFFERENCES IN PERCENTAGE. RIGHT, SO HOLD ON TO THAT THOUGHT FOR A MINUTE AND THAT IS ACTUALLY ONE OF THE GREATEST IMPETUS, IMPETUS FOR ME AND OUR TEAM TO LOOK AT, OKAY, IS THERE SOMETHING DIFFERENT THAT WE'RE MEASURING AT FEVS THAT IS TELLING US SOMETHING DIFFERENT ABOUT EMPLOYEE ENGAGEMENT? SO BEFORE I GO INTO THAT, SO THERE ARE -- SO WHEN WE'RE LOOKING AT THE LITERATURE, THERE ARE MANY DIFFERENT DEFINITIONS ABOUT EMPLOYEE ENGAGEMENT. BUT IN GENERAL ACROSS THE BOARD, EMPLOYEE ENGAGEMENT IS A SENSE OF CONNECTION AND COMMITMENT TO AN ORGANIZATION AND THAT MOTIVATES EMPLOYEES TO WORK TOWARDS ORGANIZATIONAL GOALS. AND THESE ARE REALLY FUNDAMENTAL. IT IS MOTIVATIONAL FACTORS. AND ACROSS STUD TEASE IT HAS SHOWN THAT EMPLOYEE ENGAGEMENT DRIVES PRODUCTIVITY AND PERFORMANCE SO IT IS VERY BROAD ACROSS EMPLOYEES. NOW, ENGAGEMENT AND DISENGAGED TEND TO BE DIFFERENT BEHAVIOR. ENGAGED ARE TEAM-ORIENTED, OPTIMISTIC, THEY GO ABOVE AND BEYOND, SOLUTION-ORIENTED AND SHOW A PASSION FOR LEARNING. MEANWHILE, DISENGAGED PIES ARE SELF-CENTERED, PESSIMIST IT CAN, ACCEPT CREDIT AND KIND OF PASS ALONG THE BLAME. THEY ALSO TEND TO DEMONSTRATE A LOT OF NEGATIVE AT TOOT TO MANY DIFFERENT THINGS, MAYBE NOT JUST THE ORGANIZATION. SO THERE ARE THESE VERY DIFFERENT BEHAVIORS THAT AFFECT THE WORKPLACE AND THEIR OVERALL PERFORMANCE. SO EMPLOYEE ENGAGEMENT ALSO, IF YOU LOOK AT A LOT OF LITERATURE, SOMETIMES THEY ARE INTERCHANGE -- IT WAS INTERCHANGEABLY USED WITH JOB SATISFACTION. NOW, THEY WERE HIGHLY ENTER RELATED TO THE CONSTRUCT BUT ALSO SEPARATELY DISTINCT, OKAY, SO LET ME SPEND A LITTLE MORE TIME ON THIS ONE. SO JOB SATS FACTIONS TEND TO BE RELATED TO CHARACTERISTICS OF THE JOB ITSELF AND IT IS USUALLY LESS CONTROLLABLE BY THE MANAGER BECAUSE THESE ARE, YOU KNOW, SALARY, BENEFITS, LEAVE TIME, WORK ENVIRONMENT, JOB SECURITY. IT IS SORT OF LIKE HOW A EMPLOYEE IS FEELING ABOUT A JOB, WHAT IT CAN OFFER. NOW, ENGAGEMENT ON THE OTHER HAND HAS TO DEAL WITH MORE ABOUT CONNECTION AND A SENSE OF COHESION WITH THE ORGANIZATION AND THE PEOPLE IN THAT ORGANIZATION. SO ENGAGEMENT USUALLY ARE MEASURED AND ALSO DRIVEN BY THE SENSE OF PURPOSE OF THE ORGANIZATION, SO RELATED TO THE JOB ASSIGNMENTS, THE OVERALL ORGANIZATIONAL MISSION, COMMUNICATIONS WITH MANAGERS AND OTHER COWORKERS, OPPORTUNITY TO GROW, WHETHER I AM LEARNING IN THIS ORGANIZATION AND DO I HAVE THE POTENTIAL TO ADVANCE AND ALSO TRUST. SO AM I -- DO I TRUST MY LEADERSHIP AND DO THE LEADERSHIP TRUST ME AND ALSO AS FAR AS FAIRNESS. SO THESE ARE THE THINGS THAT YOU CAN TELL IS SORT OF LIKE THIS MORE SOCIAL INTERPERSONAL INTERACTIONS OF THE -- ABOUT THE ORGANIZATION AS A COLLECTIVE. AND MOST OF ALL, THESE THINGS ARE TYPICALLY IN CONTROL OF THE MANAGER, YOU KNOW, HOW YOU COMMUNICATE WITH THE EMPLOYEE. ALL RIGHT, SO BACK TO THE ORIGINAL QUESTION, SO WHY THERE IS SUCH A DIFFERENCE IN, YOU KNOW, SEEING NIH EMPLOYEES BEING ENGAGED. NO DOUBT, WE ARE ALL A VERY ENGAGED BUNCH AND WHEN WE LOOK AT THE FEVS INDEX, EMPLOYEE ENGAGEMENT INDEX, IT HAS THE THREE COMPONENTS, RIGHT? INTRINSIC WORK EXPERIENCE, SUPERVISORS, YOUR RELATIONSHIP WITH SUPERVISORS AND HOW YOU THINK ABOUT THE LEADERS. NOW, THERE WAS SOMETHING INTERESTING ABOUT THE INDEX. OPM IN THE TECHNICAL NOTES NOTED THAT THE EEI, SO THIS INDEX IS, NOT A DIRECT MEASURE OF AN EMPLOYEE'S ENGAGEMENT BUT PROVIDES AN ASSESSMENT OF THE CRITICAL CONDITIONS CONDUCIVE FOR EMPLOYEE ENGAGEMENT OR ENGAGEMENT POTENTIAL. SO WHEN WE LOOK AT WHAT WE ARE SEEING IN THE LITERATURE I AM THINKING HMM, MAYBE THERE IS A WAY TO CAPTURE IT BETTER AND NOT NECESSARILY TO ASK QUESTIONS BECAUSE THE FEVS IS A SET OF QUESTIONS THAT WE HAVE VERY LITTLE INPUT INTO THE DESIGN AND THE QUESTIONS THAT WE WANTED TO MEASURE BUT THERE ARE WAYS THAT WE CAN DO IT. SO ME AND THE TEAM GO THROUGH -- COME THROUGH THE ITEMS OF FEVS AND WE SEEK OUT MEASURE THAT ACTUALLY MATCHES SOME OF THE OTHER CONSTRUCT THAT WE ARE SEEING FROM THE LITERATURE OF EMPLOYEE ENGAGEMENT. AND SO HERE IS WHAT WE'RE GOING TO LOOK AT. THIS IS SORT OF OUR WAY OF REFINING THE MESHMENT OF ENGAGEMENT FROM THE FEVS. SO THE RED ONES ARE THE ONES THAT WE ADDED TO THE CONSTRUCT. SO THE INTRINSIC WORK EXPERIENCE, SO AGAIN, YOU KNOW, THERE ARE ITEMS LOOKING AT, YOU KNOW, HOW MEANINGFUL YOUR WORK IS, RIGHT, HOW DO YOU SENSE ABOUT -- HOW DO YOU FEEL ABOUT YOUR ACCOMPLISHMENT, WHAT ARE YOUR TALENTS AND ARE THEY BEING USED, YOUR RELATIONSHIP WITH SUPERVISORS AND RESPECT FOR THE ORGANIZATIONAL LEADERS. SO THAT MAPS TO THE OVERALL EMPLOYEE INDEX. NOW, THERE ARE ALSO OTHER THINGS TO LOOK AT, YOUR COOPERATION WITH COWORKERS, WHETHER THEY ARE SHARING JOB KNOWLEDGE WITH EACH OTHER, WHETHER YOU FEEL THEY ARE COOPERATING WITH YOU AND THEN WE ALSO SEE A BUNCH OF ITEMS THAT SEEK AN OPPORTUNITY TO GROW, WHETHER YOU HAVE AN OPPORTUNITY TO IMPROVE, WHETHER YOU ARE FEELING SATISFIED WITH TRAINING. AND THOSE ARE OPPORTUNITIES TO GROW AND WHETHER THERE IS FAIRNESS IN THE WORK UNIT AND OWNERSHIP OR EMPOWERMENT. THE LAST TWO ARE VERY IMPORTANT AND WHEN YOU THINK OF FAIRNESS AND THE FEELING OF OWNERSHIP, THAT YOU CAN REALLY DRIVE SOMETHING THAT YOU ARE WORKING ON, THOSE ARE REALLY AN IMPORTANT PART OF HOW EMPLOYEES FEEL LIKE THEY ARE PART OF THE ORGANIZATION. AND THAT THEY CAN MAKE THINGS HAPPEN, RIGHT? AND SO THOSE ARE THE TWO THINGS FOR ME, IS ACTUALLY MORE INDICATIVE WHEN THOSE ARE ABSENT, THOSE ARE THE THINGS THAT WILL LEAD EMPLOYEES TO BE 'TIS ENGAGED, OKAY? SO JUST TO KIND OF START THINKING ABOUT REFINING WHAT THESE THINGS MIGHT MEAN. NOW, THE DATA TIME, OKAY, FIRST WE WANTED TO LOOK AT, YOU KNOW, WHAT IS THE OVERALL NIH SATISFACTION? SO EMPLOYEE SATISFACTION -- LET ME REPHRASE THAT. EMPLOYEES AGREEMENT WITH ALL THESE DIFFERENT CONSTRUCT OR CONCEPTS, RIGHT, HOW THEY EXPERIENCE ON THESE AND THEN THE MORE IMPORTANT PIECE, ARE THERE ANY GENDER DIFFERENCE ON THOSE, ON THESE MEASURES. SO A LOT ON THIS SLIDE, I WILL WALK THROUGH THIS. SO WHAT YOU SEE, THESE ARE THE CONSTRUCTS I JUST EXPLAINED WHICH WE THINK ARE A BETTER INDICATOR OR SOME OF THE DRIVERS FOR EMPLOYEE ENGAGEMENT THAT WE CAN DRAW UPON FROM FEVS AND THEY ARE LISTED ACCORDING TO THE GENDER DINNERS, THE EXTENT TO WHICH WE SEE GENDER DIFFERENCE IN A POSITIVE RATING. SO HOW MUCH DO WE AGREE ON THIS CONSTRUCT, THIS TOPIC, THIS CONCEPT. SO FOR EXAMPLE, LET ME WALK YOU THROUGH ONE OF THEM. YOU SEE THIS LIKE YOU KNOW AT NIH, THIS IS LIKE OFF THE CHART BECAUSE WE ALL KNOW OUR PURPOSE AND ESPECIALLY AT THIS CHALLENGING TIME OF OUR COUNTRY. THERE IS NO DOUBT OUR NIH MISSION IS VERY, VERY IMPORTANT TO OUR OVERALL COUNTRY AND IN THE WORLD AS WELL. SO I THINK THERE IS A CLEARER SENSE OF PURPOSE IN OUR ORGANIZATION AND I BELIEVE WHAT WE'RE WORKING ON IS VERY IMPORTANT. SO IT IS NOT SURPRISING TO SEE THAT SUCH A HIGH AGREEMENT RATE TO THAT. AND WE TEND NOT TO SEE -- AND THIS IS BASED ON LAST YEAR, 2019 DATA, SO BASED ON THE LAST YEAR 2019 DATA, WE DON'T SEE MUCH GENDER DIFFERENCE BETWEEN MALE AND FEMALE, WE DON'T SEE A LOT OF DIFFERENCE ON THIS EMPLOYEE ENGAGEMENT, WHAT WOULD LIKE TO SAY, A FACTOR OR A DRIVER. NOW AS YOU GO ALONG HERE, WE'RE LISTING CONSTRUCT THAT WE SEE BIGGER GENDER DIFFERENCE. SO WHEN WE LOOK AT CORPORATIONS AMONG -- COOPERATION AMONG COWORKERS. THERE TEND TO BE MALE -- OR EMPLOYEES RESPOND MORE TO THAT, SO THEY COOPERATE MORE WITH COWORKERS, FEEL LIKE COWORKERS ARE SHARING MORE INFORMATION, OP TO GROW, WE SEE A SIMILAR PATTERN. THAT EMPLOYEES ARE RESPONDING, FEELING LIKE THEY HAVE MORE OPPORTUNITY TO GROW. AND RELATIONSHIP WITH SUPERVISORS, AGAIN, SEEMS LIKE MALE IS -- YOU KNOW, HAVE MORE POSITIVE RESPONSE TO THOSE CONSTRUCT OR FEEL LIKE THEY HAVE BETTER RELATIONSHIP WITH THEIR SUPERVISORS, BETTER OWNERSHIP AND FAIRNESS IN WORK. THAT ACTUALLY -- THAT CONSTRUCT SHOWS THE BIGGEST GENDER DIFFERENCE AND NOTICE WHEN I SAY GENDER DIFFERENCE, IT IS NOT LIKE FEMALE AND MALE BECAUSE WHEN YOU LOOK AT THE PERCENTAGE, IT IS USUALLY HOVERING AROUND MORE THAN 50 PERCENT SO WE'RE SEEING -- YOU KNOW, PEOPLE ARE GENERALLY SATISFIED, GENERALLY ENGAGED BASED ON THESE DRIVERS BUT YET WE ARE ALSO SEEING GENDER DIFFERENCE IN SOME OF THESE FACTORS THAT MIGHT BE LEADING TO DISENGAGEMENT, OKAY? SO THOSE OF YOU INTERESTED IN STATS, YOU CAN SEE THE HIGHLIGHT THERE ON THE RIGHT BASED ON THE CONSTRUCT EVIDENCE. SO REMEMBER THE GALLUP SHOWED THAT FEMALE EMPLOYEES ARE GENERALLY MORE ENGAGED AT WORK. AT NIH BASED ON THE FEVS DATA, WE DIDN'T QUITE SEE THAT. IF ANYTHING, IT SEEMS LIKE THE OPPOSITE, OKAY? NOW THERE IS ANOTHER FINDING THAT I THOUGHT WAS INTERESTING FROM THE ACTUAL GALLUP POLL. REMEMBER THAT MEN WERE MORE ENGAGED WITH WOMEN SO THAT LED ME TO THINK ARE SOME OF THE DRIVERS WE ARE SEEING WITH EMPLOYEE ENGAGEMENT OR DEPENDING ON WHETHER THE PERSON OR THE EMPLOYEE IS IN A LEADERSHIP ROLE OR NONLEADERSHIP ROLE. SO WE BEGAN TO EXAMINE THIS. DOES SUPERVISORY STATUS MATTER? AND THE STORY HERE IS THAT, YOU KNOW, WE LOOK AT OPPORTUNITY TO GROW AND GENERALLY WE'RE SEEING THIS PATTERN THAT ACTUALLY WE DON'T FIND DIFFERENCES, GENDER DIFFERENCES FOR THE SUPERVISOR. THE GENDER DIFFERENCE ARE ACTUALLY FOUND IN THE NONSUPERVISORY EMPLOYEES. SO AND YOU CAN SEE IT, THIS PATTERN EMERGE WITH RELATIONSHIP WITH SUPERVISOR HERE, OWNERSHIP AND EMPOWERMENT ALSO SEEING THIS DIFFERENCE. WE ALSO SEE THIS DIFFERENCE IN FAIRNESS BUT WHAT IS ALSO INTERESTING IS FOR THE FAIRNESS, IT SEEMS LIKE THERE IS GENDER DIFFERENCE ACROSS THE BOARD. SO THERE IS A SENSE THAT OUR FEMALE EMPLOYEES DON'T FEEL OUR WORK ENVIRONMENT IS AS FAIR AS MEN FEEL, OKAY? SO HERE ARE THE TAKE HOME MESSAGES, LITTLE BIT OF CHECK TIME, OKAY, SO HERE ARE THE TAKE HOME MESSAGES FROM WHAT I HAVE SHOWN YOU TODAY. NIH FEDERAL EMPLOYEES ARE MORE ENGAGED THEN GENERAL FEDERAL WORKERS, GREAT. AND I THINK WHAT I HAVE SHOWN HERE IS THAT WE CAN GET GAIN A BETTER UNDERSTANDING OF GENDER DIFFERENCES BY EXAMINING THE DRIVERS OF ENGAGEMENT. AND AS I HAVE SHOWN YOU HERE TODAY, THAT WE FOUND GENDER DIFFERENCES IN THE MORE SOCIAL AND PERSONAL INTERACTION TYPES OF DRIVER ENGAGEMENT AT WORK. WE'RE ALSO SEEING OPPORTUNITY TO GROW, OWNERSHIP AND EMPOWERMENT AND ALSO PERCEIVED FAIRNESS IN THE WORK UNIT. AND WHAT IS MORE IMPORTANT IS THAT WE SEEM TO SEE THESE GENDER DIFFERENCES MORE CONSISTENTLY FOUND AMONG NONSUPERVISORS. SO BEFORE I END THE TALK, I FEEL LIKE WHEN I WAS PREPARING THIS TALK, IT WAS PRE-COVID OR STARTING COVID TIME. I THINK THE COVID SITUATION WE WORK SO THERE ARE MORE AND MORE RECENT STUDIES THAT SHOW HOW WE'RE WORKING DIFFERENT AND THERE ARE GENDER DIFFERENCES SO HERE IS SOMETHING TO THINK ABOUT WHEN YOU THINK ABOUT EMPLOYEES ENGAGEMENT. MCKENZIE AND COMPANY, THE RECENT REPORT LAST MONTH, ACTUALLY IN JUNE, MORE MEN THAN WOMEN WITH DEPENDENTS, YOU KNOW, WITH KIDS OR PEOPLE WHO NEED CARE TAKING AND WORKING REMOTELY FOUND THE WORK HAS BEEN POSITIVELY AFFECTED BY COVID 19. SO MEN ARE ACTUALLY REAPING THE BENEFIT TO A GREATER EXTENT THAN WOMEN. MORE-- AND ALSO A RECENT FINDING BASED ON THE CPS SURVEY, SO IT IS PART OF THE CENSUS MONTHLY SURVEY, WORKING MOTHERS ARE HAVING TO REDUCE THEIR HOURS FASTER THAN WORKING FATHERS. SO WHEN WE THINK ABOUT FLEXIBILITY, WE'RE ENCOURAGING PEOPLE TO TAKE TIME OFF, WHO ARE THE ONES WE ARE ACTUALLY ENCOURAGING TAKING THE TIME OFF TO CARE FOR DEPENDENTS I DON'T HAVE A GOOD ANSWER BUT I JUST TO WANT BRING THIS OUT BECAUSE WHEN WE THINK ABOUT EMPLOYEE ENGAGEMENT, WHEN WE SENSE HOW WE'RE CONNECTED TO OUR ORGANIZATIONS AND COMMITMENT, THE MODALITY IN THE WORKPLACE, HOW THAT MIGHT AFFECT AND EVEN EXACERBATE SOME OF THE GENDER DIFFERENCE WE'RE SEEING. SO I WILL END MY TALK WITH THAT. I WANTED TO THANK DAVID LUCKENBAUGH WHO IS THE STATISTICIAN ON ME TEAM WHO HAS BEEN HELPFUL IN PULLING THE DATA TOGETHER AND PUTTING THIS PRESENTATION TOGETHER. SO I THINK I WILL TAKE -- YOU KNOW, I HAVE A COUPLE OF MINUTES TO TAKE A FEW QUESTIONS. >> JANETTA, THAT WAS FANTASTIC, I AM GLAD YOU BROUGHT UP THE TOPIC. I LOVE THE PART ABOUT WOMEN ENGAGEMENT AND SEEMS LIKE YOU ARE HELPING US TALK MORE ABOUT THIS AS IT IS A VERY IMPORTANT ISSUE. ONE OF THE QUESTIONS THAT CAME THROUGH IS HOW DOES THIS DATA COMPARE WITH THE PAST AS IT RELATES TO WOMEN ENGAGEMENT AND JOB SATISFACTION, DO YOU HAVE AN ANSWER TO THAT? >> YES, SO I HAVE SHOWN YOU THE TREND DATA SO IF YOU JUST LOOK AT THE -- ACROSS THE YEAR AND YOU LOOK AT THE ENGAGEMENT, YOU DON'T SEE A LOT OF GENDER DIFFERENCE BASED ON THE PREVIOUS FEVS, LIKE THE EMPLOYEE ENGAGEMENT INDEX. SO THERE IS REALLY NOT MUCH OF A DIFFERENCE. MAYBE THE LAST TWO YEARS OR SO YOU ARE SEEING MEN WHO ARE A LITTLE BIT RISING FASTER THAN WOMEN. AND I THINK THAT IS WHAT IS MORE IMPORTANT FOR ME TO LOOK INTO IS NOT THAT I AM TRYING TO FIND A DIFFERENCE BUT IS IT A GOOD MEASURE OF ENGAGEMENT AND CAN WE LOOK INTO IT A LITTLE BIT MORE TO SEE WHERE ARE, YOU KNOW -- WHY PEOPLE ARE DISENGAGED OR ENGAGED AND ARE THERE ANY GENDER DIFFERENCES ON THOSE DRYERS DRIVERS OF ENGAGEMENT. SO I FOUND SOME SORT OF CORE INDEX AS WE ARE LOOKING AT ENGAGEMENT BUT AS WE LOOK AT THE CONSTRUCT, THERE SEEMS TO BE SOME LEVEL OF ENGAGEMENT NOT TIED TO THE INDEX AND I HAVEN'T BEEN ABLE TO LOOK BEYOND 2019 BECAUSE WE ARE JUST TESTING LIKE OKAY, ARE THESE A NEW REFINED WAY OF THINKING ABOUT EMPLOYEE ENGAGEMENT SHOWING ANYTHING OR SHOWING ANYTHING INTERESTING. SO I THINK IT WOULD BE A GREAT PROJECT TO ACTUALLY LOOK BACK AND SEE, YOU KNOW, WHETHER WE ARE SEEING GENDER DIFFERENCE IN THE PAST AS WELL. >> AWESOME. ONE OTHER QUESTION BEFORE WE MOVE ON TO THE NEXT PRESENTER, WAS THERE A DIFFERENCE IN RACE AND ETHNICITY ALONG WITH BENDER? >> YOU KNOW, I ANTICIPATE THAT QUESTION. [LAUGHTER] >> UNFORTUNATELY I DON'T HAVE A GOOD WAY TO LOOK AT IT. I THINK WE ARE EXPLORING A WAY TO LOOK AT IT. THE REASON IS BECAUSE OF THE AVAILABILITY OF THE DATA. SO WE ARE ABLE TO LIKE ACCESS INDIVIDUAL GENDER LEVEL DATA SO WE ARE ABLE TO MANIPULATE, YOU KNOW, THE ITEMS AND PUT THEM TOGETHER BUT WHEN WE ARE BREAKING DOWN TO RACE AND ETHNICITY BY GENDER, WE JUST DON'T HAVE THAT DATA SET TO WORK ON IT. BUT IS IT NOT ABLE TO LOOK AT IT OVERALL BY ITEM? WE CAN LOOK AT IT. SO WE'RE CURRENTLY WORKING ON THAT BECAUSE I DO THINK THAT THE INTERSECTIONALITY BETWEEN GENDER AND RACE ON ENGAGEMENT IS VERY IMPORTANT. SO I HAVE NOT YET TO ANSWER THAT QUESTION BUT IT HAS BEEN ON MY MIND AND WE'RE TRYING TO FIGURE A WAY TO ACTUALLY LOOK AT THAT. SO GREAT QUESTION, THANK YOU. >> DEFINITELY. THAT IS REALLY IMPORTANT TO ME AND ALSO THE WHOLE CONCEPT AROUND THE MOTHERHOOD PENALTY IS ALSO A GREAT CONCERN TO ME AND HOW HAVING RESPONSIBILITIES AS MAYBE THE PRIMARY CAREGIVER AFFECTS PEOPLE'S ABILITY TO DO THEIR WORK AND TO GET THOSE PROMOTIONS AND TO GET WHAT THEY NEED AT WORK. SO THANK YOU SO MUCH JANETTA FOR THAT. >> THANK YOU FOR THE OPPORTUNITY TO PRESENT THE DATA. >> EXCELLENT. SO NOW I WOULD LIKE TO INTRODUCE OUR NEXT SPEAKER. THIS IS ANNAVOSURE. SHE CURRENTLY SELVES AS FELLOW COORDINATOR OF THE EMPLOYEE ASSISTANCE PROGRAM AT THE NIH AND PRIOR TO HER ARRIVAL AT THE NIH, SHE SPENT OVER 25 YEARS AS A CLINICICIAN, SUPERVISOR AND MANAGER AND SEVERAL OTHER ASSIGNMENTS. DURING THIS TENURE, SHE WAS AWARDED THE CIVILIAN AWARD FOR OUTSTANDING SERVICE. SO AT THIS TIME, I WOULD LIKE TO TURN IT OVER TO ANNA >> THANK YOU, JOY, GOOD MORNING EVERYONE, TRULY A BEAUTIFUL DAY AND I CERTAINLY SAY IT IS A PLEASURE TO BE WITH YOU THIS MORNING AND GLAD TO TALK ABOUT THE EMPLOYEE ASSISTANCE PROGRAM OR EAP AS IT IS KNOWN. NEXT SLIDE, PLEASE. THE NIH EMPLOYEES ASSISTANCE PROGRAM IS STAFFED WITH LICENSED MENTAL HEALTH PROVIDERS. IT IS A FREE PROGRAM AND SO OUR SERVICES, IT IS COMPLETELY VOLUNTARY EVEN IF YOUR SUPERVISOR, YOUR SPOUSE WANTS YOU TO COME TO EAP, IT IS ALWAYS YOUR CHOICE OR COMPLETELY VOLUNTARY, EXCUSE ME. THE CON TENS -- CONFIDENCE WE HAVE IN THE EAP IS IN ACCORDANCE WITH LAWS AND EVERYTHING IS CONFIDENTIAL UNLESS YOU GIVE US WRITTEN PERMISSION TO SPEAK TO SOMEONE ON YOUR BEHALF AND THAT HAPPENS OCCASIONALLY. THIS PICTURE ON THE SLIDE REPRESENTS THE DIFFERENT PARTS OF OUR LIVES. AND WE CAN ALL BECOME CHALLENGED IN ONE OR MORE OF THESE ASPECTS OF OUR LIVES AND IN FACT IN A CERTAIN STATUS OF OUR LIFE, WE ABSOLUTELY WILL BECOME MORE CHALLENGED IN ONE OF THESE AREAS. NEXT SLIDE, PLEASE. I AM GOING TO JUST SHARE WITH YOU QUICKLY SOME OF THE CHALLENGES THAT WE ANTICIPATE THE WORKFORCE IS FACING AS THE RETURN TO WORK PLAN EVOLVES AND THIS IS BASED ON INFORMATION FROM OUR EXISTING CLIENTS AS WELL AS LOCAL DATA WHICH CAN JANETTA RECENTLY SPOKE ABOUT AS WELL AS SOME INFORMATION THAT SUPERVISORS AND LEADERS AT NIH HAVE PROVIDED TO US THAT THEY HAVE RECEIVED FROM OUR WORKFORCE. SO THE CHALLENGES THAT WE ANTICIPATE, AND AGAIN, THIS IS AS THE RETURN TO WORK PREFACE INVOLVES, THE FIRST ONE IS INCREASED SUBSTANCE ABUSE AND THIS IS A REAL CONCERN BECAUSE WE KNOW SOCIAL ISOLATION IS IN AND OF ITSELF A RISK FACTOR WHEN IT COMES TO SUBSTANCE ABUSE AND LOCAL VENDORS WHO SELL ALCOHOL HAVE BEEN REPORTING SINCE MARCH THAT THEIR ALCOHOL SALES HAVE DOUBLED. SO THIS IS OBVIOUSLY A REAL CONCERN. IT IS PARTICULARLY A CONCERN FOR FEMALE EMPLOYEES AND THIS IS BECAUSE ADDICTION TO ALCOHOL IS ACTUALLY A PROCESS THAT EVOLVES BIOLOGICALLY EASIER FOR FEMALES THAN IT DOES FOR MALES. THE VERY SOUND RESEARCH ON THIS TOPIC TELLS US THAT THE ENZYME PRESENT IN THE LIVER THAT METABOLIZES ALCOHOL IS PRESENT FOR MALES BUT THERE ARE DIFFERENT -- THERE IS A DIFFERENT WITH FEMALES AND SO THE BIOLOGICAL PROCESS BY WHICH ADDICTION TAKES PLACE OCCURS FASTER FOR FEMALES THAN IT DOES FOR MALES. IT IS ALSO MORE DAMAGING FOR FEMALES. FATALITIES IN FEMALES WHO HAVE A SIGNIFICANT ADDICTION TO ALCOHOL IS ACTUALLY QUICKER, RGAN FAILURE AND THIS KIND OF THING OCCURS FASTER IN FEMALES WITH ALCOHOL. SO WHETHER FROM IT IS FROM BOREDOM OR STRESS TIED TO ALCOHOL, THIS IS A CONCERN. THE SECOND IS NOT A SURPRISE, ABOUT INCREASED RELATIONSHIP STRESS, EVEN WITH PEOPLE WE CARE ABOUT, OF COURSE WE GET LIMITED OPPORTUNITIES TO HAVE BREAKS FROM ONE ANOTHER WHEN WE ARE ALL STAYING IN ONE HOUSEHOLD AND NOT GETTING OUT MUCH AND PEOPLE TEND TO HAVE MORE NERVES WHICH IS A NORMAL REACTION. BUT ALONG THOSE LINES WE HAVE PROLONGED CAREGIVER STRESS AND JANETTA TALKED ABOUT THIS AS WELL. SO CHILDREN WHO ARE OUT OF SCHOOL OR CHILDCARE WHO DON'T HAVE SUPPORT OR ASSISTANCE AT HOME WHILE TELEWORKING IS CLEARLY A SIGNIFICANT STRESS AND THIS IS ACTUALLY IMPACTING FEMALES GREATER THAN MALES EVEN IN AFFLUENT HOUSEHOLDS, WOMEN ARE FEELING MORE STRESS AT HAVING TO FLEX THEIR SCHEDULES OR BASICALLY TRY TO TAKE CARE OF FAMILY MEMBERS AT THE SAME TIME THEY ARE TAKING CARE OF THEIR WORK ASSIGNMENTS. SO NO SURPRISE, THE OTHER REPORT THAT WE'RE GETTING IS ABOUT ONGOING ANXIETY FOR THOSE WORRIED ABOUT EXPOSURE AND THIS IS UNDERSTANDABLE GIVEN THAT THERE IS STILL LOTS OF UNCERTAINTY ABOUT THE PANDEMIC AND THE UNCERTAINTY AROUND EXPOSURE FOR THE FAMILY MEMBERS WHEN THEY ARE IN THEIR OWN HOME AS WELL AS WHEN YOU RETURN TO THE WORKPLACE OR WHEN CHILDREN RETURN TO SCHOOL, THAT KIND OF THING, THIS IS BEING REPORTED TO US REPEATEDLY. AND OBVIOUSLY FINANCIAL STRUGGLES ARE A REAL CONCERN. MANY FOLKS WHO WERE -- WHO HAD A TWO-INCOME FAMILY ARE DOWN TO ONE INCOME AND SO THIS IS PUTTING SIGNIFICANT STRESS ON THE FAMILY. THOSE OF US AT NIH WHO HAVE CONTINUED TO RECEIVE OUR PAYCHECKS ARE REALLY BLESSED IN THAT REGARD. AND THEN THE LAST DYNAMIC THAT WE'RE HEARING ABOUT IS ARE THE OBVIOUS PHYSICAL AND EMOTIONAL HEALTH CONSEQUENCES, PHYSICAL DIFFERENCES HAS RESULTED IN ISOLATION BUT FOR PEOPLE LIVING A I LONE, THIS IS A REAL CONCERN AND EVEN FAMILIES WHO HAVE OBVIOUSLY FOLKS LIVING WITH THEM, IT IS A GREATER CONCERN. PEOPLE ARE REPORTING MENTAL HEALTH SIGNALS WITH ANXIETY AND DEPRESSION AS MENTIONED EARLIER. NEXT SLIDE, PLEASE. THIS IS A QUICK GLANCE AT THE SERVICES THAT EAP PROVIDES, EXCUSE ME, AND IF YOU LOOK AT OUR WEBSITE UNDER THE LMS, OPTIONAL PHYSICAL MEDICINE WEBSITE, YOU WILL SEE THE SLIDE THAT IS IN FRONT OF YOU SO QUICKLY WANT TO MENTION THE CONCERN OF THINGS WE ARE CONSULTED ABOUT MOST BY CLIENTS ARE THINGS RELATED TO RELATIONSHIPS, RELATED TO ADDICTION, CHILD CHILDCARE AND ITEMS ASSOCIATED WITH STRESS AND IT HAPPENS FREQUENTLY WHERE SUPERVISORS ARE ASKING FOR FEEDBACK FOR AN EMPLOYEE WHO IS STRUGGLING. WE ALSO PROVIDE CRISIS INTERVENTION FOR WORK SITES THAT ARE STRUGGLING WITH A RECENT LOSS OR A DEATH AS THEY WERE WORKING AND THEN LASTLY, WE HAVE A LOT OF RESOURCE INFORMATION SO IF YOU ARE TRYING TO GET YOUR CHILD CONNECTED TO BE SUBSTANCE ABUSE TREATMENT FOR EXAMPLE, OR JUST NEED SOME KIND OF SPECIALTY CARE ASSOCIATED WITH MENTAL HEALTH, WE CAN GET YOU CONNECTED. EAP SERVICES ARE ALWAYS FREE AS I MENTIONED EARLIER AND TYPICALLY THE SESSIONS WE HAVE ARE ABOUT 60 MINUTES IN LENGTH DEPENDING ON YOUR CIRCUMSTANCES. NEXT SLIDE, PLEASE. OVER THE LAST FEW MONTHS, THE REPORT THAT PEOPLE ARE GIVING US, REPEATEDLY, UNDERSTANDABLY, THERE IS JUST SO MUCH STRESS GOING ON AROUND US AND AS WE KNOW, IT IS REALLY A BIOLOGICAL REACTION, REALLY A BIOLOGICAL PROCESS AND THEN CREATES AN EMOTIONAL RESPONSE. STRESS CAN BE GOOD OR BAD. THERE ARE NEGATIVE AND POSITIVE ASPECTS TO STRESS BUT IT IS ACTUALLY A NATURAL BIOLOGICAL PROCESS WHEN EVER WE UNDERGO SOME KIND OF CHANGE. AND ACTUALLY IF YOU ARE KIND OF TUNED IN TO YOUR BODY, I AM SURE YOU WILL RECOGNIZE THAT SOMETIMES STRESS IS HELPFUL TO US. IT PROVIDES US WITH EXTRA ENERGY AND CREATIVITY WHICH IS REALLY NICE WHEN YOU ARE TRYING TO SOLVE A PROBLEM OR COMPLETE A PROJECT BUT IT IS ACTUALLY VERY DEPLETING TO THE BRAIN. THE BIOLOGICAL PROCESS DEBREATHES OUR BRAIN SO ONCE THE STRESS IS PROLONGED, IT BECOMES A PROBLEM PHYSICALLY. NEXT SLIDE, PLEASE. MOST OF YOU HAVE HEARD OF THIS ARCHAIC PROCESS CALLED FLIGHT OR FIGHT. IT IS THIS PROCESS THAT WE OFTEN REFER TO AS THE AMYGDALA HIJACK, THE PART OF THE BRAIN RESPONSIBLE FOR SOME OF THESE ARCHAIC PROCESSES. AND WITH THE STRESSES SOMEWHAT DIFFERENT IN STRUCTURE TODAY, LIKE I NEED TO RUN AWAY FROM A BEAR FOR EXAMPLE. SO WITH THE ONSET OF STRESS, THE AMYGDALA IS BASICALLY IN CHARGE AND GIVES ME THAT EXTRA ENERGY SO I CAN RUN FROM THE BEAR -- HOPEFULLY I DON'T WANT TO FIGHT WITH THE BEAR BUT I WANT TO GET AWAY FROM THE BEAR. AND DURING THE AMYGDALA HIJACK WE HAVE SIGNIFICANT FOCUS ON THAT ONE PARTICULAR STRESSOR SO ALL OF OUR ENERGY, ALL OF OUR FOCUS IS ON THAT ONE PARTICULAR STRESS IN FRONT OF US. MANY PEOPLE HAVE TOLD US AS SOON AS THE INITIAL REACTION TAKES PLACE AFTER A BIG MAJOR STRESS, THEY WILL START TO NOTICE SOMETHING ELSE LIKE OH, MY ARM IS CUT UP OR MY MARRIED IS FULL BUT THEY DIDN'T NOTICE IT AT THE TIME BECAUSE THEY ARE TOO FOCUSED, LIKE HYPER FOCUSED ON THAT STRESSOR FACING THEM. SO THE AMYGDALA HIGH SKWREBG, THIS PROCESS OF FLIGHT OR FIGHT IS QUIETNESS IN TIMES OF SIGNIFICANT STRESS. THE PROBLEM IS IT IS VERY DEPLETING TO THE BRAIN. WHEN THE STRESS STARTS TO LOWER SLIGHTLY, THE PREFRONTAL CORTEX OF THE BRAIN BECOMES ACTIVATED AND I AM SIMPLIFYING THIS FOR THE PRESENTATION. WHAT WE REFER TO AS THE THINKING BRAIN, THIS IS WHERE WE START TO CONSIDER ADDITIONAL INFORMATION AND ESSENTIALLY BECOME A LITTLE MORE IN CONTROL OF OUR BODY SO WE'RE NOT JUST RUNNING FROM THE BEAR, WE'RE ALSO THINKING ABOUT WAYS TO CLIMB -- WELL, I GUESS YOU ARE NOT WANTING TO CLIMB A TREE WHEN YOU ARE RUNNING FROM A BEAR BUT YOU ARE THINKING OF WAYS TO SOLVE THE PROBLEM AND OTHER STIMULUS AROUND YOU. AND IF IT IS PROLONGED, IT LEADS TO OVERALL EXHAUSTION. I DON'T KNOW IF YOU HAVE NOTICED BUT AFTER A SIGNIFICANT STRESS, WE TEND TO BE EXHAUSTED, LIKE PUBLIC SPEAKING. EVEN IF YOU ARE AN EXTROVERTED PERSON, AFTER PUBLIC SPEAKING YOU MIGHT NOTICE YOU ARE PRETTY EXHAUSTED. SO THIS IS HOW STRESS CAN LEAD TO DISTRESS. AT THE LOWER END OF THE BELL CURVE ON THE LEFT, WHEN WE DON'T HAVE MUCH GOING ON IN OUR LIVES AND THINGS ARE PRETTY CALM, WE TEND TO FEEL A LITTLE BORED SO WE'RE NOT NECESSARILY FILLED WITH ENERGY, NOT NECESSARILY CREATIVE AT THIS TIME AND THEN BIOLOGICALLY SPEAKING, WE ARE RELATIVELY CALM. HARD TO IMAGINE A PERIOD IN OUR LIVES WHERE THIS HAPPENS BUT IT DOES HAPPEN AND IF NOT, WOULD HE NEED TO HELP YOU MAKE IT HAPPEN. SO THE STRESS GOING UP, THIS IS THE PERIOD OF TIME WHERE WE TEND TO HAVE GREAT PERFORMANCE, GREATER CREATIVITY, CERTAINLY A LITTLE MORE ENERGY AND ESSENTIALLY WE'RE PERFORMING AT OUR OPTIMUM DURING THIS PERIOD OF USE STRESS. THE PROBLEM IS VERY OFTEN THIS PERIOD OF USE STRESS LASTS TOO LONG AND WHETHER IT IS BECAUSE WE'RE NOT RECOGNIZING THE SYMPTOMS OR BECAUSE WE'RE JUST ESSENTIALLY WORKING ON SOMETHING THAT IS DIFFICULT OR TAKES TOO MUCH TIME, THIS CREATIVE STRESS BECOMES PROLONGED AND WHEN THAT OCCURS, WE ENTER THE BIOLOGICAL STRESS CALLED DISTRESS AND THIS IS WHERE WE HAVE THE PHYSICAL AND PSYCHOLOGICAL DISTRESS. FATIGUE, OUR MOOD CHANGES SO WE WILL BE MORE IRRITABLE, THINGS LIKE THAT AND A LOT OF TIMES SLEEP PROBLEMS ARE OCCURRING IN THIS STAGE OF DISTRESS AND WITHOUT SLEEP, WE DON'T HAVE FULL RESTORATION. NEXT SLIDE, PLEASE. SO IN TERMS OF WHAT YOU CAN DO ABOUT THIS, WE HAVE TO ALWAYS THINK ABOUT SELF-CARE AND OF COURSE SELF-CARE MEANING THE CARE YOU NEED FOR YOURSELF BECAUSE NO ONE IS GOING TO TAKE CARE OF YOU BUT YOURSELF UNFORTUNATELY. SO WHEN IT COMES TO SELF-CARE, YOU REALLY HAVE TO ASK YOURSELF ABOUT THREE PARTS OF YOUR LIFE, EATING, EXERCISING AND SLEEP. AND AS I MENTIONED BEFORE, QUALITY SLEEP IS JUST REALLY CRITICAL AND UNFORTUNATELY IT IS ALSO THE PART OF OUR LIVES THAT SEEMS TO BE DISRUPTED THE EASIEST. EXERCISE AND FINDING WAYS TO MOVE ARE THINGS YOU HAVE TO OBVIOUSLY CONSIDER AS WELL AND THEN YOUR EATING, IS YOUR EATING -- ARE YOU MAKING GOOD CHOICES AROUND EATING ESSENTIALLY? AND IF YOU GO AND SEE A MENTAL HEALTH PRO OFFAL ABOUT THINGS LIKE STRESS AND ANXIETY AND MOOD, THEY ARE GOING TO ASK YOU ABOUT THESE THREE PARS OF YOUR LIFE, EATING, SLEEPING AND EXERCISING SO THERE IS THAT IMPORTANCE AND WE'LL TALK MORE ABOUT THAT IN JUST A MOMENT. NEXT SLIDE, PLEASE. PHYSICAL ACTIVITY AS WE ALL I KNOW IS JUST LITERALLY CRITICALLY IMPORTANT AND IT IS OBVIOUSLY MORE DIFFICULT WHEN YOU ARE PRACTICING SOCIAL DISTANCING SO YOU ARE NOT HOPEFULLY, PROBABLY, ACTUALLY DOING EXERCISE IN A WAY THAT IS GOING TO BE UNSAFE IN TERMS OF SOCIAL DISTANCING BUT IT IS OBVIOUSLY MORE CHALLENGING WHEN YOU ARE PRIMARILY STAYING INDOORS AND NOT GOING TO THE GYM, THINGS YOU MIGHT HAVE BEEN DOING IN THE PAST THAT ARE MORE HELPFUL IN TERMS OF AN EXERCISE ROUTINE. YOU JUST HAVE TO FIND A WAY TO BE MOVING AROUND AND IT WILL REQUIRE MORE CONCERTED EFFORT WHEN YOU ARE TELEWORKING FOR OBVIOUS REASONS BUT WE DO RECOMMEND YOU HEAD OUTDOORS EVERY DAY, REGARDLESS OF WHETHER -- EVEN IF YOU ARE NOT TAKING A 10-MILE RUN, STILL GETTING OUTSIDE AND MOVING AROUND IS A CRITICAL PART OF RECOVERLY RECOVERY. SO AS YOU ARE AWARE, THERE ARE MANY ONLINE PLATFORMS AND A LOT OF THOSE WHERE YOU CAN CONNECT WITH FAMILY OR FRIENDS OR COMPETE WITH YOUR WORKOUTS AND GIVE EACH OTHER STATS BUT IT IS IMPORTANT THAT ANY PHYSICAL ACTIVITY YOU ENGAGE IN THAT IT BRINGS YOU JOY AND 9IF SOME KIND OF EXERCISE IS NOT FUN BUT YOU DO IT ANY WAY, THAT IS GREAT, BUT STILL LOOK FOR THOSE EXERCISES THAT BRING YOU JOY. IT MIGHT BE WORKING IN THE YARD, WALKING THE DOG, ANY KIND OF PHYSICAL ACTIVITY THAT GUESS YOU MOVING NEEDS TO BRING YOU JOY. THE OTHER THING I WOULD MENTION ABOUT EXERCISE IS THE BIOLOGICAL DIFFERENCE BEFORE AND AFTER EXERCISE IS TREMENDOUSLY TO US AND MOST OF YOU KNOW AFTER YOU EXERCISE, YOU TEND TO FEEL BETTER AND THERE IS A GOOD REASON FOR THAT. THE BIOCHEMICAL REACTION THAT OCCURS DURING A PERIOD OF EXERCISE IS SIGNIFICANT SO IT IS LITERALLY THAT IMPORTANT AND IF WE HOOKED YOU UP TO BLOOD PRESSURE MACHINES AND BRAIN WAVE MACHINES AND MACHINES THAT MEASURE YOUR VITALS, WE WILL SEE A SIGNIFICANT DIFFERENCE BEFORE AND AFTER. SO IT IS LITERALLY THAT IMPORTANT. NEXT SLIDE, PLEASE. ONE THING WE WANT TO JUST MENTION AROUND SELF-CARE HAS TO DO WITH EXPOSURE TO UPSETTING INFORMATION. WITH 24SH -- 24/7 NEWS IT IS VERY EASY TO GET CAUGHT UP IN ALL THE AWFUL THINGS HAPPENING IN THE WORLD. CERTAINLY THERE IS LOTS OF TRAUMA AND UPSET FEELINGS AROUND WHAT IS HAPPENING IN OUR COUNTRY. IT IS REALLY IMPORTANT THAT YOU TRY TO INTENTIONALLY LIMIT YOUR EXPOSURE TO NEWS IN PARTICULAR AND WE ACTUALLY RECOMMEND THAT IT IS 30 MINUTES COMBINED PER DAY SO CUMULATIVELY NO MORE THAN 30 PINS PER DAY MINUTE PER DAY. SO IF YOU WATCH IT IN THE MORNING GETTING READY FOR WORK AND THEN AT DIFFERENT AND BEFORE YOU GO TO BED, THAT IS MORE THAN 30 MINUTES. EVEN IF YOU SET A TIMER WHEN IT COMES TO SOCIAL MEDIA EXPOSURE AND NETWORK NEWS, MAKE IT LESS THAN 30 MINUTES A DAY AND BY THE WAY IF YOU HAVE YOUNGER CHILDREN WHO ARE EXPOSED TO SIGNIFICANTLY STRESSFUL BEHAVIOR, YOU WILL NEED TO LIMIT IT FROM MORE THAN THAT. IMPORTANT. OUR SOCIAL CONNECTIONS ARE ACTUALLY REALLY IMPORTANT AND RESEARCH ON SOCIAL CONNECTIONS TELL US WE'RE MORE CONTENT, MORE HAPPY AND ACTUALLY MORE PRODUCTIVE WHEN WE HAVE SOCIAL CONNECTIONS. I KNOW MANY OF YOU ARE MISSING THE CONNECTIONS WITH YOUR COWORKERS, YOUR TEAMMATES. SOME OF THE TEAMMATES YOU MAY NOT BE MISSING BUT A LOT OF THEM YOU PROBABLY ARE MISSING AND THE VIDEO PLATFORMS DON'T ALWAYS RESOLVE ALL OF THAT. SO YOU HAVE TO REALLY THINK CREATIVELY AND FIND SOME WAYS TO CONNECT WITH PEOPLE THAT YOU CARE ABOUT, FRIENDS, NEIGHBORS, FAMILY, BE CREATIVE. GOOD OLD FASHIONED- LETTER WRITING IS REALLY A GREAT PLATFORM TO STAY IN TOUCH WITH THOSE YOU CARE ABOUT. ALSO WANT TO TALK ABOUT IN TERMS OF COPING AND SELF-CARE, THE BENEFITS OF DEEP BREATHING AND IF YOU HAVE NEVER ACTUALLY ENGAGED IN THIS DAILY PRACTICE, I WANT YOU TO GIVE IT SERIOUS CONSIDERATION BECAUSE IT IS LITERALLY THAT IMPORTANT, IT IS THAT HELPFUL. DEEP BREATHING IS COMPLETELY RESTORATIVE TO OUR PHYSIOLOGICAL EXPERIENCE AND EXPERIENCE AND RESTORING TO OUR SOULS. THERE ARE MANY FORMS OF DEEP BREATHING OUT THERE BUT THE WHOLE THING IS YOU WANT TO ENGAGE THE DIVE FEDERAL. WE HAVE QUITE A NUMBER OF SUGGESTIONS ON HOW YOU WANT TO PERFORM THESE, MANY ARE OUT ON THE INTERNET AND SO FORTH BUT THE ONE WE LOOK AT THE MOST IS CALLED TRIANGLE BREATHING AND DANA IF YOU ARE ABLE TO CLICK ON THAT -- YES, THANK YOU. THIS IS CALLED TRIANGLE BREATHING. WHAT YOU LITERALLY DO IS BREATHE IN, INHALE AS THE TRIANGLE GOES UP, EXHALE AS THE TRIANGLE GOES DOWN. GIVE IT A TRY. TAKE A SLOW DEEP BREATH IN, EXHALE OUT. INHALE IN THROUGH YOUR NOSE BY THE WAY, EXHALE THROUGH YOUR MOUTH. ONE MORE TIME. INHALE THROUGH THE NOSE EXHALE THROUGH YOUR MOUTH. THANKS, DANA. YOU CAN ACTUALLY GOOGLE THIS. IT IS LITERALLY CALLED TRIANGLE BREATHING AND YOU WILL FIND IT -- THIS IS ACTUALLY FROM YOUTUBE, THIS LITTLE CLICK IS FROM YOUTUBE. DEEP BREATHING, IT RELAXED THE NERVE ENDINGS SO WE END UP HAVING CLEARER THINKING AND HAVE PHYSIOLOGICAL RELAXATION TO PAIN IN YOUR BACK OR WHATEVER YOU ARE FEELING PHYSICALLY WILL BE LESS WITH DEEP BREATHING. THERE IS A FREE APP, LOTS OF GREAT SELECTIONS FOR HELPING WITH MANAGING ANXIETY, STRESS, HELPING YOU FALL ASLEEP, GREAT STUFF. ANOTHER TIP IS REALLY TO ASK YOURSELF, WHEN I HAVE BEEN THROUGH STRESS BEFORE, WHAT HELPS ME? WHAT WAS PREVIOUSLY HELPFUL TO ME? BECAUSE WE HAVE TO LEARN FROM THAT. THEY ARE MOST LIKELY PROBABLY AS STRESSFUL AS THE TIMES YOU ARE GOING THROUGH NOW AND THE OTHER THING I PUT ON HERE IS GRATITUDE AND I PUT HERE SERIOUSLY BECAUSE WE MEAN IT SERIOUSLY. THE PRACTICE OF DAILY GRATITUDE CANNOT BE UNDERSCORED ENOUGH. IT IS SAFE TO SAY IF YOU THINK OF OTHER PEOPLE, EVEN PEOPLE YOU DON'T KNOW BUT HAVE READ ABOUT OR SEEN ON THE NEWS, YOU PROBABLY HAVE MUCH TO BE GRATEFUL FOR. YES, THERE ARE DIFFICULT ASPECTS OF YOUR LIVES AND STRESSFUL THINGS GOING ON BUT YOU PROBABLY HAVE A LOT OF THINGS TO BE GREATFUL FOR. IF YOU NEED HELP WITH THIS, PLEASE LET US KNOW. ONE THING WE TRY TO RECOMMEND IS THAT PEOPLE BEGIN THEIR DAY WITH BEING GRACIOUS ABOUT ACCEPTING -- EVEN IF IT IS JUST THANK YOU FOR GETTING THROUGH THE NIGHT OR THANK YOU LORD FOR THE SLEEP I JUST RECEIVED IF YOU ARE A PRAYING PERSON, YOU MIGHT THANK THE LORD, BUT THE POINT HERE IS GRATITUDE BRINGS US PHYSIOLOGICAL RELAXATION SO IT IS IMPORTANT TO PRACTICE IT DAILY. I AM SORRY, DANA, YOU WILL HAVE TO CLICK IT AGAIN ONCE THE EXERCISE HAS STOPPED. THANK YOU. SO TIPS AND TOOLS, USE VALIDATION. IT IS IMPORTANT TO SAY THAT THIS IS NORMAL, THAT PROBABLY PRETTY MUCH EVERYBODY WOULD FEEL THE SAME WAY YOU FEEL. TOLERATING UNCERTAINTY IS GENERAL IS NOT EASY. IN THE PAST FEW MONTHS, WE HAVE HAD TO TOLERATE A CERTAIN AMOUNT OF UNCERTAINTY BUT LOOK, WE GOT THROUGH IT AND IT IS POSSIBLE, JUST NOT EASY. SELF COMPASSION IS REALLY PART OF THE SAME IDEA. THIS TOO SHALL PASS AND IT IS TRUE THAT WE'LL LOOK BACK ON THIS PERIOD OF TIME IN OUR LIFE AND SAY WOW, THAT WAS A TOUGH TIME AND WE'LL MOVE FORWARD. SO THE LAST TIP IS REALLY WHAT WE CALL SELF TALK, THINKING AS A COACH. SO IF YOU THINK IN TERMS OF A COACH OR LIKE USING A SPORTS COACH FOR EXAMPLE, A COACH WOULD BE SOMEONE WHO IS HOPEFULLY POSITIVE, UPLIFTING, HELPFUL AND THEY GIVE YOU ADVICE OR MENTOR YOU. THIS IS THE WAY YOU HAVE TO THINK ABOUT YOURSELF. SO IF YOU WERE COACHING YOURSELF THROUGH THE EXACT SAME SITUATION, WHAT KIND OF ADVICE WOULD YOU GIVE YOURSELF? IF I WAS COACHING MY BEST FRIEND THROUGH THE SAME SITUATION, WHAT ADVICE WOULD I GIVE THAT PERSON UNDER THAT IS THIS WHOLE CONCEPT OF THINKING AS A COACH AND DO THAT FOR YOURSELF. NEXT SLIDE, PLEASE. IF YOU COULD JUST CLICK THIS SEVERAL TIMES, THE BULLET COME UP ONE AT A TIME. SO HERE IS SOME SIGNS YOU MAY NEED SUPPORT -- ONE MORE TIME, DANA, MAYBE ONE MORE, SORRY, THANK YOU. SO IF YOU ARE HAVING DIFFICULTY WITH HIGHER COGNITIVE FUNCTION WHICH IS THINGS LIKE DECISION-MAKING, CONCENTRATING, MEMORY, THOSE ARE A DEFINITE I WANTED OCCASION OF MENTAL FATIGUE. IF YOU ARE OVERISOLATING YOURSELF MORE THAN YOU NEED TO, THAT IS A CONCERN. IF YOU ARE FEELING HELPLESS OR POWERLESS ABOUT THINGS GOING ON AROUND YOU, THAT IS A CONCERN. IF YOU ARE HAVING MORE IRRITABILITY OR EXCESSIVE WORRY, THAT IS A CONCERN. PHYSIOLOGICAL SYMPTOMS LIKE HEADACHES OR DIGESTION PROBLEMS, THAT IS A CONCERN. SO I AM GOING TO MOVE ON BECAUSE OF OUR TIME CONSTRAINTS, NEXT SLIDE, PLEASE. I WILL HAVE YOU GO TO THE NEXT SLIDE PLEASE. JUST AS AN ASIDE, EAP CAN GIVE YOU INDIVIDUAL SUPPORT AND WE ARE HERE TO PROVIDE A UNIQUE PERSPECTIVE FOR YOU HOPEFULLY AND WHEN WE MEET WITH YOU, WE WILL GIVE YOU INDIVIDUAL RECOMMENDATIONS. WHEN YOU CALL, WE WILL SET UP AN APPOINTMENT WITH YOU, YOU WILL SPEAK WITH A LICENSED PROFESSIONAL AND WE WILL HELP YOU THROUGH WHATEVER YOU ARE GOING THROUGH. HERE IS OUR PHONE NUMBER. YOU CAN ALSO REACH US ON THE WEB. WE NOT A LOT OF CONTACT THROUGH FOLKS TO OUR WEBSITE AND AGAIN, IT IS UNDER THE DIVISION OF HEALTH AND SAFETY. SO I WANT TO EMPHASIZE WE ARE ALL TELEWORKING RIGHT NOW SO ALMOST ALL OF OUR SESSIONS RIGHT NOW ARE OVER THE TELEPHONE. WE'RE WORKING TOWARDS A VIDEO OPTION IN THE FUTURE BUT RIGHT NOW IT IS ALL OVER THE TELEPHONE AND WE WILL REACH OUT WHEN WE CAN MAKE APPOINTMENTS WITH YOU SO IF YOU NEED HELP, I AM REALLY HELPING YOU WILL CALL US AND I WILL STOP NOW TO SEE IF THERE ARE ANY QUESTIONS. >> ANNA, I HAVE TO SAY I AM FEELING MUCH MORE RELAXED NOW AFTER LISTENING TO YOU SO THANK YOU SO MUCH FOR THAT INFORMATION. WE HAVE REACHED THE TOP OF THE HOUR SO UNFORTUNATELY WE WON'T BE ABLE TO TAKE ANYMORE QUESTIONS BUT I DO WANT TO LET FOLKS KNOW WHO ARE WATCHING THAT WE WILL MAKE TIME AVAILABLE. I HOPE YOU HAVE FOUND THIS INFORMATIVE AND LOOK FORWARD TO HAVING MORE OF THESE, POSSIBLY TALKING TO A PANEL OF WOMEN SCIENTISTS ABOUT THEIR WORK IN HOME LIFE AND HOW THEY ARE ABLE TO MANAGE THOSE THINGS. IN ADDITION TO TALKING WITH, NIH TRAINING CENTER ABOUT MENTORSHIP AND HOW TO BE A MENTOR OR DO I NEED A MENTOR, WHAT DOES IT TAKE TO ACTUALLY BE A GOOD MENTOR TO SOMEONE ELSE. SO LOOK FOR THOSE THINGS COMING UP IN THE FUTURE, MAYBE EACH THE FALL. THANK YOU SO MUCH FOR YOUR TIME AND WE HOPE THAT YOU HAVE A GREAT DAY, REACH OUT TO ME IF YOU NEED TO. MY NAME AGAIN IS JOY WITH THE OFFICE OF EQUITY, STRATEGY AND INCLUSION.