I'M DR. SHARON MILGRAM, I DIRECT THE OFFICE OF INTRAMURAL TRAINING AND EDUCATION HERE AT THE NATIONAL INSTITUTES OF HEALTH IN BETH BETHESDA MARYLAND AND I'M DELIGHTED TO INVITE ALL OF YOU TO OUR WEBINAR TODAY: MOVING FROM BYSTANDER ON UPSTANDER, TAKE ACTION TO COMBAT HARASSMENT AND AGRESSION. THE WEBINAR WILL BE PRESENTED BY TERRANCE WINSTON, A COLLEAGUE WHO I'VE REALLY HAD THE PLEASURE OF GETTING TO KNOW WELL IN THE LAST WEEK OR SO AS WE'VE GONE BACK AND FORTH TALKING ABOUT WHAT WE HOPE TO ACCOMPLISH TODAY YOU KNOW, I WOKE UP SUNDAY MORNING LIKE I ALWAYS DO AND GRABBED THE NEW YORK TIMES OFF OF THE PORCH. I USUALLY GO IMMEDIATELY, I MIGHT SKIM THE FRONT PAGE FOR A MOMENT, BUT TYPICALLY GO RIGHT TO THE STYLE SECTION, SO I READ THE NEW YORK TIMES FIRST FROM THE STYLE SECTION AND THEN LATER I GET INTO THE MORE IMPORTANT PARTS OF THE PAPER. BUT TODAY, SUNDAY, I JUST COULD NOT HELP BUT BE STRUCK BY THE FRONT PAGE, WHICH IS IN A PRETTY SMALL FONT, SHORT ONE SENTENCE OBITUARIES OF ABOUT 1,000 PEOPLE WHO HAVE PASSED AWAY FROM COVID-19 DURING THIS INTENSE PERIOD OF THE PANDEMIC. AND I FOUND THAT THAT IMAGE HAS SORT OF PROMPTED ME ALL WEEKEND TO THINK A LOT ABOUT WHAT OUR RESPONSIBILITIES ARE AS SCIENTISTS AND WHAT OUR RESPONSIBILITIES ARE AS COMMUNITY CITIZENS, CITIZENS OF THE WORLD. TOWARDS EACH OTHER DURING THIS REALLY DIFFICULT TIME, IT'S REALLY PROMPTED ME TO THINK OF ALL OF THE IMPORTANT THINGS THAT WE NEED TO ATTEND TO, MADE ME APPRECIATE EVEN MORE THAT WE WERE HAVING THIS WEBINAR RIGHT NOW, BECAUSE WHILE WE HAVE MOST CERTAINLY SEEN SOME OF THE VERY BEST OF PEOPLE DURING THIS TIME, FIRST RESPONDERS REALLY DOING HEROIC THINGS TO TAKE CARE OF PATIENTS, PEOPLE IN GROCERY STORES MAKING SURE THAT WE HAVE FOOD, PEOPLE STOPPING ON THE STREET JUST TO BE KIND AND TO TAKE A MOMENT TO CONNECT, AT NIH WE HAVE SEEN PEOPLE WORK LONG HOURS TO TRY TO MAKE SURE ALL OF OUR TRAINEES ARE SAFE AND AT HOME AND HAVE THEIR APPOINTMENTS TAKEN CARE OF, THAT THE NIH CAMPUS WAS OPEN FOR PEOPLE IN THE CLINICAL CENTER. I MEAN, WE'VE SEEN SO MANY POSITIVE ACTIONS AND POSITIVE BEHAVIORS. BUT SIMULTANEOUSLY, WE KNOW FROM READING THE PAPERS AND FROM HEARING STORIES FROM FRIENDS AND COLLEAGUES THAT THERE'S ALSO SOME REALLY UNFORTUNATE AND BAD AND UGLY BEHAVIOR. AND I THINK EACH OF US HAS A RESPONSIBILITY TO WORK TOWARD SUPPORTING EACH OTHER IN ELIMINATING SOME OF THESE DIFFICULT AND UNWELCOMING BEHAVIORS. WITHIN THE BROADER QUESTION OF SCIENCE AND BUILDING A WELCOMING AND INCLUSIVE SCIENTIFIC WORKFORCE, SCIENTIFIC RESEARCH A LONG WAY TO GO TO ELIMINATE HARASSMENT AND TO ELIMINATE IN CIVILITY AND UNWELCOME COMMENTS IN OUR WORKPLACE. WE'VE HAD A DIALOGUE NOW FOR MAYBE THE LAST, I DON'T KNOW, YEAR OR SO ABOUT THE IMPORTANCE OF EACH AND EVERY MEMBER OF THE RESEARCH COMMUNITY STEPPING UP AND TO MOVE FROM BYSTANDER TO UPSTANDER TO MAKE SURE THAT OUR LAB ENVIRONMENT AND OUR RESEARCH GROUPS ARE WELCOMING FOR ALL. SO I THINK TODAY, THIS IS AN ESPECIALLY IMPORTANT WEBINAR, AND IT'S REALLY EXCITING FOR ME TO NOTE THAT THERE ARE 1,000- PLUS PEOPLE WHO REGISTERED , FROM ABOUT 80-PLUS INSTITUTIONS ACROSS THE U.S., AND SOME PEOPLE IN OTHER COUNTRIES, THAT THERE ARE TRAINEES, THERE ARE FACULTY MEMBERS, ADMINISTRATORS, STAFF IN RESEARCH ENVIRONMENTS, THIS IS THE COMMUNITY OF SCIENCE AND THIS IS THE COMMUNITY COMING TOGETHER. AND I THINK IN THESE REALLY DIFFICULT TIMES, THAT'S ESPECIALLY IMPORTANT. SO I THANK YOU ALL FOR LOGGING IN AND FOR TAKING TWO HOURS OUT OF YOUR DAY TO LEARN WITH US FROM OUR GUEST SPEAKER TODAY. A FEW HOUSEKEEPING ITEMS THAT YOU NEED TO KNOW ABOUT. YOU CAN ASK QUESTIONS OF THE LIVE FEEDBACK FORM BUTTON ON THE NIH VIDEOCAST WEB PAGE. BUT IF YOU GET FLUSTERED AND YOU CAN'T FIND THAT, JUST E-MAIL OIT E@NIH.GOV, TERRANCE WILL TAKE SOME BREAKS ALONG THE WAY AND HE WILL TURN THINGS BACK OVER TO ME AND I AM MONDAY TORPG THE IN ACCIDENT -- AND I AM MONITORING THE INBOX AND SHOULD BE ABLE TO THOROUGH THE QUESTIONS TO HIM. IF THE SLIDES ARE FUZZY, YOU NEED TO ADJUST TO HIGH DEFINITION ON YOUR COMPUTER OR JUST SIT BACK AND ENJOY LEARNING FROM THE TALK. WE ARE GOING ON E-MAIL THE SLIDES IMMEDIATELY AFTERWARD. I AM GOING TO GET A LOT OF QUESTIONS, SAYING, ARE YOU TAKING THIS, AND CAN WE WATCH IT LATER, AND CAN WE SHARE THE TAPE AND THE ANSWER IS YES AND YES. PLEASE SHARE THIS AS WIDELY AS YOU WISH. THIS IS A TOPIC THAT WE HOPE EVERYONE HAS A CHANCE TO THINK ABOUT AND REFLECT ON. THERE ARE MANY OTHER RESOURCES ON THE OITE WEBSITE AND THE OITE YOUTUBE CHANNEL, FOR EXAMPLE, IN THIS TALK A LOT TERRENCE TALKS ABOUT SPEAKING UP AND FINDING YOUR VOICE, AND WE KNOW THAT CAN BE AN AREA OF GROWTH FOR MANY OF US, AND THERE ARE WEBINARS AND WORKSHOPS ON COMMUNICATION STYLES, SELF-ADVOCACY, LEADERSHIP, A VARIETY OF DIFFERENT TOPICS. SO PLEASE, FOR THOSE OF YOU NOT AT NIH, CHECK OUT OUR WEBSITE, WWW.TRAINING.NIH.GOV AND OUR YOUTUBE CHANNEL WHICH YOU'LL JUST HAVE TO GOOGLE TO FIND. OFF THE TOP OF MY HEAD, I DON'T KNOW THE E-MAIL ADDRESS. SO WITH THAT BRIEF INTRODUCTION, LET ME INTRODUCE YOU TO TERRENCE WINSTON, WHO IS A COMMUNITY ADVOCATE AND A RESTORATIVE JUSTICE PRACTITIONER AND A TRAINED MEDIATOR. HE'S WORKED FOR 13-PLUS YEARS WITH PUBLIC SCHOOLS, WITH NONPROFITS, AT HOMELESS SHELTERS AND IN COMMUNITY AND CITY AGENCIES LARGELY IN NEW YORK. HE WENT TO BATES COLLEGE AND HUNTER COLLEGE, WHERE HE MAJORED IN COMMUNICATIONS, AND HE HAS DONE A TREMENDOUS AMOUNT OF WORK IN SOCIAL JUSTICE INITIATIVES IN HIS COMMUNITY AND BEYOND. IT'S REALLY AN HONOR TO HAVE HIM JOIN US TODAY, AND WITH THAT, I AM GOING TO TURN THE FLOOR OVER TO TERRENCE. PLEASE PUT ANY QUESTIONS THAT YOU HAVE IN THE CHAT BOX, AND IN THE QUESTION FORM, AND I'LL START MONITORING IT NOW. THANK YOU, TERRENCE. >> Terrence Winston: THANK YOU, DR. MILGRAM, AND THANK YOU TO EVERYONE AT THE NIH COMMUNITY AND ABROAD FOR WELCOMING ME THIS AFTERNOON. IT'S SURELY AN HONOR AND HUMBLING TO BE HERE WITH YOU ALL TODAY. AS DR. MILGRAM SAID, OVER THE PAST WEEK WE'VE GOTTEN A CHANCE TO WORK TOGETHER IN PREPARATION FOR THIS OPPORTUNITY, AND IT'S BEEN A REAL PLEASURE AND AN HON NORP NOT ONLY TO WORK WITH HER BUT ALSO TO WORK WITH SOME OF HER COLLEAGUES, DR. SHONA CLARK AND DR. JACQUELINE NEWELL HUNT WHO HAVE BEEN SUPPORTIVE AND GRACIOUS LEADING UP TO TODAY. SO LET'S GET TO IT. MOVING FROM BYSTANDER TO UPSTANDER, TAKE ACTION TO COMBAT HARASSMENT AND AGRESSION. I JUST WANTED TO TAKE A MOMENT ALSO TO ECHO SOMETHING THAT DR. M I LGRAM MENTIONED -- DR. M ILGRAM MENTIONED, WHICH IS THE TIME OF COVID THAT WE'RE LIVING IN AND SHELTERING IN PLACE AND TO HIGHLIGHT THE DIFNTS SENSATIONS AND EXPERIENCE S THAT ALL OF US ARE HAVING, THE DIFFERENT SENSATIONS AND EXPERIENCES THAT ALL OF US ARE HAVING. IT'S BEEN A LONG TIME SINCE SOCIETY HAS DEALT WITH A GLOBAL PANDEMIC AND THERE'S BEEN A LOT THAT FOLKS HAVE BEEN FORCED TO COPE WITH. AND, YOU KNOW, FOR SOME THIS PANDEMIC IS NOT MUCH DIFFERENT THAN NORMAL TIMES, AND A DEAR FRIEND OF MINE SAID WHAT WAS NORMAL WASN'T REALLY NORMAL TO BEGIN WITH, SO IN SOME WAYS, THIS REALLY, THIS OPPORTUNITY REALLY JUST KIND OF UPLIFTS A LOT OF CHALLENGES THAT WE'VE BEEN DEALING WITH AS A SOCIETY. SO IT'S A GOOD TIME TO REALLY DO SOME OF THE DEEPER WORK AND FIND WAYS TO CONNECT WITH ONE ANOTHER , HEAL TOGETHER, WORK TOGETHER. SO I JUST WANT TO ACKNOWLEDGE ALL THE PEOPLE WHO HAVE TAKEN THE TIME TO JOIN US TODAY AND, YOU KNOW, IF YOU DEALING WITH GRIEF AND LOSS PERSONALLY OR PROFESSIONALLY, REALLY JUST TO OUT OF RESPECT ACKNOWLEDGE THAT AND SHARE SOME GRATITUDE THAT YOU WERE ABLE TO FIND THE SPACE TO BE HERE TODAY. SO THANK YOU FOR THAT. SO LET'S JUST GO QUICKLY OVER WHAT WE'RE GOING TO DISCUSS. SO WE'RE GOING TO GO OVER GOALS, AND THE PRESENTATION HAS BEEN BROKEN UP INTO FOUR PARTS. SO WE'RE GOING TO DO SOME BACKGROUND WORK TO PROVIDE CONTEXT, WE'RE GOING TO DISCUSS THE DIFFERENT ROLES THAT PEOPLE ASSUME WHEN HARM OCCURS, WE'RE GOING TO TALK ABOUT SOME OF THE CULTURAL UNDERPINNINGS OF WHAT DRIVES THE HARM AND ALSO WHAT DRIVES THE RESOLUTIONS AND ALSO SOME OF THE TOOLS THAT WILL BE OFFERED TO ALL OF YOU. AND THEN WE'RE GOING TO GIVE TOOLS AND STRATEGIES. RIGHT? AND THAT'S GOING TO BE SORT OF THE MEAT AND POTATOES. SO I KNOW MANY PEOPLE ARE OFTEN -- OFTEN ASKED THE QUESTION, YOU KNOW, WHAT CAN I DO? HOW DO I RESOLVE SOME OF THESE THINGS WHEN SITUATIONS ARISE? WELL, YOU'RE GOING TO RECEIVE PRACTICAL TOOLS TODAY THAT YOU'LL BE ABLE TO APPLY ACROSS MANY DIFFERENT CIRCUMSTANCES AND MANY DIFFERENT SITUATIONS. SO IT'S IMPORTANT TO KNOW, AND I'M GOING TO REPEAT THIS AS WE GO ALONG TODAY, THAT THIS IS A WORK IN PROGRESS. YOU KNOW, I'M OFTEN LOATHE TO BE GIVEN THE TAG "EXPERT," I'VE BEEN DOING THIS WORK A LONG TIME AND I'M ALWAYS LEARNING, I'M ALWAYS RESEARCHING, I'M ALWAYS OPEN TO NEW EXPERIENCES AND NEW WAYS TO DOING THINGS BECAUSE THERE'S ALWAYS ROOM FOR IMPROVEMENT. YOU KNOW, WE'RE DEALING WITH A HUMAN INTERACTIONS AND RELATIONSHIPS, AND THERE'S OFTEN GREAT NUANCE INVOLVED WHEN WE ENGAGE IN RELATIONSHIPS WITH OTHERS. AND, YOU KNOW, IT'S LIKE LEARNING A DIFFERENT LANGUAGE, RIGHT? AND THERE'S ALWAYS, YOU KNOW, MORE TO LEARN WHEN YOU'RE LEARNING A DIFFERENT LANGUAGE. YOU INCREASE YOUR VOCABULARY OVER TIME, YOU DEVELOP A SHORTHAND, YOU ADAPT TO THE SLANG OR THE CREOLIZATION OF THE LANGUAGE YOU'RE WORKING IN AND I THINK THOSE COMPARISONS ARE APROPOS TO SORT OF WHAT IT IS WE'RE GOING TO BE DOING TODAY IN REGARDS TO MOVING FROM BYSTANDER TO UPSTANDER. AND WE'RE TALKING REALLY ABOUT A TRANSFORMATION, RIGHT? AND THAT REQUIRES A LOT OF ENERGY, A LOT OF FOCUS, AND A LOT OF SUPPORT. SO AS YOU GO ON YOUR INJURE JOURNEY, JUST -- AS YOU GO ON YOUR JOURNEY, JUST THINK ABOUT SEEKING OTHERS WHO ARE ON A SIMILAR JOURNEY WHO YOU CAN ENLIST AND YOU CAN ALSO SEEK HELP AND GUIDANCE AND FEEDBACK FROM ALONG THE WAY. AND THEN WE'RE GOING TO END WITH A SHORT VIDEO, AND AS DR. MILGRAM SAID EARLIER, THERE ARE GOING TO BE A FEW MOMENTS OVER THE COURSE OF THE PRESENTATION WHERE QUESTIONS AND ANSWERS WILL BE OFFERED. SO MAKE SURE THAT YOU HAVE YOUR QUESTIONS READY, AND I JUST WANT TO ALSO SET THE EXPECTATION THAT ALONG THE WAY I'LL BE MAKING STATEMENTS FOR YOU TO REFLECT ON AS YOU'RE LISTENING. THE PRESENTATION GOALS. SO TODAY OUR INTENTIONS ARE TO ENGAGE, INFORM, DEVELOP, STIMULATE, SUPPORT AND BUILD. SO WE WANT TO HELP YOU DEVELOP YOUR SKILL SET IF YOU ALREADY ARE ON THE PATH TO BEING AN UPSTANDER. IF YOU ARE SOMEONE WHO IS NEW TO THIS, WE WANT TO STIMULATE SOME NEW THINKING. EVEN IF YOU HAVE SOME FAMILIARITY, WE STILL WANT TO STIMULATE NEW THOUGHTS. WE WANT TO SUPPORT YOU IN YOUR EFFORTS, PARTICULARLY IN MOMENTS WHERE YOU MAY NOT FEEL AS THOUGH YOU'VE GOTTEN IT RIGHT OR YOU'VE MISSED AN OPPORTUNITY, THAT'S OKAY. AND WE WANT TO BUILD. WE WANT TO BUILD COMMUNITY. WE WANT TO BUILD ALLIES, RIGHT? SO WE REALLY WANT TO START, IN SOME AREAS YOU WANT TO SORT OF START FROM GROUND ZERO, AND IN OTHER AREAS YOU WANT TO AMPLIFY OR CONTINUE TO STRENGTHEN OR SORT OF BUILD CONNECTIVE TISSUE AROUND SOME OF THE WORK THAT'S BEING DONE. WE'RE NOT LOOKING TO SHAME ANYONE TODAY. WE ARE NOT LOOKING TO EXACERBATE ANYONE'S GUILT, AND THAT'S IMPORTANT, AND I REALLY WANT TO UNDERSCORE THOSE TWO IN PARTICULAR. IT'S NOT ABOUT SHAMING FOLKS. THIS IS NOT ABOUT GOOD AND BAD PEOPLE. ALL RIGHT? AND IT'S ALSO NOT ABOUT TRYING TO MAKE SOMEONE A BETTER PERSON. LIKE THAT'S A PERSONAL CHOICE THAT PEOPLE HAVE, RIGHT? THAT SHOULD NOT BE AN EXTERNAL JUDGMENT. ANOTHER IMPORTANT POINT IS THAT WE'RE NOT LOOK TO GO INVALIDATE ANYONE'S EXPERIENCE, AND WE'RE NOT LOOKING TO VALIDATE ANYONE WHO MAY BE RESPONSIBLE OR CONTRIBUTED TO CAUSING HARM ON OTHER PEOPLE. ALL RIGHT? WE'RE NOT LOOKING TO DIMINISH ANYONE. WE'RE NOT LOOKING TO HARM. AND WE'RE ALSO NOT LOOKING TO REINFORCE NEGATIVE INTERNALIZED FEELINGS. THE LAST BULLET POINT IS GO WE'LL CIRCLE BACK TO OFTEN IN THIS PRESENTATION. YOU KNOW, A LOT OF TIMES WHEN WE ARE THE RECIPIENTS OF HARM, WE TONED TAKE ON A LOT. -- WE TEND TO TAKE ON A LOT. SO WE WANT TO ADDRESS THAT THOUGHTFULLY AND CAREFULLY. ALL RIGHT. SO NOW WE HAVE SOME EXAMPLES OF HARMFUL STATEMENTS. AND AS YOU CAN SEE THEM, YOU KNOW, THEY VARY, AND I WANT TO MENTION A COUPLE OF THEM THAT MAY BE FAMILIAR TO SOME AND SOME OF US MAY HAVE EVEN SAID THEM IN THE PAST, RIGHT? SO WE'LL START AT THE BOTTOM LEFT CORNER. WHERE ARE YOU REALLY FROM? THIS IS A QUESTION THAT MAY BE INTENDED A WAY TO SEEK CONNECTION AND MAY BE SEEN AS BENIGN, BUT, YOU KNOW, WHAT'S REALLY THE SUB TEXT IN THAT, RIGHT? WHEN SOMEBODY TELLS YOU WHERE THEY'RE FROM, YOU KNOW, YOU BELIEVE PEOPLE WHEN THEY SAY, WHEN THEY RESPOND, AND THAT FOLLOW-UP QUESTION, YOU KNOW, CAN BE SEEN AS INVASIVE AND INTRUSIVE AND DISRESPECTFUL. THEN WE HAVE SOME OF THE OTHERS, YOU NEED TO GET ON THE RESERVATION AND FOLLOW OUR PLAN. ANOTHER STATEMENT THAT I HAVE HEARD IN THE PAST AND I THINK VERY OFTEN THE PERSON WHO SAID THAT HAD NO IDEA AROUND THE HISTORY THIS COUNTRY HAD WITH NATIVE AMERICANS AND FIRST PEOPLES. I KNOW IN NEW YORK SOMETHING THAT HAS GENERATING CONSIDERABLE MOMENTUM IS BEFORE WORKSHOPS BEGIN, PEOPLE ARE BEGINNING TO HONOR THE PEOPLE THAT INHABITED THIS LAND BEFORE COLONIZATION AND TO INVOKE THEIR NAME. SO IN NEW YORK THE LENAPI PEOPLE S ARE THE PEOPLE THAT INHABITED NEW YORK CITY PRIOR TO THE COLONIZATION OF THE DUTCH. AND IT'S IMPORTANT TO KNOW THE HISTORY, IT'S IMPORTANT TO KNOW THAT THERE WERE PEOPLE HERE BEFORE, YOU KNOW, WHAT WE'VE COME TO KNOW AS NORMAL OR THE FOLKS THAT INHABIT THE LAND NOW. ANOTHER SOMEONE, YOU ARE SO ARTICULATE. THIS IS ONE THAT I'VE HEARD MANY TIMES MYSELF. AND IT LEADS ME TO QUESTION WHEN SOMEBODY SAYS THAT TO ME, WELL, WHAT WAS YOUR EXPECTATION, HOW DID YOU EXPECT ME TO SOUND? THERE'S AN ASSUMPTION, A NEGATIVE ASSUMPTION, I THINK, WHEN PEOPLE SAY TO SOMEONE, YOU'RE SO ARTICULATE, IT'S SURPRISING, WHEN SOMEONE THAT OPENS THEIR MOUTH THAT MAY NOT LOOK LIKE THEM IS ABLE TO USE VERY GOOD SENTENCE STRUCTURE AND HAS AN EXTENSIVE VOCABULARY THAT IS MULTISYLLABIC. THEN WE HAVE SLAVE DRIVER, CRACK THE WHIP, CONGRATULATIONS ON YOUR GAY MARRIAGE, WHICH ONE OF YOU IS THE WIFE AND WHICH IS THE HUSBAND? SO I KNOW THAT, YOU KNOW, CONTEXT MATTERS, SO MANY OF THESE STATEMENTS ARE WRITTEN AND SHARED OUT OF CONTEXT. SO I DON'T WANT TO NEGATE THAT. HOWEVER, THE STING OF THESE STATEMENTS REVERBERATE, RIGHT? AND OVER TIME, THEY CAN BEGIN TO ERODE AT THE FOUNDATIONS OF COMMUNITIES. LEARNING COMMUNITIES, WORK COMMUNITIES, FAMILIES, RIGHT? SO IT'S IMPORTANT JUST TO BE MINDFUL AND TO MAKE SURE THAT WE'RE NOT TONE DEAF TO THE THINGS THAT ARE BEING SAID ABOUT PEOPLE WHO LIVE LIFESTYLES DIFFERENT FROM OUR OWN. ALL RIGHT. PERCEPTION. SO THIS QUESTION, WHAT WAS DIRECTED SPECIFIC -- WHAT WAS DRAFTED SPECIFICALLY FOR NIH BUT I AM AWARE THAT DR. MILGRAM SHARED WITH ME THAT THERE ARE OTHERS ON THIS CALL THAT ARE IN DIFFERENT LEARNING ENVIRONMENTS OR DIFFERENT INSTITUTIONS THAT HAVE JOINED US, SO I WANT EVERYONE TO FEEL WELCOME TODAY. SO IF YOU SEE THINGS THAT ARE DEVOTED SPECIFICALLY TO NIH, PLEASE, YOU KNOW, FEEL FREE, JUST MODIFYING TO YOUR ENVIRONMENT, RIGHT? AND, YOU KNOW, BECAUSE WE ALL WORK AT DIFFERENT PLACES AND WE ALL HAVE A DIFFERENT RHYTHM AND DIFFERENT CADENCE IN OUR WORK ENVIRONMENTS. SO THESE ARE QUESTIONS TO ASK EARLY ON WHEN YOU'RE LOOKING TO MEAK CHANGES OR YOU'RE -- MAKE CHANGES OR YOU'RE LOOKING TO ADDRESS ISSUES AROUND HOW CAN WE SUPPORT BYSTANDERS TO BECOME UPSTANDERS? DOES EVERYONE IN YOUR ENVIRONMENT SEE THIS AS A PROBLEM? A VERY BASIC QUESTION BUT AN IMPORTANT QUESTION TO LEAD WITH, RIGHT? DOES IT REQUIRE ADEQUATE ATTENTION? IS IT SOMETHING THAT NEEDS ENERGY PUT TOWARDS? IS IT SOMETHING THAT A RESOLUTION SHOULD BE SOUGHT AFTER? RESPONSIBILITY. RIGHT? SHOULD BYSTANDERS BE RESPONSIBLE FOR HOLDING FELLOW COMMUNITY MEMBERS ACCOUNTABLE FOR THEIR ACTIONS? SOME PEOPLE MAY HAVE DIFFERENT OPINIONS ON THIS, AND THAT'S OKAY. RIGHT? THE SIDE OF A -- THE SIGN OF A HEALTHY ENVIRONMENT IS ROOM FOR DISCOURSE. EVERYONE DOESN'T NECESSARILY HAVE TO SEE THINGS THE SAME, EVERYONE IS NOT GOING TO BE AT THE SAME STARTING POINT AND EVERY ONE MAY NOT ARRIVE AT THE SAME ENDPOINT, BUT IT IS IMPORTANT THAT THERE IS A CULTURE THAT EXISTS THAT ENCOURAGES ROBUST DIALOGUE AND DEBATE AROUND, YOU KNOW, WHERE IS IT THAT WE ARE COMING FROM, WHERE IS IT THAT WE'RE GOING, YOU KNOW, AND WHERE SHOULD WE ARRIVE AT? AND THEN THE LAST THING IS, WHAT ROLE SHOULD LEADERSHIP PLAY? IF THERE IS CONSENSUS AROUND THE FIRST TWO SECTIONS, THAT THERE IS A PROBLEM CLEARLY, THAT IS SOMETHING THAT REQUIRES RESOURCES ALLOCATED AND REQUIRE SUPPORT AND INTENTION, AND IF THE COMMUNITY SHOULD BE ACCOUNTABLE FOR THAT, WHAT IS LEADERSHIP'S ROLE, WHAT SHOULD THEY BE DOING, HOW SHOULD THEY BE GUIDING THE PROCESS, HOW SHOULD THEY BE DEVOTING ENERGY TO THE PROCESS? HOW MUCH TIME AND ATTENTION SHOULD BE PUT TOWARDS IT? SO ALL IMPORTANT THINGS TO KEEP IN MIND, YOU KNOW, AS WE GO IN THIS PROCESS, AND AGAIN, ONE OF THE ITERATIVE THEMES OF THIS SPRENGS GOING TO BE THIS NOTION OF -- IS OF THIS IS GOING TO BE THIS NOTION OF COMMUNITY, HOW PEOPLE WITH GET INVOLVED, INTERVENTION, ALL OF IT. ACCOUNTABILITY. AND IT WAS IMPORTANT TO SORT OF HAVE A WORKING DEFINITION FOR THE PURPOSES OF THIS WORKSHOP THAT WE ALL CAN HAVE AN AGREEMENT OR MUTUAL UNDERSTANDING ON. SO ACCOUNTABILITY, AN OBLIGATION OF ONE TO ACCEPT RESPONSIBILITY OR TO ACCOUNT FOR ONE'S ACTIONS. SO AGAIN, FOR THE PURPOSES OF THIS WORKSHOP AND HOW IT APPLIES TO YOU ALL AND WHERE YOU WORK, IS THIS SOMETHING THAT'S A PART OF THE WORK CULTURE? IS IT A VALUE? IS IT A STANDARD? RIGHT? WE TALK ABOUT STANDARD, NOT STANDARDIZATION. SO A DEAR FRIEND OF MINE GAVE A WONDERFUL EXAMPLE IN EXPLAINING THIS IN HIS WORKPLACE, HE WORKS IN A CORPORATE ACCOUNTING FIRM. AND HE GAVE A BEAUTIFUL METAPHOR ABOUT WHAT A STANDARD IS THAT RESONATED WITH ME. AND IT WAS, YOU KNOW, GENERAL MOTORS WHEN THEY WERE BUILDING CARS, THEY MADE A SEDAN, RIGHT? AND A SEDAN WAS A STANDARD. BUT THERE WERE DIFFERENT TYPES OF SEDANS, RIGHT? THERE WAS DROP TOP. THERE WAS STATION WAGONS. THERE WAS DIFFERENT SIZES. V8 ENGINES. V6 ENGINES. THEY WERE ALL SEDANS, BUT THEY WERE DIFFERENT. RIGHT? SO HOW DOES THIS APPLY TO THIS? STANDARDS LOOK DIFFERENT IN DIFFERENT ENVIRONMENTS. MOST WORK ENVIRONMENTS WILL HIGHLIGHT ACCOUNTABILITY, RIGHT? AND IT BECOMES ALMOST PART OF THE JARGON OR A BUZZWORD WITHIN ORGANIZATIONS. BUT IN SOME PLACES, IT HAS LITTLE MEANING, RIGHT? SO IF YOUR WORK REQUIREMENT WHERE PERFORMANCE REVIEWS ARE NOT NECESSARILY SOMETHING THAT IS PRIORITIZED, WELL, BUT ACCOUNTABILITY IS A STANDARD, WELL, WHAT ARE THE THINGS THAT ARE GOING TO -- THAT ARE CODIFIED TO REINFORCE ACCOUNTABILITY? IS IT CLEARLY DEFINED? ARE ALL PEOPLE ACCOUNTABLE IN AN ENVIRONMENT, RIGHT? OR IS IT ONLY FOR SOME? AND FOR THE SOME THAT IT IS APPLIED TO, IS IT IN ORDER TO MAINTAIN COMPLIANCE, OR IS IT REALLY TO ELEVATE THE ENTIRE CULTURE AND CLIMATE OF A WORK ENVIRONMENT? IS IT INCLUSIVE? SO IS THERE ROOM FOR RECIPROCITY SO IF I AM A STUDENT OR AN INTERN OR AN EMPLOYEE OF AN ORGANIZATION, DO I HAVE ROOM OR IS THERE AN EXPECTATION OR IS THERE LATITUDE FOR ME TO HOLD A SUPERVISOR ACCOUNTABLE AND WHAT DOES THAT LOOK LIKE? AND THEN FINALLY, HOW IS IT MEASURED? WHICH IS IMPORTANT. SO A QUOTE THAT I WOULD LIKE TO SAY, FROM ROUBLER.COM, ACCOUNTABILITY IS A CRUCIAL ELEMENT OF EVERY HIGH FUNCTIONING WORKPLACE AND HAS A CLEAR CORRELATION WITH HIGHER PERFORMANCE. SO ACCOUNTABILITY IS A PERFORMANCE ISSUE AS WELL AS A STANDARD. SO ACCOUNTABILITY ALSO FORCES INNOVATION AS STAFF MEMBERS BECOME MORE INVESTED IN THE COMPANY MOVING FORWARD. IT BOOST MORALE, HIGHER LEVELS OF WORKPLACE SATISFACTION. SO THIS IS IMPORTANT. SO LET THIS LINGER IN YOUR MINDS AS WE CONTINUE TO MOVE FORWARD WITH THIS PRESENTATION. ACCOUNTABILITY IS SOMETHING THAT WE'LL COME BACK TO AS WELL. ALL RIGHT. ONTO PART 1. I AM GOING TO AFTER THIS PART, I AM GOING TO ASK DR. MILGRAM FOR SOME QUESTIONS, BUT I KNOW SOME OF YOU HAVE BEEN WAITING VERY PATIENTLY FOR THIS, SO WITHOUT FURTHER ADO, LET'S GO FORWARD. LET'S TALK ABOUT SOME OF THE CHALLENGES THAT WE'VE BEEN DEALING IN THE TIME OF COVID AND PRIOR. RIGHT? MICROAGRESSIONS, BULLYING, DISCRIMINATION, HATE SPEECH AND OTHER FORMS ARE BEING PERPETRATED CONSCIOUSLY AND UNCONSCIOUSLY WITHIN SPECIFIC DEMOGRAPHICS WITHIN THE NIH OR OTHER COMMUNITIES, WHATEVER COMMUNITY YOU'RE IN. WHAT CAN BARPDZ DO TO EFFECTIVELY ENGAGE? MICROAGRESSIONS WERE SOME OF THE THINGS THAT -- ONE OF THE EARLY THINGS PROVIDED EXAMPLE OF, THINGS LIKE HATE, HEY, AUTISM BOY, SLAVE DRIVER, CRACK THE WHIP, THINGS THAT WERE SAID IN WHAT MAY SEEM A BENIGN CONTEXT BUT HAVE REALLY DAMAGING EFFECTS AND IMPLICATIONS AND ALSO IT SPEAKS TO A PARTICULAR HISTORICAL NARRATIVE THAT HAS ENDURED OVER YEARS, RIGHT? SO MICROAGRESSIONS ARE THINGS THAT MAY BE INSIDE A BENIGN WAY BUT THEY HAVE A MALIGNANT EFFECT BULLYING, DISCRIMINATION, HATE SPEECH, ALL OF THESE THINGS EXIST IN THE WORKPLACE, AND HOW DO WE RESOLVE THEM? PROPOSED SOLUTION. TOOLS AND STRATEGIES WILL BE OFFERED TO NIH COMMUNITY WHO HAVE BEEN WITNESSED ACTS OF HARM AND HAVE FELT POWERLESS AND ILL EQUIPPED TO DO ANYTHING IN THE MOMENT. ONGOING SUPPORT. MEMBERS OF THE NIH COMMUNITY ARE INVESTED, ADDITIONAL RESOURCES HAVE BEEN PRIORITIZED TO HELP MITIGATE AND RESOLVE THESE CHALLENGES IN SUBSTANTIVE WAYS, TRAININGS, PRESENTATION, WORKSHOPS, WHICH YOU ALL ARE RECEIVING RIGHT NOW. NIH DESERVES REPEATED ACKNOWLEDGMENT FOR INVITING SOMEONE LIKE MYSELF HERE TODAY TO OFFER A WORKSHOP LIKE THIS. IT TAKES TIME, AND I LIKE TO SAY THAT HOPEFULLY THIS IS ONE OF MANY WORKSHOPS LIKE THIS BECAUSE , YOU KNOW, IF WE'RE TALKING ABOUT THINGS THAT ARE -- IN TALKING ABOUT MICROAGRESSIONS AND DESCRIPTION AND HATE SPEECH -- AND DISCRIMINATION AND HATE SPEECH, IF WE ARE REALLY GOING TO ROOT OUT THESE PROBLEMS , IT'S GOING TAKE TIME. I'LL PUT IT ANOTHER WAY. THE ENSLAVEMENT OF PEOPLE OF AFRICAN DESCENT AND THE OPPRESSION OF PEOPLE OF AFRICAN DESCENT NAB 400 YEARS -- HAS BEEN 400 YEARS, RIGHT? SO LET'S SORT OF TAKE THAT IN THE CONTEXT OF TRAUMA. SOMETHING THAT WAS ALSO IN ONE OF THE EARLIER SLIDES. HOW LONG DOES IT TAKE NORMALLY FOR A TRAUMATIC EXPERIENCE TO OCCUR IN THE LIFE OF SOMEONE? IT CAN HAPPEN IN AN INSTANT. RIGHT? IT CAN BE A CAR ACCIDENT, IT COULD BE PHYSICAL VIOLENCE, IT COULD BE A CRIME, IT COULD BE IN COMBAT, TRAUMA CAN HAPPEN IN THE INSTANT. NOW, HOW LONG DOES IT TAKE TO HEAL FROM THAT TRAUMATIC SNERNS IT CAN TAKE -- FROM THAT TRAUMATIC EXPERIENCE? IT CAN TAKE YEARS, RIGHT? SO I REALLY WANT PEOPLE TO HEAR AND UNDERSTAND THAT. THE AMOUNT OF TIME AND ENERGY IT TAKES TO CAUSE HARM IS DRASTICALLY SHORTER THAN THE AMOUNT OF TIME IT TAKES TO RESOLVE AND HEAL AND UNDERSTAND AND CAUSE OUT AN ISSUE. SO, YOU KNOW, IF THE INSTITUTION THAT YOU WORK WITH OR SOME OF THE PEOPLE THAT YOU WORK WITH, IF THE ATTITUDE IN WHICH THIS WORK IS EMBRACED IS THIS ATTITUDE OF, WELL, WHAT'S THE ENDPOINT? YOU KNOW, WHEN ARE WE GOING TO GET THIS RIGHT? CAN WE MOVE ON? IT'S GOING TO BE DIMINISHING RETURNS. YOU'RE GOING TO BE DEFEATED EVEN BEFORE YOU REALLY START. THIS WORK TAKES TIME. HEALING TAKES TIME. WE'RE NOT LOOKING JUST TO FIX SOMETHING, RIGHT? THIS IS NOT A MECHANISTIC PROBLEM. WE'RE TALKING ABOUT HUMAN RELATIONSHIPS. WE'RE TALKING ABOUT CULTURES ENGAGING WITH ONE ANOTHER, WE'RE TALKING ABOUT CULTIVATING RESPECT AND REALLY GOING TO SOME VERY PAINFUL SPACES, RIGHT? UNDERSTANDING A HISTORICAL NARRATIVE OTHER THAN OUR OWN CAN BE CHALLENGING, IF THE HISTORICAL NARRATIVE THAT WE'RE LEARNING DOESN'T AGRANDIZE OUR ACCOMPLISHMENTS ONLY. WE HAVE TO GET PAST SOME OF THOSE DISTORTIONS, RIGHT, TO REALLY CREATE BALANCE AND TO HEAL WHAT SOMEBODY ELSE EXPERIENCES. AND, YOU KNOW, THIS GOES BACK TO THE LAST PART, THIS WORK WILL TAKE TIME AND EFFORT. EXPECT DISCOMFORT, DO YOUR BEST, AVOID SEEKING PERFECTION AND ASK FOR HELP. EXPECT DISCOMFORT. FOR SOME OF THIS, THIS WILL BE AN EXTREMELY GRADING AND FRUSTRATING PROCESS. ON BOTH SIDES. EVEN IF YOU'RE SOMEONE WHO IS GOING TO BE FORCED TO MAKE CERTAIN ADAPTATIONS THAT ARE GOING TO TAKE OUT OF YOUR COMFORT ZONE, AND FOR THOSE WHO ARE EVEN GOING TO BE DIRECT BENEFICIARIES OF THIS, IT'S GOING TO BE UNCOMFORTABLE FOR THEM TOO BECAUSE IT'S GOING TO BE IN SOME INSTANCES ASSERTING ONE'S SNEFL A WAY -- ONE'S SELF IN A WAY THEY HADN'T DONE OR HADN'T EVEN CONSIDERED DOING BEFORE. SO I'M REMINDED OF PEDAGOGY PAUL WILL FRARTY WHEN HE TALKS ABOUT THE OPPRESSED FINALLY ARE LIBERATED, THE ONLY THING THEY KNOW HOW TO BE IS THE PERSON OF THE OPPRESSOR, RIGHT? THEY DON'T KNOW THAT THERE'S SOMETHING ELSE TO BE. WELL, THAT MAY APPLY IN SOME INSTANCES, BUT THAT'S NOT A BRUSH THAT SHOULD BE PAINTED ACROSS ALL THIS DOING THIS WORK. THAT EVERYONE NEEDS TO KNOW THAT ENGAGING WITH THIS WORK, THE GOAL IS NOT PAYBACK, RIGHT? I'M NOT GOING TO DO TO YOU WHAT WAS DONE TO ME. THE GOAL IS THERE'S GOT TO BE SOMETHING ELSE THAT WE CAN DO BESIDES WHAT IT IS THAT'S ALREADY BEEN DONE. A LITTLE HISTORY. A LITTLE HISTORY AT HOW WE ARRIVED AT THIS BYSTANDER WORK AND THE BARBED EFFECT. SO -- AND THE BYSTANDER EFFECT. FOR THOSE OF WHO YOU ARE OF A CERTAIN AGE AND WHO ARE FAMILIAR WITH THE NEW YORK AREA, YOU MIGHT REMEMBER WHAT HAPPENED ON MARCH 123RD, 19 -- MARCH 13TH, 1964 IN NEW YORK, A 28-YEAR-OLD CAUCASIAN WOMAN CATHERINE KITTY JENEVESE OF STABBED TO DEATH IN FRONT OF AN APARTMENT BUILDING. THAT SITUATION ALONE MIGHT NOT HAVE BEEN NEWSWORTHY PARTICULARLY IN A PLACE LIKE NEW YORK CITY WHERE VIOLENT CRIMES ARE NOT UNCOMMON, UNFORTUNATELY. WELL, WHAT'S SIGNIFICANT ABOUT THIS PARTICULAR INCIDENT, HOWEVER, WAS ACCORDING TO THE NEW YORK TIMES, 38 PEOPLE SAW MS. GENOVESE HEARD HER IN DISTRESS AND FAILED TO COME TO HER AID. ALLEGEDLY 38 WITNESSES. AND THIS CAUSED AN UPROAR, RIGHT BECAUSE HOW COULD SOMETHING LIKE THIS HAPPEN? HOW COULD A YOUNG WOMAN BE IN DISTRESS AND HER LIFE BEING THREATENED AND SCREAMING FOR HELP AND NO ONE COULD COME TO HER AID? WELL, THE STORY ENDED UP BEING INACCURATE, RIGHT? AND THE NEW YORK TIMES RETRACTED THEIR STATEMENT. IN ACTUALITY, ACCORDING TO THE REPORT, THERE WERE ACTUALLY 49 WITNESSES, NOT 38, AND DISEFERL RUSH TO HER AID AND ASKED FOR -- AND SEVERAL DID RUSH TO HER AID ASK ASKED FOR HELP BUT ONLY AFTER SHE HAD BEEN MORTALLY WOUNDED. THIS SITUATION BECAME A WATERSHED MOMENT AND IT LED TO THE BYSTANDER PHENOMENON. AND THE QUESTION THAT WAS ASKED IS: WHEN PEOPLE SEE SOMETHING, WHAT PREVENTS THEM FROM DOING SOMETHING OR PREVENTS THE MAJORITY OF PEOPLE FROM DOING SOMETHING? THERE ARE MANY SCHOOLS OF THOUGHT ABOUT THIS, RIGHT? SO ONE IS THAT IN A GIVEN SITUATION, IF A PERSON IS IN DISTRESS AND ONE PERSON IS AVAILABLE TO HELP, THAT ONE PERSON WILL STEP UP. AND THERE ARE STATISTICS AROUND THIS THAT 80 PERCENT OF PEOPLE, IF THEY'RE ALONE AND THEY SEE ANOTHER PERSON IN DISTRESS, 80 PERCENT OF THOSE PEOPLE WILL RUSH TO THAT PERSON'S AID. THE INTERESTING THING ABOUT THIS GRAPH IF YOU SEE IT IS THAT AS THE NUMBER OF WITNESSES INCREASE , THE PERCENTAGES OF PEOPLE THAT WILL RESPOND DECREASE. SO IF THAT ONE PERSON TURNS OUT TO BE A CROWD OF PEOPLE, NOW LET'S SAY UPWARDS OF TEN, FIFTEEN, 30, 40, THERE TENDS TO BE A PARTICULAR DYNAMIC THAT OCCURS WHERE SOMEONE THINKS THAT SOMEONE ELSE WILL STEP UP AND DO SOMETHING, AND PEOPLE TEND TO FREEZE. SO THIS WAS RESEARCH OF COURSE THAT WAS DONE OVER TIME. SO THAT'S AN INTERESTING PHENOMENON, RIGHT? AND ONE MIGHT THINK THAT THE OPPOSITE WOULD OCCUR, RIGHT? IF THE OLD SAYING LIKE THERE'S SAFETY IN NUMBERS, THIS KIND OF CHALLENGES THAT NOTION, DOESN'T IT? MAYBE THERE IS NOT SAFETY IN NUMBERS. HURT PEOPLE HURT PEOPLE. HOPEFULLY SOME OF YOU ARE FAMILIAR WITH THIS STATEMENT. THAT SOMETIMES THINGS ARE SAID INCENSETIVELY BECAUSE THAT MAY -- INSENSITIVELY BECAUSE THAT MAY BE ALL PEOPLE KNOW. AGAIN, IT'S NOT ABOUT SHAMING OR GUILTING OR INDICTING ANY PARTICULAR PERSON OR ANY PARTICULAR GROUP OF PEOPLE. PART OF THE WORK THAT I DO AS A RESTORATIVE PRACTITIONER IS WE SEEK UNDERSTANDING AND WHY PEOPLE DO WHAT THEY DO AND WHAT LED PEOPLE TO MAKING THE DECISION THAT THEY'RE DOING, AND IN AN EFFORT TO SEEK UNDERSTANDING, IT IS A QUICKER PATH TO ACHIEVING RESOLUTION. MOST OF US ARE NOT ISOLATED, RIGHT? WE MAY BE ENCOURAGED TO GO THROUGH LIFE AS INDIVIDUALS, BUT WE'RE COMMUNAL PEOPLE, AND IF THIS SHELTERING IN PLACE IS NOT A SIGN OF HOW CHALLENGING THAT CAN BE FOR MANY PEOPLE, THEN I DON'T KNOW WHAT IS. YOU KNOW, WE SEEK HUMAN INTERACTION. IT'S WHAT REINFORCES OUR HUMANITY AND IT'S WHAT REALLY WHAT MAKES LIFE SORT OF -- IT ALLOWS US TO SORT OF SAVER LIFE TO SOME DEGREE -- SAVOR LIFE TO SOME DEGREE. SO WHEN SOMEONE IS HARMED, AND THIS IS SOMETHING ELSE WE EMPHASIZE SORT OF IN A RESTORATIVE PROCESS, THE COMMUNITY IS HARMED. THIS IS A FEW WORDS ABOUT THAT. I DON'T KNOW HOW MANY PEOPLE ARE ON THAT ARE JOINING US TODAY ARE FAMILIAR SORT OF WITH RESTORATIVE PRACTICES, THAT TOO HAS BECOME SORT OF A HOT BUZZWORD IN CERTAIN EDUCATIONAL CIRCLES AND ALSO IN THE CRIMINAL JUSTICE SYSTEM. SO, YOU KNOW, SORT OF BRIEFLY, PART OF THE TENETS OF SORT OF WORK NG A RESTORE TIM FRAIF -- WORK NG A RESTORATIVE FRAMEWORK IS THAT WHEN HARM OCCURS BETWEEN DISPUTEANTS, IT IS NOT SIMPLY THE PERSON WHO CREATED THE INJURY AND THE RECIPIENT OF THE INJURY, IT'S NOT AS IF THOSE ARE THE ONLY TWO THAT ARE AFFECTED. IF THESE PEOPLE HAVE A RELATIONSHIP AND A CONNECTION TO THE LARGER COMMUNITY IN WHICH ANY COMMUNITY THAT THEY'RE A PART OF, THEY'RE GOING TO IMPACT THAT COMMUNITY, AND EVERYONE IS GOING TO HAVE EITHER A PERCEPTION OF IT OR A SPECIFIC SORT OF FEELING ABOUT WHAT OCCURRED. I CALL IT, YOU CAN ALMOST CALL IT THE RASHAMAN EFFECT, FOR THOSE THAT ARE FAMILIAR WITH THAT JAPANESE FABLE WHERE, FOR GIVE ME IF MY MEMORY DOESN'T SERVE ME, I DON'T WANT TO MISQUOTE THE STORY, IT'S A GREAT STORY, RAJAMAN EFFECT IS A MAN WHO, A SAMURAI WHO KILLED HIS -- WHO WAS MARRIED, WIFE ENDED UP HAVING AN AFFAIR, THE WIFE GOT KILLED, AND THE STORY IS TOLD IN FLASHBACK BY THE DEAD WIFE, THE HUSBAND, AND THE MURDERER, AND THERE ARE THREE DIFFERENT STORIES. WHAT WAS SIGNIFICANT ABOUT THAT IS THAT NOT ONLY ARE THERE THREE DIFFERENT STORIES, BUT JUST HOW THREE PEOPLE WERE IMPACTED BY THE SAME SORT OF INCIDENT. AND THIS IS SOMETHING THAT WE SEE ALL THE TIME, YOU KNOW, IN COMMUNITIES WHEN SOMETHING HAPPENS AND SOMEONE IS CHARGED WITH THE RESPONSIBILITY OF FIGURING OUT WHAT HAPPENED AND THEY SAY, WELL, CAN YOU TELL ME WHAT HAPPENED? AND THEY GET MULTIPLE DIFFERENT STORIES. SO ONE OF THE WAYS TO MITIGATE THOSE SORT OF SITUATIONS IS YOU BRING THE ENTIRE COMMUNITY TOGETHER, AND ONE NARRATIVE IS CREATED TO BE ABLE TO RESOLVE THE HARM THAT HAS BEEN DONE AND IN THE RESOLUTION OF THE HARM, A , YOU TEND ON GET A MORE CONSISTENT STORY, AND B, THE COMMUNITY IS ABLE TO MOVE FORWARD HEALED AND TO SUPPORT ONE ANOTHER, SO GO LIKE THAT DOES NOT HAPPEN AGAIN. VICTIMS AND PERPETRATORS ARE LINKED BY TRAUMA INFORMED RELATIONSHIPS, ONE CANNOT EXIST WITHOUT THE OTHER. THEIR INTERACTION NEGATIVELY IMPACTS BOTH THEMSELVES AS WELL AS ANY WITNESSES. HARM DOESN'T DISCRIMINATE, IT PERVADES. SO REFERRING BACK TO THE KITTY G HE NOVESE STORY -- GENOVESE STORY, I THINK ONE OF THE THINGS THAT DOESN'T GET ENOUGH ATTENTION IS THOSE WERE NOT PEOPLE THAT KNEW WHAT WAS GOING ON, HOW WERE THEIR LIVES IMPACTED BY THE DEATH OF THIS YOUNG WOMAN AND THE MEDIA ATTENTION THAT IT ATTRACTED? AND THE FACT THAT A MAJOR PUBLICATION LIKE THE NEW YORK TIMES MISREPRESENTED THAT SOME DID OR DIDN'T DO ANYTHING? I MEAN, THAT HAD TO BE VERY DIFFICULT FOR THOSE PEOPLE THAT HAD A RELATIONSHIP WITH THIS YOUNG WOMAN, THAT LIVED IN THAT NEIGHBORHOOD. I MEAN, THE RIPPLE EFFECTS, IF YOU SORT OF GET IN THE WEEDS OF THIS, OF A SITUATION LIKE THAT, YOU KNOW, COULD BE DRAMATIC. SO THINK ABOUT THAT WHEN MICROAGRESSIONS OCCUR OR HATEFUL WORDS ARE SAID THIS YOUR WORK ENVIRONMENT, TRY TO BE MINDFUL THAT THE IMPACT THAT IT HAS AND THINK ABOUT THE IMPACT THAT YOU MIGHT HAVE IF AND WHEN YOU DECIDE TO SPEAK UP. SO ALWAYS BE WILLING TO ASK FOR HELP AND SUPPORT. IT'S OKAY NOT TO KNOW HOW TO BEST HANDLE THE SITUATION. SO DR. MILGRAM, I WOULD LIKE TO TAKE A COUPLE OF QUESTIONS RIGHT NOW, IF POSSIBLE. >> OKAY. SO I'M GOING TO SUMMARIZE FOUR OR FIVE SIMILAR QUESTIONS SO THAT WE CAN STAY ON SCHEDULE AND TIMEWISE. ESSENTIALLY THE ESSENCE IS THAT PEOPLE LISTENING FIND IT HARD TO BELIEVE THAT ANYONE IN SCIENCE WOULD MAKE COMMENTS LIKE THE ONES THAT YOU SHARED AT THE OUT SET. THEY WERE WONDERING IF THERE'S INFORMATION ON WHERE THESE TYPES OF COMMENTS TEND TO BE SAID MORE OR LESS. BEFORE YOU MAKE SOME BRIEF COMMENTS TO THAT, I WILL JUST SHARE THAT I SENT TERRENCE A LIST OF COMMENTS THAT HAVE BEEN SHARED WITH ME, SO EACH OF THOSE COMMENTS CAME FROM A TRAINEE IN SCIENCE. BUT MAYBE TERRENCE, IF YOU WANT TO TALK A LITTLE MORE GENERALLY ABOUT THAT. >> Terrence Winston: YEAH, THANK YOU, DR. MILGRAM. SO I WANTED TO MAKE CLEAR WHEN I HAD READ THOSE EXAMPLES THAT CONTEXT MATTERS, AND BECAUSE THEY WERE WRITTEN OUT OF ANY PARTICULAR CONTEXT, THEY CAN SEEM RATHER JARRING. YOU KNOW, I THINK I'LL USE ONE OF THE ONES THAT I GUESS IS MORE FAMILIAR, THIS IDEA OF CRACKING THE WHIP. YOU KNOW, WORKING IN A TEAM SITUATION AND THERE MAY BE AN URGENT DEADLINE, TWO COLLEAGUES, TWO SUPERVISORS, IT MIGHT NOT BE A COMMENT FOR -- MIGHT NOT BE UNCOMMON FOR TWO SUPERVISORS TO SAY TO EACH OTHER, MAN, WE HAVE THIS DEADLINE COMING UP, OUR TEAM IS ALREADY TIRED, BUT WE'VE JUST GOT TO CRACK THE WHIP FOR ANOTHER COUPLE OF DAYS THIS WILL WE GET THIS PRESENTATION TIGHT AND WE'RE READY TO GO. I MEAN, THAT'S A PERFECTLY REASONABLE EXAMPLE THAT FOLKS, PROFESSIONALS HAVE HEARD OVER THE COURSE OF THEIR CAREERS. AND IT WOULD SEEM LIKE A FAIRLY INNOCUOUS STATEMENT, RIGHT? THERE'S URGENCY, THERE'S A LIFELINE THAT'S ABOUT TO EXPIRE, PEOPLE ARE TIRED, I'M A SUPERVISOR WITH A PEER OF MINE, WE'VE GOT TO GET THIS THING DONE , I'VE GOT TO REALLY DRIVE THIS TEAM A LITTLE HARDER THAN I HAVE IN THE PAST. BUT WITHOUT UNDERSTANDING SORT OF THIS NOTION OF CRACK THE WHIP , RIGHT, WHERE DOES THAT COME FROM, RIGHT? WELL, IT COMES FROM SOMEWHERE, RIGHT? AND FOR THOSE WHO HAVE THE UNDERSTANDING, CRACK THE WHIP, THE IMAGE IS OF THE SLAVE, AN ENSLAVED PERSON, AND THIS IS A WAY THAT SLAVE PEOPLE WERE DISCIPLINED. THIS IS HOW THEY WERE ALSO MOTIVATED TO DO MORE, TO INCREASE THEIR PERFORMANCE, TO INCREASE THEIR PRODUCTIVITY. SO THERE'S A CONNECTION, RIGHT? I MEAN, IT'S CONNECTION TO THE SUPERVISOR THAT WANTS TO INCREASE THE PRODUCTIVITY AND DRIVE THEIR TEAM, THERE'S ALSO A CONNECTION BETWEEN THE CONTEXT THAT I PROVIDED AND THESE CAN APPLY TO MANY OF THOSE EARLIER EXAMPLES. SO THAT'S WHAT I MEAN SORT OF AND THAT WAS THE INTENT OF SHARING THOSE. AND REALLY, IF IT WAS KIND OF LIKE THROWING COLD WATER ON PEOPLE, THEN IT HAS HAD ITS DESIRED EFFECT BECAUSE IT'S SUPPOSED TO KIND OF, YOU KNOW, MAKE YOU REALLY THINK AND PAY ATTENTION WHEN THINGS ARE SAID, WHERE DO THEY COME FROM? RIGHT? >> THANK YOU. ONE OTHER QUESTION FOR THE BYSTANDER EFFECT, IS THERE EVIDENCE THAT IF ONE PERSON IN A CROWD STEPS UP, THAT OTHERS WILL ALSO STEP UP? >> Terrence Winston: YES, THERE IS. AND THERE'S ACTUALLY A WONDERFUL VIDEO THAT SPEAKS TO THAT, THAT ACTUALLY TALKS ABOUT THAT. YES. ONE PERSON STEPPING UP REALLY CAN BE SORT OF THE PINA AT THAT BREAKING OPEN -- PINATA BREAKING OPEN IN A SITUATION AND CAN INSPIRE OTHERS TO ENLIST OTHERS WHO ARE WITNESSES FOR HELP. SO YES. >> I THINK I'M GOING TO HOLD ON SOME OF THE OTHER QUESTIONS BECAUSE YOU'RE GOING TO ADDRESS THEM A LITTLE LATER ON AND I KNOW I PROMISED I WAS GOING TO HOLD YOU TO TIME, AND IT'S ABOUT 2:45. SO LET'S MOVE ON AND I'LL HOLD THE REST OF THE QUESTION THAT YOU DON'T ANSWER, BUT I THINK YOU'LL ANSWER MANY OF THEM. >> Terrence Winston: THANK YOU, DR. MILGRAM. VERY GOOD. PART 2, ROLE CLARITY, WHEN HARM OCCURS. ALL RIGHT NOW. THE PLAYERS. THIS IS WHERE HOPEFULLY IT GETS ENJOYABLE FOR PEOPLE SO YOU GET SOME IDEA OF WHAT WE'RE WORKING WITH. WE HAVE THE VICTIM, THE PERPETRATOR AND THE BYSTANDER AND THE UPSTANDER. BYSTANDER AND UPSTANDER COULD BE REALLY TWO BRANCHES OF WHAT ONE MIGHT CALL THE OBSERVER, RIGHT? I PUT THEM IN QUOTES BECAUSE ALL OF US AT ONE TIME OR ANOTHER HAVE OCCUPIED ALL FOUR OF THESE ROLES, RIGHT? SO THEY'RE FLUID. THEY'RE NOT FIXED BY ANY MEANS. INTENT TO AIM VERSUS IMPACT TARGET. SO WE'LL START WITH THE PERPETRATOR AND THEIR INTENT. I THOUGHT THAT WAS OKAY. IT WAS A COMPLIMENT. I WAS EXPRESSING MY APPRECIATION LOOK, I WAS JUST LOOKING TO FIND SOME COMMON GROUND, I WAS JOKING I WAS TRYING TO MAKE YOU BE MORE COMFORTABLE. SO LET'S TALK ABOUT THAT. I WAS TRYING TO MAKE YOU FEEL MORE COMFORTABLE. THAT MAY BE WHAT THE PERPETRATOR THINKS, WHEN IN ACTUALITY IT WAS AN ATTEMPT TO MAKE THAT PERSON THEMSELVES FEEL MORE COMFORTABLE YOU KNOW, IF YOU ARE SOMEONE THAT GREW UP A PARTICULAR WAY WITHOUT A LOT OF -- WITHOUT ANY HETEROGENEITY AND, YOU KNOW, THAT LACK OF EXPOSURE IS GOING TO INFORM YOUR ATTITUDES, PARTICULARLY IN A COUNTRY LIKE THE UNITED STATES WHERE FRANKLY THERE IS A TIDAL WAVE OF NEGATIVE PROPAGANDA THAT IS GENERATED ABOUT FOLKS WHO ARE CONSIDERED THE OTHER AND THAT ARE NOT A PART OF THE MAJORITY. AND WE KNOW THIS. RIGHT? IF WE OPEN A NEWSPAPER, IT WE LOOK AT THE EVENING NEWS, WHICH ARE THE GROUPS THAT TEND TO BE THE GROUPS THAT CONSISTENTLY RECEIVE NEGATIVE IMAGES THAT ARE REINFORCED, THAT REINFORCE STEREOTYPES, RIGHT? WHO ARE THE CRIMINALS? WHO ARE THE POOR PEOPLE? WHO ARE THE PEOPLE THAT ARE A BURDEN, AN ECONOMIC AND A SOCIAL BURDEN? WHO ARE THE PEOPLE THAT ARE DISPROPORTIONATELY BENEFITING AT LEAST IN THE MINDS OF MANY OF œTHE SOCIAL SAFETY NETS? THERE'S A NARRATIVE THAT IS BEING GENERATED. SO KNOWING THAT, WHEN YOU GET EXPOSED TO SOMEON WHO MAY FIT INTO THOSE PARTICULAR STEREOTYPES OR IMAGES AND THEY DON'T NECESSARILY SUBSCRIBE TO THAT OR THEY DON'T FIT COMFORTABLY IN THAT, THAT'S GOING TO INFORM SORT OF MAYBE AN INITIAL IMPRESSION THAT YOU HAVE OR HOW YOU DEAL, HOW YOU WANT TO DEAL WITH THEM, AND THERE MAY BE DISCOMFORT, AND HOW DO YOU MANAGE THAT DISCOMFORT IN ENGAGING WITH SOMEONE WHO, YOU KNOW, I NEVER SAW SOMEONE THAT LOOKED LIKE THAT BEFORE, YOU KNOW, WHEN I WENT TO COLLEGE, I JUST NEVER WAS EXPOSED TO A PERSON LIKE THAT BEFORE I WENT TO COLLEGE OR BEFORE I DID MY RESIDENCY. I HAD A GENTLEMAN I WORKED WITH WHO HAD MADE A COMMENT ABOUT AFRICAN AMERICANS AND REFERRED TO US AS THOSE PEOPLE, RIGHT? AND THIS WAS A COLLEAGUE WHO I GOT ALONG VERY WELL WITH. AND IT LED TO A CONVERSATION BECAUSE I WANTED TO UNDERSTAND WHERE THAT COMMENT CAME FROM AND WHAT HE REALLY MEANT BY THAT. AND I THINK IT WAS A GROWTH POINT, IT WAS A GROWTH EDGE FOR BOTH OF US IN THAT MOMENT. AND THE LAST ONE ON THE PERPETRATOR IS I DON'T SEE COLOR THIS ALSO IS IMPORTANT, AND IT'S SOMETHING THAT WE'RE GOING TO ALSO GET TO LATER. BUT IT'S THIS NOTION THAT I DON'T SEE COLOR BECAUSE TO SEE SOMEONE IS DIFFERENT IS SOMEHOW A DISSERVICE TO THEM. THAT'S PROBLEMATIC. TO SAY THAT I DON'T SEE COLOR, I DON'T SEE RELIGION, I DON'T SEE GENDER, THAT'S NOT SUPPORTIVE AND THAT'S NOT A SIGN OF RESPECT I WANT PEOPLE TO SEE MY DIFFERENCE. I WANT PEOPLE TO ACKNOWLEDGE WHY IT IS THAT I'M DIFFERENT FROM THEM. THE GOAL IS NOT SAMENESS. ALL RIGHT? THAT'S NOT THE GOAL. THE GOAL IS NOT COLOR-BLINDNESS OR GENDER BLINDNESS. THE NOTION OF BLOINDNESS IS VERY -- BLINDN ESS IS VERY DANGEROUS, EVEN AS P THE WORDS FORM IN MY MOUTH. DIFFERENCE GETS TO BE OKAY. DIFFERENCE GETS TO ENHANCE AN ENVIRONMENT. A DIVERSE WORK ENVIRONMENT ELEVATES THE AMOUNT OF SOLUTIONS THAT ARE PROVIDED AND ALSO IN A MEDICAL ENVIRONMENT IT CREATES THE -- IT BROADENS THE APERTURE OF THE LENS TO ALLOW FOR DIFFERENT SORT OF SOLUTIONS TO PROVIDE BETTER CARE. A DIVERSE WORK ENVIRONMENT IS GOING TO PROVIDE DIVERSE CARE TO DIFFERENT KINDS OF PEOPLE. SO HOPEFULLY AS MANY FEEL AS POSSIBLE ARE COMFORTABLE AROUND THE CARE THAT THEY ARE RECEIVING BECAUSE THERE ARE PEOPLE THAT CAN IDENTIFY WITH THEIR EXPERIENCE, AS OPPOSED TO SEEK THIS GOAL OF SAMENESS, WHICH IS VERY DANGEROUS. WE'RE NOT THE SAME. AND IT'S NOT SIMPLY JUST SKIN COLOR. OUR CULTURAL ORIENTATIONS ARE DIFFERENT, OUR CULTURAL WORLD VIEW DIFFERENT, THE WAY THAT WE PROCESS INFORMATION IS DIFFERENT WE'RE DIFFERENT THAN ONE ANOTHER , AND THAT NEEDS TO BE OKAY. AND WORKING TOGETHER. SO THE VICTIM AND THE BYSTANDER IMPACT. THAT WAS CRUEL. THAT WAS HURTFUL. I'M WEAK. I FEEL DISRESPECTED AND BELITTL ED. SHAME. I'M NOT WELCOME. I'M UNSAFE. I DON'T TRUST THIS PLACE. FROM NOW ON I'M KEEPING TO MYSELF. SO SOME WORDS I WANT TO REALLY HIGHLIGHT: SHAME, SAFETY, TRUST , WELCOMING, DISRESPECT, WEAK, CRUEL. AND A LOT OF THIS IS INTERNALIZ ED WITH FOLKS. AGAIN, THE VICTIM. POWERLESSNESS, EMBARRASSED, SADNESS, FEAR, SELF-BLAME, EXPOSED, SURPRISE, ANGRY, SHAME, ANXIOUS. THE PERPETRATOR. SO WHAT'S ON THE RIGHT COLUMN, BENIGN INTENT S I TALKED ABOUT THIS A LITTLE EARLIER. YOUR INTENTION WAS TO BE ATTENTIVE, TO BE GENEROUS, FRIENDLY, PLEASANT, RESPECTFUL, TO CONNECT. BUT WHAT WAS THE BEHAVIOR, RIGHT SO THIS DISTINCTION BETWEEN INTENT AND IMPACT IS IMPORTANT. THEY OFTEN ARE MISALIGNED WITH ONE ANOTHER. I MEANT WELL, OKAY, YOU MEANT WELL, WE HEARD THAT, BUT WHAT IMPACT DID IT HAVE ON THE PERSON THAT YOU WERE WELL MEANING TOWARDS? VERY OFTEN THAT'S THE SOURCE OF TRAUMA. RIGHT? BECAUSE IF YOU'RE IN THE DOMINANT GROUP, YOU FEEL JUSTIFIED TO SAY WHATEVER YOU SAID, YOU FEEL FREE TO SAY WHATEVER YOU WANT, YOU'RE IMMUNE TO ANY SORT OF CONSEQUENCES OF CREATING HARM IN OTHERS BECAUSE YOU MAY BE IN A POSITION OF POWER. YOU FEEL EXEMPT FROM BEING HELD ACCOUNTABLE. AND YOU PRESNRUM THAT IT'S OKAY -- PRESUME THAT'S OKAY FOR YOU TO SAY THOSE THINGS BECAUSE IT'S EITHER SOMETHING THAT YOU LEARNED OR YOU OBSERVED SOMEWHERE ELSE, RIGHT, OR, YOU KNOW, SOMEONE, MAYBE YOU FEEL AS THOUGH SOMEONE SHOULD BE GRATEFUL THAT I'M EVEN PROVIDING THIS KIND OF FEEDBACK OR I'M PROVIDING THIS KIND OF ATTENTION RIGHT? >> TERRENCE, CAN I INTERRUPT FOR A MOMENT? CAN YOU MAKE SURE THAT YOUR MIC IS HELD DOWN? BECAUSE THERE'S SOME STATIC THAT SOME PEOPLE ARE REPORTING, AND I WONDER IF IT'S THAT YOUR MIC IS MOVING OR SOMETHING. >> Terrence Winston: OKAY. CAN YOU HEAR ME, DOES THAT WORK, IS THAT BETTER? >> THAT'S MUCH BETTER. THANK YOU. I'M SORRY FOR INTERRUPTING. >> Terrence Winston: NO, THANK YOU FOR SAYING SOMETHING, I APPRECIATE THAT, AND I APOLOGIZE TO ALL ATTENDEES IF THAT WAS GOING IN AND OUT. I WILL TRY TO MAKE SURE THAT I -- I'M GETTING INTO IT, SO I'LL TRY ON MAKE SURE THAT I KEEP MYSELF STILL. THE BYSTANDER. SO I WANT PEOPLE TO FOCUS, A LOT OF THIS MAY SEEM REDUNDANT, BUT IT'S SOMETHING THAT I WANT TO REINFORCE. I WANT TO REINFORCE A PARTICULAR PATTERN THAT'S OCCURRING. SO I WANT PEOPLE TO NOTICE THE PARALLELS AND I WANT PEOPLE TO THINK OF IF YOU CAN START THINKING ABOUT QUESTIONS OF ROUNDNESS OR THINK ABOUT YOUR OWN EXPERIENCE, THERE ARE MANY PARALLELS BETWEEN THE BYSTANDER EXPERIENCE AND THE VICTIM EXPERIENCE. RIGHT? THAT'S IMPORTANT. IT'S IMPORTANT TO HIGHLIGHT THIS , IN THE MOMENT THAT OCCURS, TO STAND UP, PEOPLE NEED TO KNOW THAT YOU ARE NOT THE ONLY ONE EXPERIENCING THESE FEELINGS IN THIS MOMENT NECESSARILY. ALL RIGHT? SO THIS NOTION THAT THERE'S NOTHING THAT YOU CAN DO. ANXIOUS. YOU KNOW, WHEN WILL THIS END? WHY IS MY FRIEND BOSS DOING THIS THIS SPEAKS TO SOMETHING WE'LL TALK ABOUT THIS DETAIL LATER ON, THE RELATIONSHIP. WE CANNOT ASSUME THAT WHEN THESE SITUATIONS OCCUR, THAT THERE IS NO PREEXISTING RELATIONSHIP BETWEEN ANY OF THE PLAYERS INVOLVED. YOU KNOW, WHY AM I ALLOWING THIS TO HAPPEN, RIGHT? GUILT. I CAN'T BELIEVE THIS IS HAPPENING, I FEEL BAD HOW IT'S AFFECTING ME, I HATE SEEING THIS SO ALL OF THESE FEELINGS, MANY OF THESE FEELINGS AND EXPERIENCES CAME UP IN A LOOK AT THE OTHER PART, SHAME, FAILURE, GUILT, REMORSE, DENIAL. SHAME. WHEN WE OPENED, WE TALKED ABOUT ONE OF THE DO'S AND DON'T OF THIS PRESENTATION TODAY. THE PURPOSE OF THIS PRESENTATION WAS NOT TO HAVE PEOPLE FEEL SHAME. SHAME IS SOMETHING THAT ALREADY WAS CONNECTED TO THIS EVEN BEFORE THIS PRESENTATION STARTED , EVEN BEFORE THE DESIGN OF THIS PRESENTATION. RIGHT? WE'RE NOT LOOKING TO, AGAIN, WE'RE NOT LOOKING TO DO WHAT HAS ALREADY BEEN DONE TO THE PEOPLE THAT ARE DOING THESE THINGS. THAT'S NOT THE GOAL OF THIS. THERE'S GOT TO BE ANOTHER OPTION WE NEED TO BREAK DOWN THESE DICHOTOMIES, EITHER YOU ARE THIS OR THAT. THOSE BINARIES ARE NOT SERVING US AS WE TRY TO RESOLVE AND COME TOGETHER. SO THE BYSTANDER, I'VE BROKEN THIS DOWN INTO QUADRANTS. SO WE HAVE THE PASSIVE BYSTANDER , FEARFUL, FOLLOWER, AND THIS GOES TO THE QUESTION THAT SHARON ASKED ABOUT, YOU KNOW, IF SOMEONE STEPS UP, WILL OTHERS COME ALONG? YES. SO THE FOLLOWER CONDITION DOESN'T HAVE TO DO SOMETHING UNLESS SOMEONE ACTS FIRST. THEN WHAT CAN ONE PERSON DO IN THIS SITUATION, RIGHT? ALL RIGHT. SO ON TO THE CYNIC, THE ROOT CAUSE ANALYSIS OF THE CYNIC IS THE LACK OF SAFETY AND SUPPORT. SO THIS IS THE NARRATIVE THAT COULD GO THROUGH THE CYNIC'S MIND, IT'S NONE OF MY BUSINESS, WHAT CAN ONE PERSON DO IN THIS SITUATION, IF I SAY OR DO SOMETHING, WHO WILL HAVE MY BACK OH, IT WASN'T REALLY A BIG DEAL, THEY'LL GET OVER IT. MAYBE IT DIDN'T HAPPEN THE WAY I REMEMBER, THE RAJAMAN EFFECT, AND DENIAL, IT WAS JUST THE -- RIGHT? IT WAS JUST A SLIP OF THE TONGUE , IT WAS JUST A MOMENT, IT DIDN'T REALLY MEAN ANYTHING, RIGHT? ANY OF THESE THINGS CAN HAPPEN IN THE MIND OF THE CYNIC. THE FOLLOWER. LEADERSHIP REPRESENTATION GAP. NOT ENOUGH PEOPLE LOOK LIKE ME AND SHARE MY POINT OF VIEW AND AUTHORITY. THE RISK REWARD RATIO IS UN FAVORABLE, WHY SHOULD I SPEAK UP, WHY SHOULD I PUT MY NECK OUT THERE? I'M LUCKY TO BE HERE AND I'M NOT GOING TO JEOPARDIZE THIS OPPORTUNITY TRYING TO BE THE HERO JUST TO DO THE RIGHT THING. NOW, I WANT TO ACKNOWLEDGE THAT THESE ARE REAL EXPERIENCES, THESE ARE FEEL FEELINGS THAT PEOPLE CARRY AROUND WITH THEM AND THEY'RE PERFECTLY JUSTIFIED, I'M NOT TRYING TO INVALIDATE ANYONE'S EXPERIENCE. BUT CONNECT THE DOTS, RIGHT? IF THERE WERE MORE PEOPLE IN POSITIONS OF AUTHORITY THAT WERE REPRESENTATIVE OF THE PEOPLE THAT ARE IN SILENCE, MIGHT THERE BE A DIFFERENT OUTCOME? BECAUSE SOME OF US TAKE FOR GRANTED THAT IF WE'RE IN A WORK ENVIRONMENT AND EVERYONE IN POSITIONS OF AUTHORITY LOOK LIKE ME, THAT'S GOING TO INFORM MY LEVEL OF COMFORT AND IN SOME INSTANCES MY LEVEL OF SUCCESS IN THAT ENVIRONMENT, RIGHT? SO IF EVERYONE LOOKS LIKE ME IN POSITIONS OF AUTHORITY, THAT MIGHT FUEL MY AMBITION BECAUSE I HAVE A MODEL OF PEOPLE THAT LOOK LIKE MYSELF IN THAT POSITION, AND I TOO CAN ASPIRE TO BE THAT, RIGHT? I HAVE SOMEONE THAT I CAN PROBABLY SEEK OUT FOR MENTORSHIP THAT MOVES IN THE WORLD IN A SIMILAR WAY THAT I DO. THESE ARE THINGS THAT ARE SIGNIFICANT. I CAN SEEK GUIDANCE, I CAN SEEK SUPPORT. SO ABSENT OF THAT, WHAT MIGHT THAT EXPERIENCE BE LIKE IF YOU DIDN'T HAVE THAT? IF IT WEREN'T REPRESENTATIVES IN DIFFERENT PARTS OF THE HIERARCHY THAT LOOK LIKE YOU OR THAT THOUGHT LIKE YOU OR THAT HAD THE SAME VALUES AS YOU DID? THAT'S GOING TO HAVE A TREMENDOUS IMPACT. ALL RIGHT. THE FEARFUL PERSON. UNKNOWN OUTCOMES. FOR PERSONAL SAFETY OR PROFESSIONAL CONSEQUENCES, THE QUESTIONS THAT THEY ASK, WHAT WILL HAPPEN IF I GET INVOLVED? WHAT HAPPENS IF SOMEONE GETS HURT, LIKE ME? IF I SAY SOMETHING, WILL I GET IN TROUBLE? THIS IS A PERSON IN AUTHORITY, I CAN'T SPEAK UP WITHOUT RISKING MY CAREER. WHAT'S THE POINT? NO ONE WOULD BELIEVE ME ANYWAY. THE BYSTANDER AND THE UPSTANDER. VERY OFTEN THE BYSTANDER AND THE UPSTANDER SHARE THE SAME FEELINGS WHEN WITNESSING HARM. THEY BOTH MAY HAVE EMPATHY FOR THE VICTIM AND PERPETRATOR DEPENDING ON THE SITUATION. EMPATHY IS NOT REQUIRED TO ACT. SO THAT'S IMPORTANT, RIGHT? WHATEVER YOU'RE FEELINGS OR CONNECTIONS ARE, THAT SHOULDN'T DETERMINE WHETHER OR NOT YOU CHOOSE TO ACT. THE DIFFERENCE BETWEEN THE BYSTANDER AND THE UPSTANDER IS HOW THEY RESPOND IN A SITUATION. RIGHT? SO THE FEELINGS MAY BE THE SAME, BUT THE BEHAVIOR IS DIFFERENT. LET'S SORT OF DISRUPT THIS MYTH THAT BECAUSE SOMEONE SPOKE UP, THAT THEY HAVE BETTER CHARACTER, THEY'RE JUST A BETTER PERSON, THEY'RE SORT OF RESOLUTE AND FEARLESS. THAT'S NOT NECESSARILY WHAT'S GOING ON AT ALL. THEY MAY HAVE THE SAME FEELINGS OF NERVOUSNESS AND ANXIETY AND FEAR AND PAIN AND RELUCTANCE THAT THE PERSON THAT CHOOSES NOT TO SPEAK UP DOES. SO JUST KEEP THAT IN MIND AND DON'T BE HARD ON ONESELF. IT TAKES TIME. THE ROLE OF THE OBSERVER IS FLUID. BEING A BYSTANDER AND UPSTANDER IS NOT A FIXED POINT. AGAIN, IMPORTANT TO HIGHLIGHT. JUST BECAUSE YOU SPEAK UP ONE TIME DOESN'T MEAN YOU'LL SPEAK UP AGAIN. SOME OF US KNOW THAT VERY WELL. YOU KNOW, YOU'RE NOT GOING TO BE PERFECT. AND SOMETIMES THINGS MAY BE SAID IN FRONT OF YOU THAT YOU -- SOMETIMES WE GET CAUGHT OFF GUARD, SOMETIMES THINGS ARE SAID AND WE DON'T EVEN KNOW THAT IT WAS SOMETHING THAT WAS HARMFUL UNTIL WE REFLECT ON IT. HAVE YOU EVER BEEN IN THAT SITUATION BEFORE? WHERE SOMEBODY SAYS SOMETHING, AND IT HETS YOU LIKE -- IT HITS YOU, LIKE IT ALMOST HITS YOU PERIPHERALLY LIKE SOMETHING ABOUT THAT JUST FELT, WAS DISTASTEFUL, IT JUST FELT FUNNY, THEN YOU'RE OUT OF THE SITUATION AND YOU REFLECT ON IT, AND YOU'RE LIKE OH, LIKE IS THAT WHAT THEY MEANT? OR THAT'S WHY THAT WAS MESSED UP RIGHT? THAT HAPPENS. OR SOMETIMES YOU MAY WITNESS SOMETHING WITH EITHER A COLLEAGUE OR A FRIEND AND THEN YOU WALK AWAY AND BOTH OF YOU LOOK AT EACH OTHER LIKE, WELL, DID YOU -- AND THEN WHEN YOU HAVE A MINUTE TO PROCESS WHAT HAPPENED, THEN IT COMES UP, WHERE THE INJURY OCCURRED. JUST BECAUSE YOU DIDN'T SAY SOMETHING WHEN YOU SAW SOMETHING DOESN'T MEAN THAT YOU'LL NEVER TAKE ACTION. SO THERE'S THAT TOO, RIGHT? SO IT'S A BOTH AND. THIS ISN'T HOLLYWOOD. BE KIND TO YOURSELF. BE IN A POSITION TO LEARN AND GROW, BOTH FROM THE POSITIVE AND THE NEGATIVE IN THE PROCESS TO EFFECT CHANGES IN THE ENVIRONMENT. TRY TONT ATTACH YOURSELF TO AN OUT-- TRY NOT TO ATTACH YOURSELF TO AN OUTCOME. EARLIER I SPOKE A LITTLE BIT ABOUT HISTORY AND I REALLY TOUCHED ON THE EDGE OF SORT OF THE HISTORY IN THIS COUNTRY AND VERY CRUDELY SPOKE ABOUT THE ENSLAVEMENT OF PEOPLE OF AFRICAN DESCENT IN THIS COUNTRY AND SORT OF WHAT THAT MEANS IN THIS COUNTRY. AND GIVEN IF YOU HAVE AN UNDERSTANDING, EVEN A LIMITED UNDERSTANDING OF THE HISTORY OF THIS COUNTRY AND WHAT IT'S MEANT FOR PEOPLE OF COLOR, WHAT MAKES YOU THINK THAT YOU'RE GOING TO GET IT RIGHT WHEN HOW MANY GENERATIONS BEFORE YOU HAVEN'T GOTTEN IT RIGHT AND WE'RE IN THIS SITUATION NOW? THE CHALLENGES THAT WE HAVE NOW, WE'VE INHERITED THEM. RIGHT? WE WERE NOT THE PROGENITORS OF THE CHAL THEANGZ WE'RE DEALING WITH NOW -- CHALLENGES THAT WE'RE DEALING WITH NOW, SO WE NEED TO UNDERSTAND THAT IN ORDER FOR US TO TURN THIS SHIP AROUND, MISTAKES ARE GOING TO BE MADE AND IT'S GOING TO BE DIFFICULT AND IT'S GOING TO BE GLACIAL, BUT IF WE MADE THE INVESTMENT, WE NEED TO BE KIND TO OURSELF IN ORDER FOR US TO SUSTAIN OUR EFFORTS. AND REMEMBER TO BREATHE. AND I WROTE THERE, TO AVOID BUCK AGUE. NOW, BUCK AGUE IS A PHENOMENON, I DON'T KNOW IF ANYBODY ON THE CALL ARE HUNTERS OR WHO COME TR A FAMILY OF PEOPLE WHO HUNT, BUT THAT'S A PARTICULAR PHENOMENON WHERE THE MOMENT THAT A HUNTER HAS THE PREY IN THEIR SITES, THEY LOSE THEIR MENTAL QUITEUDE IN THE MOMENT OF THE KILL SHOT MOMENT, THE MOMENT THAT THEY'RE ABOUT TO ENGAGE THEIR PREY, THEY LOSE MENTAL QUIETUDE AND THEY JERK AND THEY EITHER MISS THE SHOT OR THEY SORT OF BLOW THE MOMENT. AND IT'S SOMETHING THAT YOU SEE IN SPORTS ALL THE TIME, RIGHT? SO THERE ARE THESE SORT OF TERMS LIKE A PERSON HAS A KILLER INSTINCT AND THEY CHOKE, THEY MISS THE BIG SHOT OR THEY SWUNG AND THEY MISS, AND A LOT OF THAT STUFF, YOU KNOW, IS QUITE NONSENSICAL. REALLY WHAT IT IS IS THAT IN THE CRITICAL MOMENT, THERE WAS EITHER AN INABILITY BECAUSE OF LACK OF TRAINING OR EXPERIENCE TO BREATHE AND RELAX INTO THE MOMENT. IT'S AN OVERCOMPENSATION FOR AN ADRENALINE SURGE, THAT'S REALLY WHAT THAT IS. SO THIS NOTION OF SOMEONE CAN DO THIS AND DO THAT, I MEAN, THAT'S SUBJECT TO DEBATE, BUT A LOT OF THE TIMES HIGH PERFORMERS THAT ARE ABLE TO EXECUTE UNDER PRESSURE IS THEIR ABILITY NOT TO COMPENSATE FOR THAT ADRENALINE SURGE AND THEIR ABILITY TO RELAX INTO THE MOMENT AND TO TRUST THAT THEY HAVE ALL, THEY HAVE THE ENERGY AND THE CONCENTRATION AND THE FOCUS TO BE ABLE TO ACHIEVE WHAT IT IS THAT THEY'RE SEEK TO GO ACHIEVE. THIS IS A QUALITY THAT ONE MUST CULTIVATE AS THEY BEGIN TO LEARN HOW TO BE AN UPSTANDER. THE TASTE OF ADRENALINE THAT YOU MAY GET IN THOSE SITUATIONS, THE MORE THAT YOU ARE ABLE TO TAKE A DEEP BREATH AND RELAX AND TO TRUST ONESELF, THE MORE YOU WILL BE COMFORTABLE IN BEING ABLE TO ENGAGE IN THOSE SITUATIONS EFFECTIVELY TO HELP SEEK A RESOLUTION AND A MORE IDEAL OUT COME. I HOPE THAT THAT MAKES SENSE. CONSULT THREE, CULTURAL PARADIGM AND WORLD VIEW. SHARON, I WOULD LIKE TO TAKE AT LEAST ONE QUESTION, PLEASE. >> SO THERE ARE A LOT OF QUESTIONS. IF YOU'RE GOING TO TAKE ONE FOR NOW -- >> Terrence Winston: WOULD YOU PREFER THAT I JUST WAIT? >> NO, HERE WE GO. I'M TRYING TO PUT TOGETHER A FEW THAT ARE SIMILAR, SO HOPEFULLY I CAUGHT THE ESSENCE FOR ALL THREE OF THE PEOPLE. SO THERE'S AN IMPRESSION AT MANY ACADEMIC INSTITUTIONS THAT LEADERSHIP WON'T TRULY SUPPORT VICTIMS, AND ONE OF THE REASONS BYSTANDERS DON'T STEP UP IS THIS LACK OF TRUST, THAT IF THEY DO, THEY'LL BE PROTECTED. SO THE FEAR THAT YOU ALLUDED TO. AND THERE'S A WISH THAT YOU MAYBE CAN PROVIDE SOME INSIGHT INTO HOW LOWERED SHIP CAN -- HOW LEADERSHIP CAN BUILD TRUST AROUND THIS TOPIC. LIKE WHAT DO LEADERS NEED TO DO FOR PEOPLE TO FEEL EMPOWERED TO BE AN UPSTANDER? >> Terrence Winston: OKAY. HOLD ON A SECOND. ALL RIGHT. SO THE ROLE OF LEADERSHIP IS EVEN MORE DIFFICULT, AND THAT COULD BE REALLY A SEPARATE WORKSHOP ON THAT BECAUSE OFTEN LEADERS OF ENVIRONMENTS OFTEN SUFFER FROM WHAT I WILL CALL GLACIER SYNDROME. SO THEY'RE REALLY ONLY ABLE TO SEE ABOUT 20 TO 30 PERCENT OF WHAT'S REALLY GOING ON OF THE ICEBERG, AND THE REMAINING 70 TO 80 PERCENT ARE SUBMERGED BENEATH THE WATER. SO IN ORDER FOR LEADERS TO SORT OF GAIN TRUST IN THE ENVIRONMENT , THEY'RE GOING TO HAVE TO EXHIBIT, CONTINUALLY EXHIBIT A HIGH LEVEL OF CARE AND INTEGRITY. SO ARE THEY GOING TO BE ABLE TO KEEP THE CONFIDENCE OF PEOPLE THAT ARE COMING TO THEM? ARE THEY GOING TO BE ABLE TO TAKE INITIATIVE AND ACTUALLY SEEK TO ENGAGE THE PEOPLE IN THE ENVIRONMENT WHO MAY BE DIFFERENT OR WHO MAY HAVE A DIFFICULT TIME ADJUSTING? THAT'S KIND OF THE QUICK ANSWER THAT I COULD GIVE TO YOU. AND RECIPROCALLY, THE PEOPLE THAT MAY HAVE A DIFFICULT TIME TRUSTING LEADERSHIP ARE GOING TO HAVE TO GO OUT ON A LIMB THEMSELVES AND PROVIDE OPPORTUNITIES FOR THE LEADERS TO SHOW UP DIFFERENTLY THAN THEY MAY HAVE SHOWN UP IN THE PAST AND TO ALSO ARTICULATE WHAT IT IS, WHAT THEIR NEEDS ARE AND WHAT THEY'RE SEEKING FROM THE LEADERSHIP. YOU KNOW, LEADERSHIP IS A SKILL AS WELL AS AN ART. SO ONE CANNOT EXPECT THE LEADER TO READ PEOPLE'S MINDS. IF YOU HAVE A NEED, YOU HAVE TO MAKE SURE WHAT THAT NEED -- YOU HAVE TO MAKE SURE THAT YOU CLEARLY ARTICULATE THAT NEED SO THAT LEADER HAS AN OPPORTUNITY TO RESPOND EFFECTIVELY. >> KIND OF A RELATED QUESTION, SO IT'S INTERESTING, AFTER THE QUESTION ABOUT THE COMMENTS AND MICROAGRESSIONS, MANY PEOPLE TYPED IN, OH, I'VE HEARD THIS ONE OR THAT ONE, THESE REALLY MAKE ME FEEL UNWELCOME IN MY GROUP. AND THEN THERE WAS A LITTLE BIT OF INPUT ABOUT THINGS THAT THERE WERE A LOT OF REALLY WELL INTENTIONED WORK SUPERIORS WHO THINK THAT THEY'RE VERY SENSITIVE AND THAT THEY ARE RESPONSIVE TO ISSUES LIKE THIS. SO ASKING FOR WAYS, IF YOU HAVE A SUPERIOR WHO THINKS THEY'RE SENSITIVE, HOW CAN YOU HELP THEM HEAR THAT THEY'RE NOT REALLY AS SENSITIVE AS THEY THINK THEY ARE SORT OF HOW PEOPLE ADJUST FROM THE ROSY VIEW THAT WE MIGHT HAVE OF OUR ENVIRONMENT TO THE MORE ACCURATE VIEW THAT'S REALLY TRUE FOR PEOPLE IN OUR COMMUNITIES. >> Terrence Winston: SO AGAIN, THIS REQUIRES A LONGER ANSWER THAN WE HAVE TIME FOR, BUT I WILL DO MY BEST. THAT REQUIRES SORT OF A STRATEGIC APPROACH. YOU KNOW, PARTICULARLY IF SOMEONE PERCEIVES THEMSELVES AS BEING A WAY AND THERE IS A GROUND SWELL OF OTHERS WHO ARE SUBORDINATE TO THAT PERSON THAT FEEL DIFFERENTLY, THAT WOULD ALMOST REQUIRE A CAMPAIGN, AND THAT WILL REQUIRE SOME POWER MAPPING. ON THE PART OF THE INDIVIDUALS THAT FEEL AS THOUGH THEY ARE SUFFERING WITH THAT LEADERSHIP'S SORT OF DISTORTED PERCEPTION OF SELF. BY POWER MAPPING, THAT WOULD MEAN FIGURING OUT WHO ARE THE OTHER PEOPLE THAT ARE PEERS TO THAT PERSON, THAT ALSO EXPERIENCE THEM AS NOT BEING AS% SENSITIVE AS THEY THINK THEY ARE , AND ENGAGING THAT PERSON, ENLISTING THAT PERSON TO BE ABLE TO CRAFT A MESSAGE TO ENGAGE WITH THAT SUPERVISOR TO TALK WITH THEM AROUND HOW THEY'RE NOT REALLY AS SENSITIVE AS THEY THINK THEY ARE. RIGHT? SO YOU'RE NOT NECESSARILY PUTTING YOURSELF MORE AT RISK OR EXPOSURE TO ANY SORT OF RETRIBUTION, IF THAT'S A VALID CONCERN. BUT ONCE AGAIN, ALL OF THESE ANSWERS TO THESE TYPE OF QUESTIONS, MY ANSWERS ARE GOING TO BE CONSISTENT IN THAT IT'S ABOUT MOVING TOWARDS THE ISSUE. IT'S NOT ABOUT RETREATING OR TRYING TO GO AROUND IT. YOU KNOW, IT'S ABOUT COMING TOGETHER AND ALSO IT NOT BEING ABOUT A COUPLE OF PERSONALITIES, THEY WOULD HAVE TO BE TEAMS OF PEOPLE THAT WOULD HAVE TO THOUGHTFULLY FIGURE OUT A WAY TO ENGAGE WITH INDIVIDUAL OR INDIVIDUALS AROUND SOME OF THESE CONCERNS. SO I HOPE THAT ANSWERS THAT QUESTION. >> THANK YOU. JUST A CHECK FOR YOU TIMEWISE, IT'S 3:15. >> Terrence Winston: THANK YOU, SHARON. ALL RIGHT. CULTURAL PARADIGM WORLD VIEW. SO I WANT TO READ THIS. THIS WAS AN ARTICLE FROM DR. SHARON BECK LI, SCIENTIST RS DISCOVERING HOW DEEPLY CULTURE INCLUDING LOGIC, LANGUAGE AND VALUES SHAPE THE BRAIN AND RE THINKING IMPLICATIONS OF STUDIES DERIVED EXCLUSIVELY FROM WESTERN PARTICIPANTS, REGION CALLED MEDIAL PREFRONTAL CORTEX, SUPPOSEDLY REPRESENTS THE SELF, IS ACTIVE WHEN PERSONS IN THE STUDY THOUGHT OF THEIR OWN IDENTITY AND TRAITS. FOR CHINESE PARTICIPANTS THE IS ME CIRCUIT NOT ONLY WHEN A PARTICULAR ADJECTIVE DESCRIBED THEMSELF BUT ALSO IF IT APPLIED TO THEIR MOTHERS. THE WESTERNERS SHOWED NO SUCH OVERLAP. DEPENDING ON WHETHER ONE COMES TR A CULTURE THAT VIEWS THE SELF AS AN INDIVIDUAL OR AS AN EXTENSION OF A LARGER WHOLE, THIS NEURAL CIRCUIT EXHIBITS STRIKINGLY DIFFERENT FUNCTIONS. SO THIS GOES BACK TO SOMETHING THAT I SAID EARLIER. ONE TAKE AWAY IS THAT OUR DIFFERENCES ARE DEEPER THAN SKIN COLOR. WE'RE NOT ALL ALIKE. NOT RACIALLY, CULTURALLY, RACIAL LY, INTELLECTUALLY AND THE GOAL SHOULD NOT BE TO MAKE US ALL ALIKE. EARLY ON IT WAS I DON'T SEE COLOR, I DON'T SEE CULTURE, I DON'T SEE DIFFERENCE, I DON'T SEE GENDER. THERE ARE COGNITIVE, THERE IS A COGNITIVE IMPACT THAT OCCURS BASED ON OUR CULTURAL ORIENTATION. RIGHT? JUST THINK ABOUT THAT FOR A SECOND. THAT OUR CULTURAL VALUES AND HOW OUR BRAIN FUNCTIONS. SO THIS GOES WAY DEEPER THAN JUST -- YOU KNOW, A LOT OF TIMES WE GET STUCK ON THE SUPERFICIAL DIFFERENCES, RIGHT? A LOT OF TIMES, MANY OF US FEEL AS THOUGH THAT'S ALL WE HAVE TIME FOR, RIGHT? HOW FAR AM I SUPPOSED TO GO WITH THIS, RIGHT? WELL, THAT'S A PERSONAL CHOICE, HOWEVER, ONE SHOULD HAVE AS MUCH INFORMATION AS POSSIBLE TO UNDERSTAND THAT IN AN EFFORT TO ENGAGE WITH SOMEONE DIFFERENT FROM THEMSELVES, UNDERSTAND THAT THE DIFFERENCES GO, AGAIN, GO DEEPER THAN JUST WHAT YOU'RE LOOKING AT ON THE SURFACE. SO THAT'S AS MUCH TIME AS WE'LL SPEND ON THIS. BUT HOPEFULLY PEOPLE WILL FIND THIS VERY HELPFUL AND I ENCOURAGE YOU ALL TO CONTINUE ON REFLECT ON THIS AND TO READ THIS OVER AND OVER AGAIN AS YOU CONTINUE TO ENGAGE IN THIS WORK. SO THESE ARE SOME OF THE DYNAMIC S AT PLAY WHEN HARM OCCURS. SO SOME OF THE QUESTIONS ALREADY TOUCHING ON THIS. AND ALL OF THESE SORT OF WORK INTERDEPENDENTLY WITH ONE ANOTHER. SO THEY ARE SLICES IN A POD, BUT THERE'S OVERLAP, RIGHT? AND ALL OF YOU I'M SURE ARE FAMILIAR WITH THIS. I'M NOT GOING TO GO INTO ALL OF THEM INDIVIDUALLY RIGHT NOW. SOME OF THEM WILL COME UP LATER IN THE SLIDES. AND AGAIN, A LOT OF YOUR QUESTIONS I'VE ALREADY TOUCHED ON SOME OF THESE -- A LOT OF YOUR QUESTIONS HAVE ALREADY TOUCHED ON SOME OF THESE. THANK YOU. INDIVIDUALISM VERSUS COLLECTIV ISM, RIGHT? THE PASSIVE OBSERVER WHO DOESN'T GET INVOLVED. SO WE BROKE DOWN THE DIFFERENT TYPES OF UPSTANDER -- THE DIFFERENT TYPES OF BYSTANDERS INTO THESE QUADRANTS. SO THE PASSIVE OBSERVER, WHY SHOULD I GET INVOLVED IN MY NEEDS ARE BEING MET AND I'M NOT NEGATIVELY IMPACTED BY THE SITUATION, IT'S NOT MY PROBLEM. AN INABILITY TO SEE ONESELF, THE OBSERVER, THE PERPETRATOR AND THE VICTIM AS INTERDEPENDENT OF A LARGER WHOLE. SO THIS DISCONNECT. THE FAILURE TO RECOGNIZE THAT THOSE WHO ARE CULTURALLY DIFFERENT FROM YOU MIGHT PERCEIVE THEMSELVES AS DOACTD A LARGER WHOLE, THIS IS -- CONNECTED TO A LARGER WHOLE, WHICH IS WHY I SHARED DR. BECKLE Y'S ARTICLE. THERE ARE SOME CULTURES THAT DO NOT EXPERIENCE THEMSELF AS ISOLATED FROM THE GROUP. RIGHT? THAT THEY'RE NOT JUST THIS KIND OF INDIVIDUAL IN THIS WORLD BY THEMSELVES AND THAT THEIR PATH IS THEIR ONLY PATH. THERE ARE PEOPLE THAT BELIEVE THAT THE PATH OF THE COLLECTIVE IS THEIR PART TOO. SO IT'S THIS IDEA THAT IF THE GROUPS' NEEDS ARE MET MY INDIVIDUAL NEEDS WILL BE MET WITHIN THE GROUP. THAT'S A WORLD VIEW THAT EXIST, WHETHER OR NOT PEOPLE UNDERSTAND THAT OR SUBSCRIBE TO THAT, I AM NOT IN A POSITION TO COMMENT ON THAT, BUT PEOPLE NEED TO KNOW THAT IT EXISTS. WHATEVER IS IMPORTANT TO YOU, WHATEVER IT IS THAT YOU VALUE IN THIS WORLD, UNDERSTAND THAT SOMEBODY HAS DEASH INTIMACY AND INVESTMENT IN HOW THEY SEE THE WORLD AS DRASTICALLY DIFFERENT THAN YOURSELF. SO IF SOMEONE COVERS THEIR BODY, THERE'S A REASON WHY THEY COVER THEIR BODY, AND IF YOU WISH TO TALK WITH THEM, MAYBE IT MIGHT MAKE SENSE TO ENGAGE WITH THEM IN PRIVATE BECAUSE THEY HAVE CHOSEN TO LIVE THEIR PUBLIC LIFE IN PRIVATE FOR THE MOST PART, RIGHT? MAYBE THEY DON'T FEEL COMFORTABLE SPEAK NG PRIVATE. MAYBE THEY DON'T FEEL COMFORTABLE, YOU KNOW, SPEAK UP FOR YOURSELF OR ASSERT YOURSELF. THAT MAY NOT BE SOMETHING, THAT'S NOT A REASONABLE EXPECTATION. BUT HOW DO YOU MODIFY YOUR BEHAVIOR IT MEET THIS PERSON WHERE THEY'RE AT, TO MAKE THEM FEEL COMFORTABLE? AND IN THE PROCESS, LEARN SOMETHING ABOUT YOURSELF AND MAYBE LEARN SOMETHING ABOUT WHAT MAY BE LIMITATIONS FROM YOUR OWN CULTURAL WORLD VIEW. SO THEPS THE PASSIVE -- SO THIS IS THE PASSIVE OBSERVER WHO DOESN'T GET INVOLVED, BUT FROM A COLLECTIVISM POINT OF VIEW. FROM THE OPPOSITE. TR WHERE I COME FROM, THE NEEDS OUTWEIGH THE NEEDS OF THE INDIVIDUAL, HOW WILL THE COLLECTIVE OR GROUP BENEFIT IF I SAY SOMETHING IN THIS COMMUNITY? EXCUSE ME. THINGS ARE -- THAT'S JUST THE WAY THINGS ARE HERE, I CAN'T CHANGE THEM. IN THE PAST I MAY HAVE BEEN ABLE TO SPEAK UP BUT NOW AFTER LEARNING HOW THINGS WORK HERE, IT'S NOT WORTH IT, AND I'M NOT PUTTING MYSELF AT RISK. SO YOU SEE SORT OF A CHANGE HERE , RIGHT? SO THIS EXAMPLE OF SPHWRUN A COLLECTIVIST CULTURE IS ASKING A VERY INTK QUESTION, YOU KNOW -- WHO IS ASKING A INTERESTING QUESTION, HOW WILL THE COLLECTIVE OR GROUP BENEFIT IF I SAY SOMETHING? IF THERE'S SOMETHING THAT'S NOT CODIFIED, IF IT'S NOT A PART OF THE CULTURE, IF THE GOALS ARE NOT MEASURABLE, IF THEY'RE NOT CLEAR, THEN A LOT OF TIMES PEOPLE AREN'T GOING TO REMAIN SILENT BECAUSE, AND IT GOES BACK TO THE QUESTION THAT SHARON ASKED EARLIER THAT WAS POSED BY ONE OF THE ATTENDEES TODAY, YOU KNOW, HOW DO I -- WHY SHOULD I TRUST? YOU KNOW, TRUST. I'M NOT GETTING CONSISTENT MESSAGES. I'M NOT GETTING CLEAR MESSAGES. IT'S JUST UNCLEAR WHAT THE CONSEQUENCE OR WHAT THE OUTCOME IS GOING TO BE IF I CHOOSE TO SPEAK UP, PARTICULARLY IF I'M SOMEONE WHO FEELS SAFE OR IS A PART OF A GROUP, GROUP CONSCIOUSNESS. WE WANT TO REALLY START BREAKING DOWN, AND THIS IS FOR ALL PEOPLE , RIGHT? SO WE WANT TO DISCOURAGE PEOPLE FROM FEELING AS THOUGH YOU NEED TO FIX IT ON YOUR OWN. NOBODY HAS TO STAY IN THIS SITUATION BY THEMSELF. IT'S OKAY TO TAKE YUR TIME TO THINK THINGS THROUGH, AND ALSO TIMING MATTERS, RIGHT? WHEN WOULD BE AN APPROPRIATE TIME TO SAY SOMETHING? AND THERE ARE QUESTIONS THAT YOU CAN ASK. MAY I SPEAK WITH YOU ABOUT SOMETHING THAT'S BEEN BOTHERING ME? MAY I ASK YOU A QUESTION ABOUT WHAT HAPPENED? I WANT TO UNDERSTAND WHERE YOU'RE COMING FROM. MAY IT BE OKAY IT WE SPOKE ABOUT SOMETHING THAT WE OBSERVED AND EXPERIENCED? WHAT'S THE CONSTANT THEME IN THIS? ALL THREE OF THOSE QUESTIONS ARE INVITATIONS. RIGHT? THEY'RE NOT DEMANDS, THEY'RE NOT MANDATES. THEY'RE NOT AGGRESSIVE. THEY DON'T HAVE TO BE SAID IN AN AGGRESSIVE WAY. IT'S AN INVITATION TO HAVING A CONVERSATION, TO BUILDING SOMETHING, TO FINDING PINT OF CONNECTIVITY DAIRK TO FINDING A -- IT'S AN INVITATION TO HAVING SAYING CONVERSATION, TO BUILDING SOMETHING, FINDING A POINT OF CONNECTIVITY. THIS IS SOMETHING FROM THE HEALTH SYSTEM IN WISCONSIN, SO ON THE SURFACE, THESE ARE DYNAMIC, RIGHT? CURNGOUS, COMPASSIONATE, ACTION ORIENTED, ASSERTIVE, LEADER. YOU ALMOST HEAR, YOU KNOW, MUSIC RIDING IN THE BACKGROUND AND A RED CAPE, YOU KNOW, FROM THE BACK OF THIS INDIVIDUAL. AND LISTEN, THIS IS ONE PERSPECTIVE, THOUGH, RIGHT? SO I'M BEING GLIB HOWEVER, THIS IS ONE APPROACH, FROM A PARTICULAR WORLD VIEW. SO THIS UPSTANDER IS I GET INVOLVED, I CAN MAKE A DIFFERENCE IN THE SITUATION, I GOT THIS, I CAN HANDLE THIS, I GOING TO DO SOMETHING, PAY ATTENTION TO ALL THE I STATEMENTS. RIGHT? BYSTANDER IS PASSIVE, I'M NOT GOING TO SAY ANYTHING, I'M TERRIFIED, WHAT DIFFERENCE CAN I MAKE, I'M SCARED FOR MYSELF, IT'S NOT MY PROBLEM, SOMEONE ELSE SHOULD SPEAK UP. AGAIN, HEAVY ON THE I STATEMENTS AND WHAT AN INTERESTING BINARY, RIGHT? EITHER YOU'RE THIS OR THAT. SO EITHER YOU GET INVOLVED, YOU KNOW, THE UPSTANDER IS THIS SORT OF HEROIC PERSON, THIS BYSTANDER IS THIS, YOU KNOW, COWARDLY PERSON AND LACKING CONFIDENCE. AND IT'S VERY SORT OF -- IT REALLY LACKS A LOT OF NUANCE BECAUSE AN UPSTANDER AGAIN CAN SHARE THOSE FEELINGS. WE'LL GET TO THAT. AN UPSTANDER CAN SHARE THE FEELINGS OF THE BYSTANDER. YOU CAN WANT TO GET INVOLVED AND STILL BE TERRIFIED. THE UPSTANDER FROM A COLLECTIVELYTIVE CULTURAL PARADIGM, I'M UBUNTU, YOU MAY NOT BE FAMILIAR WITH THAT TERM, IT IS A TERM GENERATED IN SOUTH AFRICA, THE REVEREND DESMOND TUT U HAS SAID SOME VERY ELOQUENT THINGS ABOUT UMBUNTU AS WELL AS THE LATE -- PRESIDENT NELSON MANDELA, YOU CAN LOOK AT IT IF YOU HAVE FURTHER INTEREST IN LEARNING ABOUT UMBUNTU. SO WITHIN EVERY BYSTANDER EXISTS AN UPSTANDER SO I REALLY WANT TO HIGHLIGHT THAT. THAT IT IS NOT THIS DICHOTOMY. YOU KNOW, FOR THE PURPOSE OF THIS, KNOW THAT IF YOU WERE SOMEONE THAT HAS BEEN A BYSTANDER THAT HAS NOT SPOKEN UP , SOMEWHERE WITHIN YOU LIVES AN UPSTANDER, IF YOU HAVE FEELINGS, IF YOU RECOGNIZE THAT SOMETHING WRONG HAS HAPPENED, IT IS INSIDE OF YOU AND HOPEFULLY THIS WORKSHOP WILL BE THE BEGINNING TO SUPPORT YOU AND SUPPORT THAT DIMENSION INSIDE OF YOU FOR COMING OUT AND THAT YOU WILL RECEIVE SOME NOURISHMENT FROM THIS. WHAT IS MY RELATIONSHIP TO THIS COMMUNITY? SO AM I SAFE HERE? IS THIS SOMEPLACE THAT I AM INVESTED THIS? IS THIS SOMEPLACE WHERE I FEEL AS THOUGH I -- ARE THERE SIGNS THEY'VE A VOICE HERE, ARE THERE SIGNS THAT IT'S OKAY FOR ME TO SPEAK UP? WHAT IS MY RELATIONSHIP TO OTHERS? WHAT ARE MY RESPONSIBILITIES AS A CITIZEN AT NIH OR WHATEVER ENVIRONMENT YOU ARE FROM THAT'S ATTENDING THIS WORKSHOP TODAY? WHERE DO OPPORTUNITIES EXIST TO PARTNER WITH OTHERS? AND WHO ELSE SHARES MY CONCERNS AND PERSPECTIVES? SO ALL OF THESE QUESTIONS ARE INTEGRAL TO WHATEVER DEVELOPMENT AND STEPS THAT YOU ARE MAKING TOWARDS CHANGE IN YOUR COMMUNITY AND MAKING IT MORE WELCOMING AND INCLUSIVE TO DIVERSITY AND DIVERSE PERSPECTIVES AND EXPERIENCES. PERSPECTIVE TWO, UPSTANDER AND BYSTANDR. SO THIS IS FROM THE COLLECTIVE POINT OF VIEW, RIGHT? LET'S GET SOME HELP. TOGETHER WE MAKE A DIFFERENCE IN THIS SITUATION. WE CAN FIND RESOLUTION. WE THEY WOULD TO FIND A WAY TO HELP BOTH VICTIM AND OFFENDER FOR THE SAKE OF OUR COMMUNITY. LET'S FIGURE THIS OUT TOGETHER. THE BYSTANDER, SHOULD WE GET INVOLVED? I'VE NEVER DONE THIS BEFORE. BUT TOGETHER MAYBE WE CAN HELP. CAN THIS BE RESOLVED? HOW SHOULD WE PROCEED? I'M DOWN TO HELP AS LONG AS THERE'S SUPPORT AND GUIDANCE. AND FRANKLY, THIS COULD HAVE BEEN INTERCHANGEABLE BETWEEN COLUMNS BECAUSE AS YOU CAN SEE, IT REALLY, THE BINARY, THE SORT OF STARK CONTRAST AS OPPOSED TO PERSPECTIVE ONE IS REALLY START ING TO MELT, AS YOU SEE THAT, RIGHT? ALL THOSE QUESTIONS ARE REASONABLE. YES, ONE IS INFUSED WITH SORT OF MORE CONFIDENCE AND MORE CONVICTION, BUT THE QUESTIONS ON THE RIGHT UNDER THE BYSTANDER COLUMN ARE REASONABLE QUESTIONS. RIGHT? THEY'RE THOUGHTFUL, THEY'RE CAREFUL. AND THERE'S NO IMPLICATION THAT THERE'S NO ACTION THAT'S NOT -- THE ACTION IS NOT GOING TO BE TAKEN IN READING THE BYSTANDER QUESTIONS. ALL RIGHT. SO MORE THINGS YOU CAN DO. ONE OF MY FAIFLT QUOTES FROM BENJAMIN FRANKLIN. ONE OF MY FAVORITE QUOTES. -- WORTH A POUND OF CURE. DISRUPTORS, THESE ARE THE THINGS THAT YOU CAN SAY IN THE MOMENT. NOW, SOME OF THESE P MAY NOT BE APPLICABLE IF YOU'RE WORK NG A LAB OR -- IF YOU'RE WORK NG A LAB, BUT JUST THINGS TO KEEP IN MIND, AND YOU CAN MODIFY THEM TO YOUR NEEDS AND MAKE THEM SUITABLE TO YOUR PARTICULAR ENVIRONMENTS. NOW, THESE ARE THINGS, THIS IS MORE SORT OF HOW YOU CAN ENGAGE IN A SITUATION, IS EVERYTHING OKAY? HEY, I THOUGHT I RECOGNIZED YOU. HOW HAVE YOU BEEN? CAN YOU TELL ME HOW I CAN GET TO THIS ADDRESS? SO GO DOWN THEM, THERE ARE -- SO EIGHT OF THEM. AND THERE ARE SEVERAL OTHERS THAT YOU CAN USE. THE LAST ONE, I'M UNCOMFORTABLE TOO BUT WE'LL GET THROUGH THIS TOGETHER. SO AGAIN, THIS SORT OF PULLING THROUGH TOGETHER, SORT OF ALMOST CREATING A CORE THAT CAN GALVANIZE FOLKS TO MAKE DIFFERENT CHOICES, TO HAVE DIFFERENT KINDS OF EXPFERTIONZ TO SUPPORT ONE -- KINDS OF CONVERSATIONS AND TO SUPPORT ONE ANOTHER. MBUNTU WORLD VIEW, ONE, BE PROACTIVE, TWO, ASK QUESTIONS, THREE, SEEK TO ENGAGE OTHERS, AND FOUR, BE HUMBLE. WITH BE HUMBLE, I'M REMINDED OF THE KENDRICK WILL MARCH SONG -- KENDRICK LAMAR SONG, IT'S AN IMPORTANT MESSAGE THERE. IF YOU MAKE A MISTAKE TO A FRIEND, APOLOGIZE, INSTEAD OF MAKING IT MORE DIFFICULT AND DEEPENING WOUNDS. MORE QUESTIONS TO ASK YOURSELF AS A BYSTANDER/UPSTANDER, SO AGAIN, NOT GOING TO GO THROUGH ALL OF THEM, BUT ALWAYS ASKING QUESTIONS, QUESTIONS ARE, BECAUSE THE ANSWERS MAY NOT BE FORTHCOMING RIGHT AWAY, BUT KNOW THAT IF YOU'RE ASKING QUESTIONS, YOU ARE MAKING YOURSELF AVAILABLE TO SOLICITING MORE INFORMATION THAT LEADS TO MORE UNDERSTANDING AND MORE GROWTH, RIGHT? SO QUESTIONS ARE IMPORTANT AND A LOT OF PEOPLE ON THIS THAT ARE ATTENDING TODAY, MOST OF UP GOT WHERE YOU'RE AT BY ASKING LOTS OF QUESTIONS. SO I'M GOING TO ASSUME, HOPEFULLY CORRECTLY, THAT THIS WOULD BE AN EASY SPACE FOR MANY OF YOU TO OCCUPY, ASKING QUESTIONS. SOME TIPS FOR THE PERSPECTIVE PRAY TORE, WHEN SOMEONE SPEAKS UP. SO IF YOU ARE SOMEONE THAT HAS CAUSED HARM, SO TAKE A DEEP BREATH, REMAIN OPEN, ASK QUESTIONS IF YOU DON'T UNDERSTAND SOMETHING, OFFER AN APOLOGY AND SAY THANKS FOR THE FEEDBACK, RIGHT? DON'T, DEFINITE YOUR ACTIONS, JUSTIFY, ASSIGN BLAME, INVALIDATE SOMEONE ELSE'S EXPERIENCE, EXPRESS YOUR ANGER OR MAKE IT ABOUT YOURSELF. NOW, EXPRESS YOUR ANGER, THAT DOESN'T MEAN THAT YOU MAY NOT BE ANGRY WHEN SOMEONE IS PROVIDING YOU FEEDBACK, BUT WHAT'S IMPORTANT IS PARTICULARLY IF YOU'RE IN A POSITION OF AUTHORITY, EXPRESSING ANGER COULD HAVE A FAR MORE -- HAVE AS MUCH A DAMAGING EFFECT AS WHATEVER MAY HAVE BEEN SAID. BECAUSE, YOU KNOW, IF YOU'RE IN A POSITION OF POWER, THAT GOES A LONG WAY, RIGHT? PARTICULARLY IF IT'S BEEN DIFFICULT SO PEOPLE HAVE NOT BEEN SPEAK BEING UP ABOUT THEIR EXPERIENCE -- HAVE NOT BEEN SPEAKING UP ABOUT THEIR EXPERIENCE OR THEIR CONCERNS IN THE PAST, RIGHT? TRY TO THINK ABOUT HOW HARD IT MUST BE FOR PEOPLE WHO ARE UN ACCUSTOMED TO ASSERTING A PARTICULAR POSITION TO STEP UP AND SAY SOMETHING AND THEN IN THE MOMENT THAT THEY DO THAT, WHAT THEY GET BACK IS ANGER. ESPECIALLY IF YOU SAID THAT YOU'VE BEEN COMMITTED TO ACTUALLY MAKING SOME DIFFERENT CHOICES TO HELP YOU CHANGE THE ENVIRONMENT. SO LET'S BE CLEAR ABOUT THAT AS WELL. STEPS FOR THE VICTIM. SO PEOPLE HAVE TO REMEMBER TO BREATHE, RIGHT? SO AGAIN, TAKE A DEEP BREATH. REMAIN CALM. EXPRESS YOUR DISCOMFORT IN THE SITUATION. SO IT'S IMPORTANT TO KEEP COMMUNICATING. ASK QUESTIONS. ASK FOR WHAT YOU NEED IN THAT MOMENT. SEEK HELP FROM SOMEONE ELSE IF YOU NEED IT. THE DON'T, DO NOT CONTINUE TO REMAIN SILENT, BLAME YOURSELF, MAKE EXCUSES FOR THE PERPETRATOR OR TREAT OTHERS THE SAME WAY. SO I WANT TO FOCUS A LITTLE BIT ON BULLET POINT NUMBER FOUR, AND THIS IS A VERY COMPLEX AND NUANCED ISSUE. PART OF THE INTENTION OF TODAY'S INTENTION AND IMARKTS HERE I AM DOING IT MYSELF, PART OF ONE OF THE GOALS OF TODAY ALSO IS TO BEGIN TO SORT OF ERODE AT THESE BINARIES, RIGHT? SO THERE MAY BE A HIDDEN ASSUMPTION THAT IN THIS PRESENTATION THAT THE PERPETRATORS ALL KIND OF FALL INTO A PARTICULAR DEMOGRAPHIC, RIGHT? AND THEN IF YOU'RE A PARTICULAR CULTURAL DESCENT THAT, YOU'RE GOING TO BE SORT OF DIS PROPORTIONALLY OCCUPYING THE PERPETRATOR COLUMN. THAT'S NOT WHAT'S GOING ON HERE. THERE ARE OTHER GROUPS THAT TREAT, THERE ARE OTHER GROUPS, OTHER ETHNIC GROUPS THAT TREAT OTHER ETHNIC GROUPS VERY BADLY. SO THAT MAY HAVE BEEN PICKED UP AS SORT OF BEING ACCULTURATED INTO THIS SOCIETY. SO IF YOU ARE AFRICAN AMERICAN, YOU KNOW, YOU MAY BE SOMEONE THAT TREATS A PARTICULAR GROUP, YOU MAY BE A PERPETRATOR YOURSELF. IF YOU ARE OF ASIAN DESCENT AND THAT'S A VERY BROAD BRUSH, RIGHT SO PEOPLE MAKE A LOT OF ASSUMPTIONS WHEN YOU SAY ASIAN DESCENT, YOU CAN BE SOUTHEAST AIR SHAN -- SOUTHEAST ASIAN, YOU CAN BE FROM RUSSIA, INDIA, CHINA , SOME OF THESE GROUPS ALSO HAVE SOME VERY NEGATIVE ASSUMPTIONS AROUND PEOPLE OF COLOR IN THIS COUNTRY. RIGHT? SO DO NOT THINK THAT YOU ARE -- YOU'RE NOT ABSOLVED FROM DOING THE WORK. RIGHT? AND REALLY PAY CAREFUL ATTENTION AROUND WHAT MAY BE SOME NEGATIVE ASSUMPTION PS THAT YOU MAY HAVE AROUND GROUPS THAT ARE DIFFERENT FROM YOURSELF. AND AGAIN, THAT IS SOMETHING THAT REQUIRES MORE TIME THAN WE HAVE THE LUXURY TODAY, BUT I REALLY WANT TO SPEAK TO THAT A LITTLE BIT. THAT WE'RE NOT JUST TALKING ABOUT -- EVERYONE HAS TO BE DOING THE WORK. POWER DYNAMICS. ALL RIGHT. IS BACK TO THE INTERDEPENDENT RELATIONSHIP, THE SUPERVISOR UPSTANDER AND THE STUDENT UPSTANDER. BOTH HAVE A RESPONSIBILITY. SO THE SUPERVISOR UPSTANDER GIVEN THEIR PLACE IN THE HIERARCHY IS EMPOWERED TO DO MORE, HOWEVER, THEY HAVE A SIMILAR RESPONSIBILITY AS THE STUDENT UPSTANDER. AND THE BULLET POINT THAT I WANT TO HIGHLIGHT IS THE SUPERVISOR UPSTANDER HOLDS US ACCOUNTABLE, THE STUDENT UPSTANDER EXPECTS RESPONSIBLE LEADERSHIP. THIS GOES BACK TO THE ACCOUNTABILITY PIECE THAT WE OPENED WITH IN THE PIECE. THE STUDENT UPSTANDER DEMANDS EQUITY AND JUSTIC OR SHOULD DEMAND EQUITY AND JUSTICE AND COMPLIES WITH THE RULES. SUPERVISOR UPSTANDER ENFORCES THE RULES, THE STUDENT UPSTANDER COMPLIES WITH THE RULES. RIGHT? NOW, THE CULTURE PIECE COMES UP. SO THE SECOND LINE IS A LITTLE, COULD BE A LITTLE BLURRY, RIGHT, BECAUSE THE STUDENT UPSTANDER DE POANGD THEIR CULTURAL WORLD VIEW OR VALUES -- WOULDN'T THAT BE A WUSM THING BECAUSE THAT MARRIES NICELY WITH THE SUPERVISOR UPSTANDER'S RESPONSIBILITY ASK THAT'S A PERFORMANCE THING. THAT'S A PERFORMANCE ISSUE. SO ONE THING THAT, WHAT'S ONE THING THE UPSTANDERS, THE SUPERVISOR AND STUDENT SHOULD COME TO AN AGREEMENT WITH? THEY SHOULD COME TO AN UNDERSTANDING WITH COMMUNITY AGREEMENTS. THIS IS A CORE TENET OF RESTORATIVE PRACTICES, AN AREA THAT I AM TRAINED IN, AND AS YOU SEE THIS FLOW CHART, THIS IS IMPORTANT. SO WHATEVER ENVIRONMENT THAT YOU ARE COMING FROM, THESE ARE SOMETHING THAT YOU SHOULD CONSIDER WHEN SEEKING TO MAKE CHANGES AND TO CREATE A MORE INCLUSIVE ENVIRONMENT. RIGHT? SO WHAT ARE SOME EXAMPLES OF COMMUNITY AGREEMENTS? SO THEY SHOULD BE ACTIONABLE. SO SAYING SOMETHING LIKE, WELL, YOU KNOW, WE'RE IN AN ENVIRONMENT WHERE WE HAVE RESPECT FOR ALL PEOPLE. THAT'S TOO VAGUE BECAUSE RESPECT LOOKS DIFFERENT FOR DIFFERENT PEOPLE DEPENDING ON WHAT PART OF THE WORLD YOU'RE FROM. AN ACTIONABLE COMMUNITY AGREEMENT WOULD BE, WE PUT PEOPLE BEFORE TECHNOLOGY. WE PUT RELATIONSHIPS BEFORE TASKS. RIGHT? THAT'S AN ACTIONABLE COMMUNITY OF AGREEMENT. SO IF WE'RE IN MEETINGS, WE'RE NOT GOING TO BE PICKING UP OUR SMARTPHONES AND IPADS WHEN SOMEONE IS TALKING NECESSARILY. WE'RE GOING TO SUSPEND THE TECHNOLOGY AND WE'RE GOING TO FULLY BE PRESENT TO WHO IS SPEAKING IN THE ROOM WITH US. ANOTHER THING IS, YOU KNOW, WE'RE GOING TO, ANOTHER ACTION ABLE COMMUNITY AGREEMENT IS THAT WE'RE GOING TO WELCOME ONE ANOTHER WHEN WE COME INTO A ROOM. WE'RE GOING ON GREET ONE ANOTHER WHEN WE COME INTO A ROOM. WE'RE GOING TO APOLOGIZE WHEN WE'RE WRONG. THESE ARE ACTIONABLE AGREEMENTS THAT ARE SIMPLE, THAT ARE MEASURABLE, AND THAT WE CAN -- AND THAT CAN BE MODIFIED OVER TIME. THE THING ABOUT COMMUNITY AGREEMENTS IS THAT THEY SHOULD NOT BE FIXED. IF THERE IS AN AGREEMENT THAT NO LONGER IS SUITABLE FOR YOUR COMMUNITY AT THAT TIME, DISCARD IT OR CHANGE IT. MODIFY IT. MAYBE THERE'S SOMETHING THAT'S ALREADY -- THAT'S SOMETHING THAT YOU JUST DO VERY WELL AND THAT YOU DON'T NEED TO NECESSARILY HAVE THAT ARTICULATED. AS CLEARLY AS SOME OF THE OTHER AGREEMENTS. THEY SHOULD BE ACTIONABLE AND IN SOME INSTANCES THEY SHOULD BE ASPIRATIONAL, THEY SHOULD BE WHERE IT IS YOU WANT TO GO AS A COMMUNITY, NOT SIMPLY WHERE YOU'RE AT. ACTIONABLE STEPS FOR THE STUDENT UPSTANDER, CHALLENGES, AGAIN, IF I SAY SOMETHING THAT MIGHT AFFECT ANY GRADE OR REPUTATION, I'M AFRAID TO GO TO THEIR OFFICE BY MYSELF. THE RESOLUTION, GO TO YOUR SUPERVISOR WITH SOMEONE. A PEER, ANOTHER SUPERVISOR, PROGRAM LEADERSHIP. SO THAT'S WHO YOU SHOULD SEEK OUT. SO YOU GO TO YOUR PROGRAM LEADERSHIP, GO TO YOUR OMBUDS PERSON, OMBUDSMAN, GO TO YOUR HUMAN RESOURCES, RIGHT? TAKE ACTION. DO NOT BE STAGNANT. THIS IS NOT TO IGNORE YOUR CONCERNS, BUT SPEAK WITH SOMEONE , TRY TO RESOLVE THAT FEAR AND THAT RELUCTANCE, AND TRY TO MOVE FORWARD. AND DON'T BE ALONE. YOU DON'T HAVE TO DO IT ALONE. ACTIONABLE STEPS FOR THE SUPERVISOR UPSTANDER. SO I HAVE HERE, PRIVILEGE INERTIA. SO WHAT IS THAT? PRIVILEGE INERTIA IS IF YOU'RE IN A POSITION OF POWER OR YOU'RE PART OF THE DOMINANT GROUP, YOU IN MANY INSTANCES HAVE THE LUXURY NOT TO SAY ANYTHING AT ALL. IT DOESN'T AFFECT YOU, YOUR POSITION IS NOT GOING TO BE IMPACTED IN ANY WAY, YOU KNOW, YOU MAY BE IN A TENURED POSITION , YOU MAY BE INSULATED BECAUSE YOU HAVE SEVERAL RELATIONSHIPS WITH PEOPLE IN POWER AND AUTHORITY, AND YOU MAY BE WELL CONNECTED. AND IT'S LIKE YOU KNOW WHAT, I'M GOOD, DEW POINT REALLY NEED TO DO ANYTHING DIFFERENTLY THAN WHAT IT IS I'M ALREADY DOING. THAT IN AND OF ITSELF IS AN ISSUE. AND IT CAN BE AN ISSUE FOR OTHERS IN THE COMMUNITY THAT ARE IMPACTED BY THAT KIND OF PRIVILEGE. THIS REQUIRES EVERYONE'S EFFORT, LARGE AND SMALL. AND IF YOU ARE A PERSON THAT FITS THE CRITERIA THAT I'VE JUST MENTIONED, ALL THE MORE REASON FOR YOU TO GET INVOLVED IN THIS WORK BECAUSE YOU PROBABLY HAVE -- FIRST OF ALL, YOUR VOICE PROBABLY HAS A PARTICULAR RESONANCE, HAS A SIGNIFICANT IMPACT, SO YOU PROBABLY HAVE CREDIBILITY WITH MANY PEOPLE AND ACCESS TO PEOPLE IN A WAY THAT OTHERS MAY NOT HAVE ACCESS. AND SOMETIMES IT'S GOOD TO SORT OF LIKE, YOU KNOW, IT'S LIKE DOING SOME SPRING CLEANING, RIGHT? SOMETIMES IT'S GOOD TO REALLY DO A STRESS TEST ON WHAT YOUR RELATIONSHIPS ARE LIKE WITH CERTAIN PEOPLE WHEN YOU MAY CHALLENGE SOME ASSUMPTIONS THAT THEY MAY HAVE. SO IT'S A GOOD EXERCISE THAT I ENCOURAGE YOU TO TAKE ON. DEAL WITH YOUR DISCOMFORT BECAUSE THE OTHER THING ABOUT PRIVILEGE INERTIA IS YOU DON'T WANT TO UP SEFT THE APPLE CART -- UPSET THE APPLE CART BECAUSE YOUR POSITION IS SOLID THAT IN ORDER TO SAY SOMETHING, IT MAY -- YOU KNOW, YOU MAY BE PERCEIVED DIFFERENTLY. SO IF YOU DO SEE SOMETHING, YOU KNOW, YOU SHOULD BE OBLIGED TO SAY SOMETHING, RIGHT? IF PEOPLE ARE BEING ADVERSELY IMPACTED. AND TRY NOT TO JUDGE, RIGHT? AND IF YOU ARE SOMEONE THAT -- AND IF IT'S A FRIEND THAT IS CAUSING HARM AND YOU'RE AWARE OF THIS, HAVE A CONVERSATION WITH THEM. TRY TO GET AT, TRY TO FIGURE IT OUT BECAUSE, YOU KNOW, YOU MAY BE THE IDEAL PERSON FOR THIS PERSON TO HAVE A CONVERSATION WITH BECAUSE THEY TRUST YOU AND THEY KNOW YOU. RIGHT? WHAT IF IT'S SOMETHING THAT YOU'VE BEEN COLLEAGUES WITH FOR 15, 20 YEARS? HOPEFULLY THEY WILL BE AVAILABLE AND AMENABLE TO HEARING YOUR FEEDBACK. AND DIFFICULT CONVERSATIONS CAN HAPPEN IN MANY PLACES, RIGHT? IT CAN HAPPEN IN AN OFFICE, AND AS WE KNOW, SOMETIMES THE MOST MEANINGFUL CONVERSATIONS HAPPEN OVER A MEAL. A GOOD MEAL IS A GREAT SOLVE FOR HAVING A DIFFICULT CONVERSATION OR SOME COFFEE. ALL RIGHT. STEPS TO TAKE WHEN HARM HAS OCCURRED. STEP ONE, ASSESS THE SITUATION, MAKE SURE THAT YOU'RE SAFE. STEP TWO, ENGAGE WHOEVER IS INVOLVED, AND FIND OUT WHAT THE PRIMARY RELATIONSHIP IS. STEP THREE, INTERRUPT, ASK THE PERSON IF HE OR SHE IS OKAY. AND STEP FOUR, DOCUMENT. KEEP A RECORD OF WHAT HAPPENED. THIS IS SOMETHING THAT'S IMPORTANT REGARDLESS OF WHERE YOU FIT, WHATEVER ROLE YOU OCCUPY, RIGHT? SO IF YOU'RE A STUDENT, IF YOU'RE AN INTERN, IF YOU'RE A SENIOR SUPERVISOR, DOCUMENT WHAT HAPPENED. YOU WANT TO KEEP A RECORD. WE CANNOT RELY ON OUR MEMORIES. THEY'RE NOT RELIABLE. PARTICULARLY IN A HEIGHTENED EMOTIONAL STATE. SO WRITE IT DOWN. COMPARE NOTES. AND THEN YOU CAN HOPEFULLY RE VISIT THIS BECAUSE IN YOUR PROGRESS, IT'S IMPORTANT TO ARCHIVE BOTH YOUR FAILURES AND YOUR SUCCESSES BECAUSE THAT'S HOW YOU'RE GOING TO BE ABLE TO LEARN AND MODIFY AND GROW BECAUSE YOU WANT TO BE ABLE TO SORT OF KEEP GOING, YOU KNOW, YOU WANT TO BE ABLE TO HAVE AN ACTION PLAN, AND ACTION PLANS NEED TO BE REVISITED REGULARLY WHEN YOU'RE LOOKING TO TRANSFORM AN ENVIRONMENT. THIS IS WORK THAT IS ONGOING. HOPEFULLY IN THE FUTURE, IF I GET A CHANCE TO WORK WITH YOU ALL AGAIN, I'M GOING ON LEARN DIFFERENT THINGS THAT I'LL -- I'M GOING TO LEARN DIFFERENT THINGS THAT I'LL BE ABLE TO SHARE AND THINGS ARE GOING TO CHANGE. THERE MAY BE SOME INFORMATION THAT I'M REFERRING TO TODAY THAT I MAY DO 180 DEGREES SIX MONTHS TO A YEAR FROM NOW BECAUSE I'VE GOTTEN SOME MORE INFORMATION. THERE NEEDS TO BE ROOM FOR MODIFICATION. IT'S NOT A FIXED POINT. NONE OF THIS IS. FOR THINGS REALLY TO CHANGE, LEADERSHIP MUST BE INVESTED AT ALL LEVELS, IT MUST BE INCLUSIVE OF DIFFERENT VOICES AND PERSPECTIVE WITHIN THOSE LEVELS, œTHERE MUST BE SMART GOALS, RIGHT MEASURABLE, ACTIONABLE, GOALS. RIGHT? SMART GOALS NEED TO BE SET. TIME-BOUND. SO HOW WILL PROGRESS BE MEASURED AND WHAT RESOURCES WILL BE ALLOCATED AND HOW WILL THEY BE PRIORITIZED? MY MOUTH IS DRY. AND THINK ABOUT WHERE YOU SEE YOURSELF IN THIS PROCESS. BE IN THE ENVIRONMENT FOR A LONG TIME? DO YOU HAVE A TRANSIENT ROLE? SO ARE YOU ONLY THERE TEMPORARILY? AS A STUDENT OR INTERN, ARE YOU GOING TO BE SNREEFG THAT'S AN IMPORTANT TO ASK AND THAT'S -- GOING TO BE LEAVING? THAT'S AN IMPORTANT QUESTION TO ASK AND THAT'S IMPORTANT FOR OTHER PEOPLE TO BE AWARE OF SO THEY KNOW WHAT TO EXPECT FROM YOU AND WHAT TO EXPECT FROM YOURSELF OR WHAT RISKS ARE YOU WILLING TO TAKE. THERE IS GOING TO BE AN ELEMENT OF RISK IN DOING THIS BECAUSE IT REQUIRES SPEAKING UP AND IT REQUIRES MOVING OUT OF YOUR COMFORT ZONE, AS WE SAID EARLIER WHAT MIGHT PREVENT YOU TR DOING THIS? THAT'S ANOTHER QUESTION YOU SHOULD ASK. AND WHAT KIND OF SUPPORT ARE YOU GOING TO NEED? WHAT KIND OF SUPPORT AND STRUCTURE ARE YOU GOING TO NEED TO FEEL SECURE ENOUGH TO EVOLVE FROM BYSTANDER TO UPSTANDER? SO THINK ABOUT THAT. REALLY CONSIDER IT. BUT REALLY EMPHASIZE THE SMART GOALS, THE SUPPORTS AND STRUCTURES AND WHAT YOUR ROLE IS GOING TO BE IN THE PROCESS. RIGHT? AND AS YOU GET CLEAR ON THOSE THINGS, IT WILL MAKE YOUR EXPECTATIONS OF THE LEADERSHIP CLEARER AS WELL. FOR THOSE OF YOU WHO HAVE QUESTIONS OR LACK OF TRUST ABOUT THE LEADERSHIP, ONCE YOU GET CLEAR ABOUT WHAT IT IS THAT YOU'RE WILLING TO DO, IT WILL CERTAINLY HELP AROUND SORT OF WHAT KIND OF ACCOUNTABILITY YOU'LL BE LOOKING FOR AND WHAT KIND OF LEADERSHIP THAT YOU'LL BE LOOKING FOR IN THE PROCESS. AND THE THING IS THAT NEW LEADERS WILL EMERGE AT ALL LEVELS. MORE TIPS. SIMPLE SALUTATIONS. THESE ARE THINGS THAT WE TAKE FOR GRANTED. YOU KNOW, I USED TO WORK IN A PLACE WHERE PEOPLE DIDN'T SAY GOOD MORNING. SOME PEOPLE DIDN'T SAY GOOD MORNING. AND THAT WAS A REAL ISSUE FOR AT LEAST MYSELF AND AT LEAST A COUPLE OF MY COLLEAGUES. AND IT BECAME REALLY LIKE A BIT OF A THING. RIGHT? BUT IT'S SOMETHING THAT SOME PEOPLE SORT OF SEEK THAT OUT. IT DOESN'T MEAN THAT YOU HAVE TO BE FRIENDS, IT DOESN'T MEAN THAT YOU HAVE TO BEAR YOUR SOUL TO THAT PERSON, BUT ACKNOWLEDGING PEOPLE IS IMPORTANT. RIGHT? AND IT'S SOMETHING THAT COULD BE SIMPLE, IT'S SOMETHING THAT DOESN'T HAVE TO TAKE A LOT OF YOUR TIME, BUT IT SHOULD BE SINCERE BECAUSE A LOT OF TIMES, YOU KNOW, I DO THIS WORK AND PEOPLE SAY, WELL, WHAT CAN I SAY MAN, IT SEEMS LIKE IF I SAY THIS , THIS IS OFFENSIVE, IF I SAY THAT, HARMING SOMEBODY HERE, WELL, AS A START, YOU CAN SAY THESE THINGS. RIGHT? JUST AS A START. BECAUSE YOU'RE MAKING AN INVITATION, YOU'RE ALLOWING SOMEBODY TO RECIPROCATE IN KIND, AND IT'S JUST A WAY TO SORT OF -- IT'S A BEGINNING. RIGHT? IT'S A RESET. AND I WOULD BE HARD-PRESSED FOR ANYONE TO REALLY TAKE ISSUE AT THESE PARTICULAR COMMENTS. BUT BE MINDFUL OF OTHER THINGS LIKE YOUR BODY LANGUAGE AND EYE CONTACT, ALL THOSE THINGS ARE IMPORTANT TOO, BUT THE WORDS IN AND OF THEMSELVES ARE HARMLESS ENOUGH THAT IT COULD HELP SORT OF CREATE THE COMMUNITY THAT YOU DESIRE. REINFORCE THE COMMUNITY THAT YOU MAY HAVE ALREADY, BECAUSE YOU MAY BE DOING THINGS VERY WELL ALREADY. AND THESE ARE THE FOUR AGREEMENTS FROM DON MIGUEL RUI-Z SOME OF YOU MAY BE FAMILIAR WITH THIS TEXT, IT'S A WONDERFUL BOOK , I RECOMMENDED ANYONE WHO IS INTERESTED TO GET A COPY OF IT. IT IS SOMETHING THAT HAS HELPED ME AND SOME OF MY COLLEAGUES ON OUR JOURNEYS AND WORKING WITH PEOPLE DIFFERENT FROM OURSELVES. SO I WOULD LIKE TO READ JUST A BULLET POINT. BE IMPECCABLE WITH YOUR WORD. DON'T TAKE ANYTHING PERSONALLY. DON'T MAKE ASSUMPTION. ALWAYS DO YOUR BEST. I CAN'T SAY ANYTHING BETTER THAN THAT, RIGHT? AND REALLY DON'T TAKE ANYTHING PERSONALLY. VERY OFTEN THAT'S NOT -- IT'S NOT ABOUT US RIGHT WHEN PEOPLE ARE TRYING TO GIVE US FEEDBACK IN A WAY, THERE'S SOMETHING ELSE IF PEOPLE ARE COMING TO YOU AND PUTTING THEMSELVES AT RISK, PARTICULARLY IF YOU'RE IN A POSITION OF AUTHORITY, THEY'RE TRYING TO UNBURDEN THEMSELVES WITH SOMETHING AND THEY PROBABLY , IF THEY'RE COMING TOWARDS YOU, THEY PROBABLY WANT TO RESOLVE IT. RIGHT? SO TRY TO GIVE PEOPLE THE BENEFIT OF THE DOUBT. I KNOW THAT'S EASIER SAID THAN DONE A LOT OF THE TIMES, AND RIGHT NOW WE'RE IN A TIME WHERE WE'RE DISTANCED FROM ONE ANOTHER AND THERE'S SO MANY HEIGHTENED EMOTIONS RIGHT NOW AND PEOPLE'S SENSITIVITIES ARE HIGH. HOWEVER, TH THIS IS SORT OF A COURAGEOUS MOMENT AND IT'S GOING TO REQUIRE US, IT'S GOING REQUIRE A LITTLE BIT MOFER US THAN IN THE PAST TO -- A LITTLE BIT MORE OF US THAN THIS PAST TO REACH OUT AND CONNECT WITH EACH OTHER. WORDS MATTER, FOLKS. SO I WANT TO PLAY THIS VIDEO FOR EVERYONE, SO JUST GIVE ME A SECOND. WE HAVE 3:50, ALL RIGHT, SO WE HAVE ENOUGH TIME FOR THIS. LET ME GET THE -- ALL RIGHT. HERE WE GO. >> HEY, TERRENCE, THERE'S NO SOUND. SO LET'S. >> Terrence Winston: THERE'S NO SOUND? >> NO, I THINK THE PROBLEM IS THAT THE AUDIO IS PLAYING INTO YOUR HEADPHONES. >> Terrence Winston: OH, OKAY. >> I THINK MAYBE LET'S GO AHEAD AND TRY AND IF IT DOESN'T WORK, PEOPLE CAN WATCH IT. WE'RE GOING TO SEND OUT THE SLIDES. >> Terrence Winston: HOLD ON. HOW ABOUT NOW, SHARON? CAN YOU HEAR IT? >> ENCOURAGING HER. [PAUSE] >> Terrence Winston: SHEARN, COULD YOU HEAR IT THAT TIME? >> NO, LET'S GO AHEAD AND LET THIS GO FOR NOW, OKAY? SORRY. TECHNICAL THINGS ALWAYS BITE US IN THE BUTT. WE'RE ALL WORKING WITH DIFFERENT TECHNOLOGY, AND THIS IS A NEW PLATFORM. I HOPE EVERYONE WILL HAVE A CHANCE TO TAKE A LOOK. IT'S ACTUALLY QUITE POWERFUL. I WATCHED IT SEVERAL TIMES LAST NIGHT. BUT LET'S GO AHEAD, TERRENCE, AND MOVE ON. >> Terrence Winston: VERY GOOD. THANK YOU. ARE WE BACK? >> YES, WE CAN SEE YOUR SLIDES. >> Terrence Winston: SEE EVERYTHING? HOLD ON A SECOND. ALL RIGHT. >> OKAY, GO AHEAD. >> Terrence Winston: ALL RIGHT. SO THIS IS SOMETHING THAT WE WANTED TO LEAVE EVERYONE WITH. SO FOR THOSE OF YOU WHO ARE PART OF THE NIH COMMUNITY, THERE'S GOING TO BE SOME WORKSHOPS THAT ARE GOING TO TAKE PLACE THURSDAY AND FRIDAY. FOR THOSE OF YOU WHO ARE GOING BACK TO YOUR WORK ENVIRONMENTS, THIS IS SOMETHING FOR YOU TO TO THINK ABOUT, WE DIDN'T WANT TO TIE THIS UP IN A NICE NEAT BOW, WE WANTED TO GIVE YOU SOMETHING TO WORK ON. SO THIS ANECDOTE, SHORTLY AFTER THE NEWS OF THE SPREAD OF COVID-19 IN WUHAN, A TRAINEE TOLD THEIR PI THAT THEY WERE UPSET BECAUSE SOMEONE YELLED AN ANTI-ASIAN SLUR ON THE METRO. QUOTE, TAKE YOUR VIRUS AND GO BACK WHERE YOU BLORNTION CLOSE QUOTE. THE PI RESPONDED BY SAYING, QUOTE, WELL, THERE ARE CRAZY PEOPLE OUT THERE, LET'S GET TO WORK, CLOSE QUOTE. OTHER STAFF PRESENT SAID NOTHING SO AS SHARON MENTIONED, YOU ALL WILL RECEIVE COPIES OF THIS PRESENTATION, THIS SLIDE PRESENTATION TODAY. PLEASE REVIEW IT. AND IN GROUPS OF YOUR OWN, YOU KNOW, WHETHER THEY'RE AFFINITY GROUPS AT WORK OR PEOPLE IN YOUR DIVERSITY AND INCLUSION OR HUMAN RESOURCES STAFF, YOU KNOW, WORK ON THIS AND THINK ABOUT DIFFERENT WAYS, DIFFERENT STRATEGIES THAT YOU CAN TAKE IN ADDRESSING THIS EXAMPLE THAT'S PROVIDED. AND THE LAST ISLY ONE OF MY FAVORITE -- THE LAST IS ONE OF MY FAVORITE QUOTES BY JAY ZEE, GO FURTHER, GO HARD ERNL -- GO FURTHER, GO HARDER, ISN'T THAT WHY WE CAME? IF NOT, THEN WHY BOTHER? THANK YOU ALL FOR YOUR TIME AND ATTENTION TODAY, THANK YOU SHARON FOR YOUR SUPPORT. AND I'M SORRY THAT WE DIDN'T GET A CHANCE TO SHARE THE VIDEO. WE HAVE FIVE MINUTES LEFT, SO I WOULD BE HAPPY TO TAKE A QUESTION OR TWO IF WE HAVE TIME TO DO THAT. >> YES, SO THANK YOU, TERRENCE, THANK YOU VERY MUCH. I JUST WANT TO FOLLOW UP TO BE CLEAR, THAT FOR TRAINEES AND STAFF AT NIH ON THURSDAY AND FRIDAY, WE WILL BE HOSTING SMALL GROUP DISCUSSIONS, WE'LL ACTUALLY START WITH THAT SCENARIO SO THAT WE ALL HAVE A CHANCE TO THINK WHAT WE WISHED THAT WE HAD SAID IN THAT MOMENT, HOW WE WOULD BE AN UPSTANDER. FOR THOSE OF YOU AT OTHER INSTITUTIONS, WE THOUGHT THIS WAS JUST A GOOD WAY FOR YOU TO TAKE THE MATERIAL, THINK ABOUT SPEAKING UP AND TO GIVE SOME THOUGHT AND DISCUSSION WITH OTHERS IN A GROUP. SO TERRENCE, I'M GOING TO -- THERE'S A LOT OF QUESTIONS, BUT I'M GOING TO START WITH THIS ONE BECAUSE IT CAME THROUGH SEVERAL TIMES. AND THAT IS THAT MANY PEOPLE SITTING HERE LISTENING ARE THINKING ABOUT TIMES WHEN THEY DIDN'T STAND UP RT FOR THEMSELVES -- DIDN'T STAND UP EITHER FOR THEMSELF OR FOR OTHERS, SORT OF RUMINATING AND HANGING ONTO THOSE MOMENTS OF DISAPPOINTMENT IN THEMSELVES. I WONDER IF YOU HAVE ANY THOUGHTS ABOUT HOW PEOPLE CAN LET GO WHEN THEY MISSED AN OPPORTUNITY SO THAT THEY CAN HOPEFULLY USE THAT MISSED OPPORTUNITY FOR LEARNING AND MOVING FORWARD. >> Terrence Winston: YOU KNOW, YES. SO THERE ARE A COUPLE OF THINGS THAT I WOULD RECOMMEND. A, I WOULD REACH OUT TO OTHERS WHO SHARE THOSE FEELINGS ABOUT MISSED OPPORTUNITIES, AND NOT NECESSARILY TO REALLY -- NOT TO SORT OF EXACERBATE AN OPEN WOUND , LIKE NOT TO MAKE AN OPEN WOUND WORSE, BUT JUST REALLY AN OPPORTUNITY TO SORT OF LEARN FROM PAST EXPERIENCES. I THINK THE PROBLEM WITH DOING THAT, OF BEING HARD ON ONESELF AROUND A MISSED OPPORTUNITY IS THAT WHEN WE LOOK AT THOSE SITUATIONS WITH THE BENEFIT OF HINDSIGHT AND IT REALLY DOES A DISSERVICE TO LIKE WHEN YOU'RE IN THE MOMENT, IT'S HARD TO SPEAK UP, AND I'M NO DIFFERENT THAN MANY OTHER PEOPLE IN HAVING THAT EXPERIENCE WHEN I WAS LIKE, MAN, I DROPPED THE BALL IN THAT OR I SHOULD HAVE SPOKEN UP OR WHY DIDN'T I, AND THEN I LET IT GO BECAUSE HE ONLY WAS ABLE TO DO -- I WAS ABLE TO DO WHAT IT WAS THAT I WAS ABLE TO DO IN THAT PARTICULAR MOMENT AND I MADE A CHOICE BASED ON THE INFORMATION THAT I HAD AT MY DISPOSAL, WHATEVER I WAS DEALING WITH EMOTIONALLY AT THE TIME, THE CONTEXT MATTERED, THE PEOPLE IN THE ROOM IN THAT SITUATION MATTERED, ONCE YOU SORT OF TAKE ALL OF THOSE THINGS INTO ACCOUNT , YOU MAY REALIZE THAT THERE WASN'T MUCH DIFFERENT -- WASN'T REALLY ANYTHING DIFFERENT THAT YOU COULD DO AT THE TIME BECAUSE YOU WERE JUST ILL EQUIPPED. A LOT OF THE TIMES, THESE SITUATIONS CATCH US BY SURPRISE. IT'S NOT AS THOUGH WE'RE WALKING INTO A SITUATION EXPECTING SOMETHING LIKE THIS TO HAPPEN. SO MY DIRECT SUGGESTION IS GO SEEK OUT AND STALK TO OTHER PEOPLE THAT HAVE HAD SIMILAR SITUATIONS SO YOU CAN LEARN FROM THOSE EXPERIENCES, AND DON'T ALLOW YOURSELF TO RUMINATE BY YOURSELF ON THOSE SITUATIONS BECAUSE IT'S NOT GOING TO BE HELPFUL IN THE LONG TERM BECAUSE IT MAY REINFORCE SORT OF A NEGATIVE INTERNAL DIALOGUE THAT WILL ERODE AT YOUR SELF- CONFIDENCE WHEN SITUATIONS OCCUR IN THE FUTURE AND YOU CAN STEP UP. >> THANK YOU. SO THERE ARE A LOT OF QUESTIONS AND COMMENTS. SCIENCE, LIKE MANY ENVIRONMENTS, HAS QUITE A HIERARCHY BUILT INTO IT, AND ESPECIALLY FOR TRAINEES, THEY'RE SO DEPENDENT ON THEIR LETTERS OF RECOMMENDATION AND ADVOCACY FROM THEIR SUPERVISORS. SO MAKING THE NEXT STEP REALLY DEPENDS ON HAVING A GOOD RELATIONSHIP WITH THEIR SUPERVISORS. AND SO THERE'S LOTS OF QUESTIONS AROUND NOT HAVING THE POWER TO ACTUALLY BE AN UPSTANDER IN SITUATIONS LIKE THAT, AND I THINK THAT'S REALLY TOO COMPLICATED IN A MINUTE, SO I'M NOT THROWING THAT TO YOU. I AM RAISING IT, I THINK, TO SAY THAT I HAVE A REALIZATION AS I WAS SITTING HERE THAT US STARTING WITH SMALL GROUP DISCUSSIONS AT NIH IS A GOOD IDEA BUT THAT PERHAPS WE NEED TO CONSIDER OPENING SOME OF THOSE UP AND ADDING SOME TO ALLOW PEOPLE TO REALLY TAKE WHAT WE LEARNED TODAY, THINK ABOUT IT, AND ACTUALLY TRY TO PUT SOME WORDS BEHIND THINGS YOU MIGHT LIKE TO SAY AND ACTUALLY MAYBE PRACTICE A LITTLE BIT. SO I'LL TAKE THAT AS A LESSON LEARNED IN THE MOMENT IN PUTTING THIS TOGETHER. THE OTHER THING I WOULD LIKE TO STRESS IS THAT AT NIH THE CIVIL PROGRAM IS OUR OFFICE TASKED WITH HELPING US DEAL WITH HARASS MENT AND UNCIVIL BEHAVIOR. THE OITE WORKS CLOSELY WITH CIVIL TO SUPPORT OUR TRAINEES, AND WE ARE VERY DEDICATED TO EARNING YOUR TRUST WHEN IT COMES TO BEING AN UPSTANDER THERE. AT UNIVERSITIES ACROSS THE COUNTRY, OUR PROGRAM DIRECTORS AND DEANS, MANY OF THEM ON THIS CALL HOPING TO DEVELOP PROGRAMS AND GROW INITIATIVES THEY ALREADY HAVE. THERE ARE SUPPORTERS ON YOUR CAMPUS, AND ONE OF THE KEY THINGS IS TO FIND THOSE INDIVIDUALS AND TO START HAVING DIALOGUE. SO WE WON'T HAVE A CHANCE TO GO THROUGH MANY OF THOSE QUESTIONS, BUT SO MANY OF THEM WERE RELATED TO HAVING A LACK OF POWER TO SPEAK UP AND HOW TO STILL BE AN UPSTANDER AND ANOTHER WHOLE SET WERE AROUND WHO DO I TURN TO WHEN I NEED TO TALK THIS THROUGH SO I THOUGHT THOSE WERE TWO COMMENTS THAT I WOULD END WITH. SO WITH THAT, TERRENCE, I WOULD LIKE TO THANK YOU AGAIN. YOU TAUGHT ME A GREAT DEAL AS WE WERE PREPARING. I LEARNED SOME MORE TODAY. I APOLOGIZE, I KNOW THERE WAS SOME STATIC, I COULD HEAR IT AS WELL, I'M NOT SURE WHERE IT CAME FROM. HOPEFULLY THE TAPE WILL BE GOOD QUALITY AND WE'LL BE ABLE TO ALL LEARN FROM IT. AN E-MAIL WILL GO OUT NOW TO MEMBERS OF THE NIH COMMUNITY ASKING YOU TO PLEASE JOIN US FOR AN HOUR TO ACTUALLY WORK WITH THIS MATERIAL. WE'LL START WITH THE ANTI-ASIAN HATE SPEECH THAT WAS IN THAT LAST SCENARIO. THAT'S EXTREMELY IMPORTANT DURING THIS TIME. BUT WE WILL MOVE BEYOND THAT TO TALK ABOUT ALL KINDS OF MICROAGRESSIONS, IN ENVIRONMENTS WHERE IT'S WITH PEERS, ENVIRONMENTS WHERE IT'S WITH A SUPERVISOR. SO ONE MORE HOUR OF YOUR TIME THIS WEEK WOULD BE REALLY WORTHWHILE. SO I WANT TO THANK EVERYONE FOR COMING AND PLEASE STAY SAFE AND STAY INSIDE, SOCIALLY DISTANCED. I HOPE YOU AND YOUR FAMILY AND COMMUNITIES ARE FAIRING WELL DURING THESE DIFFICULT TIMES. THANK YOU ALL VERY, VERY MUCH.