Podcasts about Bystander intervention

In this episode of The Powerhouse Project, host Lisa Laronde speaks with Lauren Fahey, the Executive Director at NexGen in Australia, where she leads initiatives to inspire, educate and empower the next generation in the construction industry. With a strong commitment to gender equality and diversity, Lauren is dedicated to driving change and creating opportunities for young women in traditionally male-dominated fields. Before joining NexGen, Lauren served as the General Manager for a peak body for Women in Construction in Australia, where she played a pivotal role in advancing the participation and leadership of women in the industry. Her extensive experience and passion for inclusion are shaping the future of construction, making it more inclusive and accessible for all. They discuss the ongoing gender inequalities in apprenticeships, the barriers faced by migrant workers, and the importance of education in changing industry norms. Lauren shares insights on the gender pay gap, the challenges of retaining women in construction, and the need for allies and sponsorship to support women in their careers. The conversation emphasizes the importance of breaking down gender stereotypes from a young age and the role of parents and teachers in shaping perceptions of construction careers. Lauren advocates for a collective effort to create a more inclusive and equitable industry for all. Connect with Lauren Fahey: https://nex-gen.au/our-team/ LinkedIn: https://www.linkedin.com/in/lauren-f-a95031aa/ NexGen LinkedIn - https://www.linkedin.com/company/nexgenau NexGen on Instagram: https://www.instagram.com/nexgen.au/ Chapters: (00:00) Introduction to Lauren Fahey and Her Mission (02:01) The Gender Inequality in Apprenticeships (04:28) Addressing Barriers for Migrant Workers (07:25) The Role of Education in Changing Industry Norms (10:28) Understanding Gender Pay Gap in Construction (12:21) Challenges of Retaining Women in Construction (14:05) Encouraging Young Women to Enter the Industry (17:20) Changing Perceptions of Construction Careers (20:24) The Importance of Allies and Sponsorship (22:10) Bystander Intervention in Workplace Harassment (25:19) Breaking Down Gender Stereotypes in Youth (28:55) The Role of Parents and Teachers in Shaping Careers (31:01) The Need for Male Allies and Supportive Networks (34:27) Advice for Future Generations and Closing Thoughts Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode is a rebroadcast of a conversation with Dr. Hennessy Garza with NSVRC staff breaking down three challenges in evaluating bystander intervention-focused prevention programs and three ways to address those challenges.

In light of a number of recent court cases the Justice Minister Helen McEntee has said that there is an 'epidemic' of violence against women in Ireland.Noeline Blackwell, solicitor, and Louise Crowley, director of the Bystander Intervention programme, join The Last Word to discuss how gender based violence can be better prevented and how victims can be better supported.Catch the full discussion by pressing the 'Play' button on this page.

Today, we bid goodbye to Berkeley's go-to party supply store. Then, we visit an intervention class aimed at disrupting harassment. And, the storty of the original rainbow flag in the Castro.

Speakers: Sean FitzGerald and Leanne Loranger “A bystander is a person who is present at an event or incident but does not take part.” What does bystander intervention mean and why does bystander intervention matter for physiotherapists? In late 2023 and early 2024, the College highlighted trends in allegations of sexual abuse and sexual misconduct received by the College of Physiotherapists of Alberta. One of the College's messages is that we need the help of all physiotherapists to disrupt these trends by intervening when they see conduct that is either clearly sexual misconduct or is tipping in the direction of becoming inappropriate. Further, the Standards of Practice and Code of Ethical Conduct call upon physiotherapists to act when they observe others acting in a racist or discriminatory manner towards others. In short, physiotherapists need to shift from witness to intervenor when they observe an incident or conduct in the practice setting that is not consistent with professional norms and expectations. In this podcast we discuss highlights and take away messages from the February 2024 Introduction to Bystander Intervention webinar the College hosted with the Sexual Assault Centre of Edmonton. Do you know the 4Ds of bystander intervention and how to apply them? Check out this episode to learn more! Resources: ·       Webinar:  https://www.cpta.ab.ca/news-and-updates/webinars/an-introduction-to-bystander-intervention/ Links: Subscribe on Apple Podcasts Subscribe on Google Podcasts Subscribe on Spotify

Justin and William witness a Planet Fitness bathroom incident, an Illinois parolee committing murder 24 hours after being released from prison, and the San Francisco BART Bystander Intervention Card. Justin also reviews the Road House remake.

We talk to Dr Louise Crowley - Professor of Law in UCC teaching others to stand up to bad behaviour on college campuses through the UCC Bystander Intervention Programme.

From what is a creeper, to avoiding harassment, to how to intervene as a bystander. =============================== Thanks for listening! I'll be back next Monday with more rambling ideas about writing. If you enjoyed this episode, share it with your friends and subscribe! You can find most of these posts over on my Blog (https://morganhazelwood.com) / Vlog/Youtube (https://youtube.com/MorganHazelwood) If you want to connect? Check out my Linktree (https://linktr.ee/morganHazelwood)

It's our first podcast episode of Sexual Assault Awareness Month 2023!  Safety signaling has become an increasingly popular topic on social media.  Do you know what safety signaling is? Would you be able to tell if someone was safety signaling to you? Would you know what to do if you saw someone safety signaling? Join Carolyne Lanyero (she/her) and Racheal Reed-Maloney (she/her) as they talk about safety signaling and the 5 Ds of Bystander Intervention.Check out the sources mentioned in this podcast below!SourcesSafety Signaling Examples USAhttps://www.instyle.com/beauty/health-fitness/distress-signals-abuse-signs-guideSafety Signaling Examples UK https://news.sky.com/story/the-simple-hand-signal-that-lets-people-know-youre-in-danger-and-other-ways-to-ask-for-help-12243563 Resources 5D's of Intervention https://righttobe.org/guides/bystander-intervention-training/ Trauma-Informed Self-Defense & Yoga https://docs.google.com/forms/d/e/1FAIpQLScABYPC7l3RrV5E7_WSfze73ouYsU8JLhBzGe75TTe5m8JlJQ/viewformEthical Bystander Workshop for (CU Denver students) Zoom ID# 912-5640-9385Request Bystander Intervention Workshop from the PCA https://docs.google.com/forms/d/e/1FAIpQLSdU1GbKVmvh0hdnVJzVw0V-9QVOKRODASVkcxtEtCcCwbY2og/viewformTexting 911 in Denver https://www.denvergov.org/Government/Agencies-Departments-Offices/Agencies-Departments-Offices-Directory/Department-of-Public-Safety/Emergency-Services/Denver-911iPhone Safety Features https://www.youtube.com/watch?v=sz_IG4whSMgIf you are in crisis and need immediate support, please call our 24/7 interpersonal violence helpline at 303-556-2255.Request an Appointment with an Advocate athttps://www.thepca.org/online-appointment-requestRequest a Violence Prevention Presentation at https://www.thepca.org/prevention-educationInstagram @phoenixcenter

Role playing can help prepare bystanders who witness hate crimes. Today, we're sitting in on intervention training session. Then, we head to Oakland to meet Tilden naturalist Trent Pearce for a walk around Jewel Lake. And, Oakland actor Don Reed talks about his new show and how he wants it to inspire people while making them laugh.

Most of us have heard the phrase, “If you see something, say something.” But what does that look like when someone witnesses bad behavior in the workplace? How can companies help their employees be active bystanders in the face of misconduct? In this episode, LRN colleagues Felicity Duncan, senior instructional designer, and Kristen Motzer, learning director, share their expertise on bystander intervention training and how organizations can effectively give employees the knowledge and skills they need to step in and help their coworkers. Listen in as the two share insights from their latest course development for the training library at LRN. Access LRN's 3-year DEI curriculum today to learn more.   Guest: Kristen Motzer Kristen Motzer is an experienced leader in values-driven, empathetic behavior change. As Learning Director for the LRN Library she oversees course content development and online, blended, and facilitated learning experiences. She has expertise in human-centered learning design and has developed and managed education and learning programs at institutions such as NYU Langone Health, NeuroLeadership Insitute, Stanford University, Xavier University, and the Cleveland Clinic. Kristen holds a BA from Wright State University and an MA from Carnegie Mellon University and resides in Chicago.   Host: Felicity Duncan Dr. Felicity Duncan believes that training and communication interventions have the power to transform behavior, including driving people toward more ethical treatment of those around them. Felicity graduated with a Ph.D. in Communication from the University of Pennsylvania. After teaching at the college level for several years, she transitioned to workplace education to have a bigger impact on working adults by providing them with the training they need to truly thrive in their roles. At LRN, she is focused on developing high-impact, behaviorally focused content for the LRN Library. Her most recent project saw her working with the Library team to create a powerful new DEI Program that includes not only LRN's world-class Inspire courses but also a set of microlearning assets designed to support, reinforce, and guide behavior change.

A weekly magazine-style radio show featuring the voices and stories of Asians and Pacific Islanders from all corners of our community. The show is produced by a collective of media makers, deejays, and activists. This episode highlights Lavendar Phoenix's Peer Counseling Program. Tonight you'll be hearing interviews from Iris Yip, Phibi Loc Tran, Madhvi  trivedi-pathak, and Al.  They launched their Peer Counseling Program back in August 2022 and  This pilot came out the Trans Justice committee's Up to Us needs assessment finding around trans and non binary API people struggling with mental health and not being able to access affirming mental health support. We wanted to create a free mental healing program that was led by trans API people and did not involve the police.  About 7+ trans and non binary API members planned and organized for almost 2 years to make this pilot happen in Aug 2022. In June-August 2022 we trained 10 trans and non binary API counselors in abolitionist and disability justice based peer counseling (with the help of Project LETS and Asian American Peer Counseling).  In August 2022 we held peer counseling with 8 participants.  The majority of the organizers, counselors and participants were from our priority groups: working class, South Asian/South East Asian/PI/Central Asian. We chose these groups to prioritize those most impacted by systemic oppression in our community. One participant who received counseling said: “Both of my peer counselors were so lovely to talk to, and I felt more seen in that one session than I have in 10 years of searching for a therapist who could understand my intersectionality.” Lavender Phoenix builds transgender, non-binary, and queer Asian and Pacific Islander power in the Bay Area. We inspire and train grassroots leaders, transform our values from scarcity to abundance, and build vibrant intersectional movements. AACRE Thursdays is monthly radio show featuring an organization from the AACRE: Asian American for Civil Rights and Equality. AACRE Thursdays premiers every third Thursday of the month at 7pm. Find more APEX Express Shows here. Links: Donate to sustain our work: lavenderphoenix.org/donate Instagram: @lavphoenix Facebook: facebook.org/lavphoenix Twitter: @lav_phoenix Lavender Phoenix Transcript: [11/23/22] Peer Counseling pilot [00:00:00] Apex express Asian Pacific expression. Unity and cultural coverage, music and calendar, new visions, and voices coming to you with Asian Pacific Islander point of view. It's time to get on board the apex express.  [00:00:14] paige: Hello, welcome to acre Thursdays on apex express radio. My name is Paige Chung and tonight we'll be listening to interviews from lavender Phoenix, an organization of transgender non-binary and queer Asian Pacific Islanders fighting for community safety, healing justice. And sustainable movements in the San Francisco bay area.  [00:00:33] paige: I'm really excited tonight to showcase lavender. Phoenix is peer counseling program. Tonight. You'll be hearing interviews from Iris Yip , Phoebe loc tran, Madvi Trivedi-Pathak, and Al, all members of lavender, Phoenix. So they launched their peer counseling program back in August, 2022. And this pilot came out of their trans justice committee's needs assessment findings called “up to us”. In their findings they found out that trans and nonbinary API people [00:01:00] struggle with mental health and not being able to access, affirming mental health support. So they wanted to create a free mental health healing program that was led by trans Asian Pacific Islander people. And did not involve the police.  [00:01:13] paige: So about seven plus trans and non binary API planned organized for almost two years to make this pilot happen in August, 2022. So From June to August, 2022, they trained 10 trans and non-binary API counselors. And abolitionists and disability, justice based peer counseling. Using the help of project LETS and Asian-American peer counseling. Then in August, 2022, they held their peer counseling program with eight participants. The majority of the organizers, the counselors and the participants were from the priority groups of lavender, Phoenix, which include the working class, south Asian people, Southeast Asian people, Pacific Islander people and central Asian people. And they chose these groups to prioritize because they're the most [00:02:00] impacted by systematic oppression in their community. And one participant who receives counseling said, ” both of my peer counselors were so lovely to talk to. And I felt more seen in one session that I have in 10 years of searching for a therapist who could understand my intersectionality.”  [00:02:16] paige: So we'll first hear from Iris. Yep. And Mahdavi, and then you'll hear from Phoebe and I'll later on. And yeah, we'll hear about their peer counseling program that they launched and their reflections from it. Here is Iris Yip.  [00:02:31] Iris: So the first question is about the planning process of the pilot. So thinking about the planning process with peer counseling pilot what do you think has been going well with the process? [00:02:42] Madhvi: With the planning process? Process? I came in during a later iteration. So by the time that I entered into this space there, several folks through Healing Justice and maybe even other committees that had given their [00:03:00] input. [00:03:00] Madhvi: So it's gone through many different folks, many different perspectives have been included in the planning process, and I think that creates a really well-rounded experience. You can tell that there's a lot of consideration too, on who's been generally excluded from life spaces where gaining the tools for healing and community support and really trying to center the planning around. Amplifying and creating a space that feels welcoming for folks that are often excluded, even within our large QT API umbrella. It's nice that this is a trans centered space. This is one that is really trying to honor working class narratives to think that's a place of invisibilization often. So there's a lot of thoughtfulness that has been put into the planning process. [00:03:48] Iris: And what would you say that is the impact of that thoughtfulness and having had so many perspectives be involved in the creation of this? [00:03:56] Madhvi: I think impact is that when there has been gaps, it does end up [00:04:00] getting filled. There is an abundance of perspectives coming in. So there's this flow of thoughts that , keep it full , very thoughtful in that way. also the folks who are on, who are in this iteration of the planning and organizing. I'll come from really interesting, unique backgrounds. So you're able to see the input from each different person and it gives it a really beautiful, full experience to be able to see the ways in which the curriculums can develop the way in. And the art connecting to the flyers, that was created by a previous summer organizer too. There's just it's nice to have a history already, in this mix, being made and so many people being involved. Okay.  [00:04:45] Iris: And then thinking about the planning process again what has been difficult about the process? [00:04:50] Madhvi: Since this is a first time pilot program, there's so much beauty and potential for what seeds are being sewed in this segue of [00:05:00] wanting to make sure things feel. Evenly doable for folks who are the peer counselors in training as well as the people who are on the organizing end and so it's this chemistry situation where we're , okay. [00:05:13] Madhvi: I'm , does this feel too much too soon? Or does it feel not enough? We wanna be able to. Support folks and feeling supported to be able to do this pilot. It's new for everyone, for the organizers, for the people who are being trained, for the folks that are gonna be receiving the counseling. So there's a lot of considerations around ethics, safety, holding, these notions of what is safe? What feels the individual, in their agency and autonomy can hold and the organization too. Where are the places where lavender, phoenix, maybe impacted, Are there things around informed consent or if there is some kind of moment things that we've had conversations about, it's okay, what.  [00:05:53] Madhvi: Someone gets activated a peer counselor's not able to hold the space or they end up leaving feeling [00:06:00] activated from a session. We were thinking a lot about the chain of support, so how the organizers can support the peer counselors as they're supporting the people being counseled and then how lavender Phoenix can help the organizers. So it's just a lot of figuring it out for the first time. . And also peer counseling is really beautiful in this way where it's separate from the clinical, mandated regulations that maybe counselors who are held by, state laws are in relationship with.  [00:06:30] Madhvi: So there's more freedom here. And then also moving through that space. It's also when we're in that place of freedom, there's this underlying, I feel the state tries to instill fear in people who are trying to do this work that you're gonna fuck up or gonna do something wrong. And it's really a lot of us being , we actually know what we need to do, how to be able to maneuver out of these state based policies that rely on violence systems and give each other the tools. [00:06:57] Iris: Okay. And then last question [00:07:00] on the planning process do you have any recommendations for improving the process or [00:07:05] Madhvi: For the planning process? I think that there's really great intention to share, if people are feeling. Burnt out overexerted. And also I think that a lot of us, including myself, [laughter], I think from the , I will not really share that when it's happening, even though the language at Lavender Phoenix and the culture is ask for help when you need it. [00:07:25] Madhvi: There's so much of that. And then yet there's still this feeling of resistance or feeling , Bad about not being able to do more and pushing past, what does feel comfortable I'm wondering if there's a space for people in the planning process as organizers to kinda anonymously send feedback to staff anonymous feedback survey sort of thing, during the process to kinda gauge. People's level of feeling energized, exhausted, what maybe is needed. [00:07:56] Madhvi: And since there are people who are yeah, the working class [00:08:00] end too, of the organizing side. It would be cool if there were stipends. It is a lot of work and labor that goes into it for compensation is a cool thing. And also it's one of those things too, even saying it feels a guilt twinge or being , this is something where it's community. We're doing it for a reason outside. But it's also the, sometimes it's hard to be able to do the psych work when our own cups are emp. [00:08:26] Iris: Yeah. Great. Thank you for sharing the ation. And I think there's a of the important things there, especially around feedback. Yeah. I think anonymous feedback is to bridge that of job and how difficult it's my next set of. Is it that the sustainability you talk a little bit about, but I know that the peer counseling team has tried to do a lot of work around making the process sustainable for both the planning team and counsel. So thinking about the sustainability of the process what do you think has worked so far? [00:08:57] Madhvi: Sustainability wise, it has [00:09:00] been nice to be able to have the larger healing justice committee plug into the efforts. And there's I think five or six of us who are in the organizing peer counseling side right now, but they're , Yeah, as I shared before, there have been so many people the earlier iterations of this too. It's being able to know that you can kinda pass the torch and there's gonna be other people there. It's not all of the responsibility is on this group of five or six people. There are so many people who are down to rise to the occasion and support and be here for the next iteration too. I think that's gonna be something that's gonna help with. Long term visions of sustainability too, and knowing that there will be breath in between and there's always consent in the process too, really invitations to kind join into these efforts. Nothing feels, it feels the space to communicate. [00:09:55] Madhvi: Okay, if it's when does it end? Are we. ending there. Are we [00:10:00] continuing, it does seem there's a finite end point for this moment in time, which gives a break and that feels just good to know in terms of future planning and if the invitation to come back to help the pilot program or the program if it wants, if it grows. Something that's gonna be a larger part, for the future of lavender Phoenix. And there's that aspect, which is great. Sustainability wise, it's cool that we're not, the organizers are not doing all the trainings. I thought that was originally what it was and it felt a lot. [00:10:28] Madhvi: But we're able to resource out to people in the community who've been doing this work for a really long. Who are living their lives, Project lets folks in that word Stephanie, get to make their living off of doing this amazing disability justice work. And it's cool to be able to financially support them too in the process of feel sustainable. Even in the way that we're creating the relationships, new relationships to other orgs that haven't been part of Lavender Phoenix's network in the past. So it feels yeah, there's that way of [00:11:00] being able to be supportive, sustaining other people, other projects, other orgs, utilizing other folks' knowledge. [00:11:07] Iris: Yeah. as a follow up to that, what you think the impact has been of outsourcing, the training to project LETS rather than digging it. [00:11:16] Madhvi: Yeah, The impact has been a really great learning experience, I think for even the organizers doing this too. We get to learn alongside the peer counselors, we get to build relationships with project labs other groups too we're gonna be doing role play later. I'm forgetting what the acronym starts with aapc. And just being able to these are folks that have been doing peer counseling specifically in Asian American communities, for a good second too. So they have inside guidance, a history, a way to be able to support and navigate and offer their own wisdom. As this specific, lavender, phoenix seed is in its way of sprouting out a peer counseling. So [00:12:00] it's lovely being able to , have people who've been doing this, be able to offer feedback throughout the process to offer guidance that doesn't , feel one of those things , ah, we're starting from scratch. [00:12:10] Madhvi: No, it's it's already here. This resource is here and we're connecting to what is already, and then if, Yeah, making the changes that feel the needed transformation, maybe if it. Spaces haven't honored trans, non-binary, intersex communities, in the process of centering their spaces, That's what we're able to do better. What we're able to commit to doing better is owning those kinds of spaces and having folks within our own communities getting trained who have lived experience in that way. So just different places, orgs that have lived experience in their own ways, taking the gems and then knowing that our peer counselors have this other lived experience that maybe not as represented in other spaces. They get to add their own little non-binary flare too. Yeah. [00:12:58] Iris: And then on the flip [00:13:00] side thinking about the sustainability of this project, what do you think could make this process more sustainable? [00:13:06] Madhvi: It really feels in the future since we've already kinda done a lot of the initial connecting, getting the trainings, learnings and understandings, from this experience, going forward it's gonna be a lot less work on the organizing end since we've done a lot of research amongst all the different iterations of folks who have passed through the planning process for this. That there's just a beautiful database that is growing and growing in so many resources that are growing and growing that it's feeling very. A tangible vault of okay, this is where we're gonna go and we know where we're gonna go. Versus I'm not sure yet. It's kinda we transgressed into the place of knowing okay, these orgs are here and that helps, that feeling of sustainability and kind shortening, that place of panic of Oh, where do we go? Who do we turn to support us and who can we support to in. .  [00:13:58] Madhvi: Yeah, and [00:14:00] if we're able to keep in touch and keep those relationships strong, there may be even more places of connecting and growing and offering. People in not just the live under Phoenix community, but community, but larger communities the ability to access maybe free or, Yeah, free trainings on peer counseling and letting it be more of a widespread so to resource that it's just a really beautiful thing that folks can tap into feeling that level of agency, that feels self sustainable, too, sustainable for organizations when people , feel they're equipped. [00:14:35] Iris: Thank you for your response to that. My last two questions are about the future of the program. So first do you have any thoughts on if we should continue this program after the pilot stage and what would the impact of that be? Whether we do or not? [00:14:53] Madhvi: I think it would be really wonderful for it to be something that happens.[00:15:00] A few times a year. I know when peer support things do start out, it's smaller, shorter, and then as people can be more familiar with the process and the comfort of knowing their own agency and holding space, it feels something that it could be in many seasons throughout the year and the space of just. [00:15:21] Madhvi: Drop in support. It's something that feels a need that's always gonna be a need. And it's also to have free, culturally competent, gender expansive, aware ways of being, in listening in support. That feels a forever healing justice. Home to kinda be able to provide community. It feels important. It seems and fingers crossed, that people who are going through this training program are able to tap in deeper cuz there's a good handful of folks, I believe 16 people and those folks can be organizers in so many different renditions down the line too, having had [00:16:00] this experience and they're coming in. Yeah. I'm just so curious to hear their own feedback on this process and what they think future peer counselors would need for it to grow. I'm sure that there's gonna be maybe more, carefully cultivated, cohort experiences could be a. Powerful experience for folks. [00:16:19] Madhvi: Cause right now it does feel a little bit looser in the sense of different parts of , the summer organizer. There's a strong sense of Oh, we're building relationships with each other. That doesn't seem it exists so strongly for people who are peer counselors right now, they're showing. These spaced weekends with minimal contact with each other throughout. So maybe that could be the future, where there's a more of a cohort experience. Yeah.  [00:16:44] Iris: Yeah. The last question is, do you have new recommendations for continuing this program beyond the pilot? If it does. [00:16:53] Madhvi: Yeah, I think this cohort experience would be cool. Maybe art, kinda. Component too [00:17:00] are a, creating a space, it is something that we didn't really talk about, but there are ways of making virtual s and things that, And that could be really beautiful as part of this. I'm also curious to hear more people's stories as to why they're interested in this work. There was a little bit of that in the welcoming but just the ability to know folks a little bit more feels it could be important. And in the spirit of doing that too, it feels the training would maybe need to. be closer in time as well as instead of spaced out over several months. [00:17:36] Madhvi: I think the spacing out really helped us as the planning team. Yeah. Cause a lot of things have been figured out very as we're going, even though we tried to plan ahead, things changed. So it's okay. But that timeline that allows a sense of intimacy and connection to in a way that feels , okay, more concrete. And yeah, I think more interactive aspects too would be [00:18:00] helpful. It does feel a lot of absorbing, which is super important. And also I think when we get to the role play, we're gonna be able to witness more so of the peer counselors in the process of. Doing the embodied and the relaying aspects of this where Yeah, right now it's a lot of absorbing, taking in. [00:18:21] Madhvi: Yeah. I'm also wondering for the peer counselors in their own lives too, the way that , these interview questions have been kinda asking about sustainability. Or the planning team and all of those I'm curious too, for them, how they would need more support from us. If it feels it's even an open invitation too, I'm not entirely sure if that has been as carefully created and Yeah. So I think that would. An important thing to consider going forward. Just kinda checking in on where the individuals are too in their life and knowing that they can receive support. I , I hope that they know, in our [00:19:00] emails, there is always that space of feel free to, to connect on things anything in the reading feels activating. This is who you can reach out to and so I hope that There in a way that sometimes even when something is there in that way, it doesn't mean that people are gonna use it if there's not that trust and rapport built.  [00:19:19] Madhvi: So I feel needing to have some trust building, relationship building for people to feel safe enough to actually reach out if they dunno folks. Yeah. Okay. And actually I have one follow up to your, It's about what do you think would be the impact of having a closer connection between the counselor cohort if they had more opportunities to , interact with each other and talk in that way? , I honestly think that it. I'm just thinking about my own cohort experiences in different places. I've been able to lean on those folks, maybe more so than the people who are holding the container. There's a distance between the people who are holding the [00:20:00] container and the people who are going through the process with you, shared experiences, more maybe of the same questions, insecurities, excitement, joy and being able to have that kinda space to know okay, we're going through this together, this part of the journey. It could just help additional processing that, stronger feeling of grounded in purpose as well. Yeah.  [00:20:24] Madhvi: Great. And I totally agree, and that's my question. Yeah. Thank you for talking with me. I'm going to end the recording now. [00:20:33] paige: All right. That was the first interview with Iris yip and Madvhi. So now we're going to take a quick music break and listen to queer brown love by Leo Hegde who is on staff. I love under Phoenix. This is queer brown love by Leo Hegde.  [00:21:00] [00:22:00] [00:23:00] [00:24:00]  [00:24:20] paige: You just listened to queer brown love by Leo Hegde who is a staff at lavender Phoenix. You are listening to apex express on KPFA 94.1 and online@kpfa.org. Let's get back into these interviews by lavender Phoenix. And this next interview will be conducted by Iris Yip who will be talking to Al.  [00:24:41] Iris: This is the first question. What has gone, what has worked well with the training content?  [00:24:45] al: Yeah, so what has worked really well, I believe is Lavender Phoenix outsourcing the education to those that are actively learning and practicing. Peer [00:25:00] counseling based on their own lived experiences. I think that opportunity to collaborate with project lets created such a in depth and I. Just , how do I say this? Enlightening space for me and my peers to learn and also express curiosity, ask questions in live time with the coordinator of project lets, and process hard emotions and also bring in our own lived experiences and ask for best practices in live time. [00:25:29] al: So I just, That has been very revolutionary for me because just in multiple learning spaces that I've been in from school to workplaces to internships, people tend to cut corners around education. They think that trainings are just trainings PowerPoints, but. I think that learning from guest speakers that are actually within the realm of work, and especially for this work of working with people, I think that this will create influential impacts on each and every peer counselor.  [00:25:59] al: There's [00:26:00] no way that I feel this curriculum has been disengaging. It's been so engaging and so memorable. And I wanna say too, that I've been in different peer counseling cohorts and I've been trained on this topic area, but the content was ableist, not trauma-informed, controversial and harmful. And the content that peer counseling has been teaching me has been healing me and been helping me to expand my scope on my family, my lived experiences, and myself and my community. And it's so much more than just a training. It's a revolutionary space for sure.  [00:26:40] Iris: Awesome. Yeah. I love that. Has there been any, specific part of the training that you can share that you think has had that impact on you?  [00:26:47] al: Has that healing impact on me? Yeah I think that I've. I think this might be normal in lavender, phoenix spaces, but it's not normal for me in my other spaces in my everyday life. [00:27:00] But calling one selves in to whenever they misspoke for instance, one time the coordinator of Project LETS had said something about the word darkness and they had not caught themselves about the racist implications that, that may have because of the just how society binary things, black, white, darkness and light. And there's a lot of connotations around the words you use and using mindful language. And I didn't know that it was. Irking, I didn't know that. But then in that space, someone called them in and the speaker corrected themselves.  [00:27:34] al: And I got to watch, someone that I look up to model behavior in lifetime of what I'm learning as they're learning and seeing my educators , or my mentors facilitators, having that student always mentality too, that they're here to learn from us as well. That's groundbreaking because I have so much respect for queer elders cuz they've lived through so much stuff. But the fact that. The queer [00:28:00] elders in this space in particular want to learn from us, the youth in this space. I think that's what's really healing, because in this space, I just see a world where I really actually wanna live in. And that could make me cry because the state of the world outside of the space is really ugly. [00:28:16] Iris: That's amazing. I'm really glad this training has given me that space. I really resonated with what you said about being an environment where there's, again, mutual sense of learning and wanting to learn from each other. I think that curiosity really helps bring an open mind to these kinds of spaces.  [00:28:30] Iris: Okay. The next question is, so I think you've touched on this already, but what do you think has been the impact? Of outsourcing this, people that are really, I guess doing the work of anti ableist behavior and anti-racism, culturally competent peer counseling. What is the impact of that being in this kind of training? [00:28:47] al: I think that it's resistance in the making and movement in the making. I think that I feel very lucky to have access this knowledge because not everyone gets the chance to learn what [00:29:00] happens when someone's under psychiatric arrest? That's something that you will hear more about when you go through the project lETS training, but understanding. Because I'm coming from a place of privilege where I've never been 51 50 that I've never been arrested. I've never been on the inside doors of a psychiatric treatment facility. So speaking from that point of view and hearing from someone who has, and the harm that the state has on patients and how vulnerable patients are, I feel like that creates movement and solidarity with people who do not have lived experiences with it, but know people who have lived experiences with it and see how fucked up it is and wants to do something better and provide alternative sources and resources for care, specifically community care because . [00:29:48] al: One of the main reasons why I'm so politicized is because growing up I watch my dad struggle to get the mental health access care he needs because he has severe [00:30:00] mental psychosis that relapses annually. And I believe that the reason why it happens so repetitively and cyclically is because there's a need that's not being met and that need should met by the healthcare system in this first world country. But it's so inaccessible. It's so culturally irrelevant and dare say it's harmful, it's abusive, it's traumatizing. And so Okay. I'm going on tangents, but it's, it, I never understood what happened when my dad was hospitalized because I was always on the outside. [00:30:32] al: I was always his caretaker, wanting to find him a source for him to get care. But He was never able to really communicate to me what was happening on the inside of those doors because of language barriers, because how hard it is to talk about these things in Vietnamese culture. It's just, there's so much that separates us from being able to talk about everything he feels and everything he experiences. [00:30:51] al: There's just not words to describe how bizarre the state of there is in this country and neglect that he's faced due to war and [00:31:00] colonization. He doesn't have the words to describe what he's going through, but I can see the effects and now I know the effects. I know I have the knowledge and education of what happens behind those hospital doors and how he spends hours and hours trying to pay his hospital bills that are bizarre. [00:31:16] al: Hundreds of thousands of dollars and so I know these things now because of the space that I hear from other people. And I think that in knowing this, I'm fired up, I'm heated and I, my drive is to build community. My drive is to build actual healing spaces that, we have the potential to create as a collective. And I just don't wanna rely on the state anymore. And I want better for my dad. I want better for me, I want better for our community Now, future past, I. We can do better now with these tools that we're learning in this space and how we're opening our hearts to each other through the various pains and barriers that, that the state is trying to keep in between us all. Yeah.  [00:31:58] Iris: Yeah. Thank you for [00:32:00] sharing both so vulnerably and so passionately. Oh, no, I really love the way you are always very reflective in what you say. And I think it gives such great knowledge that I can learn from too yeah. Yeah. Awesome. Oh my God, this is great. Okay. My next question is do you think there's any other additional trainings that you would find helpful or that you think you would to learn more about that hasn't been met yet? [00:32:25] al: Yeah. So I actually went to. Bystander Intervention training led by the Safety Committee, Community Safety Committee. I feel that should have been everyone who's training to be a peer counselor should have gone to that. I feel because it was so relevant. It was basically one thing in particular that I feel , just related so much is because they gave us real life scenarios. What would you do if someone was experiencing active psychosis in the park? What would you do with your body? What would you do with yourself? Would you get other people? All these things that are relevant practice for what's coming up in this training. [00:33:00] Cuz I know that looking forward we are going to have a pilot program and the more practice that we can get, especially role play practice and especially being in person with one another and establishing those connections with one another, I think that's so crucial and yeah I, Does that answer your question? [00:33:19] Iris: Yeah, definitely. And once again, the follow up. What do you think the impact of that would be if everybody that was becoming a peer counselor would take that kind of bystand training?  [00:33:27] al: Yeah, I think that the effect of that is that we would be able to reach more people who have various learning styles because I know that for me personally, it's hard for me to learn through Zoom because I don't have a safe space to be taking my meetings. I still live in my parents house and it's really hard for me to focus sometimes and feel entirely safe. So having spaces in person for me personally is a space for me to exhale. And be a different type of present cuz I'm with people and [00:34:00] I'm sharing space — space that is established and intentionally safe or encouraged to push you to be brave. [00:34:08] al: I don't know if everyone will feel safe there, but that's definitely the intention. And just for me personally, yeah, being on Zoom kind of you can't assume that everyone can learn that way, yeah. As effectively, especially since I feel the generation that's primarily in lavender, Phoenix and the training, we grew up going to school in person. That's the probably 90 to 95% of the experience. It was just such a shift and learning these super relevant topics. All the while I'm in a space that's far back in terms of. It's just being in this house is going back in time or just being in spaces that are not lavender, phoenix it is, you're going back in time. [00:34:44] al: Racism is there, homophobia is there, all the bad things are there. But when you're with lavender Phoenix, you're just I'm in this new world that I actually have hope in. I was saying earlier, so having a central location for people to meet would be so cool. But I also know that Lavender Phoenix is so spread across the Bay area, [00:35:00] which is so cool. So I know it wouldn't work for everybody, but I don't know. Yeah. [00:35:04] Iris: Yeah. Absolutely .  [00:35:06] al: Oh, another thing too, an impact that I, a positive impact is that having those scenarios will allow us to practice these skills with various demographics and various sectors of our lives and just honestly live by what we learn. And not just practice it in work, but actually apply it and externally and internally in all facets of our lives, which I think is awesome. That's what education should be. It's for liberating the soul and for liberating the people. It's, yeah, it's not for a grade, it's not for a Certifi certificate. It's for you, and for the people. So I think that getting opportunities to practice with one another and treating it , it's more than just a training that you can just click through, that's the difference I think. Yeah.  [00:35:48] Iris: Yeah. Totally. Awesome. Okay, so next question is going to be moving a little bit away from the training content into, so I know the peer [00:36:00] counseling team has been doing a lot of work to try to make this process sustainable for both the planning team and for the counselors. So thinking about sustainability have there been things that, you've seen this program do that you think has worked to make this process more sustainable for the counselors? [00:36:17] al: Have I seen anything that makes the process seem sustainable for, Is that the question? [00:36:24] Iris: Yeah. [00:36:24] al: Remind me again is this peer counseling training program, has it been through generations already? Or is this the first cohort?  [00:36:31] Iris: This is the first time.  [00:36:32] al: Have I seen anything that [00:36:34] al: let's see. I think it's been. I think it's too soon for me to say cause I missed the first meeting because. It was an awkward transition. I had just joined Lavender Phoenix when Lavender Phoenix changed their name. So I missed all the information for the first meeting. I don't know what it, what the community building aspect that they had planned was at all. And that's how me, I could have watched the training back, but [00:37:00] it was an hour long and I didn't want to. Yeah, I would also feel fomo. I was , Oh, I missed it. I wasn't there. I think that maybe. No, I don't know how to answer this question cuz I missed  [00:37:09] Iris: Yeah, that's OK . That's ok. Yeah. Then perhaps, is there anything you can think of that Loud could implement to make this process more sustainable? And thinking perhaps in the long run. When this pilot program is actually started now and people are doing the counsel sessions.  [00:37:25] al: Yeah. I have a couple of things. Yeah. I would say since I missed the first one, I would say that I just wanna get to know people in my cohort better. I think that One thing that works in the past in my other peer counseling programs was that I established a feeling of familiarity with the people that I was learning with and why they're here and stuff that. And had a lot of focus groups and we practiced on each other for role play. Yeah, feeling less alone in this would definitely make this more, less nerve-wracking. So there's that for [00:38:00] sustainability of just cause the way that these meetings roll on, I feel not everyone can make it out to each one. So I think time should be cut away for folks to just get to know each other more besides the why are you here? But just prompt questions. [00:38:12] al: I know Lavender Phoenix can, ask some heartfelt questions and get people to open up to one another because I think that making that making it more personable will make it more sustainable. Cause, when you don't have a connection to people in a group, I don't think you're as likely to return and hold significance for it. So yeah, build building community in that way and not just for meeting. And other thing is I noticed that our meetings are quite sporadic. So I don't even really remember what I've the last time I met with the cohort, so having a more consistent pattern of meetings so that the knowledge that I learned can be processed and then added onto, but there's been so much processing time that I've almost forgotten it already. [00:38:52] al: So just having more consistent meetings for the next cohorts maybe and then for another, I know that since this [00:39:00] is a pilot program, there may be a lot of pressure around building curriculum. So I understand that's really challenging and I would say I would love to be a part of the planning process. I don't know what that would look for Lavender Phoenix and how they do things, but maybe their next court around you can have alumnis come back and be a part of the planning and the conversation. Or even right now opening up this space or opening up spaces for people in the cohort to provide active feedback since there are so many gaps between meetings, just talk to us so we can improve as we go, as opposed to wait and then improve. So more dialogue. [00:39:37] Iris: I love that. I love feedback. I think it's important as well. Okay and then now last question. Moving gone. Woo. You already shared some of this, but also thinking about the future of this program, do you have any recommendations for continuing this beyond the pilot that we're going to have?  [00:39:52] al: Yeah, please have more cohorts. That's my feedback. , I think that if Lavender Phoenix has capacity, a cohort a year would be [00:40:00] awesome or I feel very blessed to have had this opportunity, so I want it to keep going. I can't remember the days in which we were meeting, but having weekend meetings are awesome for students and people who work. Other feedback that I have for longevity and future planning maybe expand the, I don't know how many people are planning the thing, but maybe more support would help. I have no idea if they're struggling or what, but yeah, making sure that, cuz this is tough work. It's a lot of pressure to be birthing such a beautiful generation, So I hope that, on the other end of things, people are being properly supported and taken care of in terms of each other and themselves. [00:40:37] Iris: Yeah. Yeah, I the, there's one more question. There's just the follow with always the impact. So what do you think? So what will be the impact? And just what will be the impact of program, of peer counseling will be impact.  [00:40:49] al: Intergenerational community care within the, when this, within this queer, trans, non-binary, a API community I think it starts [00:41:00] here and I could see this being a force that spreads across the world. I think what we're doing is historical and we're carrying on other history legacies, And I think ultimately this saves lives. It saves lives of the people in this space, people who know the people in this space, and people that are in the space that we haven't even met. And it preserves our peoples, our stories and our powers and our energies. I'm getting emotional as to how much I love this program. It saves lives, it sets people free. [00:41:33] al: Yeah. Damn, you're not a cry. Yeah. I think the impact is be out of this world, I don't want it to end, I wanna return. I wanna keep learning. I think that's another thing too, is that as someone is in the core right now, I don't want it to end. I'd hate to see it end. I wanna keep learning. Yeah. So what does that look ? I don't know. Maybe I can return and facilitate and learn from people in the cohort. That would be beautiful.  [00:41:58] Iris: Thank you. Truly [00:42:00] amazing. And I agree from am I involvement in this process too? I really see the power of it and I really, the learning. Community. It's great. It's amazing. It's . So good. Yeah, With that, I'm gonna stop recording now.  [00:42:15] paige: All right. That concludes the second interview from lavender Phoenix. We'll be taking a short break. You're listening to 94.1 KPFA San Francisco, 89.3, Berkeley 88.1, Fresno and 97.5 in Santa Cruz. And of course, online@kpfa.org.  [00:46:56] paige: You're listening to 94.1 KPFA San Francisco, 89.3, Berkeley 88.1, Fresno and 97.5 Santa Cruz and online@kpfa.org. We're going to listen to the last interview from lavender Phoenix. That includes Iris yip interviewing Phoebe. And talking about the peer counseling program that they launched in august of 2022.  [00:47:26] Iris: So the first question our first set of questions has to do with the planning process for this pilot. And in thinking about the planning process for the peer counseling pilot, what would you say has been going well with the process?  [00:47:44] Phibi: Yeah. For what's been going well with the process? It's been nice that we've been able to go at our own pace and capacity, and we've also had lot of different learning lessons among the team that our time together. And also helping Jasmine as a staff person just check in with us from time to time has also helped [00:48:00] consolidate our ideas and moving out the process. [00:48:02] Iris: Great. And on the other hand, what would, what do you think has been difficult about the planning process?  [00:48:08] Phibi: Yeah, what's been difficult about the process is that there's actually been a lot of timeline shifts. For example, the pilot was intended to happen a one day, and then it was pushed back and then push back again. And that main thing that dragged out the process, which can be training in some context. Yeah. And then also what's been difficult is yeah, how the healing justice members involved in contributing Yeah. Cuz we weren't sure how to exactly even implement a process for folks outside of the peer counseling team in healing Justice can to support us. And it's also because, it's a novel process. It's just. Staff guided, on the side rather than a directly staff involved process. And making this part from scratch presents a lot of difficulties on the first time.  [00:48:46] Iris: Speaking on it's staff guided rather than staff involved. I think it's a, you said what do you think is the impact of that rather than that, the other way of doing it?  [00:48:56] Phibi: Yeah I think one of the positive impacts is that it takes some weight [00:49:00] off of the staff. Cause the staff carry on a lot of different responsibilities. And it helps them in that sense. And also it allows more spaciousness for different folks in the planning team to actually take on leadership in the context of makes sense for them, but passively rather than turning to the staff person for the next step, it's actually up to us to continue the process and then refer to them if we need support along the way. [00:49:19] Iris: Yeah. Great. Okay. And then, so think about the planning process question, which is, do you have any recommendations for improving the planning process? Maybe for now or for later?  [00:49:33] Phibi: Yeah, I think. Some recommendations would be to have the staff challenge us with more kinda push or challenging questions. I think I think during the time when Yuan was still the staff member for for counseling, it was someone would ask some really deep questions and I think that really helped us certify our values and also helped us stay on track. So I think times questions that challenge us I guess we wanna do this, but also , why are we doing this important? What is the meaning of it? Yeah. Yeah. And then we also kinda implementing a more formal [00:50:00] process. I think one example would be , Mocha could be a good process or just Or when we first had the pilot, when we first had the planning team set up, it's oh, we didn't actually have to have a structure. It was unstructured. And so having a more structured thing in the future would be helpful. And then also listing out all the different resources and contacts that we actually have, including different community organizations is helpful. And I guess if there's a second iteration of the peer counseling project or pilot, I guess program would be referring back to previous year's work if this could, if this goes on for multiple years yeah. [00:50:30] Iris: Yeah. Great. Okay. Next of questions to do around the sustainability of, so I know that the peer counseling team was doing a lot of work around making the process sustainable for both the planning team and the counsel. So thinking about the sustainability of this process, what do you think has worked? [00:50:48] Phibi: Yeah. Something we recently done is that we actually changed our monthly meetings from the duration of one hour to the duration of an hour and 30. And this actually allowed us to have longer checkins and actually do more relationship building. [00:51:00] Because back when we had just one hour meetings, it just felt really rushed. [00:51:03] Phibi: We had to check in super quick and then we had to do all our action items and it just felt very , limiting. And so that definit. And also recruiting more Pennington numbers definitely gave us more capacity and also more d and more experiences of folks coming in. And also having deeper and honest conversations or check-ins about the process. [00:51:21] Phibi: Where are we at? How is our capacity? Doing those type of checkings and finding the balance of , where. We should split up and do certain tasks or we should all, all come together to work on. I think that's a good balance to help those. Yeah. And so what do you think is the impact of having I guess longer and deeper, check-ins? [00:51:39] Phibi: Yeah I think having, longer check-ins allows you to settle into the space. Can be coming from anything before. And so I haven't had a deeper check in can be more real about what, where is your capacity at? And what can you more realistically take on? Yeah. [00:51:52] Phibi: All right. So thinking about the sustainability of this process again, what do you think could be done to make this [00:52:00] process more sustainable? Yeah. To make this process more sustainable? I'd say having a more solidified structure and action plan, and also making sure that we all feel really grounded in our values. And then also I check in on those values, do they still feel good? Do we change? Do we change anything? Add anything. And. Lesson that we learned was , you really have to do relationship building early on. . And it's you can't just put just the work first because then everyone will burn out. If you only do work, you need to check the balance. I wish. And something that we experimented with was working sessions. So outside of the meetings have additional time just to just chill and also do work and also just get to know each other. [00:52:36] Iris: Okay. Let's see. So next one, next set of questions is about the training content. What is thinking about the training content, is there anything that you think has worked really well in terms of the training that the counselors have been given and the peer counseling team has created? [00:52:53] Phibi: For the training content, we actually leaned a lot in the different community organizations that were in contact with. For example, the Asian [00:53:00] American peer counseling. We pulled some of their readings from the reading library to help us do work to figure out what the readings for the counselors. We both found their library and also with Project let's we we're in contact with them and we able to purchase the training for the ERs and also invite Stephanie from project lets to do a debrief, which is really nice. But also cost the budget too. And so for costed money as well. [00:53:22] Phibi: So having a balance of something that would cost money and also something that would be free as well, such as Asian American food concert, the time and also. Having a good mix of experiences and knowledge from the depend team. I know that some other folks are , they've done peer counseling before, or they even are therapists in training. [00:53:37] Iris: That's really important. Makes sense. Little more project labs this outside. And what it aepc those outside organizations that you've worked with. What do you think is an impact of kinda outsourcing some of that training to other organizations rather than having peer counsel team develop everything on their own? [00:53:54] Phibi: Yeah, I think impact one of the financial aspect of oh, you have to pay a good amount for project lots. And also but it did [00:54:00] also take some. Some pressure off of the team to to do more of  [00:54:03] Phibi: for example, I think crisis training is difficult and so I think having outsourcing that made things a lot easier. And working with folks who , have had real, hands on experience in the field before, which is why I'll talk about outsourcing think was helpful. We do have a balance. [00:54:17] Phibi: We have. Training session. That's just us. Yeah. [00:54:20] Iris: Okay. And then is there any additional training that you think maybe would've been helpful to include? Or it would be helpful to include in the future? Yeah.  [00:54:30] Phibi: Oh, and then I actually have one more answer for the previous question as well.  [00:54:33] Iris: Sorry. Yeah. Go for it. [00:54:34] Phibi: Yeah. And then also outsourcing to other organizations helps build relationships, with the other organizations too, for example, Asian American for counseling, they actually I think they were in the process trying to help other organizations start for counseling. And so it was kinda mutually beneficial and it didn't feel transactional and I felt I genuine to do this with them. And then to go back to the current question about what additional training would be helpful yeah, I think rather than outsourcing to have a [00:55:00] direct hands on training us with knowledge that we have I think that would be cool. And then also some somatic training or for example, How do you self-regulate your body when you're triggered? Those type of practices meditation or movement, I think those can help dreams.  [00:55:13] Iris: Awesome. Great. Okay. And these are the last set of questions. And this is thinking about the future of the program. So first do you think we should continue the program? What would the impact be if we did or if we didn't? [00:55:26] Phibi: I think we should continue the program. I think the only limiting factor is budget for training and just fast of the planning team at the time. I think, excuse me, I think it's hard to gauge how future peer counseling programs would be , because this palette took more than. I think two years to implement. And so for example, the next one would just be , it would just be ready to go probably a year, less than a year, season for example. And so it would take less time to do it. And so it would actually would be easier to continue the program I think cause we have the foundation already set up and would just be revising over time. [00:55:58] Phibi: I think in terms of more specific [00:56:00] impact, we'd be. We to get to train more and more folks at Lavender Phoenix. And it could even be in a similar way to how there's seasonal fundraising where folks get trained every season ish. And so eventually, if folks wanted to, good number of folks at Lavender Phoenix could be trained in prayer counseling at some point, which is really cool. And also it helps us meet our healing justice goal. And it also accomplish the task of Supporting community members along the way. [00:56:25] Iris: Awesome. Ok. And then my last question is, do you have any recommendations for continuing this program beyond the pilot?  [00:56:33] Iris: Yeah. Yeah, I think as I said, the seasonal format probably be good. But the key difference would. This pilot actually only has one session with a participant. But in the future, I think it would be great to have more than one session, multiple sessions. And impact of that would be , they see their pre more often or Yeah, more than once. Yeah, because you can't just settle everything in just one session. Usually that consistency is really helpful for folks.  [00:56:54] Iris: Yeah. Okay. Do you have anything else that you would to say? Any of these questions?  [00:56:59] Iris: I'm good.  [00:56:59] Iris: [00:57:00] Awesome. Okay, then will stop the right now. That concludes our episode if you want to organize alongside lavender Phoenix, you can join us. Follow us at L a V p H O E N I X laugh Phoenix on Instagram and find us at lavender, phoenix.org. [00:57:19]  Miko Lee: Thank you so much for joining us. Please check out our website, kpfa.org backslash program, backslash apex express to find out more about the show tonight and to find out how you can take direct action. We thank all of you listeners out there. Keep resisting, keep organizing, keep creating and sharing your visions with the world. Your voices are important. Apex express is produced by Miko Lee Jalena Keane-Lee and Paige Chung and special editing by Swati Rayasam. Thank you so much to the KPFA staff for their support have a great night.  Apex express Asian Pacific expression. Unity and cultural coverage, [00:58:00] music and calendar,  The post APEX Express – 11.24.22 Lavender Phoenix's Peer Counseling Program by and for Trans Nonbinary Asian Pacific Islander people appeared first on KPFA.

Kim's husband Ralph has cellulitis, Marc hates that Harry Styles has "pull," and we talk about intervening as a bystander.

What you'll learn in this podcast episode Most of us have heard the phrase, “If you see something, say something.” But what does that look like when someone witnesses bad behavior in the workplace? How can companies help their employees be active bystanders in the face of misconduct? In this episode, LRN colleagues Felicity Duncan, senior instructional designer, and Kristen Motzer, learning director, share their expertise on bystander intervention training and how organizations can effectively give employees the knowledge and skills they need to step in and help their coworkers. Listen in as the two share insights from their latest course development for the training library at LRN.   Principled Podcast Show Notes [1:22] - What does it mean to be a bystander, and why do organizations have bystander training? [3:05] - Unpacking the idea of a “Speak up culture”. [3:40] - Why don't people get involved when they see problems? [6:08] - How to train people to be active bystanders? [9:36] - Why are scenarios so important? [12:14] - How DEI relates to bystander intervention. [15:26] - How having a robust bystanding and speak up culture will benefit partners.   Featured guest: Kristen Motzer Kristen Motzer is an experienced leader in values-driven, empathetic behavior change. As Learning Director for the LRN Library she oversees course content development and online, blended, and facilitated learning experiences. She has expertise in human-centered learning design and has developed and managed education and learning programs at institutions such as NYU Langone Health, NeuroLeadership Insitute, Stanford University, Xavier University, and the Cleveland Clinic. Kristen holds a BA from Wright State University and an MA from Carnegie Mellon University and resides in Chicago.   Featured Host: Felicity Duncan Dr. Felicity Duncan believes that training and communication interventions have the power to transform behavior, including driving people toward more ethical treatment of those around them. Felicity graduated with a Ph.D. in Communication from the University of Pennsylvania. After teaching at the college level for several years, she transitioned to workplace education to have a bigger impact on working adults by providing them with the training they need to truly thrive in their roles. At LRN, she is focused on developing high-impact, behaviorally focused content for the LRN Library. Her most recent project saw her working with the Library team to create a powerful new DEI Program that includes not only LRN's world-class Inspire courses but also a set of microlearning assets designed to support, reinforce, and guide behavior change.   Principled Podcast Transcript Intro: Welcome to the Principled Podcast, brought to you by LRN. The Principled Podcast brings together the collective wisdom on ethics, business and compliance, transformative stories of leadership, and inspiring workplace culture. Listen in to discover valuable strategies from our community of business leaders and workplace change makers. Felicity Duncan: Most of us have heard the phrase, "If you see something, say something." But what does that actually look like when someone witnesses bad behavior in their workplace, like bullying or harassment? And how can companies help their employees be active bystanders in the face of misconduct? Hello, and welcome to another episode of LRN's Principled podcast. I'm your host, Felicity Duncan, Senior Instructional Designer here at LRN. And today, I'm joined by my colleague Kristen Motzer, the Learning Director of LRN's Library Course Content. Kristen has over 20 years of experience in technology supported learning and development, and I am a PhD with a decade of experience working in both academic and professional training environments. Kristen, thanks for joining me on today's Principled podcast. So, let's start with the basics. What does it mean to be a bystander and why do organizations have bystander training? Can you explain the sort of core idea here? Kristen Motzer: Sure. A bystander is someone who witnesses misconduct but isn't directly involved in the situation. So, they see something happening, but they're not actually a part of it. So, being an active bystander is about doing something as opposed to just standing by when you see someone being harassed or bullied or abused. And there's actually a lot of research showing that bystander intervention can have a major impact. When bystanders intervene in situations in the right way, they can stop abuse in its tracks, support victims, and really make perpetrators reevaluate their behavior. However, very often bystanders witness abuse and harassment and say nothing. That's why we need active bystander training that equips people with the tools they need to intervene successfully when they see something wrong. So, recently we've seen a lot of interest in bystander training from our partners, and Chicago now has an requirement for our long bystander of training for employees in Chicago. But really beyond that, there's a recognition that engaging your workforce to do something, to fight back, to say this is not behavior that we want to have in our workplace can be really powerful. And it's creating a speak up culture. Felicity Duncan: So, tell me a little bit more about this idea of the speak up culture. What do we mean by that? Kristen Motzer: So, it's creating an environment where people feel safe to be able to speak up. Of course, speaking up is a little bit scary. You don't know what's going to happen. There could be retaliation, things could change. The folks that usually eat lunch with might not want to eat lunch with you anymore. Things might change an environment that we spend a lot of time in at work. So, creating a safe space where there's an expectation that you see something that you don't want in your workplace culture, you're going to speak up and say something. Felicity Duncan: So, obviously acts of bystander intervention is really important. We really want this speak up culture that's going to help us build a better workplace environment. So, why don't people get involved when they see problems? Kristen Motzer: It's a great question, and it's really important to understand that it's not because people don't care. It's not that we're bad people at work or wherever we might be. It's that we're human. And intervening can be really difficult. Psychology has shown research from the 60s and onward that people have good intentions, and people tend to actually believe that if they saw something happening like harassment, discrimination, that they would get involved. But when it actually happens, that intention that they would get involved disappears and they just freeze up. And it's because of our fight, flight, freeze response kicking in. We're facing an unknown situation. We don't know how the people involved will react, and we're just scared of looking stupid, upsetting someone, getting into trouble, being embarrassed besides the possible outcomes like having some kind of retribution losing our job or our workplace friendships. So, from a biological and neuroscience perspective, our brains flood with stress hormones and react as though we're facing something like a bear, a really dangerous situation even though it's a social threat, not an actual bear, it can feel just as intense. So, when this happens, it's really hard for humans to overcome these instincts and get involved. So, we freeze. We try not to make eye contact, we put our heads down, try to hide, and if we're in a group, behavioral psychology research is found that it's even worse. So, when there's multiple people witnessing a situation, everyone's kind of expecting someone else is going to take action, and we sort of take the lead of kind of like group think. We take the lead from those around us, and if they're not doing anything, then we won't do anything. We have all these reasons why people don't intervene when they're bystanders. And Felicity, given these barriers, how do you train someone to be a bystander at work? I would love for you to take me through how you created the Inspire Active Bystander Training. Felicity Duncan: Well, luckily for us, the research that you mentioned earlier that talks about why bystanders don't intervene also gives us hope. It shows us how we can overcome those barriers to intervention. At what it really boils down to is being prepared, right? Being ready to get involved in these situations. But the truth is, it's a long road to get learners to that point. So, I'm going to walk you through what we did and why we think that works. So, we begin our training by acknowledging that this is hard. As you said, a lot of people assume that if they're in a bystander situation, that they're going to do the right thing, and then when it actually happens, they're unprepared for how scary it is, and for how strongly and viscerally they react to that fear, right? And so what we try to begin with is getting our learners to understand what to expect, right? We're really frank about the fact that it's going to be scary. Your palms are going to be sweaty, your heart is going to be pounding. You're going to be really afraid, all right? And telling them that feel the fear, but overcome it because that is not a reason not to intervene. It's just part of the experience. And so, in that way, we try to help prepare them for how it's actually going to be. What they're actually going to feel when a situation arises where they need to make some kind of intervention. Then what we do is we give learners some very practical strategies for how to intervene. And again, we're preparing them, right? We give them a literal list of step one, step two, step three, Here are four possible approaches to intervention. Here's how you would implement those approaches to intervention. So, it gets incredibly practical so that when learners are faced with these situations in the real world, they don't have to think like, "Oh, what am I going to do?" They have a set of actual steps that they can take. And then finally, we let them essentially practice using literally dozens of real world scenarios. And there's an important point here that I want to make about our training is that it's really focused on the workplace. Now, a lot of the research that you mentioned earlier, and a lot of general bystander research comes from non-workplace environments. So, a lot of it comes from campus sexual assault prevention and also from street harassment. So, we're getting involved in preventing street harassment more recently. And those are really different situations to what you'd face in the workplace, right?. In a street harassment, there's a real threat of violence, its strangers. What's at stake is perhaps your physical safety. And of course in sexual assault, if we're talking particularly, a lot of this work is done on college campuses, there's a lot more social pressure. People are really afraid of offending their friends. And that's really different to what's at stake in the workplace. You mentioned earlier the issue of retribution and retaliation. So, if I get involved, is that going to undermine my promotion? If I say something, am I going to start getting put onto bad projects? So, we really try to dig into the fears and issues that arise in a workplace context and our scenarios are really focused on that. Kristen Motzer: So, let's talk about this a little bit more. You mentioned scenarios multiple times, and I know this learning experience that we've created includes dozens of scenarios. So, why are these so important? Felicity Duncan: It really comes down to that question that you asked originally. What can we do to help learners overcome their biological resistance to saying something and get them to actually take action when they're witnessing misconduct? And as we said, the key is preparation. And we know the best way to prepare for a situation is to really think in very concrete terms about what you would do in that situation. In all kinds of training scenarios, we really focused on planning and preparation to help you deal with the situation that might be emotionally difficult. And so, our scenarios illustrate dozens of real world scenarios that our learners or people encounter every day. So, a coworker telling a sexist joke maybe, and abusive customer using racist language. And then we look at like, "How do you handle those situations as a bystander who is witnessing misconduct?" So, in other words, we ask people, "What would you do in this situation? What's the right thing to do? What are the possible consequences of doing that?" And that gives us an opportunity to talk about retaliation and sort of the protections that exist in workplaces to keep people safe from retaliation. So, the idea is to really help learners engage with the practical steps that they should take when they're bystanders. Because the more someone plans their responses to different situations, the more likely that person is to actually take action when they're faced with those situations. And what we want to do by giving all these scenarios, by giving these practical strategies and steps that we're providing in our training, is equip learners with a practical toolkit of responses. So, when they're in that bad situation and their heart is pounding and their palms are sweating, and they're feeling anxious and they're scared, they don't have to think, "What should I do?" They know what to do and they're ready to do it. And that's really the only way to help people overcome these natural biological barriers to intervening in bad situations. But Kristen, I want to ask you, in our library, we've put bystander training in our diversity, equity, and inclusion suite of content. So, why have we conceptualized bystander training as part of DEI? Kristen Motzer: That's a really great question and an important one. So, if we think about our philosophy at LRN, and within our inspire content with the library, we think about DEI as the antidote to harassment and discrimination. So, diversity, equity and inclusion content around respect, allyship, these are the kinds of things that the mindset and the skills we build that will prevent harassment and discrimination. So, if we think about bystander and being able to put that respect and allyship to work, when you see something that needs to be dealt with, that should be reported, bystander intervention isn't just about harassment and discrimination and these kinds of scenarios. It's about as much that helps our HD programs. It's about a kind of culture that you want to build. It's not just about preventing the worst kinds of sexual harassment and discrimination. It's about actively speaking up and knowing that when people see microaggressions, when they see subtle behavior that excludes people, that hurts victims. But it's not illegal. It's not quite at that level of being something illegal, but it's saying, this is not something that we want to see in our culture and our culture, we treat people with respect no matter who they are. And DEI is about building a culture that gives everyone the freedom to be themselves and the tools they need so they can thrive and make their best contribution and be these ethical employees in this ethical culture that we want to have. And we have to decide that's what we want to create, and that's what we want to protect. So, it's more than just preventing the worst kinds of bad behavior. It's about being intentional in saying instead of just thinking prevention, we're going to build. We're positively choosing these behaviors that create an equitable and inclusive culture for everyone. So, we see bystander training as a critical part of this broader DEI program, and it's really seeing it as a tool that can enable our partners and employees to create and maintain the kind of culture that they want to have at work. Felicity Duncan: I think that's a really important point, and it's essentially the difference between doing the baseline of compliance and moving further beyond that to actively create good. At LRN, we argue that by doing that, by going beyond, we obey the basic rules to we actively try to make a great environment, that is a real business advantage for organizations that that taking those extra steps is not only the right thing to do, but it's also the smart thing to do. So, can you talk a bit about how you would see having a robust bystander training program and having a speak up culture is actually going to benefit partners beyond the sort of avoiding the fines and problems that come with harassment? Kristen Motzer: Absolutely. That's a great question. So, if we think about this kind of culture where employees speak up, it's a culture where employees feel trust. And we know that employees feel that trust, not only will they speak up, but they will behave more ethically. In general, they will feel, this is the environment we're in, this is what the culture expects from me. This is what the highest levels of leadership expect from employees and from our culture. This is what we do here. So, if you think about that trust and that psychological safety of being able to be who I am and know that I can speak up, if I see behavior that I don't want in the workplace, I go to work to do a good job, to do something that I'm passionate about doing, and I shouldn't have to worry about am I going to get harassed today or discriminated against. So, it's really in everyone's best interest to create this culture, because also the trust, it increases engagement. So, every organization wants engaged employees. It's good for business. So, if we think about this kind of culture that encourages people to be themselves and to stand up for others, then you've got employees who are engaged with the organization, with its values and the mission that it's trying to achieve, and that's good for everyone. Felicity Duncan: See, and I think it's really important to draw these connections because you can think about bystander training as being, well, there's this new Chicago requirement and we're going to have to give people an hour of bystander training and get that compliance box ticks. But I think it's really important for companies to think about this more broadly. About culture, about engagement, about having happy people in your office who are there for more productive, right? None of this is happening in isolation as a box ticking exercise. It's really all about building the kind of workplaces where people want to be. Kristen Motzer: Absolutely. Felicity Duncan: But clearly this is a conversation we could be having all day, but we are out of time for today. Kristen, thank you so much for joining me on this episode. My name is Felicity Duncan, and I want to thank you all for listening to the Principled Podcast by LRN. Outro: We hope you enjoyed this episode. The Principled Podcast is brought to you by LRN. At LRN, our mission is to inspire principled performance in global organizations by helping them foster winning ethical cultures rooted in sustainable values. Please visit us at lrn.com to learn more. And if you enjoyed this episode, subscribe to our podcasts on Apple Podcasts, Stitcher, Google Podcasts, or wherever you listen. And don't forget to leave us a review.  

Jennie Brooks, host of the Unstoppable Together podcast, sits down with Executive Director of Right To Be, Emily May. Addressing the alarming rise in harassment and violence directed at marginalized communities across the country, they discuss what you can do to help if you encounter harassment as a bystander. Emily shares some of Right To Be's proven de-escalation tactics as well as its “5D model” for safely assessing a situation and effectively intervening.

When we witness gender-based violence it can be tricky to know how to respond, even when we really want to help. Using the 5 D's of Bystander Intervention, this episode offers practical tools to help identify when and how to respond in a way that is safe and supportive. We all have a part to play in creating a culture of accountability that doesn't tolerate acts of gender based violence.

A mother and her baby are enjoying a lovely day in the park when two bystanders intervene.

Hollaback! began as a blog to collect stories of street harassment. Now called Right To Be, it has evolved into an organization that fights harassment in all its forms. The first training they developed was on tools to combat street harassment. They have just completed a study that shows the effectiveness of the training for participants. We speak with director of training Kelly Erickson.

Right to Be's Co-Founder and Executive Director Emily May + Deputy Director Jorge Arteaga join Zerlina and Jess on the show to talk about their new book I've Got Your Back: The Indispensable Guide to Stopping Harassment When You See It, available on May 10th! Every day, we see spike after spike in incidents of harassment.  Whether it's harassment against women, black lives, the LGBTQ+ community, or the rise in anti-Asian-American harassment since COVID-19 hit the US in 2020, we're all feeling a bit more anxious and maybe a little helpless.  But, what can we do about it without sacrificing our safety?I've Got Your Back: The Indispensable Guide to Stopping Harassment When You See It (on sale May 10) by Jorge Arteaga and Emily May of Right to Be, a globally-recognized non-profit working to eradicate harassment and discrimination in all its forms, teaches readers the ins and outs of bystander intervention using their methodology: the 5D's of bystander intervention—distract, delegate, document, delay, and direct. Each chapter of I've Got Your Back dives deeply into what these D's can look like in practice, whether incidents of harassment take place in public, online, or at work.  There's even a quiz to determine what kind of bystander intervention feels the most comfortable for you, based on the type of harassment you're witnessing.We live in a world where harassment may still happen.  But when it happens, we hope there will be someone who stands up against it.  We have to be the change.  Maybe that person will be you.

We're joined by Teresa and Enoch of Main Street Patrol to chat through why they organized for their community, what community means to them, and how everyone can show up and give back in their own way. With the rise of Asian hate crimes in New York, this episode is one that's a bit closer to our hearts. We hope you enjoy and be inspired to take action in a way that both serves you and your community! Follow Main Street Patrol ✨ Instagram: https://www.instagram.com/mainstreetpatrol/ Website: https://www.mainstreetpatrol.org/ --- Send in a voice message: https://anchor.fm/asian-glow-up/message Support this podcast: https://anchor.fm/asian-glow-up/support

This episode discusses a new initiative VA released to help empower individuals with the tools and techniques they need to respond if they witness harassment or sexual assault at a VA Facility. The speakers highlight how eliminating harassment and sexual assault within the VA is a top priority for VA and why this training is so important to this mission.

Oh, we know. You, our beloved Crime Family, have heard of Sam Sheppard. You probably know the story. Welllll, did you know he had a second...career? Or that he killed someone...just...not his wife? Also, Bailey has some information that hits her close to home, and we know you're going to be surprised! Second story: Bystander Syndrome is a real thing. A really awful thing. But there are dozens of heroic examples of Bystander Intervention, and they save lives, over and over again. Beth will share some great ones that will make you proud of humans again! We're always so glad to have you back at the BnB! Have a seat, grab a glass of something delicious, and let's do Episode 12!

Kenneth Andoll an R2 Performance Specialist here at Ft. Bliss joins us for a conversation on Bystander Intervention and Behavior. We talk about some aspects of human nature and behavior that sometimes cause us to remain passive and not intervene when necessary. Kenneth may be reached at Andollk@magellanhealth.com to for inquiries or to schedule training.

This New Year's Eve, enjoy some recent conversations with experts to guide us to 2022: Cheryl Strayed, bestselling author of Wild, Tiny Beautiful Things, and Brave Enough, takes questions from listeners on how to get started on that creative project, push through writer's block, and just keep going. Michelle Singletary, personal finance columnist for The Washington Post and author of What To Do With Your Money When Crisis Hits (Mariner Books May 18, 2021), answers listener questions on finances, from how much to put away each week to how to invest ethically. Jamilah Lemieux , co-host of Slate's weekly parenting podcast, "Mom and Dad Are Fighting," answers listener questions about parenting, from what to do if your kid is afraid of the dentist to playdate etiquette. Amir Levine, MD, adult, child and adolescent psychiatrist and neuroscientist, conducting neuroscience research at Columbia University and co-author of Attached: The New Science of Adult Attachment and How It Can Help You Find - and Keep - Love (TarcherPerigee, 2012), discusses his book and why it continues to be so popular for people who are dating. Julia Cameron , author of several books including The Artist's Way (TarcherPerigee; 25th Anniversary ed. edition, 2016), discusses her book and why it continues to be so popular for people who are tapping into their inner artist. Melissa Brown, assistant professor of communication at Santa Clara University, discusses research examining ways people bully others online and what bystanders can to decrease harmful effects of cyberbullying. These interviews were lightly edited for time and clarity; the original web versions are available here: Cheryl Strayed on How to Get Started (Oct. 13, 2021) Financial Therapy With Michelle Singletary (Oct. 18, 2021) How Do I Help My Kid With Their Vaccine Needle Phobia? And Other Parenting Questions (Oct. 14, 2021) Bigger Than Self-Help: 'Attached' by Amir Levine and Rachel Heller (Dec. 7, 2021) Bigger Than Self-Help: 'The Artist's Way' by Julia Cameron (Dec. 9, 2021) Bystander Intervention on Social Media: Responding to Racist Hate Speech and Cyberbullying (Dec. 13, 2021)

Step up to help some one --- Send in a voice message: https://anchor.fm/Tammy English /message

Ms. Lelia Jackson, Director of the Office of Assault and Harassment Prevention, talks about a new training on bystander interventions through the VHA and what the VHA is doing to support Veterans who have experienced harassment or sexual assault. Learn more at www.veterantraining.va.gov/bystandertraining/ or click on the red stop sign at www.va.gov/health.

Melissa Brown, assistant professor of communication at Santa Clara University, discusses research examining ways people bully others online and what bystanders can to decrease harmful effects of cyberbullying.

Kelly speaks with Julie Lalonde, public educator, activist and author about a 16-year-old girl who was rescued after it appeared she used a TikTok hand signal introduced by the Canadian Women's Foundation. See omnystudio.com/listener for privacy information.

Seventy percent of people report that they have done something abusive to someone else online, and a majority report being cyberbullied themselves. Nearly 90 percent of teenagers report witnessing online bullying. In a new report published by Brookings, “Bystander intervention on social media: Examining cyberbullying and reactions to systemic racism,” researchers examine the cyberbullying phenomenon, especially its racial aspect, and the strategies onlookers use to intervene. On this episode, two report authors discuss their findings: Rashawn Ray, senior fellow in Governance Studies at Brookings and a professor of sociology and executive director of the Lab for Applied Social Science Research at the University of Maryland; and Melissa Brown, assistant professor in the Department of Communication at Santa Clara University.  Also on this episode, Governance Studies Senior Fellow Molly Reynolds explains why Democratic leaders in Congress are using reconciliation to try to pass President Biden's legislative priorities, and why that process can be so difficult to use to achieve policy goals. Show notes and transcript:   Follow Brookings podcasts on Apple or Google podcasts, or on Spotify. Send feedback email to , and follow us and tweet us at  on Twitter. The Brookings Cafeteria is part of the .

Taraleigh and Leah talk with GrooveSafe founder Ashley Driscoll and transformational coach Jessica Hans-Smolin. Ashley shares her passion for the movement of consent culture behind GrooveSafe's mission and talks about her recent experiences hosting bystander awareness trainings, spreading the message of consent, and hosting a table inside venues on Phish tour. Jess informs listeners how she was inspired by Ashley's mission and what her and Taraleigh will be offering for fans who have had experienced unwanting touching or sexual assault at shows. For the “Did you Know,” Leah shares research that supports Groovesafe's Bystander Intervention training and how a simple response can make a difference in how a person is affected by the experience in the future. Taraleigh encourages everyone to be proactive and educate themselves towards a safer consent culture in the “Daily Jam.”Ashley Driscoll is the founder of GrooveSafe, a movement within the musical community to bring awareness about unwanted touching and sexual assault at concerts. In the fall of 2016, there was an incident at a Phish show in Las Vegas where a man's girlfriend was groped and it created a loud online discussion. This prompted Ashley to extend the conversation outside of her trusted circles. She created a thread in a large internet Phish forum and the response was overwhelming. There was a variety of responses ranging from “I had NO idea this was happening” to “Thank you for addressing this, I didn't realize I was assaulted until this conversation”. Ashley learned so much from that research and those testimonials, not only how frequently this was happening, but it happens while sober, in every music scene and to people of all genders that she knew she needed to start a movement. GrooveSafe's mission is to Stop sexual assault at concerts; Create safe and respectful dance spaces; Teach that consent is mandatory; and Emphasize respect for boundaries in a pandemic. Find out more at https://groovesafe.com/. Jessica Hans-Smolin is a supporter of GrooveSafe and the founder of Free Your Essence Coaching where she works with those who identify as weird and wild women in a joyful, loving, sacred space where weird and wild magic is remembered and co-created every day. She helps her clients access their relationship to their unique gifts so they can skillfully embody their weird and wild in the world every day which she believes makes this world so much more vibrant and exciting to be a part of. Jess believes that it is everyone's birthright to live their version of a free, fully expressed life. She is a Master Level Certified Health and Life Coach, Certified Yoga Teacher, Nature Worshiper, Moon Dancer, Mother, WILD WOMAN, Ritual Lover, Sacred Rebel and carries her Licensed Masters Degree in Social Work. She lives in Nyack, NY with her partner Pete and son Llewyn and two crazy cats. She loves hiking, dancing barefoot in the moonlight, ritual-multi-dimensional portal jumping, live music medicine and circling up around the fire with her sacred sisters. To find out more about Jessica's offerings and the Weird and Wild Woman Community, you can follow Jessica on Instagram @FreeYourEssenceJess or email her at jess@freeyouressencecoaching.com, to get on the list and receive Weird and Wild meditations, activations, sacred practices, offers and inspiration. This podcast is available on Apple Podcasts, Spotify, or... See acast.com/privacy for privacy and opt-out information.

The recent tragedy of the rape of a woman on public transportation last week has sparked national outrage and resentment. Many reports claimed that witnesses watched the incident transpire and took videos of it for their own gratifications. NBC10 reported District Attorney Jack Stollsteimer "That is simply not true. It did not happen. We have security video from SEPTA that shows that is not the true narrative.” This week Flashpoint will focus on the importance of bystander intervention. KYW's Antionette Lee speaks with WOAR's Teresa White-Walston, Director of Education Services, and Rachel Copen, Director of Counseling Services on their bystander intervention program in their efforts to fight against sexual violence. Our Newsmaker of the week is Sappho Fulton CEO of Sappho and LaRoyce Foundation an organization specifically for the QTBIPOC community. Sappho has been a long-time community activist with a focus on domestic abuse and violence within the communities. The Philly Rising Changemaker is Dr. Helena Fontes of the NewView Institute and her efforts to aid domestic violence and counsel young men to prevent domestic violence. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Dan Schorr and Alyssa-Rae McGinn discuss bystander intervention, its importance in preventing sexual assaults and other misconduct, and helpful strategies to understand when intervening (Episode 41)

Understanding how bystander intervention can help prevent dangerous or harmful situations

Understanding how bystander intervention can help prevent dangerous or harmful situations

Since April of 2020, American Friends Service Committee (AFSC) has been bringing in-the-moment updates of our work responding to community needs and addressing issues around the world through our weekly series of Facebook Live conversations. AFSC On the Issues revisits those conversations in podcast form to help you stay informed and stay engaged with our work to build peaceful and just communities.In this episode, join Jacob Flowers, AFSC Regional Director, and Sophia Burns, Robert Andrew Stuart Fellow, as they share tips and insight into community safety and de-escalation practices to help create safer spaces.To learn more, visit AFSC online at www.afsc.org, and connect with us on social media.

Kathryn Marsh & Melissa Hoppmeyer are prosecutors specializing in child abuse, sexual assault and domestic violence crimes.  They are also co-founders of Right Response Consulting, an agency that provides training and in theareas of sexual assault, sexual harassment and human trafficking. Facebook @NoGreyZonerrcInstagram @NoGreyZonerrcTwitter @NoGreyzonerrcKyle Richard: has become an outspoken advocate for victims of sexual assault and bystander intervention after being shot twice in the summer of 2017 while interrupting a sexual assault.  He works with It's on Us and Set the Expectation to speak with athletes and men across the country.  He advocates for Positive Manhood, Bystander Intervention; Respect and sharing vulnerabilities. Kyle has received a number of awards to include the 2018 Orange Bowl Courage Award recipient, that recognizes a college football player who has displayed bravery on or off the field, the Next Generation Award from Kristin's Fund, the Biden Courage Award for Bystander Intervention from It's On Us and the Biden Foundation About his story:ESPN Orange Bowl Courtland Voice Social Media Facebook: @kyle_t_richInstagram: @realkylerichard  Set the Expectation https://www.Settheexpectation.comIts on Us  Podcast Music:I'm Just Good by Johny Grimes https://soundcloud.com/johny-grimesCreative Commons — Attribution 3.0 Unported — CC BY 3.0 Free Download / Stream: http://bit.ly/im-just-goodMusic promoted by AudioLibrary https://youtu.be/2wrYUBtrjGM br> https://www.youtube.com/watch?v=JZ1maOwEZy0

“Access rules the landscape—every attacker wants it, and every employee has it,” says Jon Ford at Mandiant, who joins this month's episode, sponsored by Alert Enterprise, to discuss insider threat elements and how to address risks and resilience. Also in this episode, Willem Ryan shares insider threat vs. insider care guidance, and Emily May breaks down the options available to bystanders who could intervene in harassment. This episode was sponsored by Alert Enterprise. Learn more at www.alertenterprise.com

Have you ever witnessed harassment - whether in the workplace or on the street - and not known what to do? In this episode, I interview Gabriela to find out the best ways you as a bystander can intervene to protect women from harassment in the workplace as well as in other public spaces. I am also linking the FREE training you can take to learn more about this below.https://www.ihollaback.org/bystanderintervention/Support the show (https://www.patreon.com/theempoweredwomanrises)

On todays episode of Table Talks, we will talk Bystander Intervention, a type of training used to prevent harmful behaviors. In todays episode, listeners will gain insight into the basics of bystander intervention, and learn how to overcome their barriers to stand up against violence! Music

Join Heidi and Melissa for a discussion with Dr. Sarah Meiser, a 2021 graduate from the University of Portland, on her research on the relationship between values and bystander intervention.

This week, we (Aaron and Gerrie) share our thoughts on Hollaback's Bystander Intervention training after taking it! With all the attacks on Asian people in America, we want to be less scared and more proactive individuals when it comes to stepping in to stop attacks on anyone. We also talk about how we self-care, whether self-care in an office setting is only for white people, and provide updates on new community solutions to combat hate incidents. -- WHAT'S POLITICALLY ASIAN PODCAST? Two Asians talking about politics and the Asian American community to get more Asians talking about politics! Join comedians Aaron Yin (he/him) and Gerrie Lim (they/them) for 45 minutes-ish each week as they discuss current topics and events related to Asian Americans through the lenses of history, class, and advocacy. Think John Oliver's show, but there's two of us, and we're Asian. -- CHECK US OUT ON SOCIAL MEDIA: Our memes are so good Asian people will mention them when they meet us in real life. ➤ Instagram: https://www.instagram.com/politicallyasianpodcast/ ➤ Twitter: https://www.twitter.com/politicasianpod ➤ Website: www.politicallyasianpodcast.com -- INQUIRIES: politicallyasianpodcast@gmail.com -- SUPPORT US ON PATREON (currently fundraising for Canva Premium for even better memes and for episode transcription services): www.patreon.com/politicallyasian -- ALGORITHM? #asian #asianamerican #asianpodcast #asianpodcasters #podcast #asianpodcasts #aapi #stopasianhate #stopaapihate #apimedia #apahm #asiancomedy #asianjokes #asianmemes #subtleasiantraits #boba #asianpolitics #representation #representationmatters #asianculture #asianamericans #politics #asianpolitics #representasian #chinatown #abolition #aapihistory #crazyrichasians #shangchi #leftist

Let's have an honest look into Bystander Intervention, the problem with the online activist mob calling out CAFEMADDYCAB, and is Asian American vigilantism the only answer?The Millennial Boomer Podcast is the voice of an unfiltered and an unapologetic Asian American living in the east coast speaking on politics, community, and culture. Common sense and honesty has been lost in todays conversation. Asian Americans are continually being sidelined in today's society while also being pulled from one political spectrum to the other. Forget all that clowning. This podcast lifts Asian Americans period and brings out thoughts that Asian Americans think but dare not say.  Social Media  Instagram: https://www.instagram.com/millennialb...​ Facebook: https://www.facebook.com/millennialbo...​ Apple: https://podcasts.apple.com/us/podcast...​ Spotify: https://open.spotify.com/show/7idQUCK...  

In the two weeks immediately following the Georgia attack that killed 8 people, 6 of them Asian women, over 40,000 people signed up for trainings in bystander intervention with an incredible organization called Hollaback! They're really leaders in the world of bystander intervention as a tool to end harassment, teaching a framework known as the “Five Ds” (Distract, Delegate, Document, Delay, and Direct) which many groups who do similar work borrow from them.According to Emily May, Hollaback!'s Co-Founder and Executive Director, “It's something that all of us can do to take care of each other when harassment happens that slowly but surely chips away at the institutions that underlie it – the institutions of racism and sexism and homophobia that allow it to proliferate to the extent to which it has.” She adds, however, that bystander intervention is only one piece of the solution, noting that we have to also turn to restorative and transformative justice, and “solutions we haven't even imagined yet.”I had the opportunity to speak with May from her Brooklyn office for Nonviolence Radio about showing up for community, the 5 Ds, why they don't recommend calling the police, the power of sharing our stories (they have an App for that!), and the importance of ‘resourcing' organizations like Hollaback! Following the interview, Michael Nagler gives the Nonviolence Report for the first week of April, 2021.

How Hollaback! is Creating a Culture of Communty Accountability and Mutual RespectIn the two weeks immediately following the Georgia attack that killed 8 people, 6 of them Asian women, over 40,000 people signed up for trainings in bystander intervention with an incredible organization called Hollaback! They're really leaders in the world of bystander intervention as a tool to end harassment, teaching a framework known as the “Five Ds” (Distract, Delegate, Document, Delay, and Direct) which many groups who do similar work borrow from them.According to Emily May, Hollaback!'s Co-Founder and Executive Director, “It's something that all of us can do to take care of each other when harassment happens that slowly but surely chips away at the institutions that underlie it – the institutions of racism and sexism and homophobia that allow it to proliferate to the extent to which it has.” She adds, however, that bystander intervention is only one piece of the solution, noting that we have to also turn to restorative and transformative justice, and “solutions we haven't even imagined yet.”I had the opportunity to speak with May from her Brooklyn office for Nonviolence Radio about showing up for community, the 5 Ds, why they don't recommend calling the police, the power sharing our stories (they have an App for that!), and the importance of ‘resourcing' organizations like Hollaback!  

The recent report by the Center for the Study of Hate and Extremism at the California State University in San Bernardino Asian hate crimes have increased by 150% during the Covid 19 pandemic. According to AAPI or the Asian American Pacific Islander national report, 3,795 incidents of hate crimes with verbal harassment, physical assault, civil rights violations, This number is only a fraction of what Asians are experiencing, Many hate crimes are under-reported. In this episode, you can learn what you can do to Stop Asian Hate. Use the Bystander Intervention of the 5 Ds. Distract, Delegate, Document, Delay and Direct. Thank you.

Bystander Intervention is a way to get the skills and the training that we need to feel comfortable in community situations to be able to de-escalate violence that's in word from other people or in deeds.  On the show today,  is Mary Hanna a core team member of the Meta Peace Team.

Sexism and harassment are two poisons deeply rooted in culture and politics that are yet to be purged by society from its system. Many people still suffer from these disgusting philosophies, particularly minorities. Kimra Luna aims to change our take on this matter by sitting down with the author and front person for War on Women, Shawna Potter. She explores the contents of her book, Making Spaces Safer, which focuses on how to deal with such toxic situations by empowering every space we move around in and the people we mingle with. Shawna also shares the Five D's of Bystander Intervention, as well as some tips for young women who want their voices to be heard.

Shawna Potter, front person of feminist hardcore punk band, War on Women and author of her must have book, "Making Spaces Safer: A Guide to Giving Harassment the Boot Wherever You Work", joins me as we discuss the the five "Ds" of bystander intervention. She talks about the role of everyone in achieving safer spaces for all. The book is practical, non preachy and a must for looking out for each other and ourselves. She also shares what the band has been up to, what to expect on her new podcast " but her lyrics" and what she's been binge watching doing during lockdown. To connect with Shawna visit: @shawnapotterwow @waronwomen https://shawnapotter.com https://www.facebook.com/ShawnaPotterOfficial/ https://www.patreon.com/shawnapotter/ Get the book at all the usual places!

Join us for a discussion with Hailey Hogan from the Help Center as we chat about bystander intervention. Hailey covers the basics about what bystander intervention is and why and how you should become an active bystander. 

Adam Vogal is the President of the Oregon Peace Institute. What is to be done when one is out in public, and suddenly on the cusp of a violent situation? Adam conducts training on how to make sound choices.