• Addressing Racial & Ethnic Bias in the Workplace

      McNutt, Bryan R. (EAPA, 2021-04)
      In the wake of the tragic deaths of George Floyd, Breonna Taylor, and other Black lives at the hands of police in 2020, many organizations have been challenged with addressing the presence of racial and ethnic discrimination within their own cultures, especially those with predominantly white leadership. While many organizations are gradually beginning to acknowledge the need to address these uncomfortable realities, only a minority of them appear to be making efforts of substantive change.
    • Born on Third Base

      Wrich, James T. (1998-11-10)
      The purpose of this article is to encourage EAPs to accept the challenge of addressing the issue of diversity since fighting for those whom the mainstream would leave out was what this field was founded on when it addressed employee alcoholism thirty years ago.
    • Born on Third Base

      Wrich, James T. (1998-11-10)
      In believing that there is an equal playing field for all races and genders in this country, it fails to recognize the importance of the one indispensable asset which more than any other paved the way for my friend and me -- White Male Privilege. Along with most of my White brothers, I was born on third base in the ball game of opportunity while sixty percent of the population has to fight like hell to even get into the ball park. Whether times were good or bad, my gender and skin pigment made everything easier for me than for my sisters of all descriptions and my brothers of color. And being tall didn’t hurt, either. Without these characteristics, little that I have achieved would have been possible. Especially in the workplace.
    • The Conceptualization of Race and Racism in the Discourse Addressing Racial and Ethnic Health Inequities

      Vanidestine, Todd J.; Reisch, Michael, 1948- (2015)
      The conceptualization of race, racism, and Whiteness through language and discourse influences policy agendas to eliminate racial and ethnic health disparities/inequities. The manner in which these terms are conceptualized within health promotion agendas also influence the ways social welfare/health professionals take action to address them. The definition of terms like "race," "racism," or "Whiteness" can potentially reinforce or challenge previously held understandings of these concepts. The meaning assigned to racial concepts also reveals who has the resources to interpret, reproduce, and benefit from the sanctioned knowledge. The purpose of the current qualitative study was to explore how policy agendas and social welfare/health professionals conceptualized race, racism, and Whiteness. Additional considerations included the possible influence of those conceptualizations on their actions to address racial and ethnic health disparities/inequities was examined. The primary sources of data were published policy agendas designed to address racial and ethnic health disparities at the city, state, national, and international levels. Furthermore, social welfare/health professionals working in West Baltimore also participated in qualitative interviews as an additional source of information. Grounded theory theme identification (GT; Charmaz, 2014) and critical discourse analysis (CDA; Fairclough, 2009, 2012) provided the methodologies to analyze both sources of data. The city, state, and national policy agendas to eliminate racial health disparities/inequities focused on two complementary discourses, state-sanctioned racial categorizations and racial differences, as the basis for individual-focused interventions. Similarly, the professionals' discourses included skin color identification/categorization and racial [pre]judgments/discrimination. Finally, the common discourses professionals used to describe actions taken to address racial and ethic health disparities were: a) collaboration, engagement, and outreach; b) health provision and promotion; and c) race training, awareness, and diversity. Conversely, the international policy agendas included discourses of government accountability, political context, and theorizing social power. The language and discourse assigned to racial concepts within the professional context can act as barriers or bridges to the formation of comprehensive policies and practices to address the injustice of racialized health outcomes. In turn, the meanings we assign through language and discourse inform the types of analyses and interventions we implement to eliminate racial and ethnic health outcomes.
    • Connecticut EAPA Chapter President’s Messages

      Boissonneault, Daniel (2020-06-05)
      These are letters written by EAPA-CT (Connecticut) Chapter President, Dan Boissonneault, in response to recent issues in the U.S.: racial injustice; elections, diversity and inclusion, and the role of EAP in approaching these issues..
    • Creating space for difficult conversations

      Perspectives, 2020
      Conversations around diversity and inclusion have been happening in and around workplaces for years. Starting conversations on racism, discrimination, and how your coworkers feel about how they are being treated can be challenging and uncomfortable-- but they are necessary. If your employees do not feel safe, they will most likely not share their true experiences and feelings. Whether you are a leader or a colleague, consider how your actions could lead someone to believe you are insensitive to their struggles. An employee or coworker not expressing their feelings and fears does not mean they do not exist.
    • How Employee Assistance Programs Can Help Your Whole Company Address Racism at Work

      Frey, Jodi J (Harvard Business Review Press, 2020-10-14)
      It may surprise some employers to know that when employees experience racism and/or other forms of discrimination and oppression, one of the places they can turn for help is their Employee Assistance Program or EAP. While EAPs are thought of more often for use by employees for short-term counseling and referrals to help employees manage personal problems so that they don’t interfere with work performance and productivity, it is important to remember that EAPs also provide workplaces with services including organizational assessment, management consultation and strategic crisis prevention and response. It is precisely because of this mix of individual and organizational level of services that EAPs are in a unique position to help employees work through the trauma of racism and to provide workplace leaders with an invaluable insider view of complex workplace problems, including racism.
    • How to talk to your children about racism

      Concern EAP (Concern EAP, 2020)
      As protests spill into a second week, many parents are struggling with the need to protect their children from seeing the worst of the violence while at the same time trying to explain the consequences of racism. Whether from social media, talking with friends, or overhearing conversations, children know what’s going on. This might be a good time to start a conversation so that they don’t have to navigate their feelings alone, and to keep the conversation going when we’re not in a crisis mode.
    • U.S. Businesses Must Take Meaningful Action Against Racism

      Roberts, Laura Morgan; Washington, Ella F. (Harvard Business Review, 2020-06-01)
      More than one pandemic is affecting the lives of people in the United States. While COVID-19 is one issue, racism is another. This article provides guidance on missteps to avoid when addressing inclusion in the workplace, as well as a framework of ways for companies to take meaningful action to show greater compassion for and better support marginalized workers.
    • Understanding Financial Behavioral Health and Race (Racism), and their Association with Investment Risk Willingness

      Anvari-Clark, Jeffrey; Frey, Jodi J; 0000-0003-3234-8549 (2022)
      The conception of financial behavioral health (FBH) is new and lacks a common definition. This dissertation frames FBH as being comprised of financial precarity, financial self-efficacy (FSE), and financial well-being, and has the potential to influence multiple other behavioral health domains. The literature review shows how each component of FBH relates to other domains of behavioral health, including mental health, physical health, coping health, and social health. Stress and life course theory and insights on scarcity from the behavioral sciences are used to understand how FBH impacts the human condition, which, in a negative context, can manifest as money disorders. To explore FBH empirically, data from the 2018 National Financial Capability Study (N = 27,091; FINRA Investor Education Foundation, 2018) was used. First, a measure of financial precarity was constructed with both objective and subjective components, using exploratory and confirmatory factor analyses, and achieved adequate fit. Next, the relationship between FBH and its component parts was assessed, again with adequate fit. The study attempted to determine how a subset of Black and White survey respondents experienced FBH differently, according to collectivist or individualist financial values orientations. However, it was found through measurement invariance testing that although the FBH model had an excellent fit for White respondent data, it poorly fit the data from Black respondents. Due to the model variance, determining further impact of racial group affiliation on the outcome could not be conducted. The study concluded with a structural equation modeling analysis and determined that, controlling for key demographic variables, FBH accounted for 37% of the variance in investment risk willingness (R2 = .368; β = 0.256, p < .001). The project contributes a new measure of financial precarity and a basis for FBH. The variance between the sub-groups may indicate that the survey questions are inadequately capturing the collectivist experience by which many people treat their finances. The project shows how finances can have a psycho-behavioral impact on well-being and decisions, the influence FBH has on investment risk willingness, and suggests that low FBH may perpetuate wealth gaps.
    • What can I do to help?

      Perspectives, 2020
      As you are navigating your own response to the global and domestic unrest, remember that it’s hard for anyone to have the “right” answers or know what to say. Most of us feel out of control of our lives, fearful for our own safety and the safety of the people we care about and scared of impending changes to the world. For some, this anxiety over the future can be emotionally draining while for others it can spark frustration or rage. Instead of feeling helpless, here are some of our suggestions for how to be an active part of what’s going on, while maintaining your safety.