UMB Digital Archive

Scholarship & History

The UMB Digital Archive is a service of the Health Sciences and Human Services Library (HSHSL) that collects, preserves, and distributes the academic works of the University of Maryland, Baltimore. It is a place that digitally captures the historical record of the campus.

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Recent Submissions

Open Access
AI Isn't the Answer. Leadership Intelligence Is.
(Society for Human Resource Management (SHRM), 2026-05-05) Walker, Tracey
In this AI era, leaders, what do you see? Do you see disruption, or do you see enablement? That question now sits at the center of every boardroom, every strategy offsite, every quiet moment of reflection for leaders navigating the accelerating force of artificial intelligence. The moment for passive observation has passed. The decision now is whether to reinvent in ways that deliver business value or risk becoming irrelevant. But the real answer has little to do with technology itself and everything to do with us. The urgency is clear. Eighty-nine percent of CEOs expect AI to redefine how their organizations create and capture value in 2026, according to the SHRM 2026 CEO Priorities and Perspectives report. But turning that ambition into reality isn’t easy. In fact, 21% of HR professionals say failed AI efforts would pose a high risk to their organization’s operations and reputation, according to SHRM’s From Adoption to Empowerment: Shaping the AI-Driven Workforce of Tomorrow report. This is the tension leaders must navigate. AI alone does not define the future. People do. It is AI plus human intelligence, AI + HI, that yields ROI, as SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, often emphasizes. The expanded equation demands something more: a new kind of leadership intelligence — “LI” — built for the moment. LI is a new way of assessing leaders, but it will separate those who react from those who will succeed now and into the future.
Open Access
EAP Utilization: Is Your Employee Assistance Program Really Working for Nurses and Staff?
(Vital WorkLife, 2026-02-17) LeBlanc, Julie
Today, nearly every organization offers some type of Employee Assistance Program (EAP) to its employees. But despite the widespread availability of resources, utilization rates remain incredibly low. Historically, employers have reported that only  4-5% of employees actually use their EAP services each year.  But this lack of EAP use may actually say more about the services offered than the need they’re intended to address. In healthcare settings, hospital and health system leaders know their teams are struggling. Nurses, advanced practice providers (APPs), doctors, and frontline staff continue to work 55+ hours each week in dynamic, high-stress environments. Under these circumstances, the question isn’t whether your staff needs support. The question is: why aren’t they using the support that's available?
Open Access
Every Mental Health Journey Begins with Being Seen
(Substance Abuse and Mental Health Services Administration (SAMHSA), 2026-05-01) Carroll, Christopher D.; Thomas, Tison
Every year, tens of millions of Americans experience mental illness—but too many still struggle to be seen, heard, or connected to the care they need. Mental Health Awareness Month is a time to recognize this reality and act on it. Working in the behavioral health field, we know that when someone is going through a crisis, it can be difficult to know how to support them. This month, SAMHSA is encouraging everyone to “See the Person. Support the Journey.” See the Person Mental health shapes how people think, feel, and connect with others every day. For individuals living with conditions such as schizophrenia, bipolar disorder, or major depression, daily life can become unpredictable and overwhelming. When substance use co-occurs with mental illness, these challenges can make it even harder to find stability or seek help. And when someone is in an emergency room, crisis center, or inpatient psychiatric unit, it’s likely one of the most difficult moments in their lives. In those settings, what often makes the greatest difference is having someone take a moment to sit, listen without judgment, and acknowledge what they were going through beyond the immediate crisis. Small acts such as learning someone’s story, calling them by name, or simply being present helps create trust in an otherwise uncertain environment. These moments reinforce how compassion, even in brief encounters, can help open the door to stabilization and recovery. That’s what it means to be seen, and every journey toward recovery begins there.
Open Access
Working with First Responders
(2026-03-10) Fay, Joel
This presentation will provides information about the law enforcement culture, challenges for treatment and treatment approaches that are culturally competent and accepted by responders. Goals: Goal 1: Develop cultural competency in working with law enforcement personnel. Goal 2: Recognize the impact of chronic and acute stress on law enforcement personnel. Goal 3: Understand effective therapeutic approaches for law enforcement personnel. Objectives : Objective 1: By the end of the presentation, participants will be able to identify three unique occupational stressors that impact law enforcement mental health. Objective 2: By the end of the presentation participants will be able to describe at least two evidence-based counseling approaches effective with law enforcement personnel. Outline: Law Enforcement Attitudes and Careers; Over time, police officers often feel trapped or hopeless about their job, which has important implications for both their personal and professional lives, including their mental health; Police personality traits often prevent them from asking for help and from getting the help they need to live a full and rewarding life; Clinical Issues in Treating Police; There is a significant prevalence of PTSD, anxiety, and depressive disorders among active-duty police, much greater than the general population; Treatment approaches with this population must include self-disclosure, experience working with the population, and knowledge of the culture and associated treatment best-practices.
Metadata only
Supporting Federal Workers: A Conversation on Providing Social Work and Mental Health Services for the Federal Workplace through Employee Assistance Programs (EAPs)
(2026-04-27) Frey, Jodi J.; Chen, Eva; Hardy, Gary
In recognition of Mental Health Month, join the University of Maryland School of Social Work for a timely conversation on how social workers and Employee Assistance Professionals support federal workers, their families, and the agencies that serve our country. This one-hour webinar will feature UMB SSW alumni Eva Chen and Gary Hardy, who have built distinguished careers in workplace social work and Employee Assistance Programs (EAPs) in federal settings. Through a moderated panel discussion by Dr. Jodi Frey, also a UMB SSW alumna with federal EAP and workplace social work experience, speakers will share their professional journeys, insights into the behavioral health needs of federal employees and families, and the important role of EAP in promoting well-being, reducing stigma, and strengthening organizations. With experience spanning the U.S. House of Representatives, the National Institutes of Health, military and federal service systems, and support for active-duty service members, first responders, and their families, panelists will offer a unique perspective on social work careers in public sector workplace settings. Eva Chen brings leadership and consultation experience from the House and NIH, while Gary Hardy brings a 30-year federal career supporting those in service-related professions including the U.S. Army and USAID. The session will also highlight career pathways for current MSW students and alumni interested in workplace social work, employee assistance, and federal service. Gary Hardy will briefly share how participants can connect with EAPA to learn more, build professional networks, and get involved in the field.