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ON OUR MINDS
May 2022

“Too much joy, I swear, is lost in our desperation to keep it.”

—Ocean Vuong

***Please note that if you click on a link and it doesn't take you to the section listed, it's because it's in the later part of the newsletter. In order to access it you'll need to go to the end of the email and select "View entire message."***

What's Happening in Our Community?

Why Do So Many Doctors Treat Their Mental Health In Secret?

This NYTimes articles focuses on the mental health stigma within the medical field and can be helpful to keep in mind as we work with our colleagues in mental and physical health fields.
 

House HELP Committee Hearing, April 5, 2022

Laura Groshong, LICSW, Director of Policy and Practice

There are over 100 bills in Congress that affect clinical social work practice.  Nineteen of them were heard in a HELP hearing on April 5 and will be voted on shortly.  They are a good summary of the way that mental health is being addressed currently. You can hear the testimony at the following link: https://energycommerce.house.gov/committee-activity/hearings/hearing-on-communities-in-need-legislation-to-support-mental-health-and 

Good news:

  • The No Health without Mental Health letter on Collaborative Care that CSWA signed on to was discussed and entered into the record;  

  • Rep. Matsui made a direct request for the in-person requirements for telemental health be dropped; 

  • Multiple Reps. talked about the failure of the Mental Health Parity and Addiction Equity Act to give mental health treatment equal coverage with medical care; 

  • Multiple Reps. who talked about the lack of attention to the mental health of children and adolescents; and

  • The importance of ongoing telemental health coverage was discussed.  

Bad news:

  • The only clinicians who testified were psychiatrists;

  • Addiction was discussed as a medical problem, not a mental health one; and 

  • The main treatment discussed was crisis management.

Whether these bills will get passed out of committee is hard to say but there was agreement that there is a mental health crisis, even if the funding to correct it is not yet available.

Here are the bills being considered:

Possible Legislation

H.R. 2376, the “Excellence in Recovery Housing Act” 

H.R. 2929, the “Virtual Peer Support Act” 

H.R. 4251, “Native Behavioral Health Access Improvement Act of 2021”

H.R. 4944, “Helping Kids Cope Act of 2021” 

H.R. 5218, the “Collaborate in an Orderly and Cohesive Manner” 

H.R. 7073, the “Into the Light for Maternal Mental Health Act” 

H.R. 7076, the “Supporting Children’s Mental Health Care Access Act of 2022” 

H.R. 7232, the “9–8–8 and Parity Assistance Act of 2022” 

H.R. 7233, the “Keeping Incarceration Discharges Streamlined for Children and Accommodating Resources in Education Act” or the “KIDS CARES Act”

H.R. 7234, the “Summer Barrow Prevention, Treatment, and Recovery Act”

H.R. 7235, the “Substance Use Prevention, Treatment, and Recovery Services Block Grant Act of 2022” 

H.R. 7236, the “Strengthen Kids’ Mental Health Now Act of 2022” 

H.R. 7237, the “Reauthorizing Evidence-based and Crisis Help Initiatives Needed to Generate Improved Mental Health Outcomes for Patients Act of 2022” or the “REACHING Improved Mental Health Outcomes for Patients Act of 2022” 

H.R. 7238, the “Timely Treatment for Opioid Use Disorder Act of 2022” 

H.R. 7241, the “Community Mental Health Services Block Grant Reauthorization Act” 

H.R. 7248, the “Continuing Systems of Care for Children Act” 

H.R. 7249, the "Anna Westin Legacy Act of 2022"

H.R. 7254, the “Mental Health Justice and Parity Act of 2022” 

H.R. 7255, the “Garrett Lee Smith Memorial Reauthorization Act” 

 

Miriam E. Delphin-Rittmon, Ph.D.
Assistant Secretary for Mental Health and Substance Use
Substance Abuse and Mental Health Services Administration

Testimony

Carole Johnson, M.A.
Administrator
Health Resources and Services Administration

Testimony

Rebecca W. Brendel, M.D., J.D.
President-Elect
American Psychiatric Association

Testimony 

Sandy L. Chung, M.D., F.A.A.P., F.A.C.H.E.
President-Elect
American Academy of Pediatrics

Testimony 

Steven Adelsheim, M.D.
Clinical Professor of Psychiatry and Director
Stanford Center for Youth Mental Health and Wellbeing
Stanford University School of Medicine
Stanford Children's Health

Testimony 

Debra Pinals, M.D.
Medical Director, Behavioral Health and Forensic Programs
Michigan Department of Health and Human Services
On behalf of the National Association of State Mental Health Program Directors

Testimony 

Cassandra Price, M.B.A.
Director, Office of Addictive Diseases
Georgia Department of Behavioral Health and Developmental Disabilities
On behalf of the National Association of State Alcohol and Drug Abuse Directors

Testimony 

LeVail W. Smith, C.P.S.S.
Peer Support Specialist Instructor and Mentor



 
On Our Minds Guest Writer Submission:

Workplace Diversity Is Good for Everyone
by Carleen Moore

 

Diversity in the workplace creates a multitude of benefits for a company, not the least of which is the expansion of the talent pool. But some benefits may not be as obvious and we’ll explore those here. 

 

Washington State Society for Social Work understands how diversity plays an important role in our society, in our communities, and in our workplaces. They bring you this information regarding workplace diversity in hopes of beginning a conversation on how all people have something vital to add to any business. 

 

Before we can begin, however, it’s important to understand exactly what is meant by diversity. It’s more than how a person looks or their ethnicity, though those are certainly two aspects of diversity. It’s also how a person thinks, how the culture they were raised in created a different social and worldview for them, and physical disabilities. 

 

A few examples of diversity include:

 
  • Gender and gender identification

  • Race

  • Ethnicity

  • Beliefs

  • Citizenship status

  • Level of education

  • Income

  • Cognitive and Physical Abilities

  • Age

 

Aside from the goodwill that hiring a diverse staff will engender for your company by showcasing diversity as one of your organization’s strengths, there are real tangible advantages as well.

 

 A diverse workforce adds these advantages. 

 
  • A wider talent pool. A company that embraces diversity attracts a growing population of talented job seekers looking for a more progressive and open-minded place to work.

  • Increased profits. Research from McKinsey and Company has shown that companies in the top quartile for gender, race, and ethnic diversity were more likely to have financial returns above their national industry medians.

  • Increase in employee performance. When employees see their company accept and promote a culture of inclusion, they feel freer to be themselves, relaxed, less stressed, and therefore more productive. 

  • Better decision-making. People Management notes a study that showed that when a diverse team collectively made a business decision, they outperformed single decision-makers by 87%. This was due to including a larger variety of perspectives on the problem. 

 

Ways to make your business more diverse can include.

 
  • Instead of going to big-name agencies for your hires, consider local free-lancers. You’ll automatically get a larger pool of candidates with different life experiences, but you’re supporting your local economy as well. 

  • Make your work environment more accessible for people with disabilities. 

  • Offer opportunities for people normally excluded from the hiring process, like senior citizens and veterans. 

  • Implement mentoring and scholarship programs to provide young people with constructive ways to spend their time while providing positive role models.

 

When hiring a team of diverse employees and freelancers, it’s crucial to keep everyone on track, especially for collaborating team members. Fortunately, a process map template is a fantastic tool, enabling you and your team to analyze the process and outcomes everyone is working on, making it easier for everyone to stay organized and on track. Flowcharts are another tool to add to your process management, outlining the flow of steps to any process in sequential order.

 

Also, consider having a dedicated head of Diversity and Inclusion. If you don’t want to have one person responsible for this aspect of your hiring and human resource management, consider rotating those responsibilities among team members. 

 

With today’s marketplace becoming more and more global, it makes sense for your business to be as diverse as the world in which you operate. No matter the size of your business, you’ll benefit from having a diverse set of eyes and minds on any project you’ll want to maximize to its greatest potential. Diversity increases your brand’s status, its profits, and its employee satisfaction. 

 

Having a diverse workforce isn’t just the right thing to do, it’s the smart thing to do, too.

Messages to the Community

This message was originally shared in April 2022 On Our Minds. As it is an important message of future planning for WSSCW, we are including in this month's newsletter as well.

If you have any questions, suggestions, or thoughts about the message please feel free to reach out to WSSCSWComm@gmail.com. You are also welcome to attend any board meetings for WSSCSW with questions and suggestions--dates for board meetings are listed in our events calendar.

 

 

Dear Membership,

We want to share with you some important developments in the organization. The Washington State Society for Clinical Social Work is in a state of transition, moving toward embedding anti-racist values within our organization. Over the past several years, WSSCSW has either intentionally or unintentionally centered whiteness and perpetrated harm against people with target identities within our membership. 

 

As you might recall from a previous announcement, the WSSCSW board is in the middle of a year of intentionality, when we as an organization are digging deeply, listening deeply, and thinking deeply about how we serve our membership, and how we as an organization do, and don’t, reflect social work values. To that end, we would like to hire an external evaluator to help us start out on our new path.

 

We had originally intended to work with 501 Commons; they have a lot of experience working with nonprofit organizations.  However, after meeting with them and communicating the main needs of our organization, they recommended that we find a consultant whose lens is more focused on anti-racism and anti-oppression. As we explored evaluators, we met with Janelle Johnson, LMFT. We believe that Janelle is an experienced therapist and consultant and that she has the skills and ability to support our organization. Her group, Bridges Family Life, is experienced in working with businesses and organizations with a social justice lens. 

 

Here is more about Janelle and her work:

 

Bridges Family Life Center, PLLC is co-owned by a Black multi-disciplinary, multi-generational family team with expertise in relational wellness, mental health, social justice and leadership development. Led by Janelle Johnson, LMFT — an award-winning trainer, mental health leader, educator, and social justice advocate — our passion is helping leaders master their toughest people problems at home and at work. Systemic therapy specialists in North Carolina, we also provide consulting, training and executive coaching services nationwide as culture- change catalysts who connect work families who could not seem further apart. As such, we have a commitment to addressing social communication challenges using a cross-hierarchical approach in order to facilitate change that lasts for generations to come.

 

https://www.bridgesflc.com/copy-of-coaching

 

Here is more about the scope of the consultation:

 

Over the next year, Changing Company Culture is a tailored training and consulting service adjusted to the specific needs of your organization that have become apparent due to relational health issues (like social injustice, implicit bias, miscommunication, burnout, etc.) at work. It includes preparatory consultation, three (3) hours of training, and post-consulting and coaching with the leaders of the organization. The goal is to learn and utilize a framework with which to think, discuss, and implement inclusion in both practice and policy.

 

Consulting Objectives:

  1. Acknowledge the relational disruptions and/or knowledge gaps present to clearly identify and define areas for growth. For WSSCSW, this will include learning and post-training Collective ConversationTM to explore how the organization, consciously or unconsciously, contributes to white supremacy in approach, policies, and offerings. Suggestions will be cultivated as a group regarding how to utilize an anti-oppressive approach in developing policies and offerings.

  2. Ask (survey) leaders and supporters to determine what is needed to address the problems identified. For WSSCSW, this will include interviews with board members, a general survey of members, and a facilitated discussion with the board regarding DEI strategy and effectiveness.

  3. Act upon the recommendations given, using qualitative data gathered, to create a clear implementation plan to develop an inclusive work culture. For WSSCSW, this will look like assessing the board and admin roles, exploring options for DEI metrics for board roles, board and organizational culture, reviewing bylaws, and more.

 

Training Modules and Learning Objectives:

  1. Relational Trauma and Cultural Humility - Participants will establish boundaries for relational wellness and develop a shared language for their work family in a trauma-sensitive context, utilizing a social justice lens.

  2. Healthy Order - Participants will develop inclusivity basics by adapting a healthy framework for addressing relationship disruptions with colleagues and members, no matter how complex, and align this framework with the organizational flow.

  3. Open Communication - Participants will engage in Collective ConversationTM moderated by the trainer in which the relational disruption(s) and gaps in knowledge can be explored safely. Participants will practice use of the framework learned in the previous module. This module will conclude with a Q&A with group brainstorming regarding dismantling barriers to anti-oppression practices within the organization.

 

We recognize that past boards hired evaluators and that their recommendations have not always been entirely implemented. It is our intention to implement the evaluator's recommendations so as to best reflect our society’s mission and social work values.

 

Our work with Janelle will bridge this fiscal year (ending in June) and next. For our current fiscal year, we have some surplus from several areas and we voted to use this to fund the first part of our work with her. For the upcoming fiscal year, we discussed using a portion of the surplus from the vacant lobbyist position to fund a portion of the remaining evaluative work. We will not use funds specifically earmarked by donors for the lobbyist for evaluation work. In the next couple of months, we will meet as a board and discuss funding options as well as plans to hire a lobbyist. Through our work with Janelle, we'll focus on making organizational change first so as to ensure the society is aligning with social work values. By establishing a new foundation first, all committees, including the legislative committee, will function efficiently to advocate for all social workers.

 

We have contacted lobbyists who are able to meet with us after the current legislative session has ended. We are very hopeful that one of the lobbyists will be a good match for our goals, so this surplus is temporary. Our long term goal is to continue funding legislative action on either a state or national level that reflects the needs of our membership and clients in the community.

 

For the next fiscal year, our priority is to continue moving our organization toward equity and accountability. We will make it a priority to continue working with Janelle to transform our organization with social justice embedded in its approach, offerings, and responses. What this means is that you will see the organization shift in how we offer support and what programs we promote. We will center on creating and sustaining an inclusive society for intersectional identities, supporting anti-oppression practices, advocating for social justice and accountability, and implementing programs that better represent the diversity of our field and healing practices that help us move forward together. With these changes, we will move toward an organization that better represents and supports our diverse membership.

 

As we continue to embark on this journey alongside you, we welcome your thoughts and questions. Please reach out to us by emailing the president at presidentwsscsw@gmail.com

 

In Shared Community,

Salomé Valencia-Bohné, President; Brenda Bible, Treasurer; Chris Garrido-Philp, Communications Chair; Danielle Winterwood, Ethics Chair; Jenna Montgomery, Secretary; Katherine Walter, Outreach Chair

Accepting Referrals?

Members have FREE access to post their availability, contact information, areas of specialization, and insurance preference in the, On Our Minds newsletter. Email your information to WSSCSWComm@gmail.com.
LET'S CONTINUE TO SUPPORT ONE ANOTHER

WSSCSW Professional Development Events

WSSCSW PROFESSIONAL EVENTS
ARE OPEN TO ALL MEMBERS & THE COMMUNITY
Register Here
Register Here

Employment and Financial Opportunities

Seattle & King County Needle Exchange Program
 

From: King County, WA <KingCounty@subscriptions.kingcounty.gov>
Date: Fri, Apr 15, 2022, 9:34 AM
Subject: CHOW FW: Upcoming Public Health - Needle Exchange Job Posting
 

FYI CHOW Members… I am please to announce the upcoming posting of a career service Education Specialist position with the Public Health – Seattle & King County’s Needle Exchange program. 

This position hasn’t posted yetbut should be online in the next few days.  I am sending out this tickler in advance because I will be on vacation when it posts and I want to get the word out. 

Please be on the lookout at, https://www.governmentjobs.com/careers/kingcounty, to learn more about the position and how to apply. 

Past this post on to anyone you think might be interested and a good fit for this body of work!

Thanks!

~ joe tinsley

CCSWW BEHAVIORAL HEALTH PROGRAM OPEN POSITIONS
 

CCSWW is hiring the following positions in our behavioral health programs (great benefits plus licensure supervision!!):

       
Thanks,
 
Julie Goodman, LICSW, SUDP (she/her/hers)
Clinical Outreach Program Manager
CReW—Counseling, Recovery, and Wellness Program
Catholic Community Services of King County
33505 13th Pl S
Federal Way, WA 98003
Cell: 206.503.0113
Office: 253.246.2433
Fax: 253.838.1433
Afterhours crisis line: 206.461.3222
 

Looking for Volunteers

WSSCSW is looking for Volunteers!

If you'd like to be a part of our programs, support our community, and keep our organization growing we are looking for you!

Contact our Board of Directors with your volunteer interest at: https://wsscsw.org/Board-of-Directors

We're looking forward to meeting you!

Community Posts, External Trainings, Resources & Groups

Have you ever wondered about how to provide CEU's?
*Are you a clinician looking to diversify your income?
*Are you a group practice owner looking to provide a much-appreciated benefit to your staff?
*Are you an organization looking to increase your public profile?
The Washington State Society for Clinical Social Work can help! We can offer concrete support and guidance as you develop your CEU offerings. Reach out and connect with us! https://www.wsscsw.org/CEU-Application

OFFICE AVAILABLE FOR RENT

Spacious psychotherapy office for rent in professional suite includes shared waiting room, patient restroom, private restroom, kitchen and workroom area.
Features include:
·       hepa filtration
·       excellent sound proofing
·       large closet space for files and separate entry/exit from suite.
Located in Mountlake Terrace on the border of North King/ South Snohomish County. Easy access to I-5 and 405 allows convenient commute from Seattle, Lake Forest Park, Shoreline, Lynnwood, Edmonds, Bothell, Brier and Everett. 
The office space is 17x17,newly carpeted and painted.
The office is available full time beginning July 1 2022 .The rent is $1000/month.
The office can also be rented part-time through July 1st then full-time. Option to buy.
Call Paula Lehman M.S.W. or Don Schimmel Ph.D425-775-2205 or email inquiries to plehman2@gmail.com

EWU Graduate Certificate in Social Emotional Learning for Educational Equity

Hi There,
 
My name is Alyson Rode and I am the Student Engagement Administrator for the College of Professional Programs at Eastern Washington University. We have a new graduate hybrid certificate program that we think your members might be interested in for professional development: Social Emotional Learning for Educational Equity (SEL-EE). Please consider including this information in your next newsletter.
 
I am including our flyer (attached) and details below:
 
EWU now offers a Graduate Certificate in Social Emotional Learning for Educational Equity (SEL-EE). The program is intended for working professionals who plan to teach, coach, or support SEL in educational environments. We will be offering an informational session on Monday, April 18th, 5:00 – 6:00 pm. The Zoom link for the session is: https://ewu.zoom.us/j/3469750580. Feel free to pass this invite along to others.
 
Why SEL-EE? SEL is the process through which children and adults understand and manage emotions, set and achieve positive goals, feel and show empathy for others, establish and maintain positive relationships, and make responsible decisions (casel.org). Washington State’s Office of Superintendent of Public Instruction formally adopted SEL standards for grades K-12, charging schools to establish and implement practices to support SEL and positive school climates. Educational equity means that every student has access to rigorous and meaningful learning opportunities, regardless of race, gender, ethnicity, language, disability, family background, or family income. SEL-EE candidates learn to apply Transformative SEL skills to foster relationship skills founded on an appreciation of similarities and differences, to select, implement, and monitor SEL programs through a culturally sensitive lens, and to collaborate through school based community partnerships to enhance student mental health.
 
Tuition is $310/credit plus fees for online learning. The total cost of the program is approximately $6,000. Program completers receive a graduate certificate on a formal transcript, which may support current practitioners to move along the pay scale. We are in conversation with the Professional Educator Standards Board to request approval for a specialty endorsement.
 
Candidates in the program complete a personal growth project as a part of the workshops, beginning with a self-assessment and culminating with a demonstration of knowledge and skills. Keeth Matheny, award winning SEL teacher and coach provides Workshop 1 Kick off sessions. Courses in the program include:

  • Workshop 1, Introduction to SEL, 2 credits (offered in summer and winter quarters)
  • Seminar: Educational Equity, 3 credits (offered in fall quarter)
  • Workshop 2, SEL Theory and Applications, 3 credits (offered in summer and spring quarters)
  • Seminar: Applications of Stress and Coping, 2 credits (offered in summer and winter quarters)
  • Workshop 3, SEL Methods, 3 credits (offered in summer and fall quarters)
  • Advanced Consultation for Integrated MTSS, 4 credits (offered in spring and summer quarters)

Here is more information about the graduate program: https://www.ewu.edu/cpp/psychology/sel/sel-graduate-certificate/
Our application for the graduate certificate is now open: https://www.ewu.edu/apply/graduate/. The application does not require letters of rec, just verification of an undergraduate
or graduate degree!
 
Sincerely,
Alyson
 
_________________________________________
Alyson "Aly" Rode, M.A.
Student Engagement Administrator
College of Professional Programs (CPP), EWU
 
 
she / her / hers
 
 
arode@ewu.edu | 509.359.6477
ewu.edu/cpp

How to Avoid Marketing Mistakes Most Therapists Make with John Clarke

In this episode, Jennifer Kennett interviews John Clarke MA, EdS, NCC, LPC of Private Practice Workshop and Calm Again Counseling and discuss the biggest marketing traps that therapists fall into and the most effective marketing strategies for growing your practice quickly.

Helpful Apps and Websites to Check Out

 

Clear Todo

Description: Every other todo app piles on features, fields to fill out, and extra decisions to make in an attempt to make you feel more productive… and ends up creating even more noise and distractions in your life.
What if there’s a better, simpler way?
Clear Todo
The application focuses on simplicity, ease of use but still tracks your work and tasks.
The simple interface with soft colors, with bright colors help you focus on tasks, helping you avoid distracting focus.


 
App
 

Cold Turkey

This website has programs for purchase that will block your biggest online distractors (social media, specific webpages), is sub-scription fee, and doesn't collect your data. Another great option towards getting things done!

Website

Free Tool: Moral Injury and the Paradox of Control

*Please note tools are for educational purposes, and not to be sold, to adhere distribution guidelines*
Moral Injury and the Paradox of Control Worksheets

This worksheets allow for exploration on emotions, moral injury, pain and feelings of control. It's good for self-exploration or sharing with clients.
Click Here

Book Recommendation for May: Beyond Inclusion, Beyond Empowerment

 

Description: Beyond Inclusion, Beyond Empowerment, by Leticia Nieto Psy.D., and co-authors, brings a long-awaited breakthrough to the fields of liberation and cultural studies. Nieto offers a powerful analysis of the psychological dynamics of oppression and privilege, and shows readers how to develop the skills that can promote social justice for themselves and those around them. A key metaphor in Beyond Inclusion, Beyond Empowerment is the rank system. It can be used to analyze hidden and unconscious influences of oppression on people’s behavior. Resisting oppression requires that everyone – both those who benefit and those who are restricted by these social arrangements – become more aware in everyday interactions. This consciousness develops through a series of specific skills that can be identified and encouraged in oneself and in others. A unique feature of Nieto’s approach is the practical nature of the skills model, which allows anyone to identify what skills they are using and expand their range. This framework is of special interest to educators, therapists, organizational leaders, activists, and anyone who wants to live in a more equitable society. The book provides exercises and tools to help people learn to see and name specific skills in films, fiction, and their own lives. It also uncovers the ways that the rank system shapes our inner lives, influencing our relationships, feelings, and perceptions. This flexible model admits the ambiguities and challenges of real life. More down to earth than academic theory, the book includes personal stories from people of diverse backgrounds, as well as exercises, visualizations, and poetry. The book reflects insights from its roots in developmental psychology, theater, and liberatory pedagogy. The book developed through collaboration over the past decade among Garth Johnson, Liz Goodwin, Margot Boyer, and Laurel Collier Smith.

More Information

Engaging Podcast: What makes us beautiful? What makes us free?


 

Description:

“The days that I feel most beautiful are the days that I am most afraid.”

“What feminine part of yourself did you have to destroy in order to survive in this world?”

“Why have we been taught to fear the very things that can set us free?”

 

About ALOK:

ALOK (they/them) is an internationally acclaimed writer, performer, and public speaker. As a mixed-media artist their work explores themes of trauma, belonging, and the human condition. They are the author of Femme in Public (2017), Beyond the Gender Binary (2020), and Your Wound/My Garden (2021). They are the creator of #DeGenderFashion: a movement to degender fashion and beauty industries and have been honored as one of HuffPo’s Culture Shifters, NBC’s Pride 50, and Business Insider’s Doers.

Click Here

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Washington State Society for Clinical Social Work
PO Box 252 • Everett, WA  98206 • wsscsw.org
Washington State Society for Clinical Social Work
PO Box 252 • Everett, WA  98206 • wsscsw.org






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