1 00:00:02,309 --> 00:00:04,530 Strategic advisor and disability 2 00:00:04,539 --> 00:00:06,809 program manager . I will serve as your 3 00:00:06,820 --> 00:00:08,876 moderator for today's session . I am 4 00:00:08,876 --> 00:00:10,931 honored to welcome you to this cross 5 00:00:10,931 --> 00:00:12,987 cultural mentoring panel celebrating 6 00:00:12,987 --> 00:00:14,709 National Disability Employment 7 00:00:14,709 --> 00:00:16,931 Awareness Month . This panel is part of 8 00:00:16,931 --> 00:00:18,909 a FM C's cross cultural mentoring 9 00:00:18,920 --> 00:00:21,930 campaign for 2024 . And the goal is to 10 00:00:21,940 --> 00:00:24,090 create an inclusive culture where 11 00:00:24,100 --> 00:00:26,350 people of all demographics feel 12 00:00:26,360 --> 00:00:28,416 comfortable requesting mentors being 13 00:00:28,416 --> 00:00:30,193 actively engaged in a mentoring 14 00:00:30,193 --> 00:00:32,659 relationship and visualizing themselves 15 00:00:32,669 --> 00:00:35,349 in leadership roles . Throughout the 16 00:00:35,360 --> 00:00:37,582 next hour , we plan to answer questions 17 00:00:37,582 --> 00:00:39,389 on mentoring a globally diverse 18 00:00:39,400 --> 00:00:42,549 workforce tactfully with empathetic 19 00:00:42,560 --> 00:00:45,159 acceptance , respectful curiosity and 20 00:00:45,169 --> 00:00:47,860 inclusion . National Disability 21 00:00:47,869 --> 00:00:50,036 Employment Awareness Month , reaffirms 22 00:00:50,036 --> 00:00:52,202 the Department of Defense's commitment 23 00:00:52,202 --> 00:00:54,425 to recruit and advance individuals with 24 00:00:54,425 --> 00:00:56,647 disabilities throughout its workforce . 25 00:00:56,647 --> 00:00:58,480 People with disabilities include 26 00:00:58,480 --> 00:01:00,702 individuals with sensory , physical and 27 00:01:00,702 --> 00:01:03,139 mental conditions , disabilities cross 28 00:01:03,150 --> 00:01:06,459 the lines of age , ethnicity , , race , 29 00:01:06,470 --> 00:01:08,660 sexual orientation and such . So 30 00:01:08,980 --> 00:01:12,540 socio-economic status , almost everyone 31 00:01:12,550 --> 00:01:14,606 is likely to experience some form of 32 00:01:14,606 --> 00:01:17,239 disability temporarily or permanently . 33 00:01:18,089 --> 00:01:20,580 At some point in their life , nobody 34 00:01:20,589 --> 00:01:22,756 should be held back from access to job 35 00:01:22,756 --> 00:01:24,978 opportunities because of a disability . 36 00:01:25,150 --> 00:01:26,872 People with disabilities offer 37 00:01:26,872 --> 00:01:29,110 important unique perspectives that can 38 00:01:29,120 --> 00:01:31,287 make the workplace and our nation . At 39 00:01:31,287 --> 00:01:34,250 large better . This is why we strive to 40 00:01:34,260 --> 00:01:36,427 build an inclusive workforce for total 41 00:01:36,427 --> 00:01:39,599 force readiness . This event is hosted 42 00:01:39,610 --> 00:01:42,339 by the A F MC Disability Action team . 43 00:01:42,629 --> 00:01:44,685 This team is an integral part of the 44 00:01:44,685 --> 00:01:46,629 Air Force Material Command barrier 45 00:01:46,629 --> 00:01:48,796 analysis , working group effort and is 46 00:01:48,796 --> 00:01:50,851 charged with reviewing and analyzing 47 00:01:50,851 --> 00:01:52,685 guidelines , programs , data and 48 00:01:52,685 --> 00:01:54,573 employee feedback for barriers to 49 00:01:54,573 --> 00:01:57,260 employment advancement and retention of 50 00:01:57,269 --> 00:01:59,419 applicants , civilian employees and 51 00:01:59,430 --> 00:02:01,980 service members with disabilities . As 52 00:02:01,989 --> 00:02:04,156 part of our commitment to fostering an 53 00:02:04,156 --> 00:02:06,267 accessible and supportive workplace , 54 00:02:06,267 --> 00:02:08,570 we encourage all employees to review 55 00:02:08,580 --> 00:02:10,691 and update their disability status in 56 00:02:10,691 --> 00:02:12,691 the defense civilian personnel data 57 00:02:12,691 --> 00:02:14,860 system steps on how to update your 58 00:02:14,869 --> 00:02:17,899 status can be found in the chat . I 59 00:02:17,910 --> 00:02:19,688 would now like to introduce our 60 00:02:19,688 --> 00:02:21,410 esteemed panelists for today's 61 00:02:21,410 --> 00:02:23,639 discussion . Today's panelists include 62 00:02:23,649 --> 00:02:26,350 MS Tina Spencer , Senior Action Officer 63 00:02:26,509 --> 00:02:28,649 Air Force Research Laboratory , 64 00:02:28,660 --> 00:02:30,716 aerospace systems directorate out of 65 00:02:30,716 --> 00:02:33,009 Wright Patterson Air Force Base , MS 66 00:02:33,020 --> 00:02:34,940 Ashley styles the chief financial 67 00:02:34,949 --> 00:02:37,389 operation of financial operations at 68 00:02:37,399 --> 00:02:40,179 the 412 controller squadron and Edwards 69 00:02:40,190 --> 00:02:43,100 at Air Force Base , California , Mr 70 00:02:43,110 --> 00:02:44,860 Andreas Morales Administrative 71 00:02:44,869 --> 00:02:47,000 Assistant for the 412 controller 72 00:02:47,009 --> 00:02:49,229 squadron at Edwards Air Force Base . 73 00:02:49,710 --> 00:02:51,766 Before I turn this over to the panel 74 00:02:51,766 --> 00:02:53,932 members who will give a short intro to 75 00:02:53,932 --> 00:02:55,821 themselves on their men and their 76 00:02:55,821 --> 00:02:57,877 mentoring journeys . I would like to 77 00:02:57,877 --> 00:02:59,654 provide some important rules of 78 00:02:59,654 --> 00:03:01,599 engagement . This session is being 79 00:03:01,599 --> 00:03:03,432 recorded . The recording of this 80 00:03:03,432 --> 00:03:05,543 session will be made available on the 81 00:03:05,543 --> 00:03:07,710 Air Force Material command P A website 82 00:03:07,710 --> 00:03:10,220 under the mentoring highlight . We ask 83 00:03:10,229 --> 00:03:12,118 that you stay muted and keep your 84 00:03:12,118 --> 00:03:14,118 cameras off throughout this event . 85 00:03:14,350 --> 00:03:16,990 Please put any questions you may have 86 00:03:17,000 --> 00:03:18,833 in the chat and I will ask those 87 00:03:18,833 --> 00:03:20,990 questions as time allows , this event 88 00:03:21,000 --> 00:03:24,369 will be one hour and as closely to 1500 89 00:03:24,380 --> 00:03:28,339 Eastern as possible panel 90 00:03:28,350 --> 00:03:30,517 members , please take a few moments to 91 00:03:30,517 --> 00:03:32,572 introduce yourself , your background 92 00:03:32,572 --> 00:03:34,517 and your mentoring journal journey 93 00:03:34,517 --> 00:03:37,350 starting with MS Tina Spencer followed 94 00:03:37,360 --> 00:03:39,559 by Miss Ashley Styles and then Andres 95 00:03:39,570 --> 00:03:42,419 Morales , Miss Tina Spencer on to you . 96 00:03:43,500 --> 00:03:45,800 Thank you . Good afternoon everyone . 97 00:03:46,139 --> 00:03:49,300 I'm Tina Spencer . My pronouns are she 98 00:03:49,309 --> 00:03:51,476 her ? And I'm a white woman with short 99 00:03:51,476 --> 00:03:53,669 brown curly hair with a few silver 100 00:03:53,679 --> 00:03:57,339 highlights . I'm wearing a bright pink 101 00:03:57,350 --> 00:03:59,360 jacket and a white shirt with small 102 00:03:59,369 --> 00:04:02,399 black rectangles . It's truly a 103 00:04:02,410 --> 00:04:04,577 privilege to be here with you today as 104 00:04:04,577 --> 00:04:07,080 part of this important conversation for 105 00:04:07,089 --> 00:04:09,033 those of you who don't know me . I 106 00:04:09,033 --> 00:04:10,978 serve as one of the organizational 107 00:04:10,978 --> 00:04:13,200 health and development officers and I'm 108 00:04:13,200 --> 00:04:15,779 also ad ei a program lead for the Air 109 00:04:15,789 --> 00:04:17,910 Force Research Laboratory , aerospace 110 00:04:17,920 --> 00:04:20,600 Systems directorate . That's a fancy 111 00:04:20,609 --> 00:04:22,776 way of saying that I'm very passionate 112 00:04:22,776 --> 00:04:25,529 about supporting people in making sure 113 00:04:25,540 --> 00:04:27,596 that our workplace is as equitable , 114 00:04:27,596 --> 00:04:29,540 inclusive and accessible as it can 115 00:04:29,540 --> 00:04:31,762 possibly be . Now , I'd like to share a 116 00:04:31,762 --> 00:04:34,140 little bit about myself . I've lived my 117 00:04:34,149 --> 00:04:37,350 entire life with disabilities , most of 118 00:04:37,359 --> 00:04:40,380 which are often not visible . I am 119 00:04:40,390 --> 00:04:43,059 significantly immunocompromised and I 120 00:04:43,070 --> 00:04:44,959 manage a collection of autoimmune 121 00:04:44,959 --> 00:04:47,019 diseases as well as body system 122 00:04:47,029 --> 00:04:49,299 differences . And on top of all that , 123 00:04:49,309 --> 00:04:51,679 I'm also neurodivergent with autism and 124 00:04:51,690 --> 00:04:55,540 a host of other neurodivergent fun . Um 125 00:04:55,549 --> 00:04:58,230 What this means is that for the longest 126 00:04:58,239 --> 00:05:00,779 time , I didn't even fully understand 127 00:05:00,790 --> 00:05:04,220 myself . At first , I saw all of these 128 00:05:04,230 --> 00:05:06,920 things as barriers . Uh There were 129 00:05:06,929 --> 00:05:09,559 definitely days where I asked , how am 130 00:05:09,570 --> 00:05:12,760 I ever going to make all of this work ? 131 00:05:13,089 --> 00:05:15,809 But over time , I learned that they're 132 00:05:15,820 --> 00:05:17,940 not just challenges , they're part of 133 00:05:17,950 --> 00:05:20,910 who I am and believe it or not in many 134 00:05:20,920 --> 00:05:23,399 ways , they've become my superpowers . 135 00:05:23,920 --> 00:05:26,920 My autism in particular has turned out 136 00:05:26,929 --> 00:05:29,151 to be a secret weapon . In many cases , 137 00:05:29,459 --> 00:05:31,670 it helps me to see patterns where 138 00:05:31,679 --> 00:05:34,420 others may not see them . I can dive 139 00:05:34,429 --> 00:05:36,690 deep into solving complex problems . 140 00:05:37,109 --> 00:05:38,942 And if we're being honest , it's 141 00:05:38,942 --> 00:05:41,209 probably why I really love bright 142 00:05:41,220 --> 00:05:44,829 colors and artwork . I 143 00:05:44,839 --> 00:05:48,019 use this mask as one of my mobility 144 00:05:48,029 --> 00:05:50,209 aids , which might seem a little 145 00:05:50,220 --> 00:05:52,769 different to some of you . But for me , 146 00:05:52,779 --> 00:05:55,850 it's a symbol of empowerment . My mask 147 00:05:55,859 --> 00:05:57,692 helps me to be part of the world 148 00:05:57,692 --> 00:06:00,130 outside of my home with a little bit of 149 00:06:00,140 --> 00:06:02,369 increased safety , much like a 150 00:06:02,380 --> 00:06:05,279 wheelchair or a cane might help others . 151 00:06:05,679 --> 00:06:08,489 It doesn't make my challenges disappear , 152 00:06:08,940 --> 00:06:10,773 but it does allow for me to move 153 00:06:10,773 --> 00:06:13,230 forward . And that's what inclusion 154 00:06:13,239 --> 00:06:15,359 should be all about creating 155 00:06:15,369 --> 00:06:17,425 environments where we have the tools 156 00:06:17,425 --> 00:06:19,647 that we need to show up and be our best 157 00:06:19,647 --> 00:06:22,619 selves . We all know the importance of 158 00:06:22,630 --> 00:06:24,852 programs like the workforce recruitment 159 00:06:24,852 --> 00:06:27,970 program or WRP the veterans hiring 160 00:06:27,980 --> 00:06:29,859 authority and schedule a hiring 161 00:06:29,869 --> 00:06:32,269 authority . These programs aren't just 162 00:06:32,279 --> 00:06:34,480 about opening doors . They're about 163 00:06:34,489 --> 00:06:36,660 creating a workforce where people with 164 00:06:36,670 --> 00:06:39,579 disabilities feel valued and supported , 165 00:06:40,000 --> 00:06:42,820 not in spite of their differences , but 166 00:06:42,829 --> 00:06:45,170 because of them , the unique 167 00:06:45,179 --> 00:06:47,630 perspectives and problem solving skills 168 00:06:47,640 --> 00:06:50,000 that people with disabilities bring are 169 00:06:50,010 --> 00:06:52,140 what make our team stronger and more 170 00:06:52,149 --> 00:06:54,890 innovative . And that's why mentorship 171 00:06:54,899 --> 00:06:57,359 matters so much . The mentors in my 172 00:06:57,369 --> 00:06:59,036 life helped me to see that my 173 00:06:59,036 --> 00:07:01,380 disabilities weren't just limitations . 174 00:07:01,929 --> 00:07:03,873 They were strength that could help 175 00:07:03,873 --> 00:07:05,929 shape my career in ways that I never 176 00:07:05,929 --> 00:07:08,309 could have imagined . And I'm grateful 177 00:07:08,320 --> 00:07:10,790 for that each and every day . So , 178 00:07:10,799 --> 00:07:12,950 while we're all here today , let's 179 00:07:12,959 --> 00:07:14,626 remember that it's our shared 180 00:07:14,626 --> 00:07:16,792 commitment to lift one another up that 181 00:07:16,792 --> 00:07:18,903 makes the Air Force a truly inclusive 182 00:07:18,903 --> 00:07:21,380 place . And let's make sure that 183 00:07:21,390 --> 00:07:23,501 breaking down barriers for those that 184 00:07:23,501 --> 00:07:27,309 come after us is also important . I'm 185 00:07:27,320 --> 00:07:29,487 thrilled to be a part of the panel and 186 00:07:29,487 --> 00:07:31,376 can't wait to hear from the other 187 00:07:31,376 --> 00:07:33,598 panelists as we continue this important 188 00:07:33,598 --> 00:07:35,153 work together . Thank you . 189 00:07:38,980 --> 00:07:40,869 Thank you , Miss Spencer for that 190 00:07:40,869 --> 00:07:43,660 lovely welcoming . Um on to you , Miss 191 00:07:43,670 --> 00:07:44,320 Stiles . 192 00:07:48,059 --> 00:07:49,337 You're muted , ma'am . 193 00:07:52,059 --> 00:07:55,209 Yeah , that would help . Hi , everybody . 194 00:07:55,220 --> 00:07:57,387 I am Ashley Styles . I am the chief of 195 00:07:57,387 --> 00:07:59,442 financial operations here at Edwards 196 00:07:59,442 --> 00:08:01,498 Air Force Base , California . I'm so 197 00:08:01,498 --> 00:08:03,609 excited to be a Panelist here today . 198 00:08:03,619 --> 00:08:05,730 Um Just a little bit about myself . I 199 00:08:05,730 --> 00:08:08,000 do not have a disability however , I do 200 00:08:08,010 --> 00:08:10,010 work with many people who do and in 201 00:08:10,010 --> 00:08:13,059 regards to the WRP program , uh , I 202 00:08:13,070 --> 00:08:15,579 have four current employees or three 203 00:08:15,589 --> 00:08:17,645 current employees at the WRP program 204 00:08:17,645 --> 00:08:19,867 that I work with right now . And I have 205 00:08:19,867 --> 00:08:22,869 two permanent prior WRPS that I have in 206 00:08:22,880 --> 00:08:25,540 my , my section . Um , a little bit 207 00:08:25,549 --> 00:08:27,820 about myself . I am an active duty , 208 00:08:27,829 --> 00:08:30,079 military spouse . I have been stationed 209 00:08:30,089 --> 00:08:32,256 here at Edwards Air Force Base with my 210 00:08:32,256 --> 00:08:34,159 husband for eight years . We are 211 00:08:34,169 --> 00:08:37,010 enjoying our life out here and the high 212 00:08:37,020 --> 00:08:40,130 desert that we call . Um I have two 213 00:08:40,140 --> 00:08:42,479 Children . I have a daughter who is 214 00:08:42,489 --> 00:08:44,830 currently three years old and I have a 215 00:08:44,840 --> 00:08:46,840 son who is five months old . I just 216 00:08:46,840 --> 00:08:49,007 returned back from maternity leave two 217 00:08:49,007 --> 00:08:51,284 months ago . So I'm excited to be here , 218 00:08:51,284 --> 00:08:53,396 be back at work and enjoying the time 219 00:08:53,396 --> 00:08:55,690 that I have . Um I 220 00:08:56,989 --> 00:08:59,780 have it as a supervisor . I've only 221 00:08:59,789 --> 00:09:02,890 been a supervisor for about a year and 222 00:09:02,900 --> 00:09:05,700 a half , maybe two years . I am still 223 00:09:05,710 --> 00:09:08,859 learning myself about disabilities and 224 00:09:08,869 --> 00:09:12,739 the DEI A program and how to mentor my 225 00:09:12,750 --> 00:09:15,369 employees who are part of the WRP 226 00:09:15,380 --> 00:09:17,679 program and just um having an 227 00:09:17,690 --> 00:09:21,340 understanding of how it goes about . So 228 00:09:21,349 --> 00:09:24,150 I'm excited to be here today to learn 229 00:09:24,159 --> 00:09:26,309 and to answer any type of questions 230 00:09:26,320 --> 00:09:28,376 people may have just as a supervisor 231 00:09:28,376 --> 00:09:30,580 point of view . Um But I'm excited to 232 00:09:30,590 --> 00:09:33,320 learn everything that comes with the 233 00:09:33,330 --> 00:09:35,441 National Disability Awareness Month . 234 00:09:40,570 --> 00:09:42,737 Thank you , Miss Stiles On to you , Mr 235 00:09:42,737 --> 00:09:46,580 Morales . Hi , thank you . 236 00:09:46,760 --> 00:09:49,190 I want to extend my heartfelt thanks to 237 00:09:49,200 --> 00:09:51,311 each and every one of you for joining 238 00:09:51,311 --> 00:09:53,033 us today . It's an honor and a 239 00:09:53,033 --> 00:09:55,590 privilege to be part of this event . Uh 240 00:09:55,599 --> 00:09:57,950 celebrating Disability Awareness Month . 241 00:09:58,270 --> 00:10:01,650 Uh for me , introduction , I uh 242 00:10:02,590 --> 00:10:05,169 married , I have a daughter . She's 10 243 00:10:05,400 --> 00:10:08,549 and um here in Palmdale and 244 00:10:08,969 --> 00:10:12,419 another thing is I barely found out 245 00:10:12,429 --> 00:10:14,909 about my disability when I wanted to be 246 00:10:14,919 --> 00:10:18,210 a , again a father . And so , um 247 00:10:19,140 --> 00:10:21,849 um through the va I was uh diagnosed 248 00:10:21,859 --> 00:10:24,700 with a chromo chromosomal condition as 249 00:10:24,710 --> 00:10:28,080 well as uh other um disabilities from 250 00:10:28,409 --> 00:10:31,309 after uh being in the , in the military . 251 00:10:31,530 --> 00:10:34,630 And so , um yes . So now that I do know 252 00:10:34,640 --> 00:10:37,590 my disabilities , I'm more open to , 253 00:10:37,650 --> 00:10:40,070 I'm more aware of my surroundings . And 254 00:10:41,070 --> 00:10:43,580 um I thank Miss Ashley for having an 255 00:10:43,590 --> 00:10:46,909 open door policy for helping me um with 256 00:10:46,919 --> 00:10:49,280 any challenges and stuff . And so I'm 257 00:10:49,289 --> 00:10:51,640 happy to be part of the , of this um 258 00:10:52,169 --> 00:10:53,169 event today . 259 00:10:56,150 --> 00:10:58,210 Thank you so much , Mister Morales . 260 00:11:00,330 --> 00:11:02,552 Thank you again , panel members for all 261 00:11:02,552 --> 00:11:04,719 of your introductions . We are looking 262 00:11:04,719 --> 00:11:06,719 forward to our dynamic and engaging 263 00:11:06,719 --> 00:11:08,886 discussion um For the those of you who 264 00:11:08,886 --> 00:11:11,219 are participating in today's discussion , 265 00:11:11,219 --> 00:11:13,108 please ensure to utilize our chat 266 00:11:13,108 --> 00:11:15,219 function to answer any questions that 267 00:11:15,219 --> 00:11:17,330 you may have and we will answer those 268 00:11:17,330 --> 00:11:20,109 as time elapse . We did have quite a 269 00:11:20,119 --> 00:11:22,452 few questions come in before this event . 270 00:11:22,452 --> 00:11:24,619 And so I will get started with some of 271 00:11:24,619 --> 00:11:26,897 those . This first question is for you , 272 00:11:26,897 --> 00:11:29,090 Miss Spencer , how do you ensure that 273 00:11:29,099 --> 00:11:31,469 your mentorship approach keeps 274 00:11:31,479 --> 00:11:33,859 accessibility in mind and considers the 275 00:11:33,869 --> 00:11:36,469 diverse abilities and experiences of 276 00:11:36,479 --> 00:11:37,429 your mentees , 277 00:11:43,039 --> 00:11:46,900 ma'am . You're muted . It always has to 278 00:11:46,909 --> 00:11:49,239 happen at least once , right ? For each 279 00:11:49,250 --> 00:11:52,219 person . Uh I was saying that was a 280 00:11:52,229 --> 00:11:54,799 wonderful question actually . Uh For me , 281 00:11:54,809 --> 00:11:56,753 accessibility is all about meeting 282 00:11:56,753 --> 00:11:58,820 people where they are both literally 283 00:11:58,830 --> 00:12:01,559 and figuratively . The first step in 284 00:12:01,570 --> 00:12:03,792 that approach is creating a space where 285 00:12:03,792 --> 00:12:05,959 people feel comfortable bringing their 286 00:12:05,959 --> 00:12:07,959 whole selves to the table . I do my 287 00:12:07,959 --> 00:12:10,070 best to make it clear that there's no 288 00:12:10,070 --> 00:12:12,292 one size fits all solution . And that , 289 00:12:12,292 --> 00:12:14,348 that is a very good thing . It makes 290 00:12:14,348 --> 00:12:16,348 the experience more personalized as 291 00:12:16,348 --> 00:12:18,348 well as meaningful . And one of the 292 00:12:18,348 --> 00:12:20,514 first things I do is ask questions and 293 00:12:20,514 --> 00:12:23,729 I mean , I ask a lot of questions 294 00:12:24,359 --> 00:12:26,599 I want to understand not just their 295 00:12:26,609 --> 00:12:28,776 goals , but also what their day to day 296 00:12:28,776 --> 00:12:31,179 look like . For example , if someone is 297 00:12:31,190 --> 00:12:33,301 neurodivergent , they might need more 298 00:12:33,301 --> 00:12:35,340 flexibility in how they process 299 00:12:35,349 --> 00:12:37,630 information or they might need the 300 00:12:37,640 --> 00:12:40,140 ability to move around while we talk . 301 00:12:40,650 --> 00:12:42,872 If they're hard of hearing , they might 302 00:12:42,872 --> 00:12:44,872 benefit from closed captioning or a 303 00:12:44,872 --> 00:12:47,159 space that limits background noise . Do 304 00:12:47,169 --> 00:12:49,225 they have physical disabilities that 305 00:12:49,225 --> 00:12:51,710 impact how and where we can meet ? The 306 00:12:51,719 --> 00:12:54,130 goal is to learn about how they work 307 00:12:54,140 --> 00:12:56,510 best so that I can support them in ways 308 00:12:56,520 --> 00:12:58,729 that make sense for them . And I've 309 00:12:58,739 --> 00:13:00,850 also learned that accessibility isn't 310 00:13:00,850 --> 00:13:02,850 just about physical barriers . It's 311 00:13:02,850 --> 00:13:04,795 also about emotional and cognitive 312 00:13:04,795 --> 00:13:06,890 barriers too . So if someone needs a 313 00:13:06,900 --> 00:13:08,956 little extra time to think through a 314 00:13:08,956 --> 00:13:10,570 decision or prefers written 315 00:13:10,580 --> 00:13:12,880 communication over vertical , verbal , 316 00:13:12,890 --> 00:13:15,989 we adjust . And if someone is 317 00:13:16,270 --> 00:13:19,599 working through a virtual setting , we 318 00:13:19,609 --> 00:13:21,849 are very conscious to make every effort 319 00:13:21,859 --> 00:13:23,803 to make sure that it doesn't limit 320 00:13:23,803 --> 00:13:26,059 their experience . Mentoring can be 321 00:13:26,070 --> 00:13:28,500 just as impactful over video or even 322 00:13:28,510 --> 00:13:31,880 email as it is in person . And another 323 00:13:31,890 --> 00:13:33,668 key is being open to feedback , 324 00:13:33,668 --> 00:13:37,179 constantly both solicited as well as 325 00:13:37,190 --> 00:13:39,880 not . I like to think of mentoring as a 326 00:13:39,890 --> 00:13:41,729 two way street . And I encourage 327 00:13:41,739 --> 00:13:43,906 everyone to tell me what's working for 328 00:13:43,906 --> 00:13:46,289 them as well as what isn't . That's how 329 00:13:46,299 --> 00:13:48,640 we keep evolving the process to ensure 330 00:13:48,650 --> 00:13:50,372 that it meets the needs of the 331 00:13:50,372 --> 00:13:52,094 individual and that it's truly 332 00:13:52,094 --> 00:13:54,320 accessible in an ongoing way . Plus to 333 00:13:54,330 --> 00:13:56,386 be honest , I'm not above learning a 334 00:13:56,386 --> 00:13:58,552 thing or two from them along the way . 335 00:13:58,552 --> 00:14:01,549 In fact , I really enjoy it at the end 336 00:14:01,559 --> 00:14:03,670 of the day , it's about giving people 337 00:14:03,670 --> 00:14:05,869 the tools and the space to shine in 338 00:14:05,880 --> 00:14:09,219 their teens . It's not about fitting 339 00:14:09,229 --> 00:14:12,640 people into a very specific box . I 340 00:14:12,650 --> 00:14:15,700 want to know that their experiences , 341 00:14:15,809 --> 00:14:17,809 their disabilities , the challenges 342 00:14:17,820 --> 00:14:19,931 that they face are not something that 343 00:14:19,931 --> 00:14:23,000 they have to overcome to succeed . They 344 00:14:23,010 --> 00:14:25,232 are actually part of what makes them so 345 00:14:25,232 --> 00:14:27,539 valuable in the first place . And if we 346 00:14:27,549 --> 00:14:29,605 can create an environment where they 347 00:14:29,605 --> 00:14:32,169 feel that we're not just doing right by 348 00:14:32,179 --> 00:14:34,390 them , that we're doing right by the 349 00:14:34,400 --> 00:14:37,630 entire organization . We're also doing 350 00:14:37,640 --> 00:14:41,469 right by the mission as a whole . Thank 351 00:14:41,479 --> 00:14:45,280 you . Thank you so much , Miss 352 00:14:45,289 --> 00:14:47,289 Spencer . And you bring up a lot of 353 00:14:47,289 --> 00:14:50,070 great points . There is no one solution 354 00:14:50,080 --> 00:14:52,719 for every single individual that's part 355 00:14:52,729 --> 00:14:54,979 of the wonderful world that we live in 356 00:14:54,989 --> 00:14:56,989 is we all bring such unique 357 00:14:57,000 --> 00:14:59,789 perspectives and differences to any 358 00:14:59,799 --> 00:15:01,577 problem , any solution . And so 359 00:15:01,577 --> 00:15:03,770 adjusting as appropriate to meet those 360 00:15:03,780 --> 00:15:06,109 needs , I think is a phenomenal way to 361 00:15:06,119 --> 00:15:09,010 just go about the world in general , 362 00:15:09,020 --> 00:15:11,510 which leads us to our next question . 363 00:15:11,520 --> 00:15:14,169 This question is for you , Miss styles . 364 00:15:14,179 --> 00:15:16,250 In what ways do you adapt your 365 00:15:16,260 --> 00:15:18,427 mentoring and leadership styles to ? I 366 00:15:18,427 --> 00:15:20,380 did um to accommodate different 367 00:15:20,390 --> 00:15:22,168 individuals and their different 368 00:15:22,168 --> 00:15:24,112 abilities amongst your teammates . 369 00:15:26,419 --> 00:15:29,130 I change a lot of things for myself . 370 00:15:29,140 --> 00:15:31,196 As I stated , I was still learning a 371 00:15:31,196 --> 00:15:34,210 lot of mentoring and communication with 372 00:15:34,219 --> 00:15:38,090 those of disabilities . And so for the 373 00:15:38,099 --> 00:15:40,155 communication part , I always try to 374 00:15:40,155 --> 00:15:42,099 adapt to the individual's learning 375 00:15:42,099 --> 00:15:44,266 preference so that learning preference 376 00:15:44,266 --> 00:15:46,432 that they have may not be for me , but 377 00:15:46,432 --> 00:15:48,599 I need to be able to adapt to that and 378 00:15:48,599 --> 00:15:50,710 ensure that they are learning just as 379 00:15:50,710 --> 00:15:52,929 much as I'm learning . Um whether that 380 00:15:52,940 --> 00:15:55,270 be in a visual auditory and or a hands 381 00:15:55,280 --> 00:15:57,280 on , I always ensure to ask the 382 00:15:57,289 --> 00:16:00,270 questions as well , MS Spencer um to 383 00:16:00,280 --> 00:16:02,309 make sure that the knowledge that 384 00:16:02,320 --> 00:16:04,479 they're receiving is what I'm able to 385 00:16:04,489 --> 00:16:07,330 present to them . Um and just 386 00:16:08,190 --> 00:16:10,729 mentoring to ensure that they are just 387 00:16:10,739 --> 00:16:13,090 understanding what's being said to them , 388 00:16:13,099 --> 00:16:15,630 either by myself or by other trainees 389 00:16:15,640 --> 00:16:17,807 to make sure and accommodate to them . 390 00:16:17,909 --> 00:16:21,179 Um I always encourage and empower them 391 00:16:21,219 --> 00:16:23,979 to develop new skills and show them 392 00:16:23,989 --> 00:16:25,878 that they have those strengths to 393 00:16:25,878 --> 00:16:28,169 continue . I offer many resources as 394 00:16:28,179 --> 00:16:30,440 well for learning and I always provide 395 00:16:30,450 --> 00:16:32,619 a constructive feedback , but I also 396 00:16:32,630 --> 00:16:34,852 want to have that constructive feedback 397 00:16:34,852 --> 00:16:37,419 back for myself as well to know uh what 398 00:16:37,429 --> 00:16:39,540 I may be doing wrong or things that I 399 00:16:39,540 --> 00:16:42,200 can improve on just for myself . And I 400 00:16:42,210 --> 00:16:44,960 always ensure that they always have the 401 00:16:44,969 --> 00:16:47,549 autonomy to make decisions and solve 402 00:16:47,559 --> 00:16:50,119 problems . Um I always provide the 403 00:16:50,130 --> 00:16:52,297 guidance as needed , but I always want 404 00:16:52,297 --> 00:16:54,074 to ensure that they are able to 405 00:16:54,074 --> 00:16:56,297 complete their work . I never interfere 406 00:16:56,297 --> 00:16:58,352 in just doing it myself because that 407 00:16:58,352 --> 00:17:00,130 doesn't work for me . No one is 408 00:17:00,130 --> 00:17:02,297 learning anything if that's the case , 409 00:17:02,297 --> 00:17:04,297 you know . So I always want to make 410 00:17:04,297 --> 00:17:06,352 sure that they have that decision to 411 00:17:06,352 --> 00:17:08,352 continue on if they ask questions , 412 00:17:08,352 --> 00:17:10,574 provide them guidance , don't just give 413 00:17:10,574 --> 00:17:12,797 them the answer . Um I always try to be 414 00:17:12,797 --> 00:17:14,797 flexible as well and accommodate to 415 00:17:14,797 --> 00:17:17,019 their work styles , their personalities 416 00:17:17,019 --> 00:17:19,430 and their abilities . Um I always have 417 00:17:19,439 --> 00:17:20,995 to ensure to be patient and 418 00:17:20,995 --> 00:17:23,859 understanding as well . Sometimes in my 419 00:17:23,869 --> 00:17:25,980 position , I'm a go go go , let's get 420 00:17:25,989 --> 00:17:27,656 this done . Things need to be 421 00:17:27,656 --> 00:17:29,822 accomplished , you know , but I always 422 00:17:29,822 --> 00:17:31,822 have to take a step back and ensure 423 00:17:31,822 --> 00:17:33,878 that I'm also um making sure that my 424 00:17:33,878 --> 00:17:35,989 team and my teammates are all working 425 00:17:35,989 --> 00:17:37,933 well together and ensuring that uh 426 00:17:37,933 --> 00:17:39,989 things are getting completed . Yes , 427 00:17:39,989 --> 00:17:42,390 but making sure that they're also 428 00:17:42,400 --> 00:17:44,567 included in getting things completed . 429 00:17:45,130 --> 00:17:48,920 Um um When I provide the constructive 430 00:17:48,930 --> 00:17:51,569 feedback as well , um I just wanna make 431 00:17:51,579 --> 00:17:53,510 sure that they also voice their 432 00:17:53,520 --> 00:17:56,670 concerns and provided suggestions for 433 00:17:56,680 --> 00:17:59,189 improvement for themselves , for me , 434 00:17:59,199 --> 00:18:01,421 for any type of mentoring that they may 435 00:18:01,421 --> 00:18:03,814 have . Um I just want to make sure that 436 00:18:03,824 --> 00:18:06,425 we accommodate as supervisors to those 437 00:18:06,435 --> 00:18:09,084 with disabilities . Um We may have a 438 00:18:09,094 --> 00:18:11,625 different mindset than them and that's 439 00:18:11,635 --> 00:18:14,155 ok , but we just need to ensure that we 440 00:18:14,165 --> 00:18:16,635 do better as a supervisor to do those 441 00:18:16,645 --> 00:18:20,410 for them . Thank you , Miss 442 00:18:20,420 --> 00:18:22,587 Styles . And I can definitely tell you 443 00:18:22,587 --> 00:18:25,670 are so driven and want to be inclusive 444 00:18:25,680 --> 00:18:28,030 of your entire workforce regardless of 445 00:18:28,040 --> 00:18:30,262 disability status . And I think that is 446 00:18:30,262 --> 00:18:32,709 a wonderful and much needed attribute 447 00:18:32,719 --> 00:18:35,420 for any individual , especially our 448 00:18:35,430 --> 00:18:38,239 supervisors . It can definitely be um 449 00:18:38,250 --> 00:18:40,790 challenging to meet the individual 450 00:18:40,800 --> 00:18:42,869 needs of every single person on your 451 00:18:42,880 --> 00:18:44,959 team because we all have , I know I 452 00:18:44,969 --> 00:18:47,025 have a lot of needs . You can ask my 453 00:18:47,025 --> 00:18:50,170 supervisor , there's a lot of different 454 00:18:50,180 --> 00:18:53,219 things that we all need . So I applaud 455 00:18:53,229 --> 00:18:55,459 you for taking that effort to seek that 456 00:18:55,469 --> 00:18:58,739 feedback and encompass it and drive 457 00:18:58,750 --> 00:19:00,528 that change to ensure that your 458 00:19:00,528 --> 00:19:03,180 workforce is able to complete the 459 00:19:03,189 --> 00:19:05,569 mission with the tools and resources 460 00:19:05,579 --> 00:19:08,390 that they have at hand . Um So that 461 00:19:08,400 --> 00:19:11,130 leads us to our next question . Um Mr 462 00:19:11,140 --> 00:19:14,439 Morales , this one is for you as a WRP 463 00:19:14,449 --> 00:19:16,671 intern . I know you haven't been in the 464 00:19:16,671 --> 00:19:18,616 workforce too long , but with your 465 00:19:18,616 --> 00:19:20,616 prior military service as well , um 466 00:19:20,616 --> 00:19:22,890 included , what types of changes would 467 00:19:22,900 --> 00:19:25,011 you like to see in the workplace that 468 00:19:25,011 --> 00:19:27,122 would better support individuals with 469 00:19:27,122 --> 00:19:30,969 disabilities ? Yes , 470 00:19:30,979 --> 00:19:33,920 thank you . I , I wrote these questions 471 00:19:33,930 --> 00:19:36,097 out . I mean , I wrote the answer . So 472 00:19:36,097 --> 00:19:38,219 yes . So I have three bullet points . 473 00:19:38,229 --> 00:19:40,340 One would be like having a designated 474 00:19:40,340 --> 00:19:42,007 quiet room would be extremely 475 00:19:42,007 --> 00:19:43,951 beneficial because it provide , it 476 00:19:43,951 --> 00:19:45,896 helps me with anxiety , stress and 477 00:19:46,290 --> 00:19:48,512 overload . This would offer a place for 478 00:19:48,512 --> 00:19:50,800 me and others or others to step away , 479 00:19:50,849 --> 00:19:53,290 regroup and better manage the symptoms . 480 00:19:53,420 --> 00:19:55,719 Alternatively , sometimes it's it's not 481 00:19:55,729 --> 00:19:57,790 possible . So maybe noise canceling 482 00:19:57,800 --> 00:19:59,856 headphones could be provided to help 483 00:19:59,856 --> 00:20:02,849 maintain focus as well as another one 484 00:20:02,859 --> 00:20:04,581 will be adjusting workloads to 485 00:20:04,581 --> 00:20:06,920 accommodate those with such as myself 486 00:20:06,930 --> 00:20:09,041 with invisible disabilities will be a 487 00:20:09,041 --> 00:20:11,263 valuable change while I try to complete 488 00:20:11,263 --> 00:20:13,374 ta efficiently . There are times when 489 00:20:13,374 --> 00:20:15,597 it's just it become my my brain becomes 490 00:20:15,597 --> 00:20:17,486 sort of like in a knot and I feel 491 00:20:17,486 --> 00:20:19,597 mentally over overloaded . But I like 492 00:20:19,597 --> 00:20:22,000 how Miss Miss Style says like um she 493 00:20:22,010 --> 00:20:24,979 gives you that um that , you know , 494 00:20:24,989 --> 00:20:27,100 that um I say that space for yourself 495 00:20:27,100 --> 00:20:29,359 to go ahead and find those answers , 496 00:20:29,369 --> 00:20:32,380 you know , prior to asking for help and 497 00:20:32,390 --> 00:20:34,699 So , um that's when I reach out to my 498 00:20:34,709 --> 00:20:36,930 uh well , my colleagues and they help 499 00:20:36,939 --> 00:20:39,420 me out with the processes . Another one 500 00:20:39,430 --> 00:20:41,430 would be like a regular check ins , 501 00:20:41,430 --> 00:20:43,319 perhaps like once a week could be 502 00:20:43,319 --> 00:20:45,486 helpful , maybe provide an opportunity 503 00:20:45,486 --> 00:20:47,652 to discuss the workload , management , 504 00:20:47,652 --> 00:20:49,763 offer support and then ensure any the 505 00:20:49,763 --> 00:20:52,097 challenges are met . And um before they , 506 00:20:52,097 --> 00:20:54,319 they get escalated or , you know , like 507 00:20:54,319 --> 00:20:56,760 overload . And yeah , that concludes . 508 00:20:58,550 --> 00:21:00,772 Thank you , Miss Morales . And I see um 509 00:21:00,772 --> 00:21:02,939 Miss Styles over there taking notes on 510 00:21:02,939 --> 00:21:04,800 how she can better support her 511 00:21:04,810 --> 00:21:07,250 workforce and I love to see it . So , 512 00:21:07,260 --> 00:21:09,316 thank you so much for providing that 513 00:21:09,316 --> 00:21:11,500 feedback . And I encourage everyone 514 00:21:11,510 --> 00:21:13,979 online to use those open channels of 515 00:21:13,989 --> 00:21:16,045 communication with your supervisor , 516 00:21:16,045 --> 00:21:18,959 whether you have a disability or not to 517 00:21:18,969 --> 00:21:21,650 let them know what you need . I know in 518 00:21:21,660 --> 00:21:23,327 our building there's a lot of 519 00:21:23,327 --> 00:21:25,438 construction going on . And so I also 520 00:21:25,438 --> 00:21:27,660 have my noise canceling headphones that 521 00:21:27,660 --> 00:21:29,827 I wear every day so that I don't leave 522 00:21:29,827 --> 00:21:32,199 the office with a migraine or something 523 00:21:32,209 --> 00:21:34,209 because there's so much noise . But 524 00:21:34,209 --> 00:21:36,354 please make sure that you are using 525 00:21:36,364 --> 00:21:38,531 those open channels of communication , 526 00:21:38,531 --> 00:21:40,734 engaging with the different resources 527 00:21:40,744 --> 00:21:43,255 on base with your supervisor to make 528 00:21:43,265 --> 00:21:45,724 the workplace a comfortable place for 529 00:21:45,734 --> 00:21:48,125 you to be able to do your job . Um We 530 00:21:48,135 --> 00:21:50,594 spend a good chunk of our time working 531 00:21:50,604 --> 00:21:52,715 um throughout our lives . So might as 532 00:21:52,715 --> 00:21:55,520 well make the best of it . So my next 533 00:21:55,530 --> 00:21:58,920 question goes to Miss 534 00:21:58,930 --> 00:22:02,239 Spencer . So this next question is , 535 00:22:02,250 --> 00:22:04,680 have you encountered situations where 536 00:22:04,689 --> 00:22:06,578 you needed to address unconscious 537 00:22:06,578 --> 00:22:09,079 biases in the mentorship process ? And 538 00:22:09,089 --> 00:22:10,589 how did you approach these 539 00:22:10,589 --> 00:22:12,680 conversations to foster a better 540 00:22:12,689 --> 00:22:15,359 understanding ? Oh , 541 00:22:15,369 --> 00:22:19,160 absolutely . Unconscious bias tends to 542 00:22:19,170 --> 00:22:21,119 show up in the most unexpected of 543 00:22:21,130 --> 00:22:23,599 places even in mentorship where our 544 00:22:23,609 --> 00:22:26,310 intent is to help somebody else to grow . 545 00:22:26,780 --> 00:22:28,891 Um I've had moments where I've had to 546 00:22:28,891 --> 00:22:31,140 step back and check both my own biases 547 00:22:31,150 --> 00:22:34,010 as well as assist others in recognizing 548 00:22:34,020 --> 00:22:36,500 theirs . One situation that comes to 549 00:22:36,510 --> 00:22:38,810 mind is when a mentor automatically 550 00:22:38,819 --> 00:22:41,459 assumed that an individual with a 551 00:22:41,469 --> 00:22:43,691 disability would want to stay in a role 552 00:22:43,691 --> 00:22:46,439 that was more familiar to them because 553 00:22:46,449 --> 00:22:48,393 they thought that it would be less 554 00:22:48,393 --> 00:22:50,227 stressful for them . Given their 555 00:22:50,227 --> 00:22:52,650 disability , the mentor had the best of 556 00:22:52,660 --> 00:22:54,880 intentions , but they didn't realize 557 00:22:54,890 --> 00:22:57,112 that they were limiting this employee's 558 00:22:57,112 --> 00:22:59,589 potential . It was a classic case of 559 00:22:59,599 --> 00:23:03,089 bias where assuming that we know what's 560 00:23:03,099 --> 00:23:05,599 best for someone else based on our own 561 00:23:05,609 --> 00:23:08,189 perception of their limitations rather 562 00:23:08,199 --> 00:23:10,032 than listening to that what that 563 00:23:10,032 --> 00:23:11,921 individual wants and what they're 564 00:23:11,921 --> 00:23:15,180 aspiring to . So when I see things like 565 00:23:15,189 --> 00:23:17,660 this happening , I don't jump in with 566 00:23:17,670 --> 00:23:20,229 blame or judgment . I think that it's 567 00:23:20,239 --> 00:23:22,819 incredibly important to create a space 568 00:23:23,030 --> 00:23:24,863 where people feel safe enough to 569 00:23:24,863 --> 00:23:28,239 explore their biases and to start by 570 00:23:28,250 --> 00:23:30,306 making that a learning environment , 571 00:23:30,306 --> 00:23:33,839 not a shaming one . I start by asking 572 00:23:33,849 --> 00:23:37,219 more questions such as how do you think 573 00:23:37,229 --> 00:23:39,349 we can best support this person in 574 00:23:39,359 --> 00:23:42,500 achieving their goals or are there 575 00:23:42,510 --> 00:23:44,510 maybe assumptions that we're making 576 00:23:44,510 --> 00:23:46,621 that could be causing limitations for 577 00:23:46,621 --> 00:23:48,839 this person ? It's all about , it's or 578 00:23:48,849 --> 00:23:51,016 sorry , it's not about calling someone 579 00:23:51,016 --> 00:23:53,349 out . It's rather about offering them 580 00:23:53,359 --> 00:23:56,000 the space to realize it themselves that 581 00:23:56,010 --> 00:23:58,121 they might have a different path that 582 00:23:58,121 --> 00:24:01,189 they can take . I also use storytelling 583 00:24:01,199 --> 00:24:03,310 quite a bit . I might share my own 584 00:24:03,319 --> 00:24:05,310 experiences as someone with often 585 00:24:05,319 --> 00:24:08,189 unseen disabilities and how people have 586 00:24:08,199 --> 00:24:10,430 made assumptions about me and my 587 00:24:10,439 --> 00:24:13,219 abilities or my needs . Sometimes 588 00:24:13,229 --> 00:24:15,859 hearing personal stories can help to 589 00:24:16,670 --> 00:24:19,310 address our own biases in a more less 590 00:24:19,319 --> 00:24:23,260 threatening environment and in a way 591 00:24:23,270 --> 00:24:25,890 that's more relatable . I found that 592 00:24:25,900 --> 00:24:28,239 once people can see their own 593 00:24:28,260 --> 00:24:30,479 perception could potentially 594 00:24:30,489 --> 00:24:32,989 unintentionally hold somebody else back . 595 00:24:33,420 --> 00:24:35,689 They're typically more open to changing 596 00:24:35,699 --> 00:24:38,449 their approach at the end of the day . 597 00:24:38,459 --> 00:24:40,890 Addressing bias and mentoring is about 598 00:24:40,900 --> 00:24:42,678 creating a culture of trust and 599 00:24:42,678 --> 00:24:45,729 curiosity . It's about asking how can I 600 00:24:45,739 --> 00:24:48,449 learn more about this person's unique 601 00:24:48,459 --> 00:24:51,020 strengths and goals rather than letting 602 00:24:51,030 --> 00:24:53,339 my personal assumptions limit their 603 00:24:53,349 --> 00:24:56,530 possibilities there . The more that we 604 00:24:56,540 --> 00:24:59,079 embrace our individual differences , 605 00:24:59,209 --> 00:25:01,431 the more powerful our relationships can 606 00:25:01,431 --> 00:25:04,109 be and the more impactful a mentorship 607 00:25:04,119 --> 00:25:06,369 experience can ultimately become . 608 00:25:10,380 --> 00:25:13,150 Thank you , Miss Spencer . I completely 609 00:25:13,160 --> 00:25:15,760 agree . I love hearing other people's 610 00:25:15,770 --> 00:25:18,520 life experiences because it definitely 611 00:25:18,630 --> 00:25:20,741 helps to grow your own worldview . Uh 612 00:25:20,750 --> 00:25:22,806 Each of our worldviews are shaped by 613 00:25:22,806 --> 00:25:24,972 our experiences , the different things 614 00:25:24,972 --> 00:25:27,194 that we hear what we learn all of these 615 00:25:27,194 --> 00:25:29,139 different things . And so the more 616 00:25:29,139 --> 00:25:31,306 people that you talk to those more the 617 00:25:31,306 --> 00:25:33,361 diverse experiences that people have 618 00:25:33,361 --> 00:25:35,630 the different um abilities , 619 00:25:35,640 --> 00:25:37,862 disabilities , whatever the case may be 620 00:25:37,862 --> 00:25:39,640 that you learn about , the more 621 00:25:39,640 --> 00:25:42,339 equipped you are to go into um 622 00:25:42,359 --> 00:25:45,390 different conversations without having 623 00:25:45,400 --> 00:25:47,067 a set expectation of how this 624 00:25:47,067 --> 00:25:49,289 conversation is gonna go . Because once 625 00:25:49,289 --> 00:25:51,567 you see the millions of ways it can go , 626 00:25:51,567 --> 00:25:53,789 you stop setting those expectations and 627 00:25:53,789 --> 00:25:56,680 can really open yourself up to better 628 00:25:56,689 --> 00:25:58,800 conversation . That is more effective 629 00:25:58,800 --> 00:26:00,967 for both you as a listener and for the 630 00:26:00,967 --> 00:26:02,911 person who's talking to you . So I 631 00:26:02,911 --> 00:26:06,199 think that is a great app approach . Um 632 00:26:06,209 --> 00:26:08,670 Miss Styles or um Mr Morales , do you 633 00:26:08,680 --> 00:26:10,959 have any experiences that you would 634 00:26:10,969 --> 00:26:12,969 like to share with ? Um relating to 635 00:26:12,969 --> 00:26:15,079 that question , if there are any um 636 00:26:15,089 --> 00:26:18,140 situations regarding mentorship , um 637 00:26:18,180 --> 00:26:20,439 relationships or even engaging with 638 00:26:20,449 --> 00:26:22,760 coworkers that you've seen that you're 639 00:26:22,770 --> 00:26:24,992 like , oh , this , this could have been 640 00:26:24,992 --> 00:26:28,859 handled a different way . I've 641 00:26:28,869 --> 00:26:31,599 actually seen more of a positive in the 642 00:26:31,609 --> 00:26:33,609 workplace than I've actually seen a 643 00:26:33,609 --> 00:26:35,776 negative . Um And it's been actually a 644 00:26:35,776 --> 00:26:38,030 great experience for me to be able to 645 00:26:38,040 --> 00:26:41,750 see uh my , you know , subordinates 646 00:26:41,760 --> 00:26:44,339 and uh coworkers interact with those 647 00:26:44,349 --> 00:26:46,460 with disabilities just like they're a 648 00:26:46,460 --> 00:26:48,571 regular person . And sometimes that's 649 00:26:48,571 --> 00:26:50,959 all they want is to be treated like a 650 00:26:50,969 --> 00:26:53,250 regular person with , you know , no 651 00:26:53,260 --> 00:26:56,939 disabilities . And I never ask at 652 00:26:56,949 --> 00:26:59,410 all of what the disability may be . I , 653 00:26:59,420 --> 00:27:02,270 I don't want to intervene in any type 654 00:27:02,280 --> 00:27:04,530 of way . Um I always want them to feel 655 00:27:04,540 --> 00:27:06,207 comfortable coming to me as a 656 00:27:06,207 --> 00:27:08,207 supervisor and like , hey , can you 657 00:27:08,207 --> 00:27:11,535 accommodate to this for XY and Z ? And 658 00:27:11,545 --> 00:27:13,814 I do my best to do so . But in the 659 00:27:13,824 --> 00:27:15,880 environment in our workplace , we've 660 00:27:15,880 --> 00:27:18,535 actually had a great opportunity . Like 661 00:27:18,685 --> 00:27:21,015 we , like I said , we deal a lot with 662 00:27:21,025 --> 00:27:23,474 the WRP . So we do have people who come 663 00:27:23,484 --> 00:27:25,775 in with disabilities quite often into 664 00:27:25,785 --> 00:27:27,952 the workplace , but we treat them just 665 00:27:27,952 --> 00:27:30,844 like any other , any other person with 666 00:27:30,854 --> 00:27:33,915 at least respect and dignity and just 667 00:27:33,925 --> 00:27:36,147 know that they are their own person and 668 00:27:36,147 --> 00:27:39,010 we respect them as such . So luckily , 669 00:27:39,020 --> 00:27:41,430 no negativity here that's had to be any 670 00:27:41,439 --> 00:27:43,670 type of adjusted , but just giving the 671 00:27:43,680 --> 00:27:47,329 knowledge , especially to uh you know , 672 00:27:47,339 --> 00:27:49,395 the workplace and understanding what 673 00:27:49,395 --> 00:27:52,520 the WRP is and how we can accommodate 674 00:27:52,530 --> 00:27:54,530 and just keeping them up to date as 675 00:27:54,530 --> 00:27:57,670 well as to what it entails and how it 676 00:27:57,680 --> 00:27:59,680 works and things and such that help 677 00:27:59,680 --> 00:28:03,640 them understand . No , I think 678 00:28:03,650 --> 00:28:05,959 that's great . I'd love to hear when 679 00:28:06,310 --> 00:28:08,477 people are having positive experiences 680 00:28:08,477 --> 00:28:10,143 because we can definitely see 681 00:28:10,143 --> 00:28:13,650 situations that can go south very 682 00:28:13,660 --> 00:28:15,771 quickly . So it's really nice to hear 683 00:28:15,780 --> 00:28:18,010 when that you're not seeing that and 684 00:28:18,020 --> 00:28:20,242 not experiencing that . I think that is 685 00:28:20,242 --> 00:28:22,242 great and I think it shows positive 686 00:28:22,242 --> 00:28:24,131 growth within the organization of 687 00:28:24,131 --> 00:28:26,298 people , having a better understanding 688 00:28:26,298 --> 00:28:28,670 of how to engage with the workforce as 689 00:28:28,680 --> 00:28:30,736 a whole . And having those resources 690 00:28:30,736 --> 00:28:32,910 available . So thank you for that . Um 691 00:28:33,229 --> 00:28:35,489 My next question is actually for you 692 00:28:35,500 --> 00:28:37,790 and very much related to this past 693 00:28:37,800 --> 00:28:40,599 question . So in what ways can allies 694 00:28:40,609 --> 00:28:42,442 and leaders within the workplace 695 00:28:42,442 --> 00:28:44,165 contribute to a more inclusive 696 00:28:44,165 --> 00:28:45,998 environment for individuals with 697 00:28:45,998 --> 00:28:49,030 disabilities ? Perfect . Yes , like I 698 00:28:49,040 --> 00:28:51,310 said , it's important to promote the 699 00:28:51,319 --> 00:28:53,949 awareness on disability inclusion and 700 00:28:53,959 --> 00:28:56,729 offer them resources to reach out . Um 701 00:28:56,739 --> 00:28:59,010 We do a lot of training with the 702 00:28:59,020 --> 00:29:01,187 employees and help them understand and 703 00:29:01,187 --> 00:29:02,798 support the individuals with 704 00:29:02,798 --> 00:29:04,964 disabilities . We also here at Edwards 705 00:29:04,964 --> 00:29:06,909 Air Force Base have ad ei a office 706 00:29:06,909 --> 00:29:10,050 specifically for our questions . They 707 00:29:10,060 --> 00:29:12,282 offer multiple trainings throughout the 708 00:29:12,282 --> 00:29:14,449 year . They even come to us to provide 709 00:29:14,449 --> 00:29:16,869 trainings on DEI A what they stand for 710 00:29:16,880 --> 00:29:18,824 what they do , which also helps us 711 00:29:18,824 --> 00:29:20,491 understand . And now as a new 712 00:29:20,491 --> 00:29:23,530 supervisor , um I had a uh 713 00:29:24,540 --> 00:29:27,400 WRP employee come to me and ask for an 714 00:29:27,410 --> 00:29:29,577 accommodation and I'm like , what do I 715 00:29:29,577 --> 00:29:31,632 do ? I don't know what I'm , I don't 716 00:29:31,632 --> 00:29:33,743 know what to do as a new supervisor , 717 00:29:33,743 --> 00:29:35,799 right ? So I reached out to the DE I 718 00:29:35,799 --> 00:29:37,910 office , they gave me step by step on 719 00:29:37,910 --> 00:29:40,021 what I needed to accomplish . Um This 720 00:29:40,021 --> 00:29:43,479 member , she is wheelchair bound and it 721 00:29:43,489 --> 00:29:45,711 was hard for her to get to and from the 722 00:29:45,711 --> 00:29:47,933 printer . We are a lot of paper pushers 723 00:29:47,933 --> 00:29:50,925 around here . And uh so I wanted her to 724 00:29:50,935 --> 00:29:53,104 be able to get things from the printer 725 00:29:53,114 --> 00:29:55,114 as needed . So I was reached out to 726 00:29:55,114 --> 00:29:57,170 them . I said , hey , can I purchase 727 00:29:57,170 --> 00:30:01,165 her a printer for her work desk ? And 728 00:30:01,175 --> 00:30:03,342 they were like , yeah , of course , no 729 00:30:03,342 --> 00:30:05,508 problem at all . You can use your unit 730 00:30:05,508 --> 00:30:07,508 funds . I was like , perfect . So I 731 00:30:07,508 --> 00:30:09,619 contacted my budget officer and she's 732 00:30:09,619 --> 00:30:11,786 like , we're on it and we got her that 733 00:30:11,786 --> 00:30:13,897 printer for her desk and it works out 734 00:30:13,897 --> 00:30:15,675 perfectly for her and she is so 735 00:30:15,675 --> 00:30:18,008 grateful for that , just that one thing . 736 00:30:18,008 --> 00:30:21,670 Um But we also try to 737 00:30:21,680 --> 00:30:23,736 provide an open communication within 738 00:30:23,736 --> 00:30:26,130 the office and uh we implement those 739 00:30:26,140 --> 00:30:28,319 accommodations with the unit for those 740 00:30:28,329 --> 00:30:30,440 with the disabilities . And if you're 741 00:30:30,440 --> 00:30:32,496 unsure , we always reach out just to 742 00:30:32,496 --> 00:30:34,440 make sure that we are on the right 743 00:30:34,440 --> 00:30:36,496 track as a supervisor to provide for 744 00:30:36,496 --> 00:30:38,273 those with disabilities and the 745 00:30:38,273 --> 00:30:40,440 accommodations for them . Um It can be 746 00:30:40,440 --> 00:30:42,440 difficult sometimes as a supervisor 747 00:30:42,440 --> 00:30:44,551 though . Um and you never want to say 748 00:30:44,551 --> 00:30:46,773 no , you know , so I always make sure I 749 00:30:46,773 --> 00:30:48,940 reach out and if I it is a no , like I 750 00:30:48,940 --> 00:30:50,718 can't do that , I always want a 751 00:30:50,718 --> 00:30:52,718 reasoning , right ? I don't want to 752 00:30:52,718 --> 00:30:54,885 just tell them no , we can't do that . 753 00:30:54,885 --> 00:30:57,051 I wanna make sure I can provide them a 754 00:30:57,051 --> 00:30:59,489 valid reason as to why it's a no , but 755 00:30:59,500 --> 00:31:01,778 I'm always trying to get to that . Yes , 756 00:31:01,778 --> 00:31:03,778 of how can we do it ? How can we uh 757 00:31:03,778 --> 00:31:07,020 provide for those ? And uh so 758 00:31:07,800 --> 00:31:10,430 just that one example , but now she's a 759 00:31:10,439 --> 00:31:12,900 permanent employee working for us and 760 00:31:12,910 --> 00:31:15,060 she's a wonderful employee . So 761 00:31:15,069 --> 00:31:17,300 regardless of disability , she's 762 00:31:17,310 --> 00:31:21,150 wonderful . So that is 763 00:31:21,160 --> 00:31:23,969 so great to hear . I love that you 764 00:31:23,979 --> 00:31:26,250 mention our disability program within 765 00:31:26,260 --> 00:31:28,439 all of our installation , equal 766 00:31:28,449 --> 00:31:30,449 employment opportunities strategy , 767 00:31:30,449 --> 00:31:32,760 integration offices . So some of you 768 00:31:32,770 --> 00:31:35,109 online may not know but every one of 769 00:31:35,119 --> 00:31:37,839 our installations within A F MC has a 770 00:31:37,849 --> 00:31:40,300 disability program manager that is a 771 00:31:40,479 --> 00:31:42,701 able to assist you with . Anything that 772 00:31:42,709 --> 00:31:44,653 you may need , answering questions 773 00:31:44,653 --> 00:31:46,709 about reasonable accommodation about 774 00:31:46,709 --> 00:31:48,880 the WRP program , about the various 775 00:31:48,890 --> 00:31:51,099 hiring authorities that are available 776 00:31:51,109 --> 00:31:53,500 to individuals with disabilities . So I 777 00:31:53,510 --> 00:31:56,319 highly encourage you to get familiar 778 00:31:56,329 --> 00:31:58,162 with who your disability program 779 00:31:58,162 --> 00:32:00,660 manager is . So that you know who to 780 00:32:00,770 --> 00:32:02,930 reach out to . There are a ton of 781 00:32:02,939 --> 00:32:05,229 resources online as well . But if 782 00:32:05,239 --> 00:32:07,800 you're looking for that um customer 783 00:32:07,810 --> 00:32:10,109 service piece of it , I recommend 784 00:32:10,119 --> 00:32:12,286 reaching out to our disability program 785 00:32:12,286 --> 00:32:13,952 managers and if you need help 786 00:32:13,952 --> 00:32:16,175 identifying who your disability program 787 00:32:16,175 --> 00:32:18,341 manager is , feel free to reach out to 788 00:32:18,341 --> 00:32:20,341 me and I will get you their contact 789 00:32:20,341 --> 00:32:23,329 information uh as quickly as possible . 790 00:32:23,339 --> 00:32:25,283 I'm generally good with emails but 791 00:32:25,283 --> 00:32:27,790 sometimes I get overrun but please use 792 00:32:27,800 --> 00:32:29,670 your resources um to get those 793 00:32:29,680 --> 00:32:31,736 questions answered . They are always 794 00:32:31,736 --> 00:32:33,939 there for you . So this next question 795 00:32:33,949 --> 00:32:37,459 is for you , Mr Morales . So how do you 796 00:32:37,469 --> 00:32:39,739 proactively seek out mentors who 797 00:32:39,750 --> 00:32:41,920 understand and can provide guidance on 798 00:32:41,930 --> 00:32:44,290 the unique challenges that you may face . 799 00:32:49,489 --> 00:32:52,810 I'm sorry , I um accidentally minimize 800 00:32:52,819 --> 00:32:56,540 this . I mean , yes , so I actually 801 00:32:56,550 --> 00:32:58,869 utilize my supervisors over no policy 802 00:32:58,920 --> 00:33:01,142 to discuss the challenges I encounter . 803 00:33:01,142 --> 00:33:03,031 However , I sometimes hesitate to 804 00:33:03,031 --> 00:33:05,253 express when I'm overwhelmed with tasks 805 00:33:05,253 --> 00:33:06,976 as I were , it might impact my 806 00:33:06,976 --> 00:33:09,309 perception , my performance perceptions . 807 00:33:09,309 --> 00:33:11,869 So sometimes what I do is or most of 808 00:33:11,880 --> 00:33:13,819 the time I , I reach out to my 809 00:33:13,829 --> 00:33:16,750 colleagues or I seek additional support 810 00:33:16,760 --> 00:33:19,880 from them . I also uh regularly seek 811 00:33:19,890 --> 00:33:21,779 guidance from my peers . Yes , to 812 00:33:21,779 --> 00:33:23,890 better understand various processes . 813 00:33:23,890 --> 00:33:26,112 So they're um they're all welcoming . I 814 00:33:26,112 --> 00:33:28,390 love it . They um they help me so much . 815 00:33:28,390 --> 00:33:30,557 Um It doesn't matter if , if they said 816 00:33:30,557 --> 00:33:32,723 it to me yesterday or , or last week , 817 00:33:32,723 --> 00:33:34,900 they're always welcoming and I love 818 00:33:34,910 --> 00:33:36,920 this about them . Um This helps me 819 00:33:36,930 --> 00:33:39,260 refine my skills and adapt more 820 00:33:39,270 --> 00:33:41,400 efficiently to the workflow . I also 821 00:33:41,410 --> 00:33:44,010 use the va for additional resource . Uh 822 00:33:44,020 --> 00:33:46,439 Sometimes they offer classes and I also 823 00:33:46,449 --> 00:33:48,560 do appointments with psychologists to 824 00:33:48,560 --> 00:33:50,393 address my personal challenges . 825 00:33:50,393 --> 00:33:52,560 However , sometimes the wait times for 826 00:33:52,560 --> 00:33:54,782 those can , can be long like one or two 827 00:33:54,782 --> 00:33:56,560 months . So it makes it kind of 828 00:33:56,560 --> 00:33:58,616 difficult . But other than that , um 829 00:33:58,616 --> 00:34:01,239 yes , I , I love that my mo most 830 00:34:01,250 --> 00:34:03,306 importantly , my , when I talk to my 831 00:34:03,306 --> 00:34:05,417 supervisor about this , she's open to 832 00:34:05,417 --> 00:34:08,020 anything um challenges and I appreciate 833 00:34:08,030 --> 00:34:10,899 that . And II I feel welcome and , and 834 00:34:10,909 --> 00:34:14,898 at work when I come every day , that 835 00:34:14,908 --> 00:34:17,698 is so wonderful to hear . It definitely 836 00:34:17,708 --> 00:34:20,789 seems that over in the 412 controller 837 00:34:20,799 --> 00:34:22,910 squadron , you guys have a great work 838 00:34:22,910 --> 00:34:25,132 environment where everyone works really 839 00:34:25,132 --> 00:34:28,108 well together and can bounce ideas and 840 00:34:28,148 --> 00:34:30,259 questions and all of that off of each 841 00:34:30,259 --> 00:34:32,698 other . And that is such a , the 842 00:34:32,708 --> 00:34:34,979 foundation for an effective 843 00:34:34,989 --> 00:34:37,739 organization . So it's so glad to hear 844 00:34:37,918 --> 00:34:40,898 that you guys embody that over in your 845 00:34:40,908 --> 00:34:44,659 unit . This next question is actually 846 00:34:44,669 --> 00:34:47,620 for um Mr Morales and Miss Styles um 847 00:34:47,629 --> 00:34:49,629 regarding the workforce recruitment 848 00:34:49,629 --> 00:34:52,300 program , for those familiar with the 849 00:34:52,310 --> 00:34:55,360 um workforce recruitment program or WRP , 850 00:34:55,439 --> 00:34:57,106 what advice would you give to 851 00:34:57,106 --> 00:34:59,272 applicants with disabilities , seeking 852 00:34:59,272 --> 00:35:01,106 internships or job opportunities 853 00:35:01,106 --> 00:35:02,419 through WRP ? 854 00:35:05,090 --> 00:35:07,090 I , I'm gonna go do , oh , go ahead 855 00:35:07,090 --> 00:35:09,159 Andreas . Yeah , I have um I have a 856 00:35:09,169 --> 00:35:12,229 good list here . Um Well , first of all , 857 00:35:12,239 --> 00:35:14,350 I , I would say uh refine your resume 858 00:35:14,469 --> 00:35:16,747 and then seek feedback from , you know , 859 00:35:16,747 --> 00:35:18,949 your peers as well as prepare your 860 00:35:18,959 --> 00:35:21,550 schedule a for document in that uh do 861 00:35:21,560 --> 00:35:25,340 schedule for documentation just , just 862 00:35:25,350 --> 00:35:27,461 in case you get , um you know , you , 863 00:35:27,461 --> 00:35:29,572 they move forward with you , you have 864 00:35:29,572 --> 00:35:31,794 the schedule a letter uh ready . Uh And 865 00:35:31,794 --> 00:35:33,850 then I'll be open about disabilities 866 00:35:33,850 --> 00:35:35,739 and then don't , don't hesitate , 867 00:35:35,739 --> 00:35:38,520 request accommodations . And then um I 868 00:35:38,530 --> 00:35:40,252 also stay in contact with your 869 00:35:40,252 --> 00:35:42,363 disability coordinator to address any 870 00:35:42,363 --> 00:35:44,659 issues or opportunities . She will 871 00:35:44,669 --> 00:35:46,810 sometimes help me out with um my 872 00:35:46,820 --> 00:35:48,987 disability coordinator over here at um 873 00:35:48,987 --> 00:35:50,876 Edwards . She helps out with like 874 00:35:50,876 --> 00:35:52,820 opportunities that may come around 875 00:35:52,820 --> 00:35:55,129 without me even knowing and communicate 876 00:35:55,139 --> 00:35:57,195 with your supervisor as well as your 877 00:35:57,195 --> 00:35:59,250 goals and aspirations . Keeping them 878 00:35:59,250 --> 00:36:01,361 informed , helps you align your tasks 879 00:36:01,361 --> 00:36:03,028 and projects with your career 880 00:36:03,028 --> 00:36:05,250 objectives . So that's something that I 881 00:36:05,250 --> 00:36:07,169 did with Mrs Stiles . I kept her 882 00:36:07,280 --> 00:36:10,370 informed of what my goals were and um 883 00:36:10,689 --> 00:36:12,856 and then eventually opportunities came 884 00:36:12,856 --> 00:36:15,800 from after that . So I highly recommend 885 00:36:15,810 --> 00:36:19,510 that Thank you , Miss Style 886 00:36:20,709 --> 00:36:22,765 Andreas . Are you OK if I use you an 887 00:36:22,765 --> 00:36:25,649 exam as an example today ? Awesome . 888 00:36:26,830 --> 00:36:29,510 So I know that the WRP program may be 889 00:36:29,520 --> 00:36:31,187 nerve wracking for those with 890 00:36:31,187 --> 00:36:33,076 disabilities up to . What does my 891 00:36:33,076 --> 00:36:35,187 future look like ? What if I get it ? 892 00:36:35,187 --> 00:36:37,409 What's going to happen to me ? Where am 893 00:36:37,409 --> 00:36:39,353 I going to be ? Things like that ? 894 00:36:39,353 --> 00:36:41,576 Right . There's a lot of questions that 895 00:36:41,576 --> 00:36:43,242 may be happening , but I as a 896 00:36:43,242 --> 00:36:45,409 supervisor think that just go for it , 897 00:36:45,409 --> 00:36:47,353 do it . Um There are so many great 898 00:36:47,353 --> 00:36:49,576 opportunities after the fact of the WRP 899 00:36:49,576 --> 00:36:52,129 program , for example , Andreas , right ? 900 00:36:52,139 --> 00:36:54,840 He came to me as a supervisor and was 901 00:36:54,850 --> 00:36:56,572 talking to me about his school 902 00:36:56,572 --> 00:36:58,780 struggles . Um how he wanted to 903 00:36:58,860 --> 00:37:01,030 continue on with his master's degree 904 00:37:01,040 --> 00:37:03,207 and he was finishing up his bachelor's 905 00:37:03,207 --> 00:37:05,318 degree here at the end of this year . 906 00:37:05,318 --> 00:37:08,520 Congratulations . And uh so he was like , 907 00:37:08,530 --> 00:37:10,879 well , my workload it may be different . 908 00:37:10,969 --> 00:37:12,525 I have to go to school . We 909 00:37:12,525 --> 00:37:14,750 accommodated that with his , we do 910 00:37:14,760 --> 00:37:16,820 offer with the Air Force offers the 911 00:37:16,830 --> 00:37:19,750 three hours of uh admin leave for 912 00:37:19,760 --> 00:37:21,739 schooling each week . So we 913 00:37:21,750 --> 00:37:23,861 accommodated to his schedule to allow 914 00:37:23,861 --> 00:37:25,929 him to go to in person school to do 915 00:37:25,939 --> 00:37:29,469 that three hours a week and we offered 916 00:37:29,479 --> 00:37:31,646 him the part time of him being able to 917 00:37:31,646 --> 00:37:34,189 go to school more often . So now he is 918 00:37:34,199 --> 00:37:37,909 part time employee for us in the WRP as 919 00:37:37,919 --> 00:37:41,030 well as I went to my 920 00:37:41,040 --> 00:37:44,745 leadership and was like , hey , I have 921 00:37:44,754 --> 00:37:48,024 this employee Andreas who he's getting 922 00:37:48,034 --> 00:37:50,090 his master's degree . What can we do 923 00:37:50,090 --> 00:37:52,915 for him ? How , how can we do better 924 00:37:52,925 --> 00:37:56,445 for him and that we had a pack opening 925 00:37:56,455 --> 00:37:59,264 for him . Um He just got his TJ O 926 00:37:59,274 --> 00:38:03,215 yesterday um for our pack program . So 927 00:38:03,225 --> 00:38:07,070 there are so many avenues for people um 928 00:38:07,080 --> 00:38:10,770 who do enjoy in the WRP program as well 929 00:38:10,780 --> 00:38:13,290 as I stated before , I have two prior 930 00:38:13,300 --> 00:38:16,149 WRPS who are now permanent employees . 931 00:38:16,159 --> 00:38:19,760 One in NK two and one in NH two . They 932 00:38:19,770 --> 00:38:21,714 are working wonderfully , they are 933 00:38:21,714 --> 00:38:23,659 still here . They became permanent 934 00:38:23,659 --> 00:38:25,949 employees a few years ago and they have 935 00:38:25,959 --> 00:38:28,126 done wonderfully in the job regardless 936 00:38:28,126 --> 00:38:30,590 of their disability . They do come to 937 00:38:30,600 --> 00:38:32,949 me if they have any cause for concern 938 00:38:32,959 --> 00:38:34,939 and we accommodate accordingly , 939 00:38:34,949 --> 00:38:37,550 especially with that . One of the 940 00:38:37,560 --> 00:38:39,727 employees has a hard time delegating , 941 00:38:39,727 --> 00:38:42,574 we helped her in and how to delegate 942 00:38:42,784 --> 00:38:46,254 and so she was uh better suited to 943 00:38:46,264 --> 00:38:49,254 perform her job duties . So we as 944 00:38:49,264 --> 00:38:52,284 supervisors accommodate to those um we 945 00:38:52,294 --> 00:38:54,127 should accommodate regardless of 946 00:38:54,127 --> 00:38:57,215 disability , right ? Anybody that's a 947 00:38:57,225 --> 00:38:59,955 permanent or a WRP that needs any type 948 00:38:59,965 --> 00:39:02,254 of accommodation to us . We should try 949 00:39:02,264 --> 00:39:05,969 to do that um and make sure that we are 950 00:39:05,979 --> 00:39:08,300 inclusive to everybody , know our 951 00:39:08,310 --> 00:39:11,389 resources , know the knowledge . And uh 952 00:39:11,399 --> 00:39:14,330 but the WRP program is a great step in 953 00:39:14,340 --> 00:39:16,562 the right direction into getting into a 954 00:39:16,562 --> 00:39:17,951 civil service position . 955 00:39:20,850 --> 00:39:23,189 Absolutely . And when it comes to 956 00:39:23,199 --> 00:39:26,270 resume writing , um Miss Morales , do 957 00:39:26,280 --> 00:39:28,889 you have any resources or tips that you 958 00:39:28,899 --> 00:39:31,790 had for refining your resume ? Yes , 959 00:39:31,800 --> 00:39:34,310 ma'am . So , uh at um through the 960 00:39:34,320 --> 00:39:36,542 school that there's this website called 961 00:39:36,542 --> 00:39:38,790 the handshake the handshake . And so , 962 00:39:38,800 --> 00:39:40,856 um that's where I submit my resume . 963 00:39:41,189 --> 00:39:43,245 And so through the school , once you 964 00:39:43,245 --> 00:39:45,133 submit your resume through um the 965 00:39:45,133 --> 00:39:46,967 handshake portal , um there's um 966 00:39:46,967 --> 00:39:49,840 there's staff from your university that 967 00:39:49,850 --> 00:39:51,961 checks your resume and tells you what 968 00:39:51,961 --> 00:39:54,409 template to use for uh what profession 969 00:39:54,419 --> 00:39:56,586 you're going to go for . And then they 970 00:39:56,586 --> 00:39:58,530 add like tips and tricks of how to 971 00:39:58,530 --> 00:40:00,780 adjust it . So um you can definitely 972 00:40:00,790 --> 00:40:03,889 use that and then um I was going to add 973 00:40:03,899 --> 00:40:07,110 something else but my um give me a 974 00:40:07,120 --> 00:40:09,231 brain fart . So I kind of forgot what 975 00:40:09,231 --> 00:40:12,600 to say . But yes , definitely do use 976 00:40:12,610 --> 00:40:15,010 the um the handshake portal from your 977 00:40:15,020 --> 00:40:17,169 university . And then , yeah , 978 00:40:20,120 --> 00:40:22,699 thank you , Mr Morales . There are , I 979 00:40:22,709 --> 00:40:26,320 know many installations have programs 980 00:40:26,330 --> 00:40:28,497 within their Military Family Readiness 981 00:40:28,497 --> 00:40:30,441 Center . I think that's what we're 982 00:40:30,441 --> 00:40:32,497 still calling it to help individuals 983 00:40:32,497 --> 00:40:34,497 with . Um looking at their resume , 984 00:40:34,497 --> 00:40:36,497 revising their resume , there's all 985 00:40:36,497 --> 00:40:38,497 kinds of courses for federal resume 986 00:40:38,497 --> 00:40:40,449 writing . So I highly encourage 987 00:40:40,459 --> 00:40:42,850 everyone to do your research on finding 988 00:40:42,860 --> 00:40:44,939 what you need if you know somebody 989 00:40:44,949 --> 00:40:47,171 who's already working in that area that 990 00:40:47,171 --> 00:40:49,282 you're wanting to get into , ask them 991 00:40:49,282 --> 00:40:51,116 to review your resume , get some 992 00:40:51,116 --> 00:40:53,227 pointers tips and tricks . Um Because 993 00:40:53,227 --> 00:40:54,949 ultimately , there are so many 994 00:40:54,949 --> 00:40:57,116 opportunities out there for everyone . 995 00:40:57,116 --> 00:40:59,005 Uh But sometimes it's , it's that 996 00:40:59,005 --> 00:41:01,282 resume that gets us and resume writing , 997 00:41:01,282 --> 00:41:03,393 especially federal resume writing can 998 00:41:03,393 --> 00:41:07,280 be quite , quite the task . Um So 999 00:41:07,290 --> 00:41:09,500 definitely look into those resources . 1000 00:41:09,510 --> 00:41:11,621 Um There are a couple of questions in 1001 00:41:11,621 --> 00:41:15,100 the chat that um one of them I can 1002 00:41:15,110 --> 00:41:17,110 answer . So how do you find out who 1003 00:41:17,110 --> 00:41:19,332 your disability coordinator is ? So the 1004 00:41:19,332 --> 00:41:21,332 Air Force does maintain a portal um 1005 00:41:21,332 --> 00:41:23,166 with the listing of every single 1006 00:41:23,166 --> 00:41:25,600 disability program manager across the 1007 00:41:25,610 --> 00:41:27,840 Air Force . However , that can be very 1008 00:41:27,850 --> 00:41:30,620 overwhelm filming . Um So if you are 1009 00:41:30,629 --> 00:41:32,739 within a F MC , please feel free to 1010 00:41:32,750 --> 00:41:34,750 reach out to me and I can just do a 1011 00:41:34,750 --> 00:41:36,850 quick little search and um give them 1012 00:41:36,860 --> 00:41:39,459 your contact information . I will post 1013 00:41:39,469 --> 00:41:42,479 the um email to our workflow box so 1014 00:41:42,489 --> 00:41:44,600 that if you have any questions on who 1015 00:41:44,600 --> 00:41:46,767 your disability coordinator is . Um uh 1016 00:41:46,767 --> 00:41:49,100 on base your disability program manager , 1017 00:41:49,110 --> 00:41:52,120 uh shoot me an email and I'll be there . 1018 00:41:52,469 --> 00:41:55,939 Um I will hand this one 1019 00:41:55,949 --> 00:41:58,949 to Miss Spencer because I know that you 1020 00:41:58,959 --> 00:42:01,126 have talked about this . So with the , 1021 00:42:01,126 --> 00:42:03,100 how do you get your schedule a 1022 00:42:03,110 --> 00:42:06,479 information into um your 1023 00:42:06,489 --> 00:42:08,439 civilian employee records ? 1024 00:42:10,310 --> 00:42:13,689 I had my uh schedule a 1025 00:42:13,699 --> 00:42:16,010 submitted at the time of application . 1026 00:42:16,199 --> 00:42:18,032 So I may need your assistance on 1027 00:42:18,032 --> 00:42:19,977 anything that isn't at the time of 1028 00:42:19,977 --> 00:42:22,330 application . I I attached it to my 1029 00:42:22,340 --> 00:42:25,189 application at the time and also noted 1030 00:42:25,199 --> 00:42:27,143 at the top of my resume that I was 1031 00:42:27,143 --> 00:42:30,020 schedule a eligible , uh , if there's a 1032 00:42:30,030 --> 00:42:32,141 process beyond that , I'm sorry , but 1033 00:42:32,141 --> 00:42:34,449 I'm gonna need your assistance on it as 1034 00:42:34,459 --> 00:42:37,070 far as I know , um , at any point if 1035 00:42:37,080 --> 00:42:40,110 you acquire a targeted disability . So 1036 00:42:40,120 --> 00:42:43,889 that is a very limit like expansive but 1037 00:42:43,899 --> 00:42:46,659 very specific um category of 1038 00:42:46,669 --> 00:42:49,629 disabilities that include severe mental 1039 00:42:49,639 --> 00:42:52,889 um physical um emotional disorders . 1040 00:42:53,159 --> 00:42:56,405 You can work with your medical provider 1041 00:42:56,415 --> 00:42:58,905 to get just a little um letter saying 1042 00:42:58,915 --> 00:43:02,004 that you are qualified at , qualified 1043 00:43:02,014 --> 00:43:04,181 for schedule a and then work with your 1044 00:43:04,205 --> 00:43:06,614 um civilian personnel office to update 1045 00:43:06,625 --> 00:43:09,524 your records . Um when it comes to 1046 00:43:09,534 --> 00:43:11,645 schedule a another question in here . 1047 00:43:11,645 --> 00:43:13,812 So there , the Air Force does maintain 1048 00:43:13,812 --> 00:43:16,715 a schedule , a repository that 1049 00:43:17,169 --> 00:43:20,679 keeps track of every body who is 1050 00:43:21,040 --> 00:43:23,207 eligible for schedule a , all of their 1051 00:43:23,207 --> 00:43:25,840 resumes . They can post what jobs 1052 00:43:25,850 --> 00:43:27,850 they're interested in include their 1053 00:43:27,850 --> 00:43:30,570 resume . All of your disability program 1054 00:43:30,580 --> 00:43:34,530 managers and hr staff have um access 1055 00:43:34,540 --> 00:43:36,850 to that repository . So if you have a 1056 00:43:36,860 --> 00:43:39,500 vacancy coming up in your organization 1057 00:43:39,510 --> 00:43:43,040 or you have or you know , one that is 1058 00:43:43,050 --> 00:43:45,260 going to be popping up , please reach 1059 00:43:45,270 --> 00:43:47,437 out to your disability program manager 1060 00:43:47,437 --> 00:43:51,320 or one of your um hr resource pe 1061 00:43:51,330 --> 00:43:53,870 human resource liaisons or whoever you 1062 00:43:53,879 --> 00:43:56,046 work with for other hiring authorities 1063 00:43:56,209 --> 00:43:58,431 and ask them like Hey , I'm looking for 1064 00:43:58,431 --> 00:44:00,542 somebody of this job series with this 1065 00:44:00,542 --> 00:44:02,431 experience and they can pull that 1066 00:44:02,431 --> 00:44:04,598 schedule a repository and get if you , 1067 00:44:04,598 --> 00:44:07,504 um , resumes in that area that you can 1068 00:44:07,514 --> 00:44:09,735 look at and look to hire individuals . 1069 00:44:09,745 --> 00:44:11,912 And that is very expedited process . I 1070 00:44:11,912 --> 00:44:13,912 know , um , hiring can take quite a 1071 00:44:13,912 --> 00:44:16,104 long time before you don't have , um , 1072 00:44:16,114 --> 00:44:18,854 DH a or schedule a . So I highly 1073 00:44:18,864 --> 00:44:21,125 encourage everyone to work with your hr 1074 00:44:21,135 --> 00:44:24,725 functions to um know who's applying for 1075 00:44:24,735 --> 00:44:28,500 these jobs . And if I may , as far as 1076 00:44:28,510 --> 00:44:30,860 the letters themselves are concerned , 1077 00:44:31,199 --> 00:44:33,760 your physician probably knows what's 1078 00:44:33,770 --> 00:44:36,580 necessary . Uh But if not , you can 1079 00:44:36,590 --> 00:44:38,479 find templates online , there are 1080 00:44:38,979 --> 00:44:40,868 somewhat specific language that's 1081 00:44:40,868 --> 00:44:43,360 required . Uh I wanna say it's maybe a 1082 00:44:43,370 --> 00:44:45,939 paragraph or too long that you will 1083 00:44:45,949 --> 00:44:49,080 have to attach to your resume or when 1084 00:44:49,090 --> 00:44:51,739 submitting that schedule a and it just 1085 00:44:51,750 --> 00:44:53,694 gives that certification with your 1086 00:44:53,694 --> 00:44:55,583 doctor's approval or your medical 1087 00:44:55,583 --> 00:44:58,000 professional that you do have a 1088 00:44:58,010 --> 00:45:00,310 disability within the certain targeted 1089 00:45:00,320 --> 00:45:04,300 area . Thank you . Thank you , Miss 1090 00:45:04,310 --> 00:45:06,979 Spencer . So we have about 15 minutes 1091 00:45:06,989 --> 00:45:09,540 left and we have another question that 1092 00:45:09,550 --> 00:45:12,889 has been posted for everybody . So this 1093 00:45:12,899 --> 00:45:15,830 question is why is it important to 1094 00:45:15,840 --> 00:45:18,129 continually educate ourselves about 1095 00:45:18,139 --> 00:45:20,889 disability etiquette and what resources 1096 00:45:20,899 --> 00:45:23,560 can help facilitate this learning ? I 1097 00:45:23,570 --> 00:45:26,139 am going to start with Miss Spencer for 1098 00:45:26,149 --> 00:45:28,038 this one and then I'll go to Miss 1099 00:45:28,038 --> 00:45:31,889 Styles and then Mr Morales . Sure . 1100 00:45:32,280 --> 00:45:34,459 Uh Well , I've come to learn that 1101 00:45:34,469 --> 00:45:36,413 disability etiquette is a lot like 1102 00:45:36,419 --> 00:45:39,610 learning a new language . It's not 1103 00:45:39,620 --> 00:45:42,040 about trying to be perfect , but rather 1104 00:45:42,050 --> 00:45:44,379 showing respect and understanding to 1105 00:45:44,389 --> 00:45:47,830 those around us and just like languages 1106 00:45:47,840 --> 00:45:50,120 evolve . So does the way that we talk 1107 00:45:50,129 --> 00:45:53,949 about disability ? Pardon 1108 00:45:53,959 --> 00:45:57,659 me ? I'm so sorry . Uh That's why it's 1109 00:45:57,669 --> 00:46:00,600 ongoing . As far as our education , we 1110 00:46:00,610 --> 00:46:02,332 have to keep pace with how our 1111 00:46:02,332 --> 00:46:04,554 colleagues and our friends are defining 1112 00:46:04,554 --> 00:46:06,610 their own experiences and how we can 1113 00:46:06,610 --> 00:46:08,832 best support them . One thing that I've 1114 00:46:08,832 --> 00:46:11,239 learned is that the language itself is 1115 00:46:11,250 --> 00:46:14,000 very important . Some people prefer 1116 00:46:14,010 --> 00:46:16,310 person first language such as I am a 1117 00:46:16,320 --> 00:46:19,469 person with disabilities because they 1118 00:46:19,479 --> 00:46:21,423 feel that it highlights that their 1119 00:46:21,423 --> 00:46:23,479 disability is just one aspect of who 1120 00:46:23,489 --> 00:46:26,020 they are while others prefer identity 1121 00:46:26,030 --> 00:46:29,260 first language such as I am a disabled 1122 00:46:29,270 --> 00:46:31,381 person . And that's because they feel 1123 00:46:31,381 --> 00:46:33,492 that it embraces the disability as an 1124 00:46:33,492 --> 00:46:36,510 inherent part of their identity . And 1125 00:46:36,520 --> 00:46:38,631 of course , there are also those with 1126 00:46:38,631 --> 00:46:40,798 certain conditions that don't see them 1127 00:46:40,798 --> 00:46:42,939 as disabilities at all . And all of 1128 00:46:42,949 --> 00:46:45,709 these very individual determinations 1129 00:46:45,719 --> 00:46:48,530 are correct . Uh The most important 1130 00:46:48,540 --> 00:46:50,262 thing is to listen and let the 1131 00:46:50,262 --> 00:46:53,320 individual tell you how they prefer to 1132 00:46:53,330 --> 00:46:56,060 be addressed . It's about respecting 1133 00:46:56,070 --> 00:46:58,820 them as a human being . Um Now , it's 1134 00:46:58,830 --> 00:47:01,000 also important to recognize that when 1135 00:47:01,010 --> 00:47:04,340 speaking broadly about disability , I 1136 00:47:04,350 --> 00:47:06,461 typically tend to stick to language . 1137 00:47:06,461 --> 00:47:08,572 That's in alignment with the AD A the 1138 00:47:08,572 --> 00:47:10,820 Americans with Disabilities Act when 1139 00:47:10,830 --> 00:47:12,497 talking about various medical 1140 00:47:12,497 --> 00:47:14,830 conditions or reasonable accommodations . 1141 00:47:14,909 --> 00:47:17,120 And that's purposeful . It's because 1142 00:47:17,129 --> 00:47:19,080 the terms are important to ensure 1143 00:47:19,090 --> 00:47:21,229 protections and support for those 1144 00:47:21,239 --> 00:47:23,739 individuals . However , when I'm one on 1145 00:47:23,750 --> 00:47:26,090 one with someone , it's a completely 1146 00:47:26,100 --> 00:47:28,419 different story . If someone doesn't 1147 00:47:28,429 --> 00:47:30,479 see their diabetes , their neuro 1148 00:47:30,500 --> 00:47:33,080 divergence , their asthma or any other 1149 00:47:33,090 --> 00:47:35,257 challenge that they're experiencing as 1150 00:47:35,257 --> 00:47:37,620 a disability , then I don't either . 1151 00:47:37,949 --> 00:47:40,739 For me personally , my neuro divergence 1152 00:47:40,750 --> 00:47:42,909 and my other disabilities can be 1153 00:47:42,919 --> 00:47:45,110 extraordinarily challenging at times . 1154 00:47:45,840 --> 00:47:48,659 But other times it can be an amazing 1155 00:47:48,669 --> 00:47:51,679 superpower and stepping stone as far as 1156 00:47:51,689 --> 00:47:54,889 a learning experience for me . So I 1157 00:47:54,899 --> 00:47:58,050 appreciate the ad a because it makes 1158 00:47:58,060 --> 00:48:00,419 sure that I can access the resources 1159 00:48:00,429 --> 00:48:02,262 that I need , whether I'm facing 1160 00:48:02,270 --> 00:48:04,939 challenges or I'm leveraging them for 1161 00:48:04,949 --> 00:48:08,080 their unique strength . Uh Speaking of 1162 00:48:08,090 --> 00:48:10,679 resources , there are fantastic tools 1163 00:48:10,689 --> 00:48:12,689 that are available for all of us to 1164 00:48:12,689 --> 00:48:14,800 keep learning . The job accommodation 1165 00:48:14,810 --> 00:48:17,939 network or Jan is a big one . I use it 1166 00:48:17,949 --> 00:48:20,520 a lot . It's the ultimate toolkit for 1167 00:48:20,530 --> 00:48:22,989 understanding accommodations . It's 1168 00:48:23,000 --> 00:48:25,379 sister site , which is the Employer 1169 00:48:25,389 --> 00:48:27,330 Assistance Resource Network on 1170 00:48:27,340 --> 00:48:29,451 disability inclusion is another great 1171 00:48:29,451 --> 00:48:32,479 one uh for anyone who needs assistive 1172 00:48:32,489 --> 00:48:34,939 technologies , the cap program or 1173 00:48:34,949 --> 00:48:37,080 computer electronic accommodations 1174 00:48:37,090 --> 00:48:40,479 program is phenomenal and we can't 1175 00:48:40,489 --> 00:48:42,489 forget about our disability program 1176 00:48:42,489 --> 00:48:44,545 managers . As you mentioned at every 1177 00:48:44,545 --> 00:48:46,322 installation , they're often an 1178 00:48:46,322 --> 00:48:48,545 untapped resource . They're wonderful . 1179 00:48:48,545 --> 00:48:50,767 And in fact , the Wright Patterson D PM 1180 00:48:50,767 --> 00:48:53,679 website is outstanding . The packages 1181 00:48:53,689 --> 00:48:56,659 that it has to walk employees super and 1182 00:48:56,669 --> 00:48:58,891 supervisors through the different parts 1183 00:48:58,891 --> 00:49:01,113 of the reasonable accommodation program 1184 00:49:01,113 --> 00:49:04,629 are wonderful . I don't think I could 1185 00:49:04,639 --> 00:49:06,528 have gone through it without them 1186 00:49:06,528 --> 00:49:08,695 honestly . And then the supplement for 1187 00:49:08,695 --> 00:49:10,917 Telework was also helpful uh for anyone 1188 00:49:10,917 --> 00:49:13,080 that wants to dive deeper . There are 1189 00:49:13,090 --> 00:49:16,189 books like the pretty one by Kia Brown . 1190 00:49:17,139 --> 00:49:19,639 Uh Break The Mold by Sinead Burke 1191 00:49:20,020 --> 00:49:22,949 Disability Pride Dispatches in a post 1192 00:49:22,959 --> 00:49:25,126 ad a world . But I've been Madeline is 1193 00:49:25,129 --> 00:49:27,959 one of my favorites um in a room called 1194 00:49:27,969 --> 00:49:31,139 Earth by Madeline Ryan , if you're a 1195 00:49:31,149 --> 00:49:33,600 podcast person . um I recommend 1196 00:49:33,610 --> 00:49:36,350 disability after dark , the accessible 1197 00:49:36,360 --> 00:49:39,840 stall , uh divergent conversations 1198 00:49:39,850 --> 00:49:43,120 and there's a BBC , one called Ouch uh 1199 00:49:43,129 --> 00:49:46,360 disability talk show . At all of these 1200 00:49:46,370 --> 00:49:48,780 really get into the lived experiences 1201 00:49:48,800 --> 00:49:50,870 of people with disabilities and they 1202 00:49:50,879 --> 00:49:53,101 can offer eye opening perspectives that 1203 00:49:53,101 --> 00:49:54,969 are unique that you may not have 1204 00:49:54,979 --> 00:49:57,850 thought about before . At the end of 1205 00:49:57,860 --> 00:50:00,199 the day , the continual learning about 1206 00:50:00,209 --> 00:50:02,209 disability and disability etiquette 1207 00:50:02,290 --> 00:50:05,729 isn't about following a set of rules . 1208 00:50:05,989 --> 00:50:07,600 Uh It's about building these 1209 00:50:07,600 --> 00:50:09,750 relationships , showing respect , 1210 00:50:09,820 --> 00:50:12,042 creating a culture where everyone feels 1211 00:50:12,050 --> 00:50:15,530 included and supported and ultimately , 1212 00:50:15,540 --> 00:50:18,050 hopefully they also feel that they 1213 00:50:18,060 --> 00:50:21,790 belong because ultimately belonging 1214 00:50:22,129 --> 00:50:23,370 is the real goal . 1215 00:50:28,179 --> 00:50:30,760 Thank you so much Miss Spencer . And if 1216 00:50:30,770 --> 00:50:33,280 you are open to listing all of the book 1217 00:50:33,290 --> 00:50:35,457 recommendations you have in the chat , 1218 00:50:35,457 --> 00:50:38,310 please do Miss Styles . I will hand it 1219 00:50:38,320 --> 00:50:42,219 over to you . Thank you , Miss 1220 00:50:42,229 --> 00:50:44,451 Spencer . Your book recommendations are 1221 00:50:44,451 --> 00:50:46,618 great . I as a supervisor want to read 1222 00:50:46,618 --> 00:50:49,969 them myself . Um Just to have a more 1223 00:50:49,979 --> 00:50:52,146 rounded knowledge about disability , I 1224 00:50:52,146 --> 00:50:54,489 don't have a lot of resources as a , as 1225 00:50:54,500 --> 00:50:56,722 a supervisor , other than my disability 1226 00:50:56,722 --> 00:50:58,778 program manager , who I reach out to 1227 00:50:58,778 --> 00:51:01,639 all the time . But I know that there 1228 00:51:01,649 --> 00:51:03,770 are a lot of nonprofit organizations 1229 00:51:03,780 --> 00:51:05,836 out there that provide guidance into 1230 00:51:05,836 --> 00:51:08,659 careers and such as the uh National 1231 00:51:08,669 --> 00:51:11,419 Disability Rights Network or the NDRN 1232 00:51:11,629 --> 00:51:13,796 and the American Association of People 1233 00:51:13,796 --> 00:51:16,550 with Disabilities . They are all out in 1234 00:51:16,560 --> 00:51:18,620 Washington DC , but they do have 1235 00:51:18,629 --> 00:51:20,351 websites that do provide great 1236 00:51:20,351 --> 00:51:22,462 information on disabilities and their 1237 00:51:22,462 --> 00:51:24,296 careers . And I think it's super 1238 00:51:24,296 --> 00:51:27,479 important to stay educated and to avoid 1239 00:51:27,489 --> 00:51:29,489 any type of assumptions , to ensure 1240 00:51:29,489 --> 00:51:31,656 that we can build a genuine connection 1241 00:51:31,656 --> 00:51:33,267 and create a supportive work 1242 00:51:33,267 --> 00:51:35,433 environment as well as creating a more 1243 00:51:35,433 --> 00:51:37,899 inclusive empathetic environment . I'm 1244 00:51:37,939 --> 00:51:40,570 ensuring that I , I work with a lot of 1245 00:51:40,580 --> 00:51:44,219 airmen and civilians . We have a lot 1246 00:51:44,229 --> 00:51:47,250 of interactions on a day to day basis . 1247 00:51:47,260 --> 00:51:49,709 So keeping the military also informed , 1248 00:51:49,719 --> 00:51:51,719 not just the civilians that work in 1249 00:51:51,719 --> 00:51:53,830 your workplace . So keeping them 1250 00:51:53,840 --> 00:51:57,080 informed about the EI A and also the 1251 00:51:57,090 --> 00:51:59,629 WRP program and just ensuring that 1252 00:51:59,639 --> 00:52:01,472 we're promoting the equality and 1253 00:52:01,472 --> 00:52:03,583 preventing any type of discrimination 1254 00:52:03,583 --> 00:52:05,861 that we may be having in the workplace . 1255 00:52:05,861 --> 00:52:07,583 We should also know the proper 1256 00:52:07,583 --> 00:52:09,806 knowledge and gain the knowledge on the 1257 00:52:09,806 --> 00:52:12,028 on the disability etiquette , something 1258 00:52:12,028 --> 00:52:13,695 that I am still learning as a 1259 00:52:13,695 --> 00:52:15,861 supervisor . Um and I'm learning every 1260 00:52:15,861 --> 00:52:17,861 day and just taking in as much as I 1261 00:52:17,861 --> 00:52:20,028 possibly can and take a lot of notes , 1262 00:52:20,028 --> 00:52:22,195 take a lot of processes down , I reach 1263 00:52:22,195 --> 00:52:24,645 out to my disability program manager to 1264 00:52:24,655 --> 00:52:26,933 ask them processes . How do we do this ? 1265 00:52:26,933 --> 00:52:28,877 How can I do this ? Well , what if 1266 00:52:28,877 --> 00:52:31,099 someone asked me this ? Can I do that ? 1267 00:52:31,099 --> 00:52:33,099 Like there's just a lot of back and 1268 00:52:33,099 --> 00:52:35,266 forth that we have with them . So , um 1269 00:52:35,266 --> 00:52:37,211 just ensuring that people have the 1270 00:52:37,211 --> 00:52:39,322 knowledge in the workplace , military 1271 00:52:39,322 --> 00:52:41,379 included , um and that we can better 1272 00:52:41,389 --> 00:52:44,129 support the WRP and people with 1273 00:52:44,139 --> 00:52:46,770 disabilities that we may not know about . 1274 00:52:46,969 --> 00:52:49,025 Um because not everybody is going to 1275 00:52:49,025 --> 00:52:51,080 state what their disability is , but 1276 00:52:51,080 --> 00:52:53,247 just ensuring that we are inclusive to 1277 00:52:53,247 --> 00:52:55,413 them and they may have a different way 1278 00:52:55,413 --> 00:52:57,610 of learning and taking things in . So 1279 00:52:57,620 --> 00:52:59,770 providing that accommodation . So 1280 00:53:01,500 --> 00:53:04,080 thank you , Miss Tiles and wrapping up 1281 00:53:04,090 --> 00:53:07,469 with Mr Morales . Yes , ma'am . I would 1282 00:53:07,479 --> 00:53:10,770 love to say long , you know , 1283 00:53:12,070 --> 00:53:14,159 speaker but um um yes , I'll try my 1284 00:53:14,169 --> 00:53:16,469 best . Um But yes , so one of the 1285 00:53:16,479 --> 00:53:19,570 things that um as far as like what um 1286 00:53:19,580 --> 00:53:21,760 Miss Spencer said and Miss Style said 1287 00:53:22,010 --> 00:53:24,600 in combination , like I wanna like give 1288 00:53:24,610 --> 00:53:26,739 more like a feedback , sort of more 1289 00:53:26,750 --> 00:53:28,917 like an experience sort of in that way 1290 00:53:29,225 --> 00:53:31,854 where I , I've the , the part of , of 1291 00:53:31,864 --> 00:53:34,086 the belongingness , like the feeling of 1292 00:53:34,086 --> 00:53:36,175 like once I open up the disabilities 1293 00:53:36,185 --> 00:53:39,175 that I'm disabled and , and like it 1294 00:53:39,185 --> 00:53:42,185 just my , I become so comfortable like 1295 00:53:42,195 --> 00:53:44,774 speaking , speaking it to where it 1296 00:53:44,784 --> 00:53:47,875 doesn't um I don't know how to say it , 1297 00:53:47,885 --> 00:53:49,996 but it just , I feel so much better . 1298 00:53:49,996 --> 00:53:52,107 Here it is . I haven't felt like this 1299 00:53:52,465 --> 00:53:54,735 in , in , in , in a long , long , long 1300 00:53:54,745 --> 00:53:56,578 while . And so I , I , after the 1301 00:53:56,578 --> 00:53:58,856 military , I never , I never , I never , 1302 00:53:58,856 --> 00:54:01,078 I never thought I had a disability . So 1303 00:54:01,078 --> 00:54:03,301 I will continue going around with my um 1304 00:54:03,301 --> 00:54:04,856 um different um work , work 1305 00:54:04,856 --> 00:54:07,870 environments . And so um once I was 1306 00:54:07,879 --> 00:54:10,500 told of my disability , uh my 1307 00:54:10,510 --> 00:54:13,510 chromosomal condition , I , it um it 1308 00:54:13,520 --> 00:54:17,070 sort of , it um it slows down my , my , 1309 00:54:17,080 --> 00:54:19,090 my , my thinking and so it takes a 1310 00:54:19,100 --> 00:54:21,267 little bit longer for me to think , to 1311 00:54:21,267 --> 00:54:23,489 act . And so that's why I have a lot of 1312 00:54:23,489 --> 00:54:25,656 pauses because of , I guess just who I 1313 00:54:25,656 --> 00:54:28,350 am . And so um now that I do know that 1314 00:54:28,360 --> 00:54:30,416 I do , I , I move forward , I try to 1315 00:54:30,416 --> 00:54:32,969 find different um ways of how to move 1316 00:54:32,979 --> 00:54:36,280 around it . And so I um it's like how 1317 00:54:36,290 --> 00:54:38,457 Miss Spencer says , like she , like it 1318 00:54:38,459 --> 00:54:40,570 opens up who you are and then you can 1319 00:54:40,570 --> 00:54:43,280 also find yourself around it . And so 1320 00:54:43,669 --> 00:54:46,810 yes , I um I also this is some , 1321 00:54:46,820 --> 00:54:48,709 something out of the , out of the 1322 00:54:48,709 --> 00:54:50,820 subject . I just out of the subject , 1323 00:54:50,820 --> 00:54:52,931 but it's just like as far as like WFP 1324 00:54:52,931 --> 00:54:54,987 programs I feel . Oh my God . I'm so 1325 00:54:54,987 --> 00:54:57,153 sorry . I have that brain fart again . 1326 00:54:57,153 --> 00:55:01,090 Um II I forgot it . So sorry . Oh , 1327 00:55:01,100 --> 00:55:04,260 no , you are . OK . I definitely , I 1328 00:55:04,530 --> 00:55:06,586 think we all understand where you're 1329 00:55:06,586 --> 00:55:08,808 coming from . I think allowing people , 1330 00:55:08,808 --> 00:55:10,363 especially individuals with 1331 00:55:10,363 --> 00:55:13,030 disabilities to be able to openly 1332 00:55:13,040 --> 00:55:15,949 discuss their disability and get the 1333 00:55:15,959 --> 00:55:18,719 support and resources and guidance that 1334 00:55:18,729 --> 00:55:22,239 is so needed . Really does help 1335 00:55:22,639 --> 00:55:25,399 it like fuel our belonging . It makes 1336 00:55:25,409 --> 00:55:27,242 us feel like we are a part of an 1337 00:55:27,242 --> 00:55:29,076 organization that we're not just 1338 00:55:29,076 --> 00:55:31,209 somebody filling a seat , not just 1339 00:55:31,739 --> 00:55:33,683 making , checking the boxes and it 1340 00:55:33,683 --> 00:55:35,610 really helps us to feel open and 1341 00:55:35,620 --> 00:55:38,189 connected with our workforce . And so 1342 00:55:38,199 --> 00:55:41,250 thank you all for sharing your 1343 00:55:41,280 --> 00:55:43,870 experiences and resources and book 1344 00:55:43,879 --> 00:55:46,101 recommendations and everything that you 1345 00:55:46,101 --> 00:55:47,935 guys bring to the table . Please 1346 00:55:47,935 --> 00:55:50,530 continue to share . Um I would like to 1347 00:55:50,540 --> 00:55:52,570 thank all members on the panel for 1348 00:55:52,580 --> 00:55:54,691 their participation today and sharing 1349 00:55:54,691 --> 00:55:56,858 experiences , thoughts and advice . Uh 1350 00:55:56,858 --> 00:55:59,610 We also thank everyone who assisted in 1351 00:55:59,620 --> 00:56:01,731 putting this cross cultural mentoring 1352 00:56:01,731 --> 00:56:03,969 event together . We encourage everyone 1353 00:56:03,979 --> 00:56:06,250 to go into my vector and register to 1354 00:56:06,260 --> 00:56:09,570 become a mentor or mentee . I encourage 1355 00:56:09,580 --> 00:56:12,129 everyone um If you have a disability to 1356 00:56:12,139 --> 00:56:15,429 go into D CPD S and update your 1357 00:56:15,439 --> 00:56:17,729 disability status , um using the 1358 00:56:17,739 --> 00:56:19,961 instructions posted above in the chat . 1359 00:56:20,030 --> 00:56:22,250 If you need assistance with how to 1360 00:56:22,260 --> 00:56:24,371 update your status , please reach out 1361 00:56:24,371 --> 00:56:26,316 to myself or your local disability 1362 00:56:26,316 --> 00:56:29,659 program manager , please um send us an 1363 00:56:29,669 --> 00:56:31,939 email . Let us know any questions that 1364 00:56:31,949 --> 00:56:34,540 you may have . If we did not get to 1365 00:56:34,550 --> 00:56:36,879 your question , please put your email 1366 00:56:36,889 --> 00:56:39,379 in the chat and I will respond to each 1367 00:56:39,389 --> 00:56:42,580 question via email and I thank you all 1368 00:56:42,590 --> 00:56:44,850 for your participation and we hope to 1369 00:56:44,860 --> 00:56:46,739 see you again for our next cross 1370 00:56:46,750 --> 00:56:48,959 cultural mentoring event . Thank you 1371 00:56:48,969 --> 00:56:50,659 again . Have a great one .