From the Desk of the Chief Editor: Embracing Humanity with Kindness As a global and national community, we have faced so much over the past two years. There have been plenty of things to bring us together but just as many to divide us. As individuals and groups, it would be impossible (and probably not helpful) to always agree with each other. While I believe that we can agree to disagree, I feel it is even better when done with kindness and empathy. With so much strife in the world, you may never know what those around you have suffered. You may never know how your words and actions may affect someone else—for the worse or better, but chances are they do. Personally, I have felt destroyed by how I have been treated at times, but I have also been greatly lifted and enlightened by those around me. My guess is the person, at the time, had little knowledge of how deeply their words and actions affected me—for the better or worse. Choose kindness. It makes a difference. Additionally, I have found much personal growth by turning that perspective inward as well as outward. We can be our own worst critics—which is just defeating. Choose kindness—for yourself as well as others. Please share stories or photos of extraordinary kindness for future editions. As editor for the past two years, I have enjoyed the opportunity to share your joys, triumphs, and challenges. My time on this project has come to an end, but I will continue to appreciate all that our wonderful state employees have to share. Enjoy this special, year-end edition of EmployeeExperience, embracing humanity using the lens of Diversity, Equity, and Inclusion. If you have a story to be told, ideas or resources to share, talents to contribute, congratulations to be made for hires and promotions, or information on events or knowledge to impart, please continue to send them to employeeexperience@dhrm.virginia.gov.
Susan Perry
Sometimes it only takes one act of kindness and caring to change a person’s life. ~ Jackie Chan
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Embracing Humanity From Where I Sit, Warren Storrs, DHRM In our last edition, a co-worker wrote of the Golden Rule, “Treat other people as you would like to be treated,” in an article, Inclusion & Belonging In Our Work. His insightful article is as important today as it was then. Decades ago I learned about that rule from different sources. What those sources, my parents, told me was also as important then as it is today. Then, the rule did not have a name; it just was. They told me, “You live by this, treat everyone the way you want to be treated.” As a youngster, it simply meant that if I wanted people to treat me right, I had to also be nice to them; I had to treat them right. Then, it was simple enough. Now, not so much. Today, the political, social, and economic climates are, for many, so toxic and divided that treating people right is hard. In fact, it appears that doing the opposite is easier. It also appears that for some, “a dog eat dog” and “I got mine, you get yours” mentality is the law of the land. Embracing humanity is nearly impossible under those laws. Embracing humanity, from where I sit, is taking everything that makes you, you, and wrapping it around everything that makes someone else, them,—be it good, bad, or indifferent—and learning to use those differences to embrace each other. It’s love, not hate, acceptance instead of rejection, and compassion versus cold-heartedness. Imagine for a moment, living by the “rule with no name” as my parents told me. Suddenly, embracing humanity is easier! No one would give more than a thought about skin color, national origin, ethnicity, disability, gender, or any category requiring laws to protect against discrimination. Then, the primary concern is the content of one’s character instead of physical, social, political, and economic differences. Under this rule, we are embracing humanity as well as the differences that make us our unique selves. When you embrace humanity, discrimination dies. As you embrace humanity, there is not a need to see the world through a diversity, equity and inclusion (DEI) lens because DEI is the expectation rather than the exception. American poet Amy Gerstler said, “I think part of being human is learning to roll with the punches, to deal with any kind of personal or professional disaster that might crop up. You have to learn to deal with that stuff or not survive.” When you live by the “rule with no name” and embrace humanity, you operate with a far more powerful mentality to “roll with the punches” than you would if you lived by the “dog eat dog,” “I got mine, you get yours,” or “every man for himself” rule. To embrace humanity, from where I sit, adopt the “rule with no name.” Then, “let the chips fall where they may.” Far more likely than not, they will fall on rich soil and help you to embrace humanity. 4
Recognizing Momentous Days
Islam. It is fairly recent in origin—in the 1800s—and professes the unity of all A Step toward the Platinum Rule: humanity and the essential worth of all Treat other people the way THEY want to people and all be treated. religions. Bill Brazier, DHRM Baha’u’llah claimed to be one in a line of prophets from Let’s boost our cultural competence and God, similar to learn about the experiences of our fellow Moses, Jesus, citizens and colleagues by increasing our Buddha, and awareness of the celebrations and culturally Mohammed, and significant commemorations of the people we taught that work and live with in Virginia and the United religious, nationalistic, and racial enmities in States. Here are some of the upcoming days the world would all be overcome. Bahais or months of remembrance and recognition celebrate his birth as a day of unity, the that are meaningful to our diverse neighbors coming of world peace, and the overcoming and colleagues. Knowing these will help us of prejudices that divide humanity. For more affirm the identities of friends and coon how the world’s 5 million+ adherents of workers, and increase the general belonging Bahai celebrate this day, see https:// of everyone in our workplaces. bahaiteachings.org/how-bahais-celebratebirth-bahaullah/ November 4: South Asian holiday of Diwali. Diwali is both a religious and a November 11: Veterans Day. This is a day cultural celebration, originating in India, and that is celebrated in many countries recognized by the Hindu, Sikh, and Jain throughout the world. In Europe, for example, faiths. Also called Divali or Deepavali, it is it is known as Armistice Day, and was known as the “festival of lights” to mark the originally set as a holiday to commemorate victory of “light” over “darkness” and good the end of the First World War. In the United over evil. It is also a celebration of the States, Veterans Day is a day of respect for blessings of freedom and enlightenment. all Americans who have served in the U.S. Diwali is usually celebrated over a five-day military. There are state and federal period, with each day focusing on specific celebrations, commemorations, and recognitions. The main recognition or dedications on this day. What makes it an celebration comes on day three, which is the important day for Diversity, Equity, and day of the New Moon, when night is at its Inclusion is the phenomenon of darkest. On this day, families gather and light “intersectionality”—i.e. of the overlap of candles and lanterns—and shoot off multiple identity categories in one person or fireworks! Diwali is a very inclusive holiday, group of people. Did you know that in 2018, allowing all faiths and cultures to celebrate it, 9% of our veterans were women, that in 2021 and open to multiple commemorations of women make up 11% of veterans, but that in multiple gods and gurus in the different 2046 it is estimated that women will comprise religions that consider it an important festival. 18% of U.S. veterans? Similar trends can be For more on Diwali, see the BBC seen for other identity categories. Today, Newsround: https://www.bbc.co.uk/ Hispanic Americans comprise 8% of U.S. newsround/15451833 veterans, but by 2046, will likely account for 16%. Similar trends can be seen for Black November 6-7: Bahai holiday celebrating Americans and Asian Americans. It is also the birth of Baha’u’llah. The Bahai Faith important to remember that 26% of U.S. originated in Persia as a branch sect of Shia veterans today have a service-connected 5
disability. It’s rather unfair to lump all veterans into one category of “Veteran” and think that we know who they are. There are multiple identities, experiences, and sets of needs and contributions that are parts of veterans as human beings. Knowing the background of veterans, like knowing the backgrounds of everyone we meet, helps us appreciate them and what they bring to our society. For more on who our veterans are, see PEW research, https:// www.pewresearch.org/fact-tank/2021/04/05/ the-changing-face-of-americas-veteranpopulation/ and the U.S. Department of Veterans Affairs, https://www.va.gov/ HEALTHEQUITY/Race_Ethnicity.asp
be the miracle of lights. Hanukkah is celebrated today over 8 nights with family, food, gifts, and the lighting of the Menorah. See more on Hanukkah celebrations: https:// www.history.com/topics/holidays/hanukkah
November 28: Jewish holiday of Hanukkah. This is known as the Jewish “festival of lights.” It commemorates a band of heroic Jews known as the Maccabees, who reclaimed their temple from the GreekSyrians in the second century BCE. In the temple, there is supposed to be a holy light burning at all times. When the Maccabees were surrounded in the temple by the GreekSyrians, they only had enough oil to keep the light burning for one night, but as the story goes, the oil burned for eight nights. The Maccabees and Jews today consider this to
December 1: World AIDS Day. It’s an opportunity for people worldwide to unite in the fight against HIV, to show support for people living with HIV, and to commemorate those who have died from an AIDS-related illness. Founded in 1988, World AIDS Day was the first ever global health day. Globally, there are an estimated 38 million people who have the virus. 1.2 million of those are in the United States. Despite the virus only being identified in 1984, more than 35 million people have died of HIV or AIDS related illnesses, making it one of the most
DECEMBER is Universal Human Rights Month, and December 10 is Universal Human Rights Day: On December 10, 1948, the United Nations General Assembly November 20: Transgender Day of passed the Universal Declaration of Human Remembrance. Transgender Day of Rights. This document, though never having Remembrance (TDOR) was started in 1999 been fully realized, is an important foundation by transgender advocate Gwendolyn Ann in international law. It recognizes the Smith as a vigil to honor the memory of Rita humanity of every single person; declares the Hester, a transgender woman who was killed rights to life, liberty, and security; the in 1998. The vigil commemorated all the prohibition against slavery and torture; and transgender people lost to violence since recognizes that every human being is equal Rita Hester's death, and began an important before the law. To celebrate this day, the tradition that has become the annual U.N. hosts events at its headquarters and Transgender Day of Remembrance. Though around the world. Citizens of the world are the day is meant for reflection on people who encouraged to take action, volunteer, assist have been victimized because of their others, and work to pass laws recognizing identity, it is also an opportunity to affirm the the fundamental human dignity of all humanity of people whose gender identity is persons. These actions are seen by the U.N. fluid, has changed, or is undefined. This is a as opportunities for reflection as well—to day to recognize the right of all people to be encourage activism for human rights all year. themselves and to be accepted. For more on See https://www.ohchr.org/en/aboutus/ this day, see https://www.glaad.org/tdor pages/humanrightsday.aspx for more.
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destructive pandemics in history. World AIDS Day is important because it reminds the public that HIV has not gone away–there is still a vital need to raise money, increase awareness, fight prejudice, and improve education. To recognize World AIDS Day, people are asked to buy and wear a red ribbon—to promote remembrance and to contribute to fundraising efforts—and to engage in fundraising activities themselves, through telethons, bake sales, or any collective event where all are invited. For more on World AIDS Day, see https:// www.worldaidsday.org/about/ December 3: International Day for People with Disabilities. The annual observance of this day was proclaimed in 1992 by the United Nations General Assembly. The purpose of the day is to promote the rights and wellbeing of persons with disabilities in all parts of society, and to increase awareness of people living with disabilities in every aspect of our collective social, cultural, and political life. One thing we can do to mark the day is change our language as a way to change our thinking. This U.N. language, and language that is in use in the U.S. today (i.e. “people with disabilities”), puts emphasis on a “deficit” way of thinking. For example, a person who is deaf is often referred to as “hearing impaired” in addition to being “disabled.” But why don’t we just say that this is a person who communicates with sign language? Why don’t we emphasize the ability of a person rather than what they cannot do? When we use terms such as “differently-abled” rather than “disabled,” and “sign-language speaker” rather than “hearing impaired,” we open up our own minds to relating to many people in
more constructive, accepting, and affirmative ways. See https://adata.org/factsheet/ ADANN-writing December 21: Yule Winter Solstice. The Winter Solstice is a Pagan holiday that is still celebrated in many countries today— including in parts of the United States. According to PEW research, .3% of the U.S. population consider themselves Pagan. Yule Winter Solstice is the day with the most darkness in the northern hemisphere, and is celebrated with reverence for the Sun, symbols of nature that don’t “die” (such as evergreen branches) and the burning of a Yule log—which is meant to burn for 12 days to fight back the dark and bring a return to longer, sunny days. For more on the Winter Solstice and Pagan observances, see https:// www.bbc.co.uk/religion/religions/paganism/ holydays/wintersolstice.shtml December 25: Christmas. Christmas is celebrated all over the world, by Christians and non-Christians alike. It is a religious holiday to mark the birth of the Christian savior and prophet, Jesus of Nazareth. Yet, many people celebrate it as a secular holiday as well—with holiday foods and music, and pagan rituals such as Christmas “trees” and gift-giving, along with the Santa Claus, or “Father Christmas” who delivers presents to children. But did you know that Christians across the world celebrate Christmas on different days? The Western Christians— those whose origins are in western Europe— celebrate on December 25, but Orthodox or “Eastern” Christians celebrate it 12 or 13 days later, usually on January 7. This is because the ancient Western and Eastern churches used different yearly calendars. The “twelve days” of Christmas stretch from December 25 to January 6. The early church chose December 25 and a 12-day celebration because these coincided with the “Yule” pagan celebrations that were already happening—and those celebrations of “light” bringing goodness to the world were seen as consistent with the arrival of the baby Jesus. January 6 became the day the early church 7
taught that the “wise men” arrived to visit the newborn Jesus. Because of all of these celebrations and traditions, many cultures have a “Christmas Season” and not just a one-day celebration. December 26: Kwanzaa begins. Kwanzaa is a Swahili word that means “first” and it signifies the first fruits of the harvest. From December 26 through January 1, many people in the United States of African descent celebrate Kwanzaa. Dr. Maulana Karenga, professor and chairman of Black Studies at California State University, Long Beach, created Kwanzaa in 1966. Dr. Karenga developed the holiday as a way to bring African Americans together as a community. He researched “first fruit” (harvest) celebrations in various cultures on the African continent. Karenga combined aspects of several different harvest celebrations, such as those of the Ashanti and those of the Zulu, to form the basis of Kwanzaa. The holiday is celebrated over 7 nights because of the Seven Principles of Kwanzaa that are emphasized: Unity, Self-determination, Collective Work and Responsibility, Cooperative Economics, Purpose, Creativity, and Faith. The theme of “light” is very important to Kwanzaa celebrations, as are family and
community. Seven candles are lit during the Kwanzaa holiday—Mishumaa saba are the seven candles: three red, three green, and one black. The black candle symbolizes Unity, the basis of success, and is lit on December 26. The three green candles, representing Purpose, Collective Work & Responsibility, and Faith, are placed to the right of the Unity candle, while the three red candles, representing Self-determination, Cooperative Economics, and Creativity, are placed to the left of it. During Kwanzaa, one candle, representing one principle, is lit each day. Then the other candles are relit to give off more light and vision. The number of candles burning also indicates the principle that is being celebrated. For more on this multi-faceted celebration, see https:// www.history.com/topics/holidays/ kwanzaa-history
The COVID Vaccine: An Inclusive Step We ALL Can Take COVID-19 issues are not about individuals; it’s about public health, the health of everyone. When you get a vaccine you help everyone with whom you come into contact! Embrace humanity, be inclusive, and as long as you don’t have a medical condition that could be threatened by the vaccine, get the shot. Do it for yourself—for all of us!
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It’s Not About the Blood…It’s the Love Excerpt from Determined Destination by Rita Wray Miller, VDH
I often watch athletes and entertainers perform at their highest levels, making millions upon millions of dollars with what we often call their “God given’ talents. I am sure there is not one athlete or entertainer that would tell you that they never put the work in to stay at the top of their game or charts. As much talent that comes naturally, it is still necessary for them to work hard toward being at that extreme level to perform perfectly consistently. As I ponder the rationale for my arrival at the home of my adoptive parents, I have to think that they were driven by purpose to find the ‘perfect’ child for them. However, the beauty in this is that perfection was relative. ‘Perfect’ to them meant a child perceived to have a myriad of imperfections and challenges; that needed a boatload of care, encouragement and above all love. They were confident that if they put the work in day in/day out, prayed without ceasing and filled this young life with every good and perfect thing, something good was bound to happen with her. This journey would also include walking through the fire with me and guiding me to the other side. To ensure that all those imperfections and challenges would melt away and up from the ashes would emerge a strong, independent, loving, and responsible woman. Their guidance during those very early years afforded me the confidence and ability to make sure their final days were managed with the utmost of care, dignity and love. Although, I often questioned if I did all the right things? As I pondered that, I recall they taught me to think critically and use my resources wisely. I learned to lean on the thought of “even if I am not confident in what I am doing, if I’m doing my best with what I do know, the situation has to work out for the better.” My journey taught me that the blood that runs through our veins has very little to do with anything sometimes. When loving and caring people choose you, when at the time you have no one, who has time to care about blood? Blood can’t wipe your tears, but love can. Blood cannot set you on the right path, but love does. Blood can sometimes leave you for others to find, but love will not. My message is simple, “don’t get hung up on the blood, but be willing to embrace yourself and others with an abundance of love.” Rita Wray Miller is an employee at the Virginia Department of Health. She is the Cessation Services Coordinator with the Tobacco Control Program (TCP) and coordinates the services of Quit Now Virginia. Rita ensures that individuals age 13 and over who desire to quit smoking or using nicotine products have free and confidential access to cessation counseling which is offered via phone and online. She has been with VDH for eleven years, nine of which with TCP. 9
Women’s Struggle for Equity in Access to Healthcare According to the World Health Organization (WHO), health of women and girls remains an issue of concern in many countries around the world, due to discrimination rooted in socioeconomic and cultural factors. Read: https:// www.who.int/health-topics/women-shealth/
services is the main cause of this. Read: https://www.avert.org/professionals/hivsocial-issues/key-affected-populations/ women
Within women, disparities in access to healthcare exist based on which race to which you belong. Incidence of chronic illnesses also varies for women by race Unequal access to information, poor and ethnicity. Health insurance coverage nutrition, and lack of basic health also is largely determined by employment practices increase the risk for women’s status and income, with Latinas and health. Poverty and discrimination based African American women more likely to on sex leads to many health hazards for earn lower incomes and have restricted women including sexual violence, sexually access to healthcare through their jobs. transmitted diseases, COPD (due to the Political will, financial and human use of unsafe cooking fuels), death during resources, availability of gender pregnancy, and childbirth. disaggregated data, training, awareness,
In most countries, women have been and involvement of stakeholders are some disproportionately affected by the HIV of the key ingredients required to move epidemic. Today, women constitute more towards gender health equity. than half of all people living with HIV. AIDS-related illnesses remain the leading cause of death for women aged between 15 and 49. Of all the adults living with this disease in sub-Saharan Africa, 61% are women. Again, the unequal social, economic, and cultural status of women coupled with lack of access to health
Photo of Claytor Lake, by Kirk Keith, VEC
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The Indigenous Maori Peoples of Tama-nui-te-rā, and one of his wives, Hineraumati, the god of summer had a son named the Pacific Islands, Ryan Bridgett, DHRM Tane-rore. On hot summer days, Tane-rore In May, we observed Asian American and Pacific Islander Heritage Month. Each week we focused on different aspects of Asian American and Pacific Islander culture. During one week, we learned about the Māori people of New Zealand, which is part of the Pacific Islands. Māori, the indigenous Polynesian population of New Zealand, have a rich history of art, culture, and tradition. The Māori people arrived in New Zealand by way of waka or canoe voyages during the early 1300s. These early settlers developed their own culture with their language, mythology, and artistry, which is distinctive from other eastern Polynesian cultures. Traditional Māori beliefs originate from Polynesian cultural concepts such as tapu (sacred), noa (non-sacred mana (authority or prestige), and wairua (spirit), which govern everyday life of Māori deities. Many Māori people still observe spiritual traditions of tapu and noa. Objects or buildings that are tapu must be made noa by practice of ceremonials actions. A common practice within the Māori culture is the removal of one’s shoes before entering a wharenui or meeting house as a token of respect for the ancestors who are represented and spiritually present in the wharenui. Kapa Haka or performing arts are an important part of Māori culture. Kapa Haka literally means to form a line (kappa) and dance (haka). Cultural performances of waiata (song), haka (dance), tauparapara (chants), and mōteatea (poetry) are used to express and share knowledge and understanding of history, communities, and relationships.
would dance for his mother, resulting in a quivering of the air. This movement was the foundation for which all haka originates.
The haka is a ceremonial Māori dance performed with passion and consists of loud chanting, strong hand movements, foot stomping, thigh slapping, and tongue protrusions. Haka is usually performed in a group and typically represents a display of a tribe’s pride, strength, and unity. Performers may choose to incorporate traditional weapons, such as taiaha (spears) and patu (clubs) into their haka.
Haka are performed by both men and women to welcome distinguished guests, acknowledge achievements, or for occasions such as family events, birthdays, weddings or funerals. Anyone can learn the haka, but it is important to respect the culture and tradition behind the day. It is also important to learn and understand the words behind the chants, the significance of the haka you are performing, and what you are trying to express when you perform it.
Haka
The most widely known performance of the haka comes from the New Zealand rugby team the All Blacks to signify their strength and physical skill. The Blacks performance of the haka has gained in popularity around the world and other sports team have since adopted the haka as a pregame ritual despite criticism.
Māori culture is rich in mythical legends known to the Māori people as pūrākau. Māori mythology describes the haka as the dance that celebrates life. It is also said that the haka comes from the story that the sun god,
Now that you know a little more about the haka, let’s take a moment to view this cultural dance and listen to the tauparapara (chants). You are now invited to view the haka ka mate as performed by the All Blacks. 11
Diversity, Equity, and Inclusion
The Diversity, Equity, and Inclusion Unit (DEI) within DHRM’s Office of Workforce Engagement (OWE) serves as the Commonwealth’s premier entity for providing leadership, services, and guidance to its stakeholders regarding EEO and DEI. The DEI Unit is a passionate team, dedicated to building and sustaining an inclusive workforce at all levels of state government, and works tirelessly to enforce the Governor’s Executive Order Number One (2018), to promote cultural competence, champion equity, and embrace all employees!
DEI promotes transformation, innovation, and engagement through: Consultation for both employees and state agencies as it relates to Equal Employment Opportunity (EEO) and DEI;
Investigating workplace discrimination complaints;
Identifying and analyzing employment actions to address barriers to equity in the workplace;
Providing education and training on Cultural Competence, Diversity, EEO Compliance, Unconscious Bias, Workplace Harassment, and more.
To learn more about this exciting office, visit our new webpage!
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of these periods in history are noted throughout the city with plaques that line the sidewalks, sides of buildings, or even in what seems to just be an open field. Some of this rich history has been covered up and nearly lost through city growth and expansion. A local nonprofit, Hidden in Plain Sight, offers a great experience that allows you to see some of these changes in history through the assistance of virtual reality.
Walking with Your Eyes Open As we walk through our towns, neighborhoods, and city streets, most of us walk with our eyes open in order to see where we are going and avoid dangers or obstacles that are in front of us. Today, we will walk with open eyes for a different purpose, allowing our surroundings of people, places, history, experiences to enter our minds— thinking about those who walked the same steps before us. What does it mean to walk with open eyes? From my perspective, walking with open eyes means to accept, appreciate, and acknowledge other people. Think about where you are in time and how someone standing in that exact spot in different periods of the past would have had a different experience.
Walking through the city of Richmond, you quickly see this city has a long, rich, and sometimes forgotten history full of diversity, challenges, and triumphs. Many
Much like the city’s history, we are surrounded by a diverse population with their own histories, stories, challenges, and triumphs, some of which may be suppressed or forgotten. We all come from different backgrounds and experiences and are going places. Sometimes along this path, we intersect. It’s at these intersections we can walk with open eyes and acknowledge those around us— noticing each of us progresses throughout our day experiencing it differently. The next time you set out on foot on your way to work, out for exercise, or just strolling through your local park, take the time to notice the people who walk beside or near, think about who may have walked that path before you and how they may have seen things differently as they walked with open eyes. The Richmond Slavery Reconciliation Statue completes the triangle of Richmond; the city of Liverpool, England; and the Republic of Benin, each of which played a prominent role in the slave trade. Three identical statues symbolize a commitment to new relationships based on honesty and forgiveness. (From Visit Richmond)
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Why Take the Statues Down? Bill Brazier, DHRM
This year, in July, statues of Robert E. Lee and Stonewall Jackson were removed from their public places in Charlottesville. In September, the last remaining Confederate statue and the most prominent one on Monument Avenue in Richmond— dedicated to Robert E. Lee—was removed. What do these actions say? What do they mean? First and foremost, they are important symbolic statements in the struggle to assure diversity, equity, and inclusion to every single citizen in the Commonwealth. To understand why, think about the scenario below. Imagine you are a teenager. You have two siblings. One in 11 th grade. One in 8th grade. You are a 10thgrader. Both of your siblings are strong athletes. The older one runs track, and is one of the fastest on the team. The younger one plays basketball, and is a regular starter on the school team. You are a musician. You have enormous skill on brass and woodwind instruments, and you can play almost any band instrument you pick up. Both your parents were athletes when they were younger, and show great pride when your siblings compete on their teams. Your house is decorated with pictures of sports figures—even in common areas—by your parents. They also hang up every ribbon and trophy your siblings win. But there are no decorations of music or of your achievements in the band and orchestra at home. No pictures, no certificates, no “well done” notes from band directors (even though you received many) hanging on the fridge or on the family bulletin board. What is the decoration of your home telling you? What is it telling your siblings? What story does your home tell to anyone who visits it? Most importantly, how does the story being told by your home’s decoration make you feel? Clearly, it is not giving you a message that affirms or encourages a big part of who you are. But there’s another, more destructive layer we have to add here. We hope no parents would do this, but imagine that they create a status hierarchy in your family. Your siblings don’t have to do the dishes when they have athletic events, but you do even when you have an important concert. Your siblings 14
get excused from regular chores when they have practice, but when you have rehearsals, you still have to take out the trash for the garbage truck that comes the next day. What your parents are doing with these actions, combined with the home decorations, is coming close to writing your identity out of the family. You might say that this is ridiculous—that no parents would ever do this to one of their children. Unfortunately, however, it is probably safe to say that things like this happens in some households. But to continue our scenario, let’s say your parents stop the unequal chore distribution. They come to their senses about that and actually begin to require all their children to do chores even on game nights. Yet, the house is still decorated the same way. Combine the past chore experience with the house decorations that remain, and what do you have? It still is an atmosphere of lower status and exclusion for you. This is one way to think about Confederate statues, place names, and memorials. They commemorate a society and government that sought to maintain a status system that degraded, abused, and disempowered human beings based on race. That Confederate system excluded human beings of African descent from the statement, “We hold these truths to be self-evident, that all men are created equal…” It said to African-American human beings: “You are not really a legitimate citizen. You are not really a part of this society or community that merits respect.” Now we know that the Union prevailed in the Civil War, and that the 14th Amendment was passed. But consider this: if we eliminate the laws that maintained this unequal and disrespectful system, but maintain the “decorations” of that same system, our place of residence, our community, our “home,” continues to tell a story and communicate a message of disrespect and degradation to a large number of American citizens. But there is yet another layer to these memorials, and it involves **Used with permission from the Southern Poverty Law Center
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when they were constructed. Many people assume that the statues of Lee, Jackson, and other Confederates were erected shortly after the Civil War to honor leaders of the Confederacy. This is not the case, however. Most of the memorials to Confederates were put up during the period known as “Jim Crow”—when segregation, unequal treatment, and Klan violence pervaded in large swaths of the United States during the years 1890-1925. “Jim Crow” came as a backlash to Reconstruction, which was a time of real liberation and empowerment for Black Americans, and the message of Jim Crow to African-Americans was clear: “You do not have equal status to White citizens in the United States.” Take a look at the graph provided by the Southern Poverty Law Center. It shows the periods of time in U.S. history when large numbers of monuments and memorials to Confederates were set up or established. Note that the peak of these memorials’ construction was in 1910. So, why do these statues and memorials of Confederate “heroes” need to come down? Because they perpetuate a degrading and unacceptable message. They tell a story of the United States of America that excludes and disrespects human beings. Most of them were put up during a time when the social message to Black citizens was meant to convey a low, second-class status. Today, in 2021, the statues and memorials that still stand contribute to an atmosphere where subtle, and oftentimes unconscious, disrespectful and exclusionary policies and practices find pathways for their continued existence. When we remove these monuments, we begin to tell an inclusive and more respectful story in our public spaces. The next step is to commemorate heroic respect for human dignity in the design of our country’s and our Commonwealth’s monuments. Perhaps we should erect memorials to Frederick Douglass, to Harriet Tubman, or Mildred and Richard Loving. Think about the “story” we would be telling to the people of the Commonwealth with these “decorations” for our public spaces, and think about the steps toward inclusion and belonging we would be taking by doing so.
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We are excited to have kicked off the 2021 Commonwealth of Virginia Campaign on Tuesday, September 28th! There are over 900 charities that are part of the campaign this year and they are so grateful for your continued support. When you give, you are affirming the diversity of our Commonwealth, and you are including deserving people and organizations in a state-wide collaboration for constructive communities! How to Give Make your Annual Pledge: 80% of state employees give by payroll deduction. Use ePledge to set-up your payroll deduction for the 2022 calendar year. Employees may also use the ePledge system to make a one-time credit card donation epledge.cvcgives.org . Create an Online Fundraiser: Create an online fundraising campaign for your favorite charity. Once created, the campaign can be shared via email or social channels to friends, family, and colleagues. Go to https://www.cvcgives.org/Account/Register to get started. Online Auction: Bid on some great items donated by our CVC Charities at http:// auction.cvcgives.org. Host a Special Event: Special events are a great way to get all employees at your agency involved in this year’s CVC Campaign. The CVC website has tools to help create impactful virtual events. Need help planning your special? Contact support@cvcgives.org. Share: Share CVC’s public giving page, http://donate.cvcgives.org, with family and friends. Agency Fundraising Spotlight Join me in a special shout out to VITA for kicking off their 2021 CVC fundraising by raising $1,730 for the Bright Beginnings program at the YMCA of Greater Richmond. This program ensures children in the community are prepared for school by providing them with a backpack, school and hygiene supplies, and winter clothing items. With the funds VITA raised, they were able to cover 12 children. Thank you to VITA employees for their commitment to this fundraiser and starting the year off strong! Want to know how you can run a similar fundraiser in your agency or university? Contact support@cvcgives.org! 17
Fall and Winter Challenge Opportunities With colder weather keeping many inside more and so many holidays and celebrations coming up with special feasts, limited time, and more stress, some may find it a challenge to keep moving and eat nutritiously. Offering an agency-wide challenge may be a helpful and engaging way to keep employees well! Perhaps as an agency, you can share diverse celebrations (p. 5-8) and wellness opportunities with each other.
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A Twist on Spirit Week, Anna Mulvaney The House of Delegates Clerk's Office kicked off football season in style. Staff wore clothes expressing their team/school spirit and bumped it up a notch by paying for the privilege, with the funds going to benefit FeedMore, central Virginia’s core hunger relief organization. It was a win-win situation. Staff got to wear their team/school attire, and FeedMore got $200 to help fulfill its mission to "distribute nutritious meals and wholesome food directly to our neighbors who need it most."
Rushawna Senior – Committee Operations
Jay Pearson and Elizabeth Mancano – Information and Communication Services
Jackie Scott and Sarah Armistead – Indexing
Jeb Benedetti – Information Systems Paula Lambert - Finance Cheryl Wilson, Noah Brooks, and Cathy Hooe – Committee Operations
Emily Howard, Tricia Vaughan, Francis Canavan, and Zachery Villegas – Journal Records 23
The Humanity in Workforce Development, Deanna Goldstein, DHRM
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3) Embrace creativity. Workforce development is most successful when it embraces creativity in design, delivery, and participation. Brain science shows us It seems like we see or hear the word that no two brains are alike, so why do we “humanity” more frequently these days. When sometimes try to design and deliver like looking at news over the past several weeks, they are? Embrace our humanity with the word humanity shows up in everything choices around learning. Do not be from Habitat for Humanity, the withdrawal tempted to provide the same development from Afghanistan, Supreme Court decisions, plan to all. And, do not be tempted to copy and space tourism. So, all of this made me someone else’s development plan. wonder, what exactly is humanity? And, how Establish what is best for you and leaders, does it apply to Workforce Development? know and support what is best for each member of your team. According to Merriam-Webster, humanity is defined as “compassionate, sympathetic, or 4) Support an environment of trust, safety, generous behavior or disposition” and as “the and growth. Development and learning is quality or state of being human.” When non-existent in environments that are void applying this definition to the world of of trust. In environments without trust, Workforce Development, it seems like people do not feel safe in asking questions humanity may play a few key roles. or in expressing perspectives. Not asking questions, sharing perspectives, and We recognize that in workforce development, allowing for discussion and exchange, we are working together as “humans” to inhibits learning. It is also critical to support support growth and learning. As such, it growth and recognize that growth comes seems like we all need to be prepared and from trying new things and making accepting of our humanity. What exactly mistakes. Ironically, seeking perfection in might this look like? learning is a recipe for true failure! 1) Show respect, compassion, and curiosity. Development is all about humanity. It is about This means being supportive of training embracing what joins us and respecting our colleagues and being curious about their differences. It is about respecting what each perspective. This means embracing their “human” needs and choosing from a menu to questions and viewpoints rather than dismissing them, ignoring them, or tuning find approaches that best meet those needs. It is about assuming positive intent for every them out (put away the cell phone!). It question asked. means being engaged, curious, and respectful. Understanding, recognizing, and embracing humanity is the essential foundation to any 2) Recognize the individuality of being and all workforce development. And, each human. This means recognition of and every one of us has a role in building and individual differences. This includes sustaining this foundation in our development ensuring that learning and development experiences. Each of us must honor our role meets the needs of individuals who all have differing learning styles, knowledge/ in embracing humanity to support true and skills/abilities, and learning needs. We do lasting growth. As a learner, what is one commitment that you can make now to not live in a one-size-fits-all world. There are usually multiple roads that can lead to embrace humanity? any destination.
Five Easy Steps to Build a Peer-toPeer Recognition Program & Increase Employee Engagement Have you ever received a thank you note from a co-worker? How did it make you feel? Most likely, it felt pretty good and encouraged and motivated you. Peer-to-peer recognition is as simple as it sounds – it is recognizing a colleague for a job well done, and, it is an effective way to build a positive workplace culture and a sense of belonging. Consistent and authentic recognition can improve employee engagement as well as job satisfaction, reduce turnover, increase productivity, boost morale, and build purpose. And, it makes employees happier. Follow these steps to start a simple peer-to-peer recognition program. 1. Clarify the goals and scope of the program. What would you like to see recognized in employees? Would you like to highlight employees with consistently positive attitudes as a way to improve morale, or employees working to fill an unmet need to motivate other staff? Perhaps you would like to recognize employees making unique contributions to a successful project, or maybe your goal is broader, and you would like to see any of the many positive work attributes exhibited by employees celebrated. However you define your scope, be sure it is timely, authentic, and inclusive to ensure that all employees have the opportunity to both give and receive recognition. 2. Make it EASY. A peer recognition program will not be successful if participation is difficult. Recognizing the good in a colleague should be easy. To make participation easy, create a simple nomination form. Start with these basic questions and add more if necessary, keeping in mind that nomination should not be a chore. Be sure to include: Name of the employee being recognized and where they work Name of the employee nominating the peer and where they work Why is the employee being recognized – briefly tell the story You can design a simple paper nomination form, or use Google Forms or a survey tool that will keep track of the nominations and transfer them to a spreadsheet for easy record keeping. 25
3. How will you reward employees for being recognized?
You do not have to break the bank to show someone appreciation. Just saying ‘thank you” goes a long way. Public recognition is a great way to inspire and motivate your team. And, it can be totally free! Congratulate honorees publicly by making announcements at staff meetings, in departmental or agencywide emails, on the agency intranet, in newsletters, and/or on agency social media sites. If possible, include a visual display in a high traffic area in your agency. 4. Strive for participation from the top-down. Managers have peers too. By participating in a peer-to-peer recognition program, managers can set an example. Having all employees participate leads to agencywide motivation and can create a more united team.
5. Communicate – regularly and often. Once you are ready to launch, introduce your recognition program to employees. Announce it at staff meetings, send an email, record a voicemail message, post a flyer on a bulletin board, distribute nomination forms (or links to forms), etc. Send separate announcements to supervisors to secure their support. Whatever way you choose to communicate, do it regularly and often. If employees do not know about the program, it will not be successful. Knowing you did a good job is one thing, but hearing it from your co-workers is quite another. Few things can be more meaningful than some well-placed words of gratitude. The simple act of praising your co-workers may make a big difference in your workplace and increase engagement and employee happiness! 26
2021 GOVERNOR’S HONOR AWARDEES These awards recognize noteworthy accomplishments by state employees that significantly contribute to the advancement of the Commonwealth’s strategic goals, mission, objectives, and overall administrative excellence. Champion of Change Virginia Commonwealth University Strategic Enrollment Management & Student Success, Dr. Tomikia LeGrande Courageous Leader Virginia Department of Housing and Community Development, Pamela Kestner Innovative Spirit Office of the Attorney General for Division of Child Support Enforcement, Mitchell D. Broudy Administration Excellence Virginia General Services Division of Consolidated Labs, Crystal Barrett Personal and Professional Excellence Virginia Department of Veterans Services, Appeals Team
Support Service Virginia Department of Education, Secretary Alistria Crafton Diversity, Inclusion, and Outreach Virginia Department of Social Services, Seyoum Berhe Creative Customer Service Department of Military Affairs MTC Fort Pickett, David T. Phillips Heroism Department of Corrections Coffeewood Correctional Center, Thomas P. Mitchell II Public Service Virginia Retirement System, Douglas D. Riley Pandemic Response Virginia Department of Transportation Salem, Nathan O’Kane, P.E . Congratulations and thank you for your contributions to excellence in state government!
Check out the photo journal of the event. 27
Recognize a Co-Worker Employees across the state continue to shine in their service to the Commonwealth. Join us in celebrating these outstanding employees who have recently been recognized by their co-workers for bringing their best and bringing out the best in our workplaces. Click here to read more about our outstanding colleagues. Admissions Department, George Mason University Sgt. Chiquita Riddick, Deerfield Correctional Center Dacey Lewis, UVA Medical Center Keisha Malloy, DARS Northern VA Leticia Freed, DARS Northern VA Natasha Watson RD, VDH Lord Fairfax Louisa County Health Department All of the Supervisors and Managers, Altavista DMV Direct The entire DMV Franconia family Olivia Ahn, Department of Education Michele Atkinson, Department of Social Services Joyce Tiege , VA DOC , Records Dept. Shelley Walker, VA DOC, Records Dept. Captain Jessica Thomas, VADOC VCCW Charles Eimers, Wilson Workforce Rehabilitation Center Jackie Nash, George Mason University Kerry Miller, Department of Education Jackie Johnson, Department of Education Vijay Ramnarain, Department of Education Lila Love, Old Dominion University Timothie Heater, J. Sargeant Reynolds Community College John Smith, J. Sargeant Reynolds Community College Joseph Rivera, J. Sargeant Reynolds Community Stanley Johnson and Sign Crew, VDOT Lynchburg Melinda Raines, Department of Social Services Leighann Smigielski, Department of Social Services Dee Brown, Department of Social Services Reid Martin, Department of Social Services Christopher Miller, Department of Social Services Jim Eure, Department of Social Services 28
Walking the Walk: Putting DEI into Practice
Bernice Baker, Science Museum of Virginia and Patrick Patrong, Virginia Museum of Fine Arts
As state agencies make efforts to move the needle on Diversity Equity, and Inclusion (DEI), we took this opportunity to talk to the Science Museum of Virginia (SMV) and the Virginia Museum of Fine Arts (VMFA) about their focus on this front. We asked them what DEI meant to them and how they had incorporated DEI efforts into their organization's vision, mission, strategy, and day to day operations. Here is what they had to say: The mission of the Science Museum of the Deaf & Hard of Hearing—among Virginia is to inspire all Virginians to many others—collaborate with the enrich their lives through science. For Science Museum to continually improve more than 40 years, the Museum has served as the state’s flagship institution for informal STEM learning, employing a broad range of experiences to inspire and engage guests of all ages. Over the past decade, the Science Museum has undertaken numerous programs through our Science Within Reach initiative to build our relationship with audiences who have historically not been fully engaged in Science Museum programming. This initiative leverages the expertise and communication networks of high-impact community partners who help the Science Museum in identifying barriers to participation (such as income, disability, or language), best practices in eliminating these barriers, and strategies for reaching these audiences while sustaining their engagement. Organizations such as the Autism Society of Central Virginia, and the Virginia Departments for Aging & Rehabilitative Services, the Blind & Vision Impaired, and
our efforts. Further, our Science Within Reach partners advise the Science Museum on professional development, exhibit and program design, and communications strategies for reaching and serving their clients. In 2019, the Museum applied to, and was selected to participate in, the Association of Science and Technology Centers’ Cultural Competence Learning Institute (CCLI), a process and set of resources designed to help museums increase their organizational capacity around diversity, inclusion, and culture. Expanding out of our ongoing learning experiences with the CCLI, the Science Museum has focused internally over the past year, creating a cross-departmental DEAI committee. The team, called the Center for IDEAs (Inclusion, Diversity, Equity, and Accessibility), is a working group actively exploring and applying DEAI 29
strategies to all aspects of the Science Museum, including staff interaction, policy development, hiring and recruitment, exhibitions and education, social media, and outreach activities. The committee has provided resources to staff through biweekly emails, coordinated all-staff trainings, facilitated staff discussions, advised on a formal DEAI policy, and developed a resource website with an anonymous feedback portal for staff suggestions and comments.
The Virginia Museum of Fine Arts (VMFA) seeks to grow its diverse workforce and inclusive culture to support a positive and welcoming workplace, and better serve the community. Our Equity, Diversity, Inclusion, and Accessibility (EDIA) initiatives strive to attract, recruit, and retain a diverse workforce throughout the entire museum. Critical concepts in VMFA’s progressive journey include having senior leaders who are informed and committed champions of EDIA, and this commitment is realized through transparency and the dedication of resources. Additionally, at VMFA, EDIA is not an initiative but exists as an integrated practice, strategically influenced by all levels of internal and external partners. Chief Diversity Officer In the summer of 2021, VMFA hired Patrick Patrong as the Chief Diversity 30
Living its mission, the Science Museum leverages its urban footprint and guest engagement as a catalyst to neighborhood development and environmental stewardship. The Science Museum is also using community science as an integral element to research environmental inequity in Richmond City. Our research and knowledge of climate science is being used to help shape climate justice policy and contribute to green workforce development partnerships, using a holistic approach to serving the citizens of Virginia.
Officer, Assistant Deputy Director for Equity, Diversity, & Inclusion, and HR Strategic Initiatives. In this capacity, Patrong will assist in leading EDIA strategies defined in the museum’s 2021– 2025 Strategic Plan and co-lead the museum’s commitment to the ONE Virginia Plan recently launched by the Governor’s Office of Diversity, Equity, and Inclusion and Department of Human Resource Management. Patrick’s initial tasks as Chief Diversity Officer (CDO) included a Listening Tour to learn about VMFA’s organizational culture that will inform implementation programs and practices. This Listening Tour revealed some opportunities for improvements, including communication, accountability, valuing differences at different levels, and the need for consistent and relevant learning experiences.
and training for all staff, board members, and volunteers;
EDIA Learning Experiences
In 2020, VMFA initiated a series of EDIA training programs for employees. Current training includes required unconscious bias training for all employees and required “Unconscious Bias with Legal Considerations” for supervisors and managers. Additionally, a series of “Seeing Things Differently” sessions were designed and implemented for several divisions. By November 2021, approximately 98% of VMFA employees will complete their required sessions. As CDO, Patrick initiated a weekly lunch with frontline employees in their breakroom. These informal, yet informational, engagements provide opportunities to support the Gallery Associates and other VMFA team members, while acting as a two-way conduit, channeling information between museum employees and leadership.
Address core issues related to workforce equity and diversity; and
Embed EDIA thinking in practices across the organization.
Defining EDIA at VMFA: When you think of EDIA, it is common to focus on demographic factors, including skin color, socioeconomics, sexual identity, and culture. However, VMFA’s focus includes the diversity of thought. Critical to the successful implementation of diversity is to create an environment that supports diverse backgrounds and diverse ways of thinking. With this in mind, VMFA incorporates the following definitions of EDIA.
VMFA Strategic Plan
Central to VMFA’s 2021–2025 Strategic Plan are the principles of Equity, Diversity, Inclusion, and Accessibility (EDIA), implemented throughout our organizational practices. VMFA commits to:
Diversity: VMFA must create and sustain diversity in all departments and levels, including the senior leadership team, boards, and other leadership positions. Equity: Equity is the process through which VMFA ensures everyone has a voice allowing unique experiences to add value to the workplace culture. Inclusion: Inclusion is the transparent and timely process of creating an environment where everyone feels welcome and belongs.
EDIA in Programing at VMFA
VMFA remains committed to organizing special exhibitions that expand the museum’s efforts of representation. The recently concluded exhibition The Dirty Create and lead a multiyear EDIA plan South: Contemporary Art, Material that includes the hiring of an Assistant Culture, and the Sonic Impulse, organized by Valerie Cassel Oliver, Sydney and Deputy Director for Equity and Frances Lewis Family Curator of Modern Inclusion; and Contemporary Art, is one example of Implement ongoing EDIA education VMFA embracing its 1936 mission to be a 31
museum for everyone. Alex Nyerges, VMFA’s Director and CEO, points out that “Though this exhibition has been in development for a few years, The Dirty South has a renewed significance at this time of historic social change. We endeavor to create important, innovative, and original exhibitions relevant to all of our communities. With this ambitious and timely exhibition, VMFA affirms its commitment to collect and display works by Black artists.”
several years and is identified in VMFA’s Diversifying the museum’s art collection and exhibitions has been a key priority for strategic plans. Curatorial collecting endeavors continue to address issues of diversity, equity, inclusivity, and racial and social justice that will result in a greater representation of Islamic, Latinx, LGBTQIA+, Native American, and women artists. All of these efforts support VMFA’s mission to collect, preserve, exhibit, and interpret art, to encourage the study of the arts, and thus to enrich the lives of all.
Embracing New Americans, Mona Siddiqui, Office of New Americans In 2020, the Virginia General Assembly established the Office of New Americans (ONA) and the Office of New Americans Advisory Board (ONAAB) to ensure that Virginia is welcoming and inclusive to new immigrants who make their home in Virginia. The Governor's Office of Diversity, Equity, and Inclusion (ODEI) serves as a liaison between the ONA and ONAAB to advance immigration integration policies that welcome diversity and its benefits to the Commonwealth, improve equitable opportunities and sense of belonging for new immigrants, and foster inclusive practices across state government. The role of ONA within the Department of Social Services (DSS) is to implement a statewide strategy to promote the economic, linguistic, and civic integration of new immigrants in Virginia, and work with localities and relevant organizations to support local efforts that align with the statewide strategy. The ONA is also charged with the duty to help new immigrants navigate the process of citizenship, employment, 32
housing, and other state government services; help state agencies coordinate policies across state agencies responsible for education, workforce, and training programs, including professional licensure guidance, small business development, worker protection, refugee resettlement, citizenship and voter education or engagement programs, housing programs, and other related programs; and advise the Governor, Cabinet members, and the General Assembly on strategies to improve state policies and programs to support immigrant integration. Similarly, the ONAAB, comprised of volunteer Virginia subject matter experts on immigrant integration, is charged to report annually to the Governor and the General Assembly on the activities of the ONA and provide recommendations for improving state policies and programs to support the economic, linguistic, and civic integration of new Americans throughout the Commonwealth. The ONAAB is also authorized to conduct research studies and convene events that raise awareness about issues of concern and importance to new Americans in the Commonwealth and raise awareness about the significant contributions of new immigrants in Virginia. This state government structure not only embeds the ideals of diversity, equity, and inclusion, but is designed in practice to weave new Americans as an integral part of the fabric of the Commonwealth. This structure recognizes that new immigrants as a vulnerable population will benefit from intentional support offered by the state, localities, and vested organizations; and the Commonwealth in turn will benefit from the contributions of these new residents as a valued member of the community in which they make their home.
One example of this work is apparent in the way the ONA has managed the difficult circumstances surrounding Afghan evacuees arriving in Virginia. These individuals and families have experienced tremendous suffering in their journey to find relief and safety in our Commonwealth. When ONA realized that certain evacuees based on their immigration status were being left to fend on their own once arriving at Dulles, they quickly set up an emergency infrastructure, with the support of local community volunteers and donations, to ensure that these families received a warm meal, a place to sleep, medical care and other necessities, and a way to get to their final destination. This work of ONA is just beginning, and a robust strategic plan at serving new immigrants through the lens of diversity, equity, and inclusion is well underway through the newly established Governor’s Executive Team on Immigrant Integration in partnership between the ONA and ODEI. This team is committed to humanizing the experiences of new immigrants through a “whole of government” approach and identifying gaps in meaningful integration, propose strategies to address identified challenges, and ensure the Commonwealth’s systems of support are adequate to process, integrate, and sustain the arrival of new immigrants into their local communities in Virginia. 33
Thank you to WW for sharing this delicious health recipe for Persian shish kebabs. Did you know that saffron, the world’s most valuable spice, dates from Persian communities in the 10th century, BCE? The climate on the Persian interior and mountains is good for growing it. It was a “hot commodity” in trade along the famous “silk roads” between China, Central Asia, Persia, the Mid-East, and Europe from 130 BCE to 1450 CE. Today, Iran is the world’s largest producer of saffron, and there are many delicious dishes that use the spice. A little goes a long way, and blooming it in chicken broth, pomegranate molasses, and salt makes it irresistible for these kebabs, and beautifully complements the mushrooms, bell peppers, onion, zucchini, and beef. Metal skewers cook the beef from the inside, too, as it broils. If you use wooden skewers, soak them in water for 10 minutes, and increase the cooking time by 2 minutes on each side.
Persian shish kebabs (Serves 4) Total Time - 16 minutes Preparation - 6 minutes Cook - 10 minutes Ingredients Reduced sodium chicken broth - ¼ cup(s) Molasses - 2 Tbsp., pomegranate variety, or frozen cranberry-juice Table salt - 1 tsp Saffron - ½ tsp Uncooked lean trimmed sirloin beef - 1 pound(s), trimmed of fat and cut into 1-inch pieces (Chicken or tofu maybe substituted.) Cremini mushroom(s) - 4 large, fresh, halved Uncooked bell pepper - 1 medium, green, seeded and cut into eighths Uncooked red onion - 1 medium, cut into eighths Uncooked zucchini - 1 medium, cut into 8 pieces Instructions 1. Spray the broiler rack with nonstick spray; preheat the broiler. 2. Meanwhile, combine the broth, pomegranate molasses, salt, and saffron in a small bowl. 3. Skewer the beef and vegetables onto four metal skewers, alternating the beef and vegetables. Brush with half the broth mixture. 4. Place the skewers on the broiler rack and broil 5 inches from the heat for 4 minutes. Turn and brush with the remaining broth mixture. Broil until an instant-read thermometer inserted in the beef registers 145°F for medium-rare, about 5 minutes, or 160°F for medium, about 6 minutes. Let stand 1 minute before serving. Yields one skewer per serving.
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Pandemic Pets, Avril Arendse Over the last year, our pets have become even more important to our daily lives and us to theirs. The human-animal bond has grown for those who already owned pets. New pet owners have discovered the benefits of this bond. About 1 in every 5 households adopted a dog or cat since early 2020, according to a survey from the ASPCA. As we return to work and school, pets may experience anxiety as our bond is stressed by this separation. The post-pandemic return to “normal” lives may lead to separation anxiety in these pets (and maybe even the people). Separation anxiety is a distress response specifically related to being separated from social group members. This can be equated to a panic attack in people. Behaviors associated with separation anxiety include; excessive barking, inappropriate eliminations (going to the bathroom in the house), destruction, over grooming, gastrointestinal signs, or aggression. Dogs are typically who we think of that experience separation anxiety, but cats (especially in single cat households) can also experience separation anxiety. Young and old animals, as well as newly adopted animals or animals that have been in a stable home for long period of time can also have similar reactions. It is not clear exactly what causes the emotional response to being left alone or separated, so preventing this can be tricky. Possible triggers are being left alone for long periods of time, traumatic events, big changes like moving or adding/taking away other members of the household. Having a well-socialized pet, and starting with short periods of separation may help prevent separation anxiety. A recent study showed dogs that do not exercise regularly are more prone to developing separation anxiety (a tired puppy is a good puppy). How to treat separation anxiety? Punishment NEVER works and should be stopped immediately. Treating any behavior problem is often multifaceted but the overarching goal is to avoid the inciting cause and resultant behavior, until behavior modification strategies can be implemented. You may try:
Change the pet-owner relationship (you decide when your dog gets your attention).
Teach the pet to settle and relax on command.
Decreasing the predictive value of pre-departure clues (perform the actions you take before you leave home, but don’t leave home).
Counter-conditioning and response substitution to departure cues (using a treat or the relax command when you get ready to leave).
Changing the leaving routine and return routine (self-explanatory, but especially don’t overstimulate your pet right when you leave or arrive).
Graduated planned departures (leave for a few minutes or seconds then slowly increase the time you are gone).
Of course, enlisting the aid of your primary veterinarian, a veterinary behaviorist, or certified veterinary trainer is the best step for success and a continued amazing relationship with your new or old best friend. 35
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Newly Adopted Pets Some ate more during the pandemic, others moved more, and others adopted adorable companions.
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E M B R AC I N G H U M A N I T Y
We, the people of this world are different; And should be acceptable to this fact! We must hear what people have to say; Sometimes just listen & not always talk back! We should treat everybody with respect; Don’t be quick to judge and box each other in! Not separating because of our differences; But coming together, offering help and go for the win! We are the people, mankind of this world; This includes every man, woman, boy and girl! Showing goodness and love, as we want to be treated; Putting our best foot forward never to be defeated!
LET’S DO IT!
© October 2021 By Necil B. Oliver, Published Author VADOC, D1 P&P 38
Pick of the Patch Winners
Most Creative: Jessica Goering (DMV)
Spookiest: Linwood Hoffman (DMA)
Funniest: Elizabeth Eldredge (W&M)
Grand Prize winner - Daniel Philipsen (ABC)