WEBVTT

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turn things over to Melissa.

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>> Think Eugene --

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Thank you Jean I work at

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superfund headquarters. I'm
really glad you have joined us
today.

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And during our session we will
be discussing how understanding
competent

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skills and tools can help EPA's
staff and community members
connect

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across and perceived difference.

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They host these website --
webinars part of

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core the quarterly we helped
these stories will inspire

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you to consider reuse on other
properties.

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Each webinar focuses on a
specific topic

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writing guidance, tools and
listen learns to support the
appropriate

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reuse of superfund.

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Here is a preview of what we
will be covering today.

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How becoming culturally
competent can help things.

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Before we get certain that, I
will share background about EPA

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superfund initiative. Then will
hear from Michael and Sarah

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about what culture is and how it
impacts superfund work through

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case studies. And I will share
some final studies.

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The superfund we develop
initiative works with
communities

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and other partners in
considering future use
opportunities and integrating

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appropriate reuse options into
the cleanup process. We like to

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remind people several times car
reuse considerations can and

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should be explored at any point
during the superfund cleanup
process.

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There are many different ways to
use the projects.

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We know that contaminated sites
pose unique

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challenges for cleanup and reuse
but

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they can also allow for a broad
spectrum -- spectrum.

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While we have a long loose
overuse, we do not have a final

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list. We're always adding to it.

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The primaries mission is to
protect the environment and
human

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health.

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Reuse is a priority for EPA and
is an integral part of the
strategic

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plan of the goals for
headquarters. The task force

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was created to create expediting

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site cleanups and promoting
redevelopment and since then,
the task force has

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developed actions and goals. If
you're interested in finding

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out more about the task force,
check out the link in the
resources pod

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on the right of the screen.

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Will discuss understanding
competency.

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Immunities can benefit from more
effect live in

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interactive --.

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They can provide job training
and improve

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the dynamics whose members have
different areas of expertise.

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Competency can affect benefits
for the staffing communities.

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For more information he -- I
would encourage

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you to visit the website. The
link to the website is here on
the slide

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and it is also listed in the
resources pod on the right side
of the screen.

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Before I move on, I just want to
say that these pictures on the
left

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side in May 2018. EPA recognized
the city

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for her yours --

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reuse award. The city cleaned up
54 acre site in

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constructed of boat launch,
marina and part.

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Have the division direction

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-- director gave the governor

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an award.

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The New Jersey Department of
protection

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redeveloped the landfill in
Jersey City.

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They redesigned the area for
state-of-the-art warehouse

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and distribution center. I would
also encourage you to visit the

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partnership page of the website
to learn more

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about specific organizations
that have partnered with them

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for reuse Calabro leading --.

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We currently have partnerships
with the Academy

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of different avenues.

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These organizations are familiar
with Superfund.

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One final note,

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please feel free to ask
questions of our presenters.
Will

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have some and for questions but
we will pause after each speaker

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to take questions. A and
Michael, I'm going to let you
kick off our

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discussion about super find --
fund Superfund.

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>> This is Michael, Carling --
my

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colleague and I are excited to
be here.

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Want to build confidence between
the staff and other stakeholders

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involved in the Superfund
process.

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Our goals for today's webinar
are for. Give you an overview of
what

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culture is and how we are using
the term culture

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and how it shows up in EPA's
work with communities.
Discussing how

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building skills in -- can
strengthen outcome.

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Sharing three Casey's --

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studies how the cup and has been
used to de-escalate tensions and

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build stronger relationships
with communities we work with.
Answering

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any questions you may have
related to culture and our work

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with communities impacted by
Superfund sites. Recognize

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that we have a very diverse
audience.

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And you need to know that this
web -- webinar was initially

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developed for sharing culture.
But since all of us are
connected

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with the sites, we hope that
each of you will gain some tip
that will

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help you collaborate affect ugly
in the Superfund context.

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I will pass it off to Sarah, my
colleague

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to get us started.

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>> Good afternoon. Will be
discussing what is culture and
how

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does it show up in the work with
communities. To kick us off,

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I'm going to share a theoretical
scenario to help illustrate how

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some issues of culture can
sometimes impact community
engagement.

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And then we will spend some time
through a poll

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about experience Steve had in
own work.

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Here is the scenario. Bill

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a project manager has been
assigned a new Superfund

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site, as one of his first
responsibilities,

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he set up a site visit to see
the site firsthand. And to speak

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with key stakeholders who been
involved in the site. Including
the responsible

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parties and city leaders. In a
community organization about it

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coming Park for low income area.

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And several neighborhood
residents.

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He's going have meetings with
the responsible parties during
the

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day and a community leaders
meeting in the evening.

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Bill prepares for the meeting by
creating a PowerPoint

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showing technical information
about the

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site. He wants to stay close in
of the information, it has a

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lot of charts and diagrams from
investigation. The meetings

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with the party and the city
leaders go great.

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Bill is so excited about this
site and the amount of

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enthusiasm and understanding of
the site by local stakeholders.

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He is ready for the evening
meeting with the community
organization

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leaders residents.

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Is prepared to answer any
questions about the site.

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He is struck with how many
remind him of an old site

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from 5 years ago where he made a
presentation on the site and the

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community members had become
very upset with him. He never
understood

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why they were so frustrated. He
takes a deep breath

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while he prepares for the
presentation.

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After creating the community
members he launches right in.
After five

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slides, and everybody in the
room looks confused. Several are
looking

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out the window.

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This is important information
that they need to know. After
the presentation

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is over, the committee members
launch into their concerns about
the site,

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health and well-being of the
site.

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And how EPA has the nothing
about their concerns. Bill tries
to explain

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how the information that he just
presented shows that the site in

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the neighborhood are safe after
an emergency removal.

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The residents seem to not
understand.

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The community leaders grow
frustrated and the discussion
continues. At

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7 PM, many start to trickle out
of the

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room. Same thing happened at the
site that went wrong 5 years
ago.

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Bill wonders what he is doing
wrong and

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how can I change the course of
relationships that I have with
committee members

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so we can work together?

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This story is not factual, it
does demonstrate a common
situation

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that many EPA site teams may
encounter at some point in their
career. Through

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this presentation, Michael and I
hope to

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begin the conversation about
cultural factors maybe

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affecting Superfund work. This
is not just about building
community

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relationships is also about
having a better understanding of
how our

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cultural identities and
identities of the communities
that we work

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with can lead to stronger reveal
outcomes for the site and

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better protect human health and
the environment.

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For our first poll, we are going
to ask those of you who

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are on the phone members of the
EPA site team to answer the
following

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two questions, what is the
feeling when your team is
getting ready

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to initiate engagement with a
new community?

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And you can select as many of
these responses as your teams
have experience.

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I imagine that for many of you,
it will be more than one slide.

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In the second question is
recognizing that all communities

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are unique, what patterns or
similarities are you seeing in
the way communities

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react in the Superfund areas?

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Select as many that you have
experienced.

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Will give it another minute for
folks to get the

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responses in.

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Thank you for sharing your
experiences everyone.

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The experiences that they teams
have had can really run poll
spectrum

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for positive to puzzling or
frustrating

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reactions. Many of these are
based on two -- stereotype

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spacing each other based on
their experiences or points

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of view or cultures.

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Building culture competence is a
tool you can use to build better

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relationships when you work with
people who are different from
you.

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Doing this can result in more
positive teams.

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This can help better outcomes.

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I'm going to pass it back to
Michael to speak about what

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culture is.

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>> Let's talk about what culture
is

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and how we are going to expand
the definition of culture. For
our purposes

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today. We will start with the
basics, if you look in the
dictionary

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there are several definitions,
we have chosen to.

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Culture, the belief, customs or
arts of a

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particular society or subgroup
place or time. For

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you good example be the Chinese
culture celebrates the

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new year different from America
and on a

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different day.

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The second definition, culture
is a way of thinking. Behaving

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or working that exists in a
place or

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a organization or among a group
of people. A great example of
this

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would be the work culture that
exists within the EPA. One easy
example

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is your alphabet soup.

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Or the use of acronyms.

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Most outside people would not be
familiar with these acronyms.
They

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could get easily lost on the
discussions that rely

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on these terms. Don't take the
time to define them. Some other

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important aspects of cultured.
Culture is not always

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based on race or ethnicity. I
think

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we are pointing a because I
think that is the most top of
mine use

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of the word culture. It is
actually must much more than

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that. Culture can be based on a
person's attributes like their
profession

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or age.

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These come with their own set of
Jerkins about

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and about people who are part of
the group that you are part of
and

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also the people that are not
part of the group. One

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might say that people with a PhD
have cultures

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that scientists have an
empirical culture that lawyers
have a Socratic

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linear culture that

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blue-collar have a culture. In
all societies men have cultural
normal

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and women. Prison is have
cultures,

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union workers government
workers, etc.

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Our culture is often invisible
to ourselves and

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to others for -- who are most
what goes. One

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could say that culture is only
visible in the presence of
difference.

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If we grow up in a homogenous
world

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where our kids go to school with
kids like themselves

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and we shop at stores like
ourselves, in these situations,
the cultural

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norms and expect Haitians that
shape our interactions with

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people in our expectations of
their behavior

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never have to be top of mind. Of
fish does not know it is
swimming

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in water until all of the sudden
it isn't.

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If it was somehow possible for
me to go into a small South
Pacific

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island that had never seen
outsiders -- before -- outsiders
before.

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If I was able to learn the
language and sit with

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the chief and ask them to ask
their culture. With the chief be
able

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to answer my question? No.

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Eventually he would

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say evening tell you about life?

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Because he hasn't interacted
with people from

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a different culture before and
he is not aware that the way

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he and his communities live is
its own unique culture. It is
probably

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important to know that American
society is more segregated

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than it has been in a very long
time another way culture
functions

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provides a shorthand for all of
us based on

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assumptions that we make.

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That is a good thing because we
don't always have to think
everything

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out fully or speak it out fully.

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00:18:54.000 --> 00:19:02.000
But the problem is that those
assumptions are cultural
centric.

295
00:19:02.000 --> 00:19:05.000
And government agencies there is
a commonly understood way to run

296
00:19:05.000 --> 00:19:09.000
a meeting. As we don't have to
think about the way the meeting
is going

297
00:19:09.000 --> 00:19:13.934
to be run, we are able to focus
on the content

298
00:19:13.934 --> 00:19:18.934
and the discussion at hand.
Communities that we work with
also have a common

299
00:19:18.934 --> 00:19:22.934
understanding about the way they
run meetings

300
00:19:22.934 --> 00:19:25.934
whether it is a church meeting
or does the local town hall
meeting,

301
00:19:25.934 --> 00:19:31.934
those expect Haitians may be
very different and in conflict

302
00:19:31.934 --> 00:19:37.000
with the way we are used to
running meetings. Culture is the

303
00:19:37.000 --> 00:19:42.000
layered phenomenon. We are not
all one thing or the other.

304
00:19:42.000 --> 00:19:46.000
Since we understand that culture
is based on more than just race

305
00:19:46.000 --> 00:19:50.000
and ethnicity, we can also see
that

306
00:19:50.000 --> 00:19:54.000
it is possible and very common
for people to have more than one
culture

307
00:19:54.000 --> 00:19:59.000
that they identify with and are
comfortable with. There are
things

308
00:19:59.000 --> 00:20:06.000
that -- about culture that

309
00:20:06.000 --> 00:20:08.000
people can observe about each
other.

310
00:20:08.000 --> 00:20:10.934
If I were on camera right now,
you could see that I'm a male,
African-American,

311
00:20:10.934 --> 00:20:14.934
good-looking, that I were good
days glasses.

312
00:20:14.934 --> 00:20:20.934
People make assumptions about
the kind of people

313
00:20:20.934 --> 00:20:24.934
that the person I might be just
based on the physical

314
00:20:24.934 --> 00:20:25.934
factors. Or the way I use
language.

315
00:20:25.934 --> 00:20:30.934
With there is also things below
the surface that make up who
Michael

316
00:20:30.934 --> 00:20:41.000
is. That might not be so obvious
when you

317
00:20:41.000 --> 00:20:44.000
meet me. These things are also
parts of the layers of my
cultural identity.

318
00:20:44.000 --> 00:20:47.000
I'm a dad, I have a son with a
learning disability, I am a
grandfather,

319
00:20:47.000 --> 00:20:51.000
I am married. Some of you share
with me on this call being EPA
contractors.

320
00:20:51.000 --> 00:20:59.000
There is a whole culture that

321
00:20:59.000 --> 00:21:01.000
you and I know to do and not to
do in that context. We don't
have

322
00:21:01.000 --> 00:21:02.000
to have a discussion about that.

323
00:21:02.000 --> 00:21:05.000
I'm a really strong New York
Giants fan and if you happen to
be also,

324
00:21:05.000 --> 00:21:07.000
we would have that in common
immediately.

325
00:21:07.000 --> 00:21:12.934
We would share that layer of our
culture of who we are

326
00:21:12.934 --> 00:21:16.934
and be able to connect more
easily. Across differences,

327
00:21:16.934 --> 00:21:22.934
digging down below the surface
is where relationships are worn

328
00:21:22.934 --> 00:21:25.934
and deepened.

329
00:21:25.934 --> 00:21:29.934
>> Now

330
00:21:29.934 --> 00:21:35.000
that we have a basic
understanding of what culture is
and how it operates,

331
00:21:35.000 --> 00:21:37.000
we want to give a few minutes
for you to explore

332
00:21:37.000 --> 00:21:42.000
what culture identities you may
carry. If you could each grab a

333
00:21:42.000 --> 00:21:48.000
pen and paper, we are going to
pause for a minute

334
00:21:48.000 --> 00:21:52.000
for you to make a list for your
own culture identities.

335
00:21:52.000 --> 00:21:58.000
This lid could include things
like your profession, your age,
geographic

336
00:21:58.000 --> 00:22:04.000
region. Religion

337
00:22:04.000 --> 00:22:12.934
educational background, your
situation,

338
00:22:12.934 --> 00:22:18.934
gender identities, hobbies,

339
00:22:18.934 --> 00:22:24.934
book clubs or other groups that
you made belong to in

340
00:22:24.934 --> 00:22:37.000
your community.

341
00:22:37.000 --> 00:22:43.000
Is the look at the list, you can
may be surprised at

342
00:22:43.000 --> 00:22:47.000
how many cultures you are part
of of your own. Each list

343
00:22:47.000 --> 00:22:53.000
is unique.

344
00:22:53.000 --> 00:22:56.000
The great news is that all of
these identities can be an asset

345
00:22:56.000 --> 00:22:58.000
to you. They could help you
connect with people who have's
similar culture

346
00:22:58.000 --> 00:23:03.000
identities and they can also
encourage curiosity that leads
to building

347
00:23:03.000 --> 00:23:09.000
relationships. I like to pass it

348
00:23:09.000 --> 00:23:12.934
back to Michael to take us
deeper into what it

349
00:23:12.934 --> 00:23:15.934
looks like to build
relationships across real or
perceived

350
00:23:15.934 --> 00:23:18.934
cultural differences.

351
00:23:18.934 --> 00:23:23.934
>> Cultural identities are in
fact woven into the very fabric

352
00:23:23.934 --> 00:23:28.934
of who each of us is. In the
fabric of the

353
00:23:28.934 --> 00:23:34.000
spears that we move in. If you
look

354
00:23:34.000 --> 00:23:36.000
-- listen to conversation within
EPA between those with the
scientific

355
00:23:36.000 --> 00:23:42.000
or engineering background versus
those who don't. You

356
00:23:42.000 --> 00:23:49.000
can see that those two fabrics
rub against each other. This
cultural

357
00:23:49.000 --> 00:23:53.000
fabric is something that we
where everywhere. It

358
00:23:53.000 --> 00:23:57.000
influences how we approach
everyday decisions from the food
we eat,

359
00:23:57.000 --> 00:24:03.000
to what we where, how and when
we communicate. Culture

360
00:24:03.000 --> 00:24:07.000
is about more than just race and
nationality,

361
00:24:07.000 --> 00:24:15.000
it is comprised of many
influences, the level of it

362
00:24:15.000 --> 00:24:21.000
-- education could be one layer
of your education --

363
00:24:21.000 --> 00:24:28.000
culture.

364
00:24:28.000 --> 00:24:34.000
Different experiences help form
who we are, how we move

365
00:24:34.000 --> 00:24:40.000
in a experienced day today life.

366
00:24:40.000 --> 00:24:43.000
People have similar experiences
can have a shared understanding

367
00:24:43.000 --> 00:24:45.000
of each other around that
experience.

368
00:24:45.000 --> 00:24:51.000
On the other hand, while all
three photos show people who
have graduated

369
00:24:51.000 --> 00:24:57.000
at the bottom of the slide,
which would be a experience

370
00:24:57.000 --> 00:25:00.000
for cultural identity that they
share?

371
00:25:00.000 --> 00:25:05.000
Each of them carry other culture
identities that may have made

372
00:25:05.000 --> 00:25:08.000
their college experience is
quite different from each other.
For example,

373
00:25:08.000 --> 00:25:11.934
a graduate on the left-hand
picture is a African-American
woman.

374
00:25:11.934 --> 00:25:16.934
The graduate in the middle is a
white male, the graduates on the

375
00:25:16.934 --> 00:25:24.934
right side are graduated from
military

376
00:25:24.934 --> 00:25:31.934
Academy. While some of you may
have received similar education

377
00:25:31.934 --> 00:25:34.000
and work for the same agency,
there are other parts of your
identity

378
00:25:34.000 --> 00:25:38.000
that make your experience of
working for EPA, how

379
00:25:38.000 --> 00:25:43.000
you community, relate to and
complete your work different
from one another.

380
00:25:43.000 --> 00:25:46.000
All people naturally look at the
world through their

381
00:25:46.000 --> 00:25:52.000
own lens, made up of their own
cultural identities, all

382
00:25:52.000 --> 00:25:56.000
humans are cultural centric in
this way,

383
00:25:56.000 --> 00:26:01.000
we look out at the world from a
position of center

384
00:26:01.000 --> 00:26:07.000
and when we look out at the
world, we look through a set of
cultural

385
00:26:07.000 --> 00:26:10.934
filters that causes us to behave
certain ways and make

386
00:26:10.934 --> 00:26:16.934
certain assumptions, it is a
natural process, by

387
00:26:16.934 --> 00:26:19.934
breaking apart our own
assumptions of other people,

388
00:26:19.934 --> 00:26:24.934
we open the door for us to build
more meaningful relationships
with

389
00:26:24.934 --> 00:26:30.934
each other especially across
differences.

390
00:26:30.934 --> 00:26:45.000
How can you tell if they are
correct by making assumptions.

391
00:26:45.000 --> 00:26:47.000
Perhaps he was raised by a
single mother, perhaps he was
the first

392
00:26:47.000 --> 00:26:50.000
person to graduate from college
in his family. Or maybe he grew

393
00:26:50.000 --> 00:26:52.000
up going through a foster care
system, those experiences would
change the

394
00:26:52.000 --> 00:26:56.000
way he experiences college and
how he might communicate with
his future

395
00:26:56.000 --> 00:26:59.000
work please.

396
00:26:59.000 --> 00:27:12.934
-- Place.

397
00:27:12.934 --> 00:27:17.934
Here is a relationship map that
we are going to spend a little
bit

398
00:27:17.934 --> 00:27:20.934
of time looking at.

399
00:27:20.934 --> 00:27:22.934
Think about all of the different
types

400
00:27:22.934 --> 00:27:26.934
of groups that a site team needs
to be able to relate to and

401
00:27:26.934 --> 00:27:43.000
work well with to successfully
do their jobs.

402
00:27:43.000 --> 00:27:50.000
This might be include --

403
00:27:50.000 --> 00:27:56.000
including managers or public
affairs folks,

404
00:27:56.000 --> 00:27:58.000
on scene coordinators and EPA
legal teams. At than there

405
00:27:58.000 --> 00:28:12.934
are site cleanup contract there
is and there are also city,
county

406
00:28:12.934 --> 00:28:13.934
elected officials and their
staff.

407
00:28:13.934 --> 00:28:15.567
There are potential responsible
parties and their legal teams,
there

408
00:28:15.567 --> 00:28:16.601
are nonprofits and community
organizations.

409
00:28:16.601 --> 00:28:19.934
There are national environmental
organizations or national
organizations

410
00:28:19.934 --> 00:28:22.934
that have taken a interest in
the conditions at that superfund
site.

411
00:28:22.934 --> 00:28:25.934
There are other EPA contract
there's.

412
00:28:25.934 --> 00:28:35.000
There could be state and
protection agencies,

413
00:28:35.000 --> 00:28:40.000
each of these groups will have
cultures, points of views,

414
00:28:40.000 --> 00:28:45.000
respect lives about the thing
that they have all come together

415
00:28:45.000 --> 00:29:01.000
for an overlap from one another.

416
00:29:01.000 --> 00:29:11.934
I was we look at these charts we
are going

417
00:29:11.934 --> 00:29:18.934
to look at an example.

418
00:29:18.934 --> 00:29:24.934
Which one is been the most
challenging on your past
experiences,

419
00:29:24.934 --> 00:29:30.934
especially in your early career
experiences? Check all that
apply

420
00:29:30.934 --> 00:29:37.000
for you. Thank you

421
00:29:37.000 --> 00:29:40.000
for sharing.

422
00:29:40.000 --> 00:29:48.000
I was we look at the responses,
it creates some challenges,

423
00:29:48.000 --> 00:29:56.000
you may notice that those
relationships that you identify

424
00:29:56.000 --> 00:30:08.000
might be the groups that you
have more in common with.

425
00:30:08.000 --> 00:30:13.934
That might be groups that you
have less

426
00:30:13.934 --> 00:30:22.934
background or experience or with
whom you have

427
00:30:22.934 --> 00:30:27.934
less comfort with this is the
experience across the

428
00:30:27.934 --> 00:30:33.000
globe.

429
00:30:33.000 --> 00:30:36.000
Sarah?

430
00:30:36.000 --> 00:30:44.000
>> Thank you Michael. Let's dig
a little bit deeper

431
00:30:44.000 --> 00:30:46.000
into the relationship between
EPA site teams and impacted
communities.

432
00:30:46.000 --> 00:30:50.000
Here are some common reasons
that it can be hard to
communicate smoothly

433
00:30:50.000 --> 00:30:54.000
and affect Tivoli. Immunities
may have had past experiences
with

434
00:30:54.000 --> 00:30:59.000
local, state or federal agencies
that have left

435
00:30:59.000 --> 00:31:11.934
them --.

436
00:31:11.934 --> 00:31:14.934
Because we are coming together
to discuss a specific site, we
are

437
00:31:14.934 --> 00:31:20.934
also not connect it about other
meaningful aspects

438
00:31:20.934 --> 00:31:23.934
of each other's lives.

439
00:31:23.934 --> 00:31:29.934
Having to change --

440
00:31:29.934 --> 00:31:38.000
explain technical things.

441
00:31:38.000 --> 00:31:43.000
It seems like the community is
making assumptions about

442
00:31:43.000 --> 00:31:47.000
me before I even walked in the
room or perhaps because of past

443
00:31:47.000 --> 00:31:52.000
experiences, or just a
generalized sense of discomfort
across

444
00:31:52.000 --> 00:31:56.000
the difference. The last three
items fall into the same pocket
because

445
00:31:56.000 --> 00:32:08.000
of past experiences, those
expectations that limit

446
00:32:08.000 --> 00:32:13.934
ability. The good news is that
cultural competence can help

447
00:32:13.934 --> 00:32:17.934
bridge this gap. Confidence is
having the knowledge that
applies

448
00:32:17.934 --> 00:32:23.934
to a person to speak, understand
and apply a topic. An

449
00:32:23.934 --> 00:32:29.934
ability to apply that knowledge
in a appropriate and effective

450
00:32:29.934 --> 00:32:35.000
way. A simple example that we
shared would be to speak to a
community

451
00:32:35.000 --> 00:32:37.000
member or to somebody who has
worked with EPA. Using the
common abbreviations

452
00:32:37.000 --> 00:32:41.000
that we use every day. You think
they would understand what they

453
00:32:41.000 --> 00:32:44.000
are saying?

454
00:32:44.000 --> 00:32:49.000
Being able to describe a
technical situation without
coming across

455
00:32:49.000 --> 00:32:53.000
talking down to an audience is
important. You are less likely
to

456
00:32:53.000 --> 00:33:02.000
come across talking down to
somebody during technical
issues.

457
00:33:02.000 --> 00:33:07.000
Cultural competence is the
ability to be seen

458
00:33:07.000 --> 00:33:10.934
as valuable in the context and
it is a skill that you can
build.

459
00:33:10.934 --> 00:33:15.934
The chart on the next slide
illustrates some of the key
believes, attitudes,

460
00:33:15.934 --> 00:33:21.934
knowledge and skills that
confident people have. These
beliefs

461
00:33:21.934 --> 00:33:24.934
and attitudes include moving
away from being culturally

462
00:33:24.934 --> 00:33:30.934
aware two more aware and
sensitive to your own cultural
heritage into

463
00:33:30.934 --> 00:33:34.000
value and respect differences.
Having an awareness

464
00:33:34.000 --> 00:33:39.000
of your own values and how they
may affect your interpretation

465
00:33:39.000 --> 00:33:43.000
of other cultures. Having
comfort with the differences
that

466
00:33:43.000 --> 00:33:49.000
exist between the culture and
the other cultures

467
00:33:49.000 --> 00:33:50.000
in terms of values or beliefs.

468
00:33:50.000 --> 00:33:56.000
And being sensitive to
circumstances, that might
include political influences

469
00:33:56.000 --> 00:34:01.000
or ethnic identities and
understanding that

470
00:34:01.000 --> 00:34:04.000
that may require you to seek
assistance from a member of a
different culture

471
00:34:04.000 --> 00:34:07.000
when interact thing with that
culture.

472
00:34:07.000 --> 00:34:12.000
Knowledge that a cultural
competent person includes a good

473
00:34:12.000 --> 00:34:17.000
understanding of the operations
in the United States

474
00:34:17.000 --> 00:34:22.000
especially with subcultures and
how they are

475
00:34:22.000 --> 00:34:24.000
treated differently. Working to
acquire specific knowledge and
information

476
00:34:24.000 --> 00:34:30.000
about particular groups that you
may be

477
00:34:30.000 --> 00:34:32.000
interacting with at a site. And
having a awareness of

478
00:34:32.000 --> 00:34:38.000
interinstitutional barriers that
can prevent folks from using
resources

479
00:34:38.000 --> 00:34:44.000
that we might expect them to
use. Skills that

480
00:34:44.000 --> 00:34:50.000
competent people use our a wide

481
00:34:50.000 --> 00:34:56.000
variety of verbal responses.

482
00:34:56.000 --> 00:34:59.000
And the ability to send and
receive both verbal and
nonverbal messages

483
00:34:59.000 --> 00:35:05.000
and appropriately. Being
sensitive to contacts.

484
00:35:05.000 --> 00:35:09.000
The ability to and willingness
to exercise the institutional
group

485
00:35:09.000 --> 00:35:11.934
and individual intervention
skills. On behalf

486
00:35:11.934 --> 00:35:17.934
of the people who are from a
different culture who can build
relationships

487
00:35:17.934 --> 00:35:21.934
and trust. We will share more
later in the session about the
training.

488
00:35:21.934 --> 00:35:27.934
This can help you build the
skills.

489
00:35:27.934 --> 00:35:33.000
Let's talk about how building
cultural competence or skills
and

490
00:35:33.000 --> 00:35:39.000
cultural competence or mark
comfort in multiple cultural

491
00:35:39.000 --> 00:35:45.000
situation can strengthen
outcomes at sites and other
works

492
00:35:45.000 --> 00:35:47.000
internally and externally.

493
00:35:47.000 --> 00:35:52.000
Cultural competence in the
workplace, working with

494
00:35:52.000 --> 00:35:58.000
communities with color, low
income and or communities

495
00:35:58.000 --> 00:36:01.000
who feel disenfranchised, all of
this

496
00:36:01.000 --> 00:36:08.000
happened before you showed up.
Situations were

497
00:36:08.000 --> 00:36:13.934
affected by Superfund sites,
harvest discharge against

498
00:36:13.934 --> 00:36:27.934
local and federal government
workers.

499
00:36:27.934 --> 00:36:44.000
Can avoid the stereotypes and
build new relationships,

500
00:36:44.000 --> 00:36:53.000
this can seriously impact our
ability

501
00:36:53.000 --> 00:36:57.000
to communicate in the community
ability to receive and
understand

502
00:36:57.000 --> 00:36:58.000
technical information.

503
00:36:58.000 --> 00:37:04.000
Breaking through the stereotypes
that are painted with,

504
00:37:04.000 --> 00:37:09.934
being able to break through them
is critical towards

505
00:37:09.934 --> 00:37:13.934
building trust, communities that
have learned

506
00:37:13.934 --> 00:37:17.934
to distrust the government
workers can be transformed when

507
00:37:17.934 --> 00:37:20.934
we are culturally competent.
When we are

508
00:37:20.934 --> 00:37:28.934
aware. When we are confronted
with resistant and distressed,
we feel

509
00:37:28.934 --> 00:37:31.934
personally we did not earn it.

510
00:37:31.934 --> 00:37:36.000
It is natural to come across
this. When we

511
00:37:36.000 --> 00:37:40.000
are perceived as naturally
defensive, it is difficult for
communities

512
00:37:40.000 --> 00:37:43.000
to believe that we will take
their concerns

513
00:37:43.000 --> 00:37:47.000
to heart and make their concerns
and needs a high priority in the

514
00:37:47.000 --> 00:37:52.000
remedial and reuse process.

515
00:37:52.000 --> 00:37:55.000
They feel that they really have
a vote even if you give them a
seat

516
00:37:55.000 --> 00:38:01.000
at the table? Site teams that
are diverse. When we

517
00:38:01.000 --> 00:38:07.000
find were feel a diverse site
team of technical and non-took

518
00:38:07.000 --> 00:38:10.934
Nicole teams that work together.
Will always

519
00:38:10.934 --> 00:38:14.934
be stronger and more able to
meet the needs of diverse needs.

520
00:38:14.934 --> 00:38:20.934
Will find better ways to
indicate.

521
00:38:20.934 --> 00:38:28.934
We can call and other strength
to serve communities better.

522
00:38:28.934 --> 00:38:39.000
Communities may not speak
English

523
00:38:39.000 --> 00:38:43.000
as their first language, site
teams would use interpreters for
meetings

524
00:38:43.000 --> 00:38:48.000
and translate materials. And
ensure that non-English-speaking

525
00:38:48.000 --> 00:38:56.000
residents have close to full
access to all materials as
possible.

526
00:38:56.000 --> 00:38:57.000
The same care that has taken to
constructing communications for

527
00:38:57.000 --> 00:39:00.000
environmental justice
communities, to understand took
Nicole material

528
00:39:00.000 --> 00:39:10.934
should be taken with these
communities.

529
00:39:10.934 --> 00:39:13.934
This is a critical and mandated
part of our work. Effect of
community

530
00:39:13.934 --> 00:39:19.934
management is critical and
mandated part of EPA's work,

531
00:39:19.934 --> 00:39:24.934
the ability to share information
in a matter that

532
00:39:24.934 --> 00:39:30.934
impact did meanies can hear and
understand,

533
00:39:30.934 --> 00:39:37.000
this will make them more
comfortable giving

534
00:39:37.000 --> 00:39:41.000
constructive feedback and
sharing ideas based on your
presentation

535
00:39:41.000 --> 00:39:42.000
and a genuine reaction.

536
00:39:42.000 --> 00:39:53.000
Our community involvement
members take social indications
and credibility

537
00:39:53.000 --> 00:39:58.000
to that and it may not

538
00:39:58.000 --> 00:40:03.000
become -- come naturally to
everybody on the site team
depending on their

539
00:40:03.000 --> 00:40:09.000
backgrounds. So the idea that a
culturally,

540
00:40:09.000 --> 00:40:14.934
competent team team will be more

541
00:40:14.934 --> 00:40:18.934
effective this part of our job
as critical as being able

542
00:40:18.934 --> 00:40:24.934
to the -- safely remove
contaminants.

543
00:40:24.934 --> 00:40:30.934
Cultural competence can be
important ways,

544
00:40:30.934 --> 00:40:36.000
to maximize our abilities to
connect with communities under
stress there

545
00:40:36.000 --> 00:40:42.000
have been tons of studies done
about the stress levels of

546
00:40:42.000 --> 00:40:47.000
communities that live in
proximity of Superfund sites.

547
00:40:47.000 --> 00:40:52.000
Many committees have been
impacted by the site. And they
have may have

548
00:40:52.000 --> 00:41:07.000
worked at the site it may also
be

549
00:41:07.000 --> 00:41:12.934
doing other things.

550
00:41:12.934 --> 00:41:14.934
Being able to communicate across
these cultural

551
00:41:14.934 --> 00:41:18.934
differences will help to calm
stressed residents and feel

552
00:41:18.934 --> 00:41:20.934
that they both see and hear them
along with clear communications

553
00:41:20.934 --> 00:41:24.934
of the cleanup process and
possible roadblocks along the
way if the

554
00:41:24.934 --> 00:41:30.934
people in these communities
cannot connect with you

555
00:41:30.934 --> 00:41:35.000
and feel a sense of trust with
you, they will have difficulty
in

556
00:41:35.000 --> 00:41:41.000
hearing, trusting your technical
delivery. Improved technical
delivery,

557
00:41:41.000 --> 00:41:45.000
making it possible for the
community here

558
00:41:45.000 --> 00:41:51.000
you this requires that you
connect

559
00:41:51.000 --> 00:41:53.000
on a personal level and build
trust and use plain language.
Once you

560
00:41:53.000 --> 00:42:05.000
have started to build a
relationship with the community,

561
00:42:05.000 --> 00:42:09.934
you can use that relationship to
relay important

562
00:42:09.934 --> 00:42:15.934
technical information such as
the cleanup plan and

563
00:42:15.934 --> 00:42:20.934
using appropriate terms, this
week, the community

564
00:42:20.934 --> 00:42:26.934
not only understands but can ask
appropriate questions to be
incorporated

565
00:42:26.934 --> 00:42:43.000
through the cleanup process.

566
00:42:43.000 --> 00:42:49.000
The challenge with redevelopment
is how do we explain information

567
00:42:49.000 --> 00:42:53.000
in a humanistic way? We have
technical backgrounds.

568
00:42:53.000 --> 00:42:57.000
Scientists are taught to remain
neutral. We work in

569
00:42:57.000 --> 00:43:01.000
communities that are
experiencing a wide variety of
emotions regarding

570
00:43:01.000 --> 00:43:03.000
the scientific work that we do.

571
00:43:03.000 --> 00:43:09.934
Being a culturally competent
site team means that we have to
find

572
00:43:09.934 --> 00:43:13.934
ways to find the range of
emotions that communities are
experiencing,

573
00:43:13.934 --> 00:43:15.934
acknowledging their emotions and

574
00:43:15.934 --> 00:43:19.934
sharing scientific information
in a way

575
00:43:19.934 --> 00:43:24.934
that responds to and adapts to
what communities are
experiencing.

576
00:43:24.934 --> 00:43:27.934
And the various cultural
backgrounds that they represent.

577
00:43:27.934 --> 00:43:34.000
That is easier said than done.

578
00:43:34.000 --> 00:43:38.000
We need to build the kind of
relationships with community
members

579
00:43:38.000 --> 00:43:44.000
that successfully works to share
goals. After trust

580
00:43:44.000 --> 00:43:49.000
has been established, and
technical information shared,

581
00:43:49.000 --> 00:43:53.000
the site team can build a free
these deeper relationships by
working

582
00:43:53.000 --> 00:44:08.000
together to build shared goals
and vision for the site

583
00:44:08.000 --> 00:44:12.000
once cultural tensions had eased
in Illinois,

584
00:44:12.000 --> 00:44:18.000
a series of workshops focusing
on neighborhood revitalization

585
00:44:18.000 --> 00:44:29.000
had a shared vision. We will
take a deeper Lake -- look

586
00:44:29.000 --> 00:44:31.000
at that case study will need to
move towards a shared future
across

587
00:44:31.000 --> 00:44:34.000
differences through a broad
perspective of others and their
cultural

588
00:44:34.000 --> 00:44:39.000
differences. We have to connect
with people in order to take
them

589
00:44:39.000 --> 00:44:43.000
someplace different from where
they were when you first

590
00:44:43.000 --> 00:44:48.000
enter their community. The
training and workshops allow the
city

591
00:44:48.000 --> 00:44:54.000
and community members to develop
a rapport

592
00:44:54.000 --> 00:44:58.000
that captured the communities
goals and strategies to reduce
flooding

593
00:44:58.000 --> 00:45:02.000
along with neighborhood
revitalization. The

594
00:45:02.000 --> 00:45:05.000
training allowed the space for
conversation to resolve conflict
and to understand

595
00:45:05.000 --> 00:45:10.934
each other so that everyone
could work together for a

596
00:45:10.934 --> 00:45:12.934
shared vision.

597
00:45:12.934 --> 00:45:16.934
They are now seeking funding for
pilot projects to implement
strategies.

598
00:45:16.934 --> 00:45:19.934
It has been a springboard for
areawide

599
00:45:19.934 --> 00:45:23.934
planning board and areawide
planning.

600
00:45:23.934 --> 00:45:28.934
Like clearing up long-standing
tensions in the cleanup and or

601
00:45:28.934 --> 00:45:34.000
reuse process, we can open
doors, not only for a vision to
develop

602
00:45:34.000 --> 00:45:38.000
but for additional opportunities
for

603
00:45:38.000 --> 00:45:44.000
communities within EPA programs.

604
00:45:44.000 --> 00:45:47.000
Given all of that, when is it
important to

605
00:45:47.000 --> 00:45:53.000
recognize the impact of real or
perceived differences? At the
beginning

606
00:45:53.000 --> 00:45:55.000
of each project.

607
00:45:55.000 --> 00:46:02.000
When you enter a new community,
they will page you with the
brush

608
00:46:02.000 --> 00:46:06.000
that they use for the last group
of outsiders that came in their

609
00:46:06.000 --> 00:46:13.934
community to address the
Superfund site. It can be

610
00:46:13.934 --> 00:46:15.934
important to get a sense of the
community and local government,

611
00:46:15.934 --> 00:46:20.934
you might be worth with. Any
significant certificate --
differences that

612
00:46:20.934 --> 00:46:22.934
may exist.

613
00:46:22.934 --> 00:46:25.934
And what serotypes do you have
towards those differences and
how

614
00:46:25.934 --> 00:46:31.934
you might work to not make
assumptions about this community
based on

615
00:46:31.934 --> 00:46:35.000
the community with other
entities. It is difficult. It
can

616
00:46:35.000 --> 00:46:40.000
be difficult to help soothe
tensions between the

617
00:46:40.000 --> 00:46:45.000
Trinity and local government to
identify if those tensions are
culture

618
00:46:45.000 --> 00:46:48.000
based and whether or not they
will bleed over into

619
00:46:48.000 --> 00:46:52.000
your work with that community.
When a new colleague joins a
site team

620
00:46:52.000 --> 00:46:55.000
that you are on.

621
00:46:55.000 --> 00:47:00.000
Another example, is when a new
colleague joins the site team

622
00:47:00.000 --> 00:47:03.000
that you are part of.

623
00:47:03.000 --> 00:47:07.000
By acknowledging that you might
have different ways of
communicating,

624
00:47:07.000 --> 00:47:12.934
you can anticipate and quickly
resolve any miscommunications

625
00:47:12.934 --> 00:47:18.934
with the understanding that it
may be culture based.

626
00:47:18.934 --> 00:47:22.934
When a misunderstanding is met
the of, these

627
00:47:22.934 --> 00:47:28.934
difficult conversations become
opportunities to get to know
each other and to

628
00:47:28.934 --> 00:47:35.000
work better together and
discover new ways with working
with

629
00:47:35.000 --> 00:47:41.000
communities. When a disagreement
or misunderstanding arises,

630
00:47:41.000 --> 00:47:49.000
many --.

631
00:47:49.000 --> 00:48:00.000
This can help ease tensions and
rebuild trust and mutual
understanding.

632
00:48:00.000 --> 00:48:06.000
This can lead to working
relationships

633
00:48:06.000 --> 00:48:09.000
and avoid conflict.

634
00:48:09.000 --> 00:48:17.934
>> A cultural competence
training

635
00:48:17.934 --> 00:48:21.934
which is typically a full day
course but could be extended to
multiple

636
00:48:21.934 --> 00:48:26.934
days could be a benefit for a
number of situations. When

637
00:48:26.934 --> 00:48:31.934
a community is under stress,
angry or low trust. Where there
is a

638
00:48:31.934 --> 00:48:38.000
history of exclusion or act of
or pending litigation against of

639
00:48:38.000 --> 00:48:41.000
potential risk possible party.

640
00:48:41.000 --> 00:48:44.000
If there are power dynamics.

641
00:48:44.000 --> 00:48:48.000
Or if there is a community
engagement during a

642
00:48:48.000 --> 00:48:51.000
phase of claimant and there is
the need to build new
relationships

643
00:48:51.000 --> 00:48:56.000
or repair relationships for the
damage.

644
00:48:56.000 --> 00:48:59.000
The trainings can be structured
in a variety of ways to meet the

645
00:48:59.000 --> 00:49:06.000
needs of these situations. The
community, or training

646
00:49:06.000 --> 00:49:10.934
could prevent community members
from sharing an agreement.

647
00:49:10.934 --> 00:49:15.934
It could be designed exclusively
for the site team if they feel
like

648
00:49:15.934 --> 00:49:18.934
a training would help them be
more effective in engagement

649
00:49:18.934 --> 00:49:22.934
for the communities. Or could be
designed to

650
00:49:22.934 --> 00:49:27.934
bring community members and EPA
site team together. A cultural
competence

651
00:49:27.934 --> 00:49:34.000
training could involve the
community if the relationship

652
00:49:34.000 --> 00:49:46.000
is going reasonable well,.

653
00:49:46.000 --> 00:49:52.000
Will depend on the situation if
the training is

654
00:49:52.000 --> 00:49:55.000
necessary. Although each
training is tailored to the

655
00:49:55.000 --> 00:50:00.000
specific context, cultural
competence training

656
00:50:00.000 --> 00:50:02.000
include some common elements. Is
designed to create an atmosphere

657
00:50:02.000 --> 00:50:08.000
that builds trust and
understanding, it gives
participants a common

658
00:50:08.000 --> 00:50:13.934
language. It can include
discussions

659
00:50:13.934 --> 00:50:18.934
of culture and expanding the
definition of culture and its --

660
00:50:18.934 --> 00:50:23.934
understanding how the culture
affects our behavior.

661
00:50:23.934 --> 00:50:31.934
How stereotypes are unavailable
and the impact

662
00:50:31.934 --> 00:50:35.000
that can have in the society.
Understanding the impact of
interlocking stereotypes

663
00:50:35.000 --> 00:50:39.000
and breaking that circle to get
to new resolutions or do
solutions

664
00:50:39.000 --> 00:50:41.000
together. And planning for
results.

665
00:50:41.000 --> 00:50:47.000
And deciding what outcomes once
to seek together following the

666
00:50:47.000 --> 00:50:49.000
training.

667
00:50:49.000 --> 00:50:54.000
And lastly, allows training --
dispense in the process

668
00:50:54.000 --> 00:51:02.000
of creating the shared contact
of moving forward.

669
00:51:02.000 --> 00:51:06.000
I hope you know have a clear
understanding of how welding
skills

670
00:51:06.000 --> 00:51:10.934
and cultural competence can
strengthen the outcome at
Superfund sites.

671
00:51:10.934 --> 00:51:13.934
To dig a little bit deeper, we
are going to share three

672
00:51:13.934 --> 00:51:19.934
case studies with you that
illustrate the training.

673
00:51:19.934 --> 00:51:22.934
Although the examples are very
different

674
00:51:22.934 --> 00:51:26.934
from each other, the theme is
that you will see can build or
restore

675
00:51:26.934 --> 00:51:31.934
trust would groups are in
conflict and that it can help
people build

676
00:51:31.934 --> 00:51:38.000
skills that they need that they
need for each other, this

677
00:51:38.000 --> 00:51:42.000
can help you get to the income
at

678
00:51:42.000 --> 00:51:58.000
each site, >>

679
00:51:58.000 --> 00:52:05.000
First case studies from Alabama.
This project

680
00:52:05.000 --> 00:52:09.000
gives another example of how a
training and developing cultural
competence

681
00:52:09.000 --> 00:52:14.934
can help EPA in their
communities work together.

682
00:52:14.934 --> 00:52:20.934
There were relationships that
existed between the

683
00:52:20.934 --> 00:52:24.934
advisory board and the
responsible party. After

684
00:52:24.934 --> 00:52:30.934
a major settlement had been
awarded to the community when
they sued

685
00:52:30.934 --> 00:52:37.000
Monsanto. The community felt
that everybody approaching them

686
00:52:37.000 --> 00:52:42.000
was working for the responsible
party and because of

687
00:52:42.000 --> 00:52:47.000
the harm done to the community,
the trust was low and difficult

688
00:52:47.000 --> 00:52:53.000
to develop, the climate had
become

689
00:52:53.000 --> 00:52:58.000
accusatory, volatile and
unproductive.

690
00:52:58.000 --> 00:53:04.000
There was a possibility that the
community would be dismantled,
as

691
00:53:04.000 --> 00:53:08.000
a final step,

692
00:53:08.000 --> 00:53:12.934
the judge in the litigation
hearings mandated

693
00:53:12.934 --> 00:53:16.934
the special master that the
groups participate in a training
or workshop

694
00:53:16.934 --> 00:53:27.300
to see if differences could be

695
00:53:27.300 --> 00:53:41.000
resolved and relationships
developed.

696
00:53:41.000 --> 00:53:47.000
There were some key issues.

697
00:53:47.000 --> 00:53:49.000
Understanding the technical
information.

698
00:53:49.000 --> 00:53:55.000
The need for community advisor
groups to understand the

699
00:53:55.000 --> 00:54:03.000
information.

700
00:54:03.000 --> 00:54:05.000
One example of how a trust had
broken down and information
could

701
00:54:05.000 --> 00:54:09.067
not be an indicator effectively
was reviewing possible remedies,

702
00:54:09.067 --> 00:54:14.000
the community would learn of the
different price tags on each

703
00:54:14.000 --> 00:54:18.000
option. If EPA was leaning
towards an effect but less
expensive

704
00:54:18.000 --> 00:54:23.000
remedy option, the community I
was a --

705
00:54:23.000 --> 00:54:28.000
advisory group would want the
most expensive group would be
more poured

706
00:54:28.000 --> 00:54:36.000
tech div were feeling that EPA

707
00:54:36.000 --> 00:54:40.000
was trying to cheap out with a
less expensive remedy, they were
not

708
00:54:40.000 --> 00:54:46.000
able to heal fish here about the
protective remedies because

709
00:54:46.000 --> 00:54:52.000
of the history of mistrust. The
lack of trust

710
00:54:52.000 --> 00:54:56.000
of any outsiders that might
represent or be connected to the

711
00:54:56.000 --> 00:55:01.000
potential parties especially
across groups, they

712
00:55:01.000 --> 00:55:07.000
need -- expressed the need to
express better

713
00:55:07.000 --> 00:55:18.934
working groups.

714
00:55:18.934 --> 00:55:27.934
The need for regulating's
experience for living near a
contaminated

715
00:55:27.934 --> 00:55:33.000
site of this magnitude.

716
00:55:33.000 --> 00:55:36.000
The key issue was identifying
opportunities for all of the
stakeholders to periodically

717
00:55:36.000 --> 00:55:42.000
meet outside of formal group
meetings to build better social

718
00:55:42.000 --> 00:55:54.000
and working relationships of
each other.

719
00:55:54.000 --> 00:56:00.000
We need to believe that the
community had

720
00:56:00.000 --> 00:56:05.000
the need that something positive
could come

721
00:56:05.000 --> 00:56:10.934
out of the group. From the
issues that were generated the
major recommendation

722
00:56:10.934 --> 00:56:15.934
was just that. Members need to
get a independent and

723
00:56:15.934 --> 00:56:21.934
trusted advisor who could help
the community of value

724
00:56:21.934 --> 00:56:26.934
--.

725
00:56:26.934 --> 00:56:30.934
This allow the committee to feel
better about making educated
choices

726
00:56:30.934 --> 00:56:35.000
when presented with the EPA
teams and therefore they make

727
00:56:35.000 --> 00:56:40.000
interactions with both EPA and
the potentially responsible
parties.

728
00:56:40.000 --> 00:56:46.000
At the conclusion of the
training,

729
00:56:46.000 --> 00:56:48.000
all participants were asked to
share something that they learn

730
00:56:48.000 --> 00:56:53.000
to help them identify the
problems and possible solutions
as they

731
00:56:53.000 --> 00:56:59.000
move forward with the work. And
they shared the reflections

732
00:56:59.000 --> 00:57:07.000
such as, need to believe that
something positive could

733
00:57:07.000 --> 00:57:11.934
move forward. The need to get
past hurts to move forward

734
00:57:11.934 --> 00:57:15.934
to clearly identify each party's
role as the mission and purpose

735
00:57:15.934 --> 00:57:20.934
of the group at the conclusion
of the workshop they were asked

736
00:57:20.934 --> 00:57:26.934
to commit to work together.

737
00:57:26.934 --> 00:57:30.934
All parties signed their name to

738
00:57:30.934 --> 00:57:37.000
the list and the list was given
to the community advisor group
to

739
00:57:37.000 --> 00:57:40.000
display in their office this was
a major step forward for

740
00:57:40.000 --> 00:57:46.000
all the stakeholders and wild
tension still existed,

741
00:57:46.000 --> 00:57:50.000
the relationships improved, the
situation can teaches

742
00:57:50.000 --> 00:57:56.000
several lessons about why
building relationships across
difference

743
00:57:56.000 --> 00:58:02.000
-- differences is vital to EPA's
work. When committees

744
00:58:02.000 --> 00:58:07.000
can see us as persons and not
just the

745
00:58:07.000 --> 00:58:10.934
job, they can hear us but are.
When communities insight teams
can

746
00:58:10.934 --> 00:58:14.934
focus on future states,
achieving a shared vision for
the future

747
00:58:14.934 --> 00:58:20.934
becomes more important than
getting stuck on the harms of
the past.

748
00:58:20.934 --> 00:58:24.934
Based on this, it

749
00:58:24.934 --> 00:58:28.934
is easy to see that one of the
most important cultural
competence skills

750
00:58:28.934 --> 00:58:34.000
is to be able to listen to
others that are different from

751
00:58:34.000 --> 00:58:40.000
our own. An attempt to empathize
and share our

752
00:58:40.000 --> 00:58:45.000
own experiences and be able to
work together towards

753
00:58:45.000 --> 00:58:51.000
an outcome and a shared future
that works for everybody.

754
00:58:51.000 --> 00:58:59.000
>> To give

755
00:58:59.000 --> 00:59:02.000
you a sense of how a cultural
competence training can change
dynamics within

756
00:59:02.000 --> 00:59:08.000
a project cars take a case study
is coming out

757
00:59:08.000 --> 00:59:11.934
of Illinois, this is a

758
00:59:11.934 --> 00:59:12.634
community with the city and

759
00:59:12.634 --> 00:59:13.934
community stakeholders
participated in a training

760
00:59:13.934 --> 00:59:20.934
and had a significant impact on
their working relationship.

761
00:59:20.934 --> 00:59:25.934
The Eastside neighborhood is a
remarkable place. The
African-American

762
00:59:25.934 --> 00:59:28.934
place is a home for families for
generations.

763
00:59:28.934 --> 00:59:31.934
They have a strong sense of
community.

764
00:59:31.934 --> 00:59:36.000
Frequent flooding has not just
image homes but also

765
00:59:36.000 --> 00:59:42.000
impacted the communities
economic -- vitality.

766
00:59:42.000 --> 00:59:48.000
Else of vacant site and is been
subject to

767
00:59:48.000 --> 00:59:51.000
illegal dumping.

768
00:59:51.000 --> 00:59:57.000
These issues have been
exacerbated by the legacy

769
00:59:57.000 --> 01:00:03.000
of segregation.

770
01:00:03.000 --> 01:00:12.934
They begin to tackle these
challenges, there challenge

771
01:00:12.934 --> 01:00:14.934
--.

772
01:00:14.934 --> 01:00:20.934
They identified two key outcomes
for the reuse project. Reducing

773
01:00:20.934 --> 01:00:24.934
flood impacts and addressing
floodway regulations. Properties

774
01:00:24.934 --> 01:00:29.934
in the neighborhood are subject
to FEMA

775
01:00:29.934 --> 01:00:36.000
and state regulations related to
flood.

776
01:00:36.000 --> 01:00:41.000
Rebuilding and improving housing
after flood events.

777
01:00:41.000 --> 01:00:47.000
Residents have indicated that
these challenges could play

778
01:00:47.000 --> 01:00:53.000
days. To help make this happen,
they had

779
01:00:53.000 --> 01:01:02.000
an initiative that sponsored
area at the site and
neighborhood.

780
01:01:02.000 --> 01:01:09.934
This brought residence together.

781
01:01:09.934 --> 01:01:12.934
After assessing the conditions
in the tensions between the
stakeholder

782
01:01:12.934 --> 01:01:16.934
groups, it was clear that
something needed to be done

783
01:01:16.934 --> 01:01:18.934
to bring stakeholders together
to develop a shared
understanding so

784
01:01:18.934 --> 01:01:21.934
they could get to positive
outcomes.

785
01:01:21.934 --> 01:01:27.934
Building training was to build
positive relationships

786
01:01:27.934 --> 01:01:30.934
between staff and to create an
app it's -- atmosphere

787
01:01:30.934 --> 01:01:37.000
to build trust and understanding
between the staff and residents.

788
01:01:37.000 --> 01:01:41.000
During the training,
participants shared about their
own cultural

789
01:01:41.000 --> 01:01:45.000
identity and experiences
particularly around the city's
relationship

790
01:01:45.000 --> 01:01:49.000
to the Eastside neighborhood and
this allowed stakeholders to
hear

791
01:01:49.000 --> 01:01:55.000
each other.

792
01:01:55.000 --> 01:02:00.000
Because of the training the city
had a better understanding

793
01:02:00.000 --> 01:02:05.000
of the day-to-day difficulties
they were experiencing.
Residency

794
01:02:05.000 --> 01:02:10.934
-- residence under so the they
had people on their side.

795
01:02:10.934 --> 01:02:15.934
Exploring cultural competence
together opens the door for new

796
01:02:15.934 --> 01:02:19.934
conversations between city staff
and residents and opened the
door

797
01:02:19.934 --> 01:02:22.934
for new outcomes.

798
01:02:22.934 --> 01:02:26.934
Following the training, project
partners were able to
collaborate

799
01:02:26.934 --> 01:02:30.934
the following achievements,
neighborhood flood

800
01:02:30.934 --> 01:02:35.000
map exercise helped validate the
concerns

801
01:02:35.000 --> 01:02:41.000
and create new munication tools
between agent sees.

802
01:02:41.000 --> 01:02:43.000
City and community members were
able to develop several tools
that

803
01:02:43.000 --> 01:02:49.000
has assisted in indicating about
these flooding issues. To FEMA

804
01:02:49.000 --> 01:02:54.000
and resulted in the city staff
of a joint

805
01:02:54.000 --> 01:02:59.000
staff. The requested changes to
flood regulation in the
neighborhood.

806
01:02:59.000 --> 01:03:04.000
Finally, they received a
planning grant to continue
building

807
01:03:04.000 --> 01:03:11.934
on revitalization efforts.

808
01:03:11.934 --> 01:03:13.934
These achievements were not
possible without the groundwork
and trust

809
01:03:13.934 --> 01:03:16.934
building during the competence
treating.

810
01:03:16.934 --> 01:03:21.934
Michael will now introduce our
final case study.'s

811
01:03:21.934 --> 01:03:33.000
remake --

812
01:03:33.000 --> 01:03:34.000
>>.

813
01:03:34.000 --> 01:03:39.000
This was going to be different
because how building cultural
confidence

814
01:03:39.000 --> 01:03:44.000
was important for the people
getting

815
01:03:44.000 --> 01:03:50.000
involved at the job training
initiative for SG TI.

816
01:03:50.000 --> 01:03:56.000
This is funded by EPA and
provides employment

817
01:03:56.000 --> 01:04:03.000
and career development
opportunities for individuals
living near

818
01:04:03.000 --> 01:04:05.000
or in Superfund sites. This
provides the technical and job
readiness

819
01:04:05.000 --> 01:04:11.000
skills required by remedial
contract is looking to hire
local, and true

820
01:04:11.000 --> 01:04:17.000
level workers. At the USS lead
date -- site

821
01:04:17.000 --> 01:04:22.000
in East Chicago brought together
committee members,

822
01:04:22.000 --> 01:04:31.000
remedial staff and the site
contract there's

823
01:04:31.000 --> 01:04:43.000
--.

824
01:04:43.000 --> 01:04:46.000
One aspect is that it is
designed to attract

825
01:04:46.000 --> 01:04:52.000
and recruit nontraditional
jobseekers,

826
01:04:52.000 --> 01:04:58.000
those residents and families
whose lives have been affected

827
01:04:58.000 --> 01:05:05.000
by the site.

828
01:05:05.000 --> 01:05:07.000
This includes residents that
have been chronically
unemployed, never

829
01:05:07.000 --> 01:05:10.934
employed or underemployed as
well as recent GED graduates and

830
01:05:10.934 --> 01:05:16.934
former felons looking to reenter
their communities.

831
01:05:16.934 --> 01:05:22.934
Critical to the success of the
job training

832
01:05:22.934 --> 01:05:26.934
initiative, this is been a

833
01:05:26.934 --> 01:05:30.934
weeklong job readiness component
which takes place before

834
01:05:30.934 --> 01:05:35.000
the technical training begins.
The two day building cultural
competence

835
01:05:35.000 --> 01:05:40.000
workshop as a part of that has
been critical in helping
participants

836
01:05:40.000 --> 01:05:44.000
make a successful transition
from their previous circumstance
into

837
01:05:44.000 --> 01:05:50.000
the on-site remedial workforce.
This preparation

838
01:05:50.000 --> 01:05:56.000
was augmented with courses.

839
01:05:56.000 --> 01:06:02.000
Technical training at the site
included a 40 hour

840
01:06:02.000 --> 01:06:08.000
training, CPR and first aid,

841
01:06:08.000 --> 01:06:09.000
other job-training initiative
programs

842
01:06:09.000 --> 01:06:13.934
also include whatever courses
are required by the state
contract there's

843
01:06:13.934 --> 01:06:27.934
or the nature of the
contamination of -- on the site.

844
01:06:27.934 --> 01:06:43.000
You can see the graduation of
the participants.

845
01:06:43.000 --> 01:06:52.000
They handed out certificates to
graduates.

846
01:06:52.000 --> 01:06:57.000
Through the Superfund training
initiative, they were trained

847
01:06:57.000 --> 01:07:03.000
with six -- skills. They became
valuable

848
01:07:03.000 --> 01:07:06.000
members of the workforce.

849
01:07:06.000 --> 01:07:11.934
They were working on the
properties that their families
lived on

850
01:07:11.934 --> 01:07:14.934
or approximate two.

851
01:07:14.934 --> 01:07:18.934
The skills learned during
cultural competency training
helped the trainees

852
01:07:18.934 --> 01:07:30.934
develop confidence and
credibility in the work world.

853
01:07:30.934 --> 01:07:37.000
Upon completion of the program,
they were placed in

854
01:07:37.000 --> 01:07:45.000
positions on-site.

855
01:07:45.000 --> 01:07:47.000
One of the participants noted
that in addition to the
certification

856
01:07:47.000 --> 01:07:52.000
she earned, she found that a
building competence training can
be extremely

857
01:07:52.000 --> 01:07:55.000
valuable, when you're out on the
job, it is like a different
world,

858
01:07:55.000 --> 01:08:00.000
the training prepared me for
that.

859
01:08:00.000 --> 01:08:11.801
Thank you for the train you for
giving me the insight.

860
01:08:11.801 --> 01:08:21.934
This can help reduce stress and
conflict. And

861
01:08:21.934 --> 01:08:25.934
were the training could help to
resolve deep tensions within the

862
01:08:25.934 --> 01:08:30.934
project. Also hope that the
training helped to

863
01:08:30.934 --> 01:08:36.000
understand your own cultural
identity and how it is an active
component

864
01:08:36.000 --> 01:08:47.000
of who you are and how other
people perceive you.

865
01:08:47.000 --> 01:08:54.000
>> I hope that you will

866
01:08:54.000 --> 01:08:57.000
seek out other opportunities to
learn more. Our contact
information

867
01:08:57.000 --> 01:09:02.000
is provided on the side. And we
would welcome any feedback, or
comments.

868
01:09:02.000 --> 01:09:05.000
Please, fill welcome to contact
us following

869
01:09:05.000 --> 01:09:09.000
the webinar. I'm going to pass
it to Melissa who will
facilitate the

870
01:09:09.000 --> 01:09:17.934
final part of our time together.

871
01:09:17.934 --> 01:09:23.934
>> That has generated a lot of
questions.

872
01:09:23.934 --> 01:09:25.934
I'm going to be mindful of the
time.

873
01:09:25.934 --> 01:09:31.934
But let's get started. Here is
one that somebody is asking.

874
01:09:31.934 --> 01:09:36.000
How does buy-in from the
community enhance remedial
outcomes?

875
01:09:36.000 --> 01:09:45.000
>> It is important

876
01:09:45.000 --> 01:09:51.000
that given people's general
orientation to

877
01:09:51.000 --> 01:09:58.000
government agencies, when
communities feel that they

878
01:09:58.000 --> 01:10:04.000
are part of the decisions or
part of

879
01:10:04.000 --> 01:10:08.000
the remediation, they feel like
they're part of

880
01:10:08.000 --> 01:10:13.934
it rather than something that is
being done to them. They are
subject

881
01:10:13.934 --> 01:10:17.934
to have those historical
divisions and

882
01:10:17.934 --> 01:10:22.934
tensions exist between the
agency and the communities. It
is

883
01:10:22.934 --> 01:10:31.934
also been proven that when there
is a part dissipate process

884
01:10:31.934 --> 01:10:36.000
-- participant process, there is
a sense that their needs and
issues

885
01:10:36.000 --> 01:10:42.000
matter and that it is not just
about parts per million.

886
01:10:42.000 --> 01:10:46.000
And that it is about creating

887
01:10:46.000 --> 01:10:53.000
cleaner and healthier
communities with input from
those communities.

888
01:10:53.000 --> 01:10:59.000
Like I was going to add that

889
01:10:59.000 --> 01:11:05.000
investing and building that
trusts

890
01:11:05.000 --> 01:11:09.000
is really important for
long-term maintenance.

891
01:11:09.000 --> 01:11:13.934
And that collaboration can lead
to better decisions. Sometimes
communities

892
01:11:13.934 --> 01:11:21.934
no things about areas that are
not immediate the realized.

893
01:11:21.934 --> 01:11:25.934
That can be really valuable in
decision-making.

894
01:11:25.934 --> 01:11:31.934
>> Someone is asking what does
trust

895
01:11:31.934 --> 01:11:38.000
have to do with rolling
technical information to
communities?

896
01:11:38.000 --> 01:11:51.000
>> People who live

897
01:11:51.000 --> 01:11:56.000
within proximity to a Superfund
site feel like a victim. When
you

898
01:11:56.000 --> 01:12:01.000
like a victim, there is no way
for you to change the
circumstances

899
01:12:01.000 --> 01:12:04.000
because they were not your
fault.

900
01:12:04.000 --> 01:12:09.934
With the presence of people
trying to organize

901
01:12:09.934 --> 01:12:15.934
the community, it is very easy
for people to

902
01:12:15.934 --> 01:12:20.934
feel like somebody was here and
didn't hire us and there coming

903
01:12:20.934 --> 01:12:23.934
back here with a cleanup.

904
01:12:23.934 --> 01:12:29.934
There is a notion, one of the
things that I have

905
01:12:29.934 --> 01:12:35.000
experienced as a contract or is
that whatever relationship the
community

906
01:12:35.000 --> 01:12:41.000
has with EPA is what I have to
deal with as

907
01:12:41.000 --> 01:12:45.000
soon as I come in. So building
trust allows you to stand out
and

908
01:12:45.000 --> 01:12:51.000
away from whatever has happened
historically. You come in

909
01:12:51.000 --> 01:12:56.000
and change expect Haitians about
the relationship between the
community

910
01:12:56.000 --> 01:13:01.000
and outsiders. That way, it is
more collaborative and people
trust

911
01:13:01.000 --> 01:13:07.000
and understand the technical
decisions and your

912
01:13:07.000 --> 01:13:09.934
technical information.

913
01:13:09.934 --> 01:13:16.934
>> Another question, what are

914
01:13:16.934 --> 01:13:21.934
some strategies for building
trust with a community? Were you
know

915
01:13:21.934 --> 01:13:26.934
there is distrust of BPA?

916
01:13:26.934 --> 01:13:31.934
>> One of the first

917
01:13:31.934 --> 01:13:38.000
things is that there is
acknowledge of distrust. That
can go a

918
01:13:38.000 --> 01:13:41.000
long way to disarming a
situation.

919
01:13:41.000 --> 01:13:47.000
Just naming the situation.

920
01:13:47.000 --> 01:13:50.000
If there is an elephant in the
room. Putting on the table so
folks

921
01:13:50.000 --> 01:13:53.000
know it is okay to talk about.
So you know it's okay to talk
about

922
01:13:53.000 --> 01:13:57.000
in a productive way. Also want
to put your best foot forward.
Doing

923
01:13:57.000 --> 01:14:03.000
your best not to put that
distrust personally. You
recognize

924
01:14:03.000 --> 01:14:10.000
that the trust or distrust comes
out of

925
01:14:10.000 --> 01:14:12.000
past experiences. You probably
had nothing to do with that. And
that

926
01:14:12.000 --> 01:14:17.000
is not your fault for being able
to address it directly and
intentionally

927
01:14:17.000 --> 01:14:20.000
without interjecting your own
personal

928
01:14:20.000 --> 01:14:26.000
feelings about that mistress can
really go a long way towards
moving

929
01:14:26.000 --> 01:14:31.000
forward. And then you can also
look towards your other team
members

930
01:14:31.000 --> 01:14:37.000
who were able to generate some
trust to help the rest of the
site team.

931
01:14:37.000 --> 01:14:41.000
If there was somebody that the
site team is really resonating
with Cobb

932
01:14:41.000 --> 01:14:44.000
put them front and center.

933
01:14:44.000 --> 01:14:49.000
And have conversations about
what they think they did about
things

934
01:14:49.000 --> 01:14:55.000
they think to help with that
trust.

935
01:14:55.000 --> 01:15:01.000
>> Sometimes people

936
01:15:01.000 --> 01:15:05.000
in the communities just want to
know that they

937
01:15:05.000 --> 01:15:09.000
have been heard and to
acknowledge that there is low
trust into

938
01:15:09.000 --> 01:15:14.934
knowledge that perhaps
communities have the lack of
trust and is well

939
01:15:14.934 --> 01:15:20.934
deserved and that you hear what
their experience has been

940
01:15:20.934 --> 01:15:24.934
and you are there and committed
to have a different

941
01:15:24.934 --> 01:15:29.934
and shared engagement with them.

942
01:15:29.934 --> 01:15:38.000
>> One

943
01:15:38.000 --> 01:15:46.000
person has asked one of my sites
is

944
01:15:46.000 --> 01:15:48.000
a intercity community and
another is on a native American
reservation,

945
01:15:48.000 --> 01:15:53.000
are you saying that the same set
of tools

946
01:15:53.000 --> 01:15:54.000
can be effective in both
situations?

947
01:15:54.000 --> 01:15:59.000
And another person has written
in, I wish that your case
studies are

948
01:15:59.000 --> 01:16:01.000
for an outlying area.

949
01:16:01.000 --> 01:16:09.934
May we can combine those
questions.

950
01:16:09.934 --> 01:16:13.934
Are you saying the set -- same
set of tools can be effective

951
01:16:13.934 --> 01:16:16.934
in all these situations?

952
01:16:16.934 --> 01:16:18.934
>> Yes.

953
01:16:18.934 --> 01:16:24.934
The problems that we have
described are not unique to the
environmental

954
01:16:24.934 --> 01:16:30.934
in -- arena. They are global
issues. This culture

955
01:16:30.934 --> 01:16:35.000
affects all people the same way.
It

956
01:16:35.000 --> 01:16:41.000
influences our behaviors in our
assumptions and judgments.

957
01:16:41.000 --> 01:16:49.000
Working in a Native American
land.

958
01:16:49.000 --> 01:16:55.000
You would always have
sovereignty in the back of your
mind. But

959
01:16:55.000 --> 01:17:00.000
the message of connecting with
people and letting them know
that

960
01:17:00.000 --> 01:17:06.000
they matter and that you hear
them, and that

961
01:17:06.000 --> 01:17:10.934
those concerns are also a part
of what

962
01:17:10.934 --> 01:17:13.934
is being taken into account when
you're making decisions and
recommendations

963
01:17:13.934 --> 01:17:19.934
about remedies of redevelopment.

964
01:17:19.934 --> 01:17:25.934
>> To go back to one

965
01:17:25.934 --> 01:17:31.934
of the concepts, culture is a
layered phenomenon that we all

966
01:17:31.934 --> 01:17:42.000
have multiple cultures that we
are part of and who

967
01:17:42.000 --> 01:17:44.000
underscore the idea that these
tools are effective in lots of
different

968
01:17:44.000 --> 01:17:49.000
types of situations you are
trying to with people

969
01:17:49.000 --> 01:17:55.734
and try to find that personal

970
01:17:55.734 --> 01:18:06.000
connection of trust as another
human being.

971
01:18:06.000 --> 01:18:08.000
Just look for those
commonalities in unexpected

972
01:18:08.000 --> 01:18:11.934
connections and to really invest
the time in relationship
building

973
01:18:11.934 --> 01:18:13.934
so that folks trust your work.

974
01:18:13.934 --> 01:18:19.934
>> There are some techniques
that are used,

975
01:18:19.934 --> 01:18:24.934
self-disclosure and the fact
that you ask for feet back.

976
01:18:24.934 --> 01:18:33.000
How did I come across? How my
coming across?

977
01:18:33.000 --> 01:18:37.000
How do people relate to how I
said it? Those types of things
tend to

978
01:18:37.000 --> 01:18:43.000
build trust and tend to work in
all kinds of settings. See Max

979
01:18:43.000 --> 01:18:50.000
do you find that cultural
competence training

980
01:18:50.000 --> 01:18:56.000
is better went EPA in the
community take the training

981
01:18:56.000 --> 01:18:59.000
together?

982
01:18:59.000 --> 01:19:05.000
>> We have cases of both.

983
01:19:05.000 --> 01:19:10.934
We decided the nature of the
conflict between

984
01:19:10.934 --> 01:19:14.934
the community and the parks
department was so great that we
decided to

985
01:19:14.934 --> 01:19:20.934
do to building workshops.

986
01:19:20.934 --> 01:19:26.934
In other cases, absolutely. It
is great

987
01:19:26.934 --> 01:19:33.000
to have everybody do

988
01:19:33.000 --> 01:19:38.000
it at the same time. And that is
really going to be based on a
needs

989
01:19:38.000 --> 01:19:46.000
assessment and understanding of
the needs assessment on the
ground.

990
01:19:46.000 --> 01:19:50.000
Do you think you can get folks
in the same room and

991
01:19:50.000 --> 01:19:55.000
will they be willing to share
with each other there

992
01:19:55.000 --> 01:19:59.000
honest assessment of where their
relationship is. Or do they need

993
01:19:59.000 --> 01:20:13.934
that space and groups that they
already comfortable with?

994
01:20:13.934 --> 01:20:17.934
That determination usually comes
with me a small assessment

995
01:20:17.934 --> 01:20:19.934
to better understand the
dynamic.

996
01:20:19.934 --> 01:20:24.934
But both approaches can be
affect the of.

997
01:20:24.934 --> 01:20:33.000
>> That is a segue to what is
really now the last question.
How

998
01:20:33.000 --> 01:20:35.000
do address a community group
with different levels of
education and

999
01:20:35.000 --> 01:20:38.000
interest? How do you reach that
happy medium where you get your

1000
01:20:38.000 --> 01:20:41.000
message across to everybody?

1001
01:20:41.000 --> 01:20:44.000
>> Part of what we talk about in
this workshop is

1002
01:20:44.000 --> 01:20:50.000
that there is a difference
between book looting -- learning

1003
01:20:50.000 --> 01:20:56.000
and wisdom. There's a ways as a
facilitator

1004
01:20:56.000 --> 01:21:02.000
as a mediator to validate the
feelings and expressions and

1005
01:21:02.000 --> 01:21:06.000
experience of the simplest
participants,

1006
01:21:06.000 --> 01:21:11.934
the least sophisticated
participant in the group.

1007
01:21:11.934 --> 01:21:17.934
And ultimately, some

1008
01:21:17.934 --> 01:21:21.934
of the sides of all this is
looking at

1009
01:21:21.934 --> 01:21:27.934
the function of the human brain.

1010
01:21:27.934 --> 01:21:34.000
And looking at some of theories
about

1011
01:21:34.000 --> 01:21:38.000
a vacation -- motivation.

1012
01:21:38.000 --> 01:21:43.000
There are ways people can come
together and fill a common bond
and concern.

1013
01:21:43.000 --> 01:21:49.000
Across great differences.

1014
01:21:49.000 --> 01:21:52.000
>> Any last words?

1015
01:21:52.000 --> 01:21:58.000
>> No.

1016
01:21:58.000 --> 01:22:03.000
Just emphasizing that the
workshop can really help folks
to build those

1017
01:22:03.000 --> 01:22:08.000
relationships and bridge their
expectations of differences

1018
01:22:08.000 --> 01:22:13.934
or different perspectives of
their education level. That

1019
01:22:13.934 --> 01:22:16.934
may have brought them together.

1020
01:22:16.934 --> 01:22:21.934
>> I am in a move onto our
closeout part. Thank you a good.
Those

1021
01:22:21.934 --> 01:22:25.934
were terrific presentations. It
is so interesting to hear

1022
01:22:25.934 --> 01:22:30.934
about social competency and how
it can benefit a lot of
Superfund

1023
01:22:30.934 --> 01:22:36.000
work. We believe that showcase
case studies can

1024
01:22:36.000 --> 01:22:40.000
be beneficial. And sharing and
lessons learned can be impactful

1025
01:22:40.000 --> 01:22:50.000
safe and --.

1026
01:22:50.000 --> 01:22:53.000
Thank you to everybody.

1027
01:22:53.000 --> 01:22:59.000
So talk about resources.

1028
01:22:59.000 --> 01:23:01.000
As I mentioned at the beginning,
we

1029
01:23:01.000 --> 01:23:03.000
have a number of tools and
resources available on our
website to help

1030
01:23:03.000 --> 01:23:09.000
you consider reuse. We did put
that in is a link. We also have
a read

1031
01:23:09.000 --> 01:23:13.934
development -- redevelopment
coordinator. You'd

1032
01:23:13.934 --> 01:23:18.934
like more information, feel free
to reach out to your regional
coordinator

1033
01:23:18.934 --> 01:23:22.934
and I am available. You

1034
01:23:22.934 --> 01:23:28.934
have any general questions about
SRI or redevelopment in general,

1035
01:23:28.934 --> 01:23:34.000
we are happy to take them.

1036
01:23:34.000 --> 01:23:37.000
I think now I'm going to turn it
over to Jean and she is going to

1037
01:23:37.000 --> 01:23:38.000
get you to do an evaluation
form.

1038
01:23:38.000 --> 01:23:44.000
I am finished with my part.
Thank you all so much.

1039
01:23:44.000 --> 01:23:50.000
>> Thank you so much I'm going
to walk the audience

1040
01:23:50.000 --> 01:23:54.000
through a few reminders. We
pulled up an evaluation. It is
on

1041
01:23:54.000 --> 01:23:58.000
the screen now. You can look
through those options and share
your thoughts

1042
01:23:58.000 --> 01:24:04.000
on future topics for Superfund
webinar initiatives.

1043
01:24:04.000 --> 01:24:08.000
Would like to be notified about
future

1044
01:24:08.000 --> 01:24:14.000
webinars, you can fill in your
week -- email address

1045
01:24:14.000 --> 01:24:16.000
and then if you have a specific
topic that was not already
listed

1046
01:24:16.000 --> 01:24:25.000
but you think would be a great
addition, you can type that in.

1047
01:24:25.000 --> 01:24:31.000
Copies of the presentation can
be downloaded from the seminar

1048
01:24:31.000 --> 01:24:33.000
resource page.

1049
01:24:33.000 --> 01:24:36.000
You browsed past that as you are
checking in for today's webinar.

1050
01:24:36.000 --> 01:24:42.000
You like to pull up that
content, you can scroll through
the list

1051
01:24:42.000 --> 01:24:47.000
of links and if you jump to the
seminar resources, you can

1052
01:24:47.000 --> 01:24:50.000
open that -- open that site.

1053
01:24:50.000 --> 01:24:56.000
Can find the link for our
archives

1054
01:24:56.000 --> 01:24:59.000
there.

1055
01:24:59.000 --> 01:25:07.000
I will also remind you that
every -- the woman I was
recorded today.

1056
01:25:07.000 --> 01:25:12.934
It will see email when you are
able to

1057
01:25:12.934 --> 01:25:21.934
do the playback.

1058
01:25:21.934 --> 01:25:26.934
We count on your feedback to
continue

1059
01:25:26.934 --> 01:25:33.000
offering sessions like today. If
you are looking for

1060
01:25:33.000 --> 01:25:37.000
participation certificate, you
will be able to access that
after you

1061
01:25:37.000 --> 01:25:48.000
fill out that feedback form.

1062
01:25:48.000 --> 01:25:52.000
As soon as you supposed to
submit your feedback, you will
go participation

1063
01:25:52.000 --> 01:25:57.000
certificate. Each person can
fill out that feed back form and
get

1064
01:25:57.000 --> 01:26:03.000
their own certificate even if
they were only joining under
someone

1065
01:26:03.000 --> 01:26:07.000
else's. There are a whole series
of webinars that are

1066
01:26:07.000 --> 01:26:09.934
currently available to access
on-demand.

1067
01:26:09.934 --> 01:26:15.934
Will find them on the website.

1068
01:26:15.934 --> 01:26:20.934
Encourage you to browse through
those previous topics we can
follow

1069
01:26:20.934 --> 01:26:26.934
the instructions.

1070
01:26:26.934 --> 01:26:33.000
You can connect with us

1071
01:26:33.000 --> 01:26:35.000
through the link.

1072
01:26:35.000 --> 01:26:41.000
That is the formal conclusion of
the reminders. Want to

1073
01:26:41.000 --> 01:26:46.000
think you -- Thank you for

1074
01:26:46.000 --> 01:26:52.000
joining us. Will be from this to
be very valuable time.

1075
01:26:52.000 --> 01:26:57.000
Thank you for joining us.