Multicultural Identities Self-Assessment, psychology homework help

Multicultural Identities Self-Assessment

Use the Hays ADDRESSING Model Template to assess your cultural identity and analyze the implications your cultural identifications may have on your professional relationships.

Note: The Papers in this course build upon each other, so you are strongly encouraged to complete them in sequence.

In our diverse society, multicultural competency is key for any professional in the field of psychology. It is vital to recognize that cultural identity is multifaceted and to analyze how your own cultural identifications and biases may impact your professional relationships.

By successfully completing this Paper, you will demonstrate your proficiency in the following course competencies and Paper criteria:

• Evaluate multicultural influences on ethics for psychologists.
  • Analyze implications cultural identifications may have on professional relationships.
• Analyze multicultural issues in psychology and the importance of multicultural competency in the psychological professions.
  • Evaluate how cultural identity can affect privilege.
  • Evaluate how cultural identity can affect bias.
• Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the psychological professions.
  • Write clearly, with correct spelling, grammar, syntax, and good organization, following APA guidelines.
• This Paper is based on Dr. Pamela Hays’s (2008) ADDRESSING model, which asks clinicians to look into their own areas of cultural influence, privilege, and potential bias. ADDRESSING stands for Age (and generational influence), Developmental and acquired Disabilities, Religion and spiritual identity, Ethnicity and racial identity, Socioeconomic status, Sexual orientation, Indigenous Heritage, National origin, and Gender. Although there are many other aspects of diversity, these are the most common aspects in the United States. Hays’s model has been a useful framework for educators, counselors, and psychologists to examine their own cultural influences, potential biases, and own perspectives. They can then develop plans for addressing how these differences might impact their work with others.
• Reference
• Hays, P. A. (2008). Looking into the clinician’s mirror: Cultural self-Paper. In P. A. Hays (Ed.), Addressing cultural complexities in practice: Paper, diagnosis, and therapy (2nd ed., pp. 41–62). Washington, DC: American Psychological Association.

• This Paper will help you evaluate how your cultural memberships influence your ability to work professionally with people of similar cultural backgrounds and those with different cultural backgrounds. Many learners find this an eye-opening experience, as they have tended to focus on being the social minority or majority in one area in their lives, and not considered how all of us have multifaceted cultural identities. For this reason, all of us are likely to have experienced being in a cultural majority in some respects and being in a cultural minority in others. Further, it is inevitable that all clinicians have biases in relation to cultural identities and failure to recognize these biases creates harm. It takes more strength to acknowledge your biases than to argue that you do not have any. But such acknowledgement is the first critical step in developing strategies for improving your cultural competency around each of those biases to become a more equitable and effective practitioner.

To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community.

• When you see a person for the first time, do you have any assumptions or expectations as to how he or she may behave based on appearance?
• Why it is important for practitioners to be aware of their own life experiences, personal beliefs and attitudes, cultural values, social identities, privileges, biases, and prejudices?
• How can unexamined privileges, biases, and prejudices affect one’s professional work?
• What strategies can you use to ensure your biases do not impact your work relationships and decisions?
• What cultural populations might you work with that you currently have less cultural competence in?
• What guidelines for working with these populations would you consider important?
• What specific steps could you take to gain familiarity, understanding, and comfort with groups that you have limited experience working with?

Required Resources

The following resource is required to complete the Paper.

Resources

Click the link provided to view the following resource:

• Hays ADDRESSING Model Template.

Suggested Resources

The following optional resources are provided to support you in completing the Paper or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

Library Resources

The following e-books or articles are linked directly in this course:

• Cuddy, A. C., Wolf, E. B., Glick, P., Crotty, S., Chong, J., & Norton, M. I. (2015). Men as cultural ideals: Cultural values moderate gender stereotype content. Journal of Personality and Social Psychology, 109(4), 622–635.
• Fowers, B. J., & Davidov, B. J. (2006). The virtue of multiculturalism: Personal transformation, character, and openness to the other. American Psychologist, 61(6), 581–594.
• Hays, P. (2008). Looking into the clinician’s mirror: Cultural self-Paper. In P. A. Hays (Ed.), Addressing cultural complexities in practice: Paper, diagnosis, and therapy (2nd ed., pp. 41–62). Washington, DC: American Psychological Association.
• Herek, G. M. (2007). Confronting sexual stigma and prejudice: Theory and practice. Journal of Social Issues, 63(4), 905–925.
• Johnson, W. B., Bacho, R., Heim, M., & Ralph, J. (2006). Multiple-role dilemmas for military mental health care providers. Military Medicine, 171(4), 311–315.
• Liu, W. M., Pickett, T., Jr., & Ivey, A. E. (2007). White middle-class privilege: Social class bias and implications for training and practice. Journal of Multicultural Counseling and Development, 35(4), 194–206.
• Owen, J., Tao, K. W., Drinane, J. M., Hook, J., Davis, D. E., & Kune, N. F. (2016). Client perceptions of therapists’ multicultural orientation: Cultural (missed) opportunities and cultural humility. Professional Psychology: Research and Practice, 47(1), 30–37.
• Silverstein, L. B. (2006). Integrating feminism and multiculturalism: Scientific fact or science fiction? Professional Psychology: Research and Practice, 37(1), 21–28.

Internet Resources

Access the following resources by clicking the links provided. Please note that URLs change frequently. Permissions for the following links have been either granted or deemed appropriate for educational use at the time of course publication.

• Carter, L. D. (2013). Multicultural competence: The Cinderella of psychology. SOJ Psychology. Retrieved from www.symbiosisonlinepublishing.com/psychology/psych…
• American Psychological Association. (2009). Report of the APA task force on gender identity and gender variance. Retrieved from www.apa.org/pi/lgbt/resources/policy/gender-identi…

The papers in this course build upon each other, so you are strongly encouraged to complete them in sequence.

Preparation

• Download the Hays ADDRESSING Model Template, linked in Required Resources. You will complete this template to conduct a cultural self-Paper that describes your identity in all elements of the Hays ADDRESSING model.
  • Note:Use the template provided for all work on this Paper. Do not submit a paper. Papers will not be graded.
  • For more information about the Hays ADDRESSING model, you may review Hays’s chapter, “Looking Into the Clinician’s Mirror: Cultural Self-Paper,” linked in the Suggested Resources.

Paper

• Complete the table on the template and review your entries.
• Respond to the three questions posed in the space below the table in the template. There are no “right” or “wrong” responses for this Paper. You will be assessed on your insight and ability to recognize the implications of your privilege and biases when you work with others.

Additional Requirements

• Written communication:Should be free of errors that detract from the overall message.
• Format:Use the Hays ADDRESSING Model Template provided in the Required Resources. Use current APA style and formatting guidelines as applicable to this Paper.
• Font:Arial, 12 point.

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