Use the Hays ADDRESSING Model Template to assess your cultural identity and analyze the implications your cultural identification
Your Topic: Religion in the Black Community
Deadline: 23/01/2023 19:43
Preferred Format: APA
Number of Sources: 4
Number of Pages: 4
PowerPoint slides:
Preferred Spacing: Double spaced
Your Topic: Religion in the Black Community
Assignment Details: It’s not a paper, it has to be done on a template. I’ve copied and pasted the template, she said everything has to be done on the template
Use the Hays ADDRESSING Model Template to assess your cultural identity and analyze the implications your cultural identification may have on your professional relationships.
Introduction
Note: The assessments 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.
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?
Note: The assessments in this course build upon each other, so you are strongly encouraged to complete them in sequence.
Preparation
Use the Hays ADDRESSING Model Template [DOC] to complete your Multicultural Identities Self-Assessment.
You will complete this template to conduct a cultural self-assessment that describes your identity in all elements of the Hays ADDRESSING model.
Note: Use the template provided for all work on this assessment. Do not submit a paper. Papers will not be graded.
For more information about the Hays ADDRESSING model, you may review the following chapter from Hays: “Looking Into the Clinician’s Mirror: Cultural Self-Assessment.”
This assessment 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 the potential for harm. It takes more strength to acknowledge your biases than to argue that you do not have any.
Such acknowledgement and self-awareness 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. This applies to all work in psychology, not just clinical work. In other words, developing cultural competency is important for psychologists who consult and work with businesses (I/O psychologists); those who work in the classroom (clinical, general, educational psychologists); those who work with athletes (sport psychologists); professionals who interface with the legal system (forensic psychologists); those who treat patients, families, and groups with mental illness (clinical psychologists); and those who conduct research (various types of psychologists).
This assessment is based on Dr. Pamela Hays’ (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’ 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.
Assessment
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 assessment. 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 (linked above). Use current APA style and formatting guidelines as applicable to this assessment.
Font: Arial, 12 point.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 3: Evaluate multicultural influences on ethics for psychologists.
Cultural Identifications: Analyze own cultural identifications and cultural groups that might be easy or difficult with which to work in a professional setting.
Relationships: Analyze how cultural implications may have an impact on professional relationships.
Competency 4: Analyze multicultural issues in psychology and the importance of multicultural competency in the profession.
Privilege: Evaluate areas of privilege and under-privilege.
Biases: Analyze bias that may impact one’s work in the field of psychology.
Competency 5: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the psychological professions.
Communication: Write clearly, with correct spelling, grammar, syntax, and good organization, following APA guidelines.
Reference
Hays, P. A. (2008). Looking into the clinician’s mirror: Cultural self-assessment. In P. A. Hays (Ed.), Addressing cultural complexities in practice: Assessment, diagnosis, and therapy (2nd ed., pp. 41–62). American Psychological Association.
Hays ADDRESSING Model Template
COMPLETE ALL AREAS OF THIS TABLE FOR YOUR ASSESSMENT
An example of a partially completed table is provided on the next page.
Cultural Group (according to the ADDRESSING model)
How You Identify
Implications for your work. Consider where you have privilege, and what groups might be easy or difficult to work with.
A. Age (and generational influences).
D. Disability (developmental).
D. Disability (acquired).
R. Religion and spiritual identity.
E. Ethnicity and racial identity.
S. Socioeconomic status.
S. Sexual orientation.
I. Indigenous heritage.
N. National origin.
G. Gender.
After filling out the table above, review your entries. Then use the space below and respond to the following:
Based on your entries to the table above, evaluate three areas where you have privilege and three areas where you do not (this is also part of the first discussion in this course). Provide examples of each.
Evaluate how your own cultural identities or other factors may possibly influence you to have any biases in relation to others with different cultural identities.
Analyze the implications your cultural identifications may have on your professional
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relationships.
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THIS IS A PARTIALLY COMPLETED EXAMPLE AND IS PROVIDED TO HELP YOU UNDERSTAND HOW TO USE THE TEMPLATE.
Cultural Group (according to the ADDRESSING model)
How You Identify
Implications for your work. Consider where you have privilege, and what groups might be easy or difficult to work with.
A. Age (and generational influences).
Middle age (40s).
I would have difficulty working with children and young adults (15–20). I realize I’m too verbal in my therapy approach, and appreciate clients who can have discussions involving complex concepts.
D. Disability (developmental).
D. Disability (acquired).
R. Religion and spiritual identity.
E. Ethnicity and racial identity.
S. Socioeconomic status.
S. Sexual orientation.
Gay
I know I have biases against individuals who follow a strict and literal interpretation of the scriptures.
I. Indigenous heritage.
N. National origin.
G. Gender.
Male
I would have problems working with individuals who follow strict social sex roles. (Only men can do men things, and only women can do women things). I find gender and social sex roles much more fluid.
Reference
Hays, P. A. (2008). Looking into the clinician’s mirror: Cultural self-assessment. In P. A. Hays (Ed.), Addressing cultural complexities in practice: Assessment, diagnosis, and therapy
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(2nd ed., pp. 41–62). Washington, DC: American Psychological Association.
You are encouraged to refer to the resources in the Psychology Library Research Guide to help direct your research.
The following resources provide useful information on gender and sexuality:
American Psychological Association. (2009). Report of the APA task force on gender identity and gender variance. https://www.apa.org/pi/lgbt/resources/policy/gender-identity-report.pdf
Cuddy, A. J. 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.
Herek, G. M. (2007). Confronting sexual stigma and prejudice: Theory and practice. Journal of Social Issues, 63(4), 905–925.
The following resources provide perspectives on the diversity of multiculturalism and culture:
Carter, L. K. (2013). Multicultural competence: The Cinderella of psychology. SOJ Psychology. https://www.symbiosisonlinepublishing.com/psychology/psychology01.php
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. A. (2008). Looking into the clinician’s mirror: Cultural self-assessment. In P. A. Hays (Ed.), Addressing cultural complexities in practice: Assessment, diagnosis, and therapy (2nd ed., pp. 41–62). American Psychological Association.
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.
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.
The following resource provides useful information on race and ethnicity:
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.
Carter, L. D. (2015). Reflecting humanity: Biological, psychological, and sociological perspectives (2nd ed.). Kendall Hunt. Available in the courseroom via the VitalSource Bookshelf link.
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