Use the Hays ADDRESSING Model Template to assess your cultural
\nidentity and analyze the implications your cultural identifications may
\nhave on your professional relationships.<\/p>\n
Note:<\/strong> The assessments in this course build upon each other, so you are strongly encouraged to complete them in sequence.<\/p>\n In our diverse society, multicultural competency is key for any To deepen your understanding, you are encouraged to consider the This assessment will help you evaluate how your cultural memberships Such acknowledgement and self-awareness is the first critical step in This assessment is based on Dr. Pamela Hays’ (2008) ADDRESSING model, 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 <\/i>(2nd ed., pp. 41\u201362). American Psychological Association.<\/p>\n<\/div>\n By successfully completing this assessment, you will demonstrate your Use the resources linked below to help complete this assessment.<\/p>\n You are encouraged to refer to the resources in the Psychology Library Research Guide<\/span><\/a> to help direct your research.<\/p>\n The following resources provide useful information on gender and sexuality:<\/p>\n The following resources provide perspectives on the diversity of multiculturalism and culture:<\/p>\n
\nprofessional in the field of psychology. It is vital to recognize that
\ncultural identity is multifaceted and to analyze how your own cultural
\nidentifications and biases may impact your professional relationships.<\/p>\n
\nquestions below and discuss them with a fellow learner, a work
\nassociate, an interested friend, or a member of your professional
\ncommunity.<\/p>\n\n
\nassumptions or expectations as to how he or she may behave based on
\nappearance?<\/li>\n
\nexperiences, personal beliefs and attitudes, cultural values, social
\nidentities, privileges, biases, and prejudices?<\/li>\n
\nunderstanding, and comfort with groups that you have limited experience
\nworking with?<\/li>\n<\/ul>\n<\/div>\n<\/h2>\n
\n
\n
\n<\/span>Download Hays ADDRESSING Model Template [DOC]<\/span><\/a><\/span> to complete your Multicultural Identities Self-Assessment.<\/li>\n
\nself-assessment that describes your identity in all elements of the Hays
\n ADDRESSING model.<\/p>\n\n
\ninfluence your ability to work professionally with people of similar
\ncultural backgrounds and those with different cultural backgrounds. Many
\n learners find this an eye-opening experience, as they have tended to
\nfocus on being the social minority or majority in one area in their
\nlives, and not considered how all of us have multifaceted<\/em>
\ncultural identities. For this reason, all of us are likely to have
\nexperienced being in a cultural majority in some respects and being in a
\n cultural minority in others. Further, it is inevitable that all
\nclinicians have biases in relation to cultural identities and failure to
\n recognize these biases creates the potential for harm. It takes more
\nstrength to acknowledge your biases than to argue that you do not have
\nany.<\/p>\n
\n developing strategies for improving your cultural competency around
\neach of those biases to become a more equitable and effective
\npractitioner. This applies to all work in psychology, not just clinical
\nwork. In other words, developing cultural competency is important for
\npsychologists who consult and work with businesses (I\/O psychologists);
\nthose who work in the classroom (clinical, general, educational
\npsychologists); those who work with athletes (sport psychologists);
\nprofessionals who interface with the legal system (forensic
\npsychologists); those who treat patients, families, and groups with
\nmental illness (clinical psychologists); and those who conduct research
\n(various types of psychologists).<\/p>\n
\n which asks clinicians to look into their own areas of cultural
\ninfluence, privilege, and potential bias. ADDRESSING stands for A<\/strong>ge (and generational influence), D<\/strong>evelopmental and acquired D<\/strong>isabilities, R<\/strong>eligion and spiritual identity, E<\/strong>thnicity and racial identity, S<\/strong>ocioeconomic status, S<\/strong>exual orientation, I<\/strong>ndigenous heritage, N<\/strong>ational origin, and G<\/strong>ender.
\n Although there are many other aspects of diversity, these are the most
\ncommon aspects in the United States. Hays’ model has been a useful
\nframework for educators, counselors, and psychologists to examine their
\nown cultural influences, potential biases, and own perspectives. They
\ncan then develop plans for addressing how these differences might impact
\n their work with others.<\/p>\nReference<\/h4>\n
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\n
\n the template. There are no “right” or “wrong” responses for this
\nassessment. You will be assessed on your insight and ability to
\nrecognize the implications of your privilege and biases when you work
\nwith others.<\/li>\n<\/ul>\n<\/div>\n<\/h2>\n
\n
\n(linked above). Use current APA style and formatting guidelines as
\napplicable to this assessment.<\/li>\n<\/h2>\n
\n proficiency in the following course competencies and assessment
\ncriteria:<\/p>\n\n
\n
\ncultural groups that might be easy or difficult with which to work in a
\nprofessional setting.<\/li>\n\n
\nprofessional, and consistent with expectations for members of the
\npsychological professions.\n<\/li>\n\n
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