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Multicultural issues in the workplace manifest in different ways from communication style to political views. The purpose of this paper is to use Hays ADDRESSING model to reflect and evaluate multicultural issues in workplace, such as language diversity, political views, gender, and sexual orientation as it relates to professionalism, privilege, and personal bias.
The Hays model acronym stands for age, disability, religion, ethnic/racial identity, socioeconomic status, sexual orientation, indigenous heritage, national origin, and gender (Hays, 2008, p. 43).
Hays (2008) and Crisp (2010) address the role cultural identity and privilege play in influencing the values, belief systems, biases, prejudices, and norms of individuals in society. As a future I/O psychologist, it is necessary to reflect on the power cultural identity has in society and on the profession. In the project case scenario, the following multicultural issues arise: language, politics, gender, and sexual orientation. David, Ian, Claire, Mark, Robert, Sam, and John psychologists working for Lucas Organization as paid consultants providing services in leadership, diversity, compliance, and therapy.
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Although this lunch is a social event in which Ian, Mark, Robert, John, and Sam are not acting in their roles of psychologists; David and Claire are on the clock as psychologists for Lucas Organization.
Consequently, their comments during lunch demonstrated their personal values, biases, and beliefs regarding the politics of diversity, women in workplace, bilingual persons, and transgender individuals in the workplace. As psychologists, the APA ethics code provides enforceable standards for professional conduct for psychologists in their role a counselor, therapist, researcher, educator, and consultant and aspirational values meant to encourage not only professional conduct, but also standards of integrity that spillover into their personal lives (APA, 2010; Fassinger, 2008; Fisher, 2013; Knapp, Handelsman, Gottlieb, & VandeCreek,, 2013; Pipes, Holstein, & Aguirre, 2005; & Schank, Helbok, Haldeman, & Gallardo, 2010).
In addition, federal laws such as HIPAA, Affirmative Action, and Equal Opportunities policies seek to correct unethical past behaviors and ensure the future workplace and medical treatment are free of harassment and discrimination based on race, sex, religion, color, age, disability, veteran status, national origin, and genetic information (Fisher, 2010; EEOC, 2014). Furthermore, the state of North Carolina, where I work recognizes creed and if an individual works for the university system includes sexual orientation as well (North Carolina Office of State Human Resources, 2014; NCSU Office for Institution Equity and Diversity, 2014). Psychologists must be aware of and understand not only APA ethics and federal laws, but also state laws to ensure compliance and an ethically sound and cultural competent professional practice.
However, the purpose of the project case scenario is to demonstrate the thin line between professional and personal conduct. Especially, in small communities where it is more common for psychologists to interact with clients and/or patients on a regular basis, such as social events, personal engagements, restaurants, grocery stores, shopping centers, and/or church outside of the workplace (Knapp, Handelsman, Gottlieb, & VandeCreek,, 2013; Pipes, Holstein, & Aguirre, 2005; & Schank, Helbok, Haldeman, & Gallardo, 2010), where the line between professional conduct, personal values, biases, and beliefs blur. It is at these times the aspirational principles of the APA, such as beneficence and nonmaleficence, fidelity and responsibility, integrity, justice, and respect for people 's rights and dignity can provide guidance and remind psychologists of the necessity of upholding professional codes of conduct regardless of situation (APA, 2010; Fisher, 2013). Discriminatory remarks and prejudicial views on an individual 's gender, sexual orientation, language barrier, or political views can harm current clients and patients as well as prevent potential clients and patients for seeking services and/or treatment from psychologists in the future harming the profession. Additionally, as psychologists the need to understand an individual 's multicultural identities as an essential part in providing services and treatment and failure to recognize and understand these similarities and differences can lead to inappropriate treatment plans or services, which can result in unfair treatment, perceived discriminatory or harassing behavior (Crisp, 2010, Hays, 2008; Fassinger, 2008; Fisher, 2010; Knapp, Handelsman, Gottlieb, & VandeCreek,, 2013; Pipes, Holstein, & Aguirre, 2005; & Schank, Helbok, Haldeman, & Gallardo, 2010).
Subsequently, an honest self-reflection and assessment requires an evaluation of our personal bias, privileges, social and cultural identities to ensure that our values, beliefs, and personal judgments do not affect our ability to provide fair treatment and services to all clients and/or patients in manner, which is ethically, professionally, and culturally relevant. In the project case study, David, Ian, Claire, Mark, Robert, Sam, and John share the following areas of privilege: gender except Claire, age, national origin, no developmental disability, religion, race, socioeconomic status, and sexual orientation (Hays, 2008). Their areas of privilege allow them share a similar cultural and social identity. This shared cultural, social identity, and privilege allowed them to feel comfortable in stating their biases on gender issues, sexual orientation, politics, and bilingual individuals in public. While I do not share many of the areas of privilege as the psychologists in the case study, I do share the social and cultural identity of working in small community; where it is common to interact with professionals in a social setting, such as community fairs, church, civic organizations, or dinner parties and the lines between professionalism and personal blur.
Consequently, the need for continual self-assessment and evaluation are crucial to ensure that personal values, norms, traditions, and areas of privilege to intrude on professional relationships and work (Crisp, 2010, Hays, 2008; Fassinger, 2008; Knapp, Handelsman, Gottlieb, & VandeCreek,, 2013; Pipes, Holstein, & Aguirre, 2005; & Schank, Helbok, Haldeman, & Gallardo, 2010) often as professionals judgments on our ethics and professionalism derive from company we keep, especially, in small communities perceptions of our professionalism, competence, and integrity are measured by personal actions, values, and beliefs (Pipes, Holstein, & Aguirre, 2005; & Schank, Helbok, Haldeman, & Gallardo, 2010). Although many actors in the case scenario were not in violation of ethical or criminal codes, their consultant firm went out of business in two years. Organizations and groups cancelled their contracts and community organizations removed them from their boards. While their comments made outside their professional roles in social setting and there was no evidence or allegations of malpractice or unjust treatment with the exception of Robert, in the eyes of the committee, they had broken public trust, faith, and confidence in the psychological profession to deliver services and therapy in manner free from harassment and discrimination based on gender, sexual orientation, national origin, and race.
In closing, the Hays ADDRESSING model helps psychologist understand how areas of privilege can positively or negatively influence our social identity and behavior and how these aspects of a psychologist identity can sway perceptions of diversity and cultural identity. The project scenario is a prime example of how the boundaries between personal and professional blur resulting in disastrous consequences not only for patients and clients, but also for the psychological community. While many of the actors ' comments and behaviors resulted in no action from the ethics committee, however, the community in which they worked meted out their own form of justice. The end result of not continually self-assessing and evaluating their areas of privilege, social identity, cultural identity, and behaviors resulted in unprofessional and questionable ethical behavior resulting in broken trust and lack of faith in the psychological profession with the community and the individuals that they provided therapy and other services to.
Psychological Model Of Self Reflection. (2024, Feb 19). Retrieved from https://studymoose.com/psychological-model-of-self-reflection-essay
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