Self-Reflection using Hays ADDRESSING Model
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.
Reflection
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,
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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 …show more content…
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
Counselors today face the task of how to appropriately counsel multicultural clients. Being sensitive to cultural variables can be conceptualized as holding a cultural lens to human behavior and making allowances for the possibility of cultural influence. However, to avoid stereotyping, it is important that the clinician recognize the existence of within-group differences as well as the influence of the client’s own personal culture and values (Furman, Negi, Iwamoto, Shukraft, & Gragg, 2009). One’s background is not always black or white and a counselor needs to be able to discern and adjust one’s treatment plan according to their client.
Cultural meanings of gender can play heavily into therapeutic effects of the client. A female client who is in therapy with her male partner may not have the “right” to speak against what he is saying if she disagrees; some cultures forbid the woman to go against her male partner or even speak in the presence of a male stranger, which could be the clinician. On the other hand, a male client with the above cultural custom may view a female clinician in a nega...
In the research of Organizational behavior and Organizational development Science, there is not much of research has been done regarding the matter of moral dilemmas in multicultural organizations and the double standards that are set on minority experts in the work environment. The research that is accessible is overwhelmingly fixated regarding the matter of diversity. While both of these issues are related with diversity , the distinction between the two organizational dilemmas fall under there own denomination.
Thereby, since we understand that organizational strategies are needed to eliminate on the job discrimination, we also must understand that defeating it can be very difficult and can cause conflict amongst everyone. We all have some form of bias, but within the DOJJ one would think that these bias whatever they maybe would remain off the job, but that can only happen in a perfect world. So, since our world in not perfect, we need to develop some form of strategy to avoid this type of conflict on the job. As we examine this issue we found out that “discrimination often occurs when one culture does not understand another, therefore, organizations need to spend time training staff in cultural diversity and strategies for effective communication” (“Best practice in”,
Today we are more likely to encounter, interact with, work with, report to, or manage numerous individuals of different backgrounds, races, ethnicities, religions, belief systems, and cultures. While we all may have the same values, ...
Schein in his book “Organizational Culture and Leadership” explains how different believes and behaviors start to be logical when we understand their cultures by stating “When we learn to see the world through cultural lenses, all kinds of things begin to make sense that initially were mysterious, frustrating, or seemingly stupid” (2010, p. 13). This kind of foresight should be the starting point in order to manage the tremendously growing diversity in the workforce nowadays. Leaders and administrators of both public and private organizations through their influence are responsible to promote and manage diversity in an ethical manner.
The diversity among clients and the counselor is an issue that has recently come to the forefront. The counselor must be very cautious and sensitive to the cultural values of their clients, gender and gender preference, age, language preference, ethnicity, and spirituality and religious beliefs.
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
(Hays & Erford, 2014 p 59). In the counseling world in order to effectively work with clients from diverse background and cultures, it is important to provide a culturally safe environment and promote equality to all persons. Our main focus should be those that have already experienced discrimination due to their race/ethnicity, gender, age or economic status. Our efforts and “Beliefs that all people should have the right to equitable treatment and fair allocation of societal resources, the goal of social justice counseling is to establish an equal distribution of power and resources through advocacy to ensure that all people have the tools and resources for a “good life.” (Hays & Erford, 2014 p 59). The Multicultural and social justice counseling competencies (MSJCC) has implemented and created several competencies useful for the counseling profession. These competencies work as the foundation for something positive if properly implemented. It allows the counselor to address issues of power, privilege, and oppression and how each day the client is faced with a variety of worries that require the counselor to intervene and recommend the proper interventions needed in order for the client to move
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
Though individuals may have characteristics or beliefs that are partially in alignment with their culture, social group, or religion, they will also have perceptions that are unique to themselves. It follows, that in counseling, I must treat every client as an individual while also taking their relevant background information into
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
American Psychiatric Association. (2010). Ethical principles of psychologists and code of conduct. American Psychological Association (APA), Retrieved from http://www.apa.org/ethics/code/index.aspx
As a matter of fact, Hortle (2014) asserts that diversification of the workforce is the key to keeping employees happy and engaged. Globalization has essentially rendered the global workforce to reflect a mix of cultures. In this respect, there can be no question as to the fact that challenges on how to manage a culturally diverse workforce may arise. The principal foundation of tis claim if afforded by the fact that different cultures have different values, which inevitably impact on the attitudes of employees at the workplace. This paper establishes that cultural values promote racial, prejudicial, and discriminative attitudes in employees because of the need for dominant cultures to assert superiority over minority cultures. These cultural values also promote the attitude of increased competition, which inevitably results in intergroup conflict. They also impact on the attitude of employees in regards to workplace performance and productivity because they define the degree to which an employee is satisfied with his or her occupation. Finally, and most importantly, cultural values influence workplace leadership and essentially define the leadership styles innate in each