Diversity Identity Development Training: Theory Informs Practice

Most identity development models are unidimensional and mutually independent. They rarely acknowledge multiple cultural identifications or their relationship to diversity awareness training. This article discusses this relationship in a four-stage conceptual model for diversity identity development and its implications for the design, structuring and leadership of diversity training programs.     

A teaching framework for cross-cultural genetic counseling

The increasing diversity of American society has brought growing recognition of the need to bridge cultures in the delivery of genetic counseling services. New immigrants and members of diverse ethnic groups face multiple barriers to genetic counseling services. The need to train genetic counselors to deal with cultural diversity is especially crucial in the new genetic era, given the rapid expansion of available technology, with the resulting social and ethical ramifications. A framework for teaching cross-cultural issues in genetic counseling training programs is presented that can be implemented in step-wise fashion, consistent with available resources. Cross-cultural issues can be incorporated into existing teaching and training modalities by expanding the orientation from monocultural to multicultural. Relevant clinical experience, exploration of students' preconceptions and biases, reading materials, and lectures by invited speakers can all enhance students' knowledge and sensitivity. It is critically important that training programs furnish students with the basic tools necessary for the ongoing process of learning about cultural diversity.     

White is a colour too: engaging actively with the risks,challenges and rewards of cross‐cultural family therapy training and practice

Due to increased global mobility and displacement there is a growing cultural diversity within therapeutic encounters between therapists and clients. Literature on cross‐cultural therapy traditionally focuses on the culture of clients. However, due to recent theoretical shifts in the family therapy field, the importance of including the culture of therapists in the discourse about cross‐cultural therapy has been highlighted. Drawing on the experience of the author, as therapist, trainee and trainer, as well as recent developments in the literature, this paper reflects on cross‐cultural training and practice within family therapy in Britain. The author argues that white is a colour too, thus challenging ‘white’ therapists not to leave thinking about and addressing cross‐cultural issues in family therapy to their colleagues ‘of colour’, but to actively engage with the risks and uncertainties of cross‐cultural learning and practice. Ways to facilitate this process are suggested. In particular a multi‐dimensional approach that allows for complexity and contradiction is promoted and the potential of using the personal life experiences of therapists as a safe, non‐pathologizing training tool is discussed.     

A FIELD SURVEY OF FACTORS AFFECTING THE ADOPTION AND PERCEIVED SUCCESS OF DIVERSITY TRAINING

Seven hundred and eighty-five human resource professionals responded to a questionnaire about diversity issues in their organizations. Analyses were conducted to determine the factors associated with (a) adoption of diversity training and (b) perceived training success. Results revealed that both training adoption and perceived training success were strongly associated with top management support for diversity. In addition, training adoption was associated with large organizational size, positive top management beliefs about diversity, high strategic priority of diversity relative to other competing objectives, presence of a diversity manager, and existence of a large number of other diversity-supportive policies. Perceived training success was also associated with mandatory attendance for all managers, long-term evaluation of training results, managerial rewards for increasing diversity, and a broad inclusionary definition of diversity in the organization. Suggestions for future research are offered.     

The anticipated future of counselling psychology in the United States: A Delphi poll

A Delphi poll of the institutional members of the Council of Counselling Psychology Training Programmes in the United States revealed anticipations regarding the future of the speciality in relation to three broad areas of contemporary concern. These included the speciality's anticipated core identity, the future role of science and research training in the speciality, and its probable developments in relation to professional training. In general, a commitment to cultural diversity and life-span development occupied pre-eminent positions in relation to the speciality's anticipated identity. Significant attention to methodological diversity and scientific and professional reform were also noted within the context of continuing challenges to the speciality's identity and its future.     

Problematizing culture: Discourses on integration in Norway

How does one, in a society which traditionally has been perceived as homogenous and egalitarian, debate issues of immigration and increasing cultural diversity? This article analyses the notion of integration as it has been used and constructed in Norwegian politics from the 1970s until today. It is argued that culture has emerged as an increasingly problematic dimension in integration policy and public debate. While cultural diversity must be accommodated and celebrated, certain cultural practices, especially in relation to women, have also appeared as increasingly threatening to what is considered as fundamental values in Norwegian society.     

Pluralism and civic education

Educational practices which reinforce cultural diversity are often commended in the name of pluralism, though such practices may be condemned on the same grounds if they are seen as a threat to the fragile sense of political unity which holds a pluralistic society together. Therefore, the educational implications of pluralism as an ideal are often ambiguous, and the ambiguity cannot be resolved in the absence of a clear understanding of the particular civic virtues which a pluralistic society should engender. Two influential conceptions of civic education which purport to affirm the ideal of pluralism are examined and both are found wanting. Liberal political theory proclaims the paramount importance of justice in public life, and justice can be construed in a way that accomodates diversity. However, the kind of civic education which liberalism entails does too little to restrain the centrifugal forces latent in cultural diversity. Communitarian political theory exalts civic friendship as the supreme public virtue, but the civic education it supports is compatible with only a highly attenuated cultural diversity. A third alternative is canvassed which combines the liberal stress on justice with a conception of patriotism distinct from civic friendship. The implications of this alternative for disputes about bias in public schools are briefly discussed.     

Cultural Considerations for Psychologists in Primary Care

Many health concerns in the United States (e.g., diabetes) are routinely managed in primary care settings. Regardless of the medical condition, patients’ health is directly influenced by factors such as healthcare providers and cultural background. Training related to how behaviors influence health, coupled with training on how cultural diversity intersects with mental health, allows psychologists to have the relevant expertise to assist in the development of primary care behavioral health interventions. However, many psychologists in primary care struggle with how to integrate a culture-centered paradigm into their roles as behavioral health providers. This paper provides an introduction on how three culture-centered concepts (providers’ cultural sensitivity, patient–provider cultural congruency, and patients’ health literacy) can be applied in primary care using the Five A’s Organizational Construct and a model of cultural competence. In addition, the paper includes a section on integration of cultural considerations into consultation and training and concludes with a discussion of how the three culture-centered concepts have implications for health equity.     

Organizational Tenure Diversity as Predictors of Combat Performance in ROK Army

Drawing on the upper-echelons theory and diversity issues, this study examines the relationships between top management team (TMT) organizational tenure, tenure diversity, and combat performance. The study is based on of Korea Combat Training Center (KCTC) that is designed for training and evaluation of the battalion combat power. Findings indicate that battalions with higher levels of TMT tenure have a positive effect on combat performance. Tenure diversity of TMT has a negative effect on combat performance. In addition, results showed that the negative relationships between tenure diversity of TMT and combat performance are attenuated by commander’s shared experience with other TMT members.     

Global ethics and principlism

This article examines the special relation between common morality and particular moralities in the four-principles approach and its use for global ethics. It is argued that the special dialectical relation between common morality and particular moralities is the key to bridging the gap between ethical universalism and relativism. The four-principles approach is a good model for a global bioethics by virtue of its ability to mediate successfully between universal demands and cultural diversity. The principle of autonomy (i.e., the idea of individual informed consent), however, does need to be revised so as to make it compatible with alternatives such as family- or community-informed consent. The upshot is that the contribution of the four-principles approach to global ethics lies in the so-called dialectical process and its power to deal with cross-cultural issues against the background of universal demands by joining them together.     

Cultural Training Based on a Theory of Relational Ideology

This article describes the development of a theory-based cross-cultural training intervention, named relational ideology training, and reports a field experiment testing its effectiveness in facilitating intercultural collaborations. The intervention was based on our Protestant relational ideology (PRI) theory and cross-cultural research derived from this theory. An experiment compared the effectiveness of this novel intervention with the well established cultural assimilator training. Results show that compared to cultural assimilator training, relational ideology training is more effective in improving managers' task performance and affective adjustment in cross-cultural ventures. Important practical and theoretical benefits can be gained from integrating theoretical advances in cultural psychology into cross-cultural training. We discuss the implications of RI training as an empirically validated intervention for Americans living locally yet working globally.     

Challenges Faced by Genetics Service Providers’ Practicing in a Culturally and Linguistically Diverse Population: An Australian Experience

This paper explores the perceived challenges facing clinical genetics practitioners in multicultural Australia. Focus groups conducted with 53 practitioners explored: 1) participants’ experiences and definitions of cultural diversity; 2) their use of educational resources with clients; 3) their experiences with culturally diverse groups/individuals in practice; 4) their experiences working with interpreters; and 5) the impact culturally specific educational training and/or experiential learning had on their confidence or practice when dealing with culturally diverse clients. Participants viewed culture as extending beyond traditional definitions such as ethnicity, language and religion. Most respondents had experienced positive results working with health care interpreters, although at times, this was a challenge for the family as they preferred privacy and the use of family members as interpreters. Another commonly reported challenge was the limited availability of reliable, culturally appropriate translated resources. Some participants expressed concern that learning theories about specific cultures may lead to stereotypes and that opportunities for formal cultural competence training were limited. Recommendations for practice include the targeting of educational resources to meet the needs of a diverse community and placing cultural competence on the agenda for ongoing training and maintenance of professional standards for clinical genetics practitioners to avoid the current ad hoc approach.     

Training to Think Culturally: A Multidimensional Comparative Framework

A multidimensional, comparative training framework is designed to integrate culture with all aspects of family therapy. Culture is viewed as occurring in multiple contexts that create common “cultural borderlands” as well as diversity; unpredictability and possibility, as well as regularity and constraint. The framework proposes a search for basic parameters to help therapists think comparatively and pluralistically about families’ cultural configurations and meanings. Further, the parameters chosen — ecological context, migration/acculturation, organization, and life cycle — are used to heighten therapists’ awareness about the “situated knowledge” of their own professional and personal culture. This approach recognizes the potential complexity of both the family's and the therapist's cultural location or ecological niche, and encourages curiosity in the therapeutic conversation rather than reliance on potentially stereotyping, ethnic-focused information.     

The effects of cultural intelligence on performance in multicultural teams

This study investigates the relative performance changes of multicultural teams (MCTs) over time, as well as the relationship between cultural intelligence (CQ) and performance in MCTs. More specifically, we argue that MCTs' CQ alleviates the adverse effect of cultural diversity on team performance, thereby demonstrating the importance of CQ for multicultural teams. Using data from 73 project groups comprising 327 members, the results have demonstrated that the degree of cultural diversity on MCTs influences team performance over time, and that those teams with higher levels of CQ tend to gradually exhibit higher rates of performance improvement. In addition, the results indicate that CQ moderates the relationship between cultural diversity and team performance.     

Genetic Counseling Services and Training of Genetic Counselors in Israel: An Overview

Genetic counseling services have existed in Israel since 1964 and are available in almost all the major hospitals. Given the socialized healthcare system and small country size, genetic services are generally accessible and often free. The existence of founder mutations in various communities in Israel makes genetic testing easier to perform. Yet, the ethnic, cultural and religious diversity of the population has major implications on the design of the screening programs and the use of genetic services. The Israeli Association of Genetic Counselors (IAGC) was established in 2008 and had existed informally since 1989. There are two Master level genetic counseling training programs (6 students/class, 2 year program): Hebrew University-Hadassah Medical School (established in 1997) and the Technion (established in 2009). Genetic counselors’ clinical training is largely observational and 2 years of supervised counseling sessions post degree are required for board exam eligibility. Genetic counselors are licensed and lead counseling sessions individually, but currently must work under medical geneticist supervision. This is the first article to summarize the history and training of Master level genetic counselors in Israel. Genetic services, coverage and regulations are also described.     

Cultural Shock and Adaptation

Multicultural domestic and international relations create cultural shock for both immigrant and resident groups. This article addresses the nature, stages, and causes of cultural shock to provide broad guidelines for managing cultural shock experiences in a variety of circumstances. Cultural shock is described from psychophysiological and sociocultural perspectives. The nature of cultural shock experiences suggests that resolution be addressed through cognitive orientation and behavioral adjustment involving recognition of cultural shock characteristics and implementation of strategies for its resolution. Adaptive strategies for guiding constructive interventions are summarized from an integration of literature on cultural shock adaptation, cross-cultural training effectiveness, and intercultural effectiveness.     

Culturally educated questioning: Toward a skills-based approach in multicultural counselor training

Increased resources are being committed to the multicultural training of counselors. Despite these gains, training continues to focus almost exclusively on the acquisition of cultural awareness and culture-specific knowledge. Valuable though they are, awareness and knowledge, the authors argue, do not necessarily result in effective multicultural counseling skill. Therefore, it is recommended that current training models be modified to include techniques through which cultural knowledge can be synthesized into effective counseling interventions. Specifically, it is suggested that programs stress the need to conduct cultural assessments of clients using what the authors term “culturally educated questioning”: empirically rooted inquiry designed to elicit from clients clinically relevant cultural data. The benefits of culturally educated questioning, including its safeguards against cultural stereotyping, are discussed.     

The Quest for Multicultural Competence: Challenges and Lessons Learned from Clinical and Organizational Research

Multicultural competence refers to the ability to appreciate diversity and to work effectively in multicultural settings. In this increasingly diverse and globalized world, being culturally competent has become more important than ever. Integrating research in counseling and organizational studies, the authors examine the conceptualization of cultural competence across disciplinary boundaries. The authors review pertinent research to dissect the major challenges posted to the quest for cultural competence and conclude that training programs that overemphasize knowing the different ‘Others’ may promote a false sense of competence, and even fuel intergroup hostility and reactance. To enhance cultural competence, we recommend shifting the emphasis in competence trainings from knowing the different ‘Others’ to enhancing critical self‐awareness.     

Using generalizability theory to estimate the relative effect of class size and number of items on the dependability of student ratings of instruction

Previous research on the effect of class size on student ratings of instruction has primarily investigated the effect of class size on the favorableness of these ratings rather than its effect on their reliability (dependability). A few studies have used "generalizability theory" to demonstrate the relative effect of class size on the dependability of student ratings of instruction. The purpose of the present study was to test the validity of the findings of these studies in a different cultural setting using a different student ratings questionnaire. Using a random-effect analysis of variance to estimate the variance components for a design in which students were nested within classes and crossed with items, it was found that the variance component for class size was appreciably larger than that for items. At least 20 students were needed to obtain a generalizability coefficient for relative decisions of .70 or more. Increasing the number of students has a greater effect on generalizability coefficients than increasing the number of items.     

Does anchoring vary across cultures? Expanding the Many Labs analysis

Numerous investigations have examined anchoring effects, but most of them studied individuals from similar cultural and socioeconomic backgrounds. Replication studies have shown that anchoring heuristics have heterogeneous effects across different cultural groups. In the present investigation, we examined this heterogeneity by looking for associations between effect size and cultural values orientation. We conducted pre-registered meta-analyses of four anchoring tasks, using open data provided by previous works and collected from 6,344 participants in 10 countries. The analyses confirmed that anchoring effects display strong heterogeneity between cultures. Moreover, specific cultural values orientations explained substantial amounts of variability in anchoring effect sizes between cultures: Intellectual Autonomy and Egalitarianism were negatively correlated with anchoring effect size, as we had expected. Surprisingly, Harmony was also negatively correlated with anchoring effect size, whereas Mastery had a positive association. These results suggest that cultural differences can play an important role in observed anchoring effect size.