Tag Archives: diversity

CARED Perspectives: The Political Climate, Government Shutdown, and Unavoidable Dialogue in the Therapy Room

This blog post is a part of the series, “CARED Perspectives,” developed by the APAGS Committee for the Advancement of Racial and Ethnic Diversity (CARED). This series will discuss current events and how these events relate to graduate students in psychology. If you are interested in contributing to the CARED Perspectives series, please contact Aleesha Young, Chair of APAGS-CARED.

By: Aleesha Young

shutdownDecember 21, 2018 marked the longest federal government shutdown in United States (U.S.) history and was prompted by a political divide around the President’s demand to fund and build a wall along the U.S – Mexico Border. Notably, the border wall has been at the center of the President’s immigration policies and was imposed to prevent illegal entry into the U.S.  Thus, immigrants who were once protected from deportation, even DACA recipients, are faced with pervasive fear and uncertainty about their future and livelihoods. Consequently, these xenophobic government policies have a remarkable impact on individuals from marginalized groups.

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APAGS Funds Five Programmatic Grants to Boost Recruitment and Retention of Diverse Doctoral Students in Psychology

At the end of 2018, the APAGS Committee invested in a brand new award program to support institutional recruitment and retention of diverse doctoral students in psychology and closely related programs by engaging current graduate students in such efforts.  The number of applications received for the “APAGS Student Diversity Initiative Award” surpassed expectations and made this APAGS award highly competitive. A team of committee members awarded five institutions approximately $3,000 each to help them implement new initiatives or support existing programs, committees, and resources. APAGS defined diversity to include identification by race, ethnicity, sexual orientation, gender, ability/disability, religion, language, socioeconomic status, and age.

The following five winners are to be congratulated for their efforts and wished every success as they move forward on proposed initiatives:

Authors from Emory University School of Medicine proposed a training and mentoring program for students of color pursuing graduate education in psychology. The funding will support a weekend workshop for undergraduate students of color interested in pursuing a career in psychology, materials for attendees, and follow-up evaluation of the program’s success. Faculty from across Atlanta will provide training to attendees on the graduate school application process and pertinent issues of discrimination and social justice, and attendees will be paired with graduate student mentors.

Old Dominion University and the Virginia Consortium Program in Clinical Psychology, through the ODU Research Foundation, secured funds to repeat and expand a successful workshop to assist local minority students in developing and preparing a successful application to graduate programs in clinical psychology. Funding would support the workshop by providing attendees with transportation to and dinner at the workshop, GRE preparation materials, and other resources.

University of Houston’s School Psychology Program proposed an immersion program to cultivate culturally responsive service. Funding will go to students who identify as culturally and linguistically diverse to support their participation in training experiences associated with the multilingual training track, specifically an immersion trip to Mexico. This program has the potential to help the program’s reputation for its emphasis in supporting school psychology trainees who are fluent in languages other than English.

University of Massachusetts Boston’s Clinical Psychology Program secured funding for a Student Diversity Coordinator, a current graduate student who will be hired to update recruitment materials (including brochures and digital narratives), serve as a consultant to faculty members looking to share external funding opportunities with admitted students, and coordinate a greatly expanded peer mentoring program to ensure the successful transition into and through doctoral study.

Virginia Commonwealth University’s Clinical Psychology Program secured funds to support various purposes aimed at recruitment and retention, including: An informal meeting between applicants and doctoral students from diverse backgrounds during admission interviews; providing applicants from diverse backgrounds with travel funds to facilitate their participation in this informal meeting; forming a group to foster the professional development and social support of underrepresented students; and bringing in a speaker to address the intersection of clinical work, cultural humility, and social justice to improve the inclusion of diverse perspectives in clinical training.

The APAGS Committee hopes to issue similar awards in future years.

CARED Perspectives – Imposter Syndrome as a Minority: The Struggle is Real

This blog post is a part of the series, “CARED Perspectives,” developed by the APAGS Committee for the Advancement of Racial and Ethnic Diversity. This series will discuss current events and how these events relate to graduate students in psychology. If you are interested in contributing to the CARED Perspectives series, please contact Lincoln Hill.

Imposter Syndrome as a Minority: The Struggle is Real

By Fiona C. Thomas

Years ago, I successfully competed, and was selected for a federal government position, a training spot reserved for few undergraduate students. Following a phone interview, I accepted the position, moved to a new city, and was eager to start. On day one my supervisor greeted me with these words, “I wasn’t expecting someone who looked like you based on your name!” His comment was not intended to be malicious. He was being truthful about his thoughts. Yet, this was the first time I felt like an imposter. My name implied a White candidate, not someone who looked like me. Did I need to work harder to make up for this? What were my supervisor’s expectations of me now versus when he interviewed me? And wait a minute, why did I immediately doubt that my experiences and credentials – all of which got me the job – were suddenly insufficient? What did my name or the color of my skin matter?

As a graduate student, I have come to understand this experience as imposter syndrome. The term was coined four decades ago by psychologists, Pauline R. Clance and Suzanne A. Imes based on their work with high-achieving women. It connotes an internal feeling of intellectual phoniness despite ample objective evidence to the contrary (Clance & Imes, 1978). Indeed, graduate students, academics, and many successful individuals (men included) will not only be familiar with this term, but will have experienced that powerful fear of being exposed as a “fraud”. Recent research shows that members of minority groups feel this phenomenon even more profoundly. For instance, the work of Dr. Kevin Cokley and colleagues has pointed to the strong association between discrimination and feelings of impostorism. His research additionally suggests that for ethnic minority college students, impostorism is a greater predictor of negative mental health outcomes than discrimination. These findings have powerful implications. In addition to labeling it and recognizing the moments we feel it most potently, what can underrepresented minority graduate students do to tackle imposter syndrome?

Dr. Sindhumathi Revuluri, associate dean of undergraduate education at Harvard University, recently wrote an insightful piece on overcoming imposter syndrome. A few months ago, the New York Times published an article on this topic as well, particularly with regards to the experiences of minority groups. I pull from the words of wisdom outlined in these articles and have peppered my own learnings below regarding strategies that I have found helpful for tackling impostorism:

  • Surround yourself with mentors who simultaneously uplift and challenge you: This does not necessarily mean finding mentors who resemble you and have had similar experiences as you. I have come to learn that this is not easy to do. Instead, surround yourself with individuals who encourage you to not only find your space but to feel confident to own that space with integrity.
  • Take pride in Slay being the forerunner: Underrepresented populations bring a particularly powerful perspective in academic settings. These voices are not always heard. If you are doing research that no one in your department is doing, or if you’re working clinically with a population that rarely gets access to mental health services, these are major accomplishments. It takes significantly more time, energy, and effort to enter a space that has traditionally not belonged to underrepresented communities, and to then be the advocate for underrepresented areas of research. Once you get there, trust that it is because of your merit, hard-work, and persistence.
  • It is okay to say no and set boundaries: Feeling the need to prove oneself can result in the urge to say ‘yes’ – yes to every new project that may improve your skills as a researcher or clinician, yes to speaking on diversity issues in your department, or yes to committee service simply to bring a diverse voice to the table. Indeed, there is extra emotional, physical, psychological, and intellectual labor involved when you try to enter a homogenous field. However, trying to be everything to everyone can ultimately dilute the quality of your work and do more harm than good.
  • Genuine humility is different than feeling like an imposter: Even with certain lived experiences, there are limitations to our knowledge. Acknowledge this, own it, and ask for help when needed.
  • Pay it forward: When I decided to pursue clinical psychology as a career, I did not personally know any South Asian women in this field. This initially amplified my feelings of imposter syndrome. Who was I supposed to look to as a role model? Given these experiences, I find it deeply rewarding to connect with others who are in the early stages of their graduate degree. I may not  have had mentors who looked like me, but I had mentors who challenged me to find my voice. It is not always possible to repay such acts, but you can pay it forward. An honest conversation about the trials and tribulations of impostorism as an ethnic or racial minority can be quite powerful for others struggling with these feelings.

We want to hear from you!

  • What have your experiences been with imposter syndrome?
  • Are there strategies you have found particularly helpful for coping?
  • What are your thoughts on this topic?

Please share your thoughts below in the comments section!

References

Clance, P. R., & Imes, S. A. (1978). The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention. Psychotherapy: Theory, Research & Practice, 15(3), 241-247. http://dx.doi.org/10.1037/h0086006

Cokley, K., McClain, S., Enciso, A.. & Martinez, M. (2013). An Examination of the Impact of Minority Status Stress and Impostor Feelings on the Mental Health of Diverse Ethnic Minority College Students. Journal of Multicultural Counseling and Development, 41(2), 82-95. https://doi.org/10.1002/j.2161-1912.2013.00029.x

Cokley, K., Smith, L., Bernard, D., Hurst, A., Jackson, S., Stone, S., . . . Roberts, D. (2017). Impostor feelings as a moderator and mediator of the relationship between perceived discrimination and mental health among racial/ethnic minority college students. Journal of Counseling Psychology, 64(2), 141-154. http://dx.doi.org/10.1037/cou0000198

Revuluri. S. (2018, October 4). How to Overcome Impostor Syndrome. The Chronicle of Higher Education. Retrieved from https://www.chronicle.com/article/How-to-Overcome-Impostor/244700.

Wong, K. (2018, June 12). Dealing With Impostor Syndrome When You’re Treated as an Impostor. The New York Times. Retrieved from https://www.nytimes.com/2018/06/12/smarter-living/dealing-with-impostor-syndrome-when-youre-treated-as-an-impostor.html.

Resources

Below, are some podcasts that may be of interest. We hope you enjoy these and look forward to hearing your thoughts on the topic!

Mentoring Hour for Students of Color Applying to Doctoral Programs
Joy Zelinski Marquez and Farzana Saleem help prospective students think through program considerations that are salient to students of color (e.g., geography, culture and climate) and increase awareness about different types of psychology programs, admissions criteria and opportunities to study multicultural issues. (Web chat recorded May 2016)

Mental Health of High-Achieving Students of Color
Kevin Cokley, PhD, describes his new research on perceived discrimination, impostor feelings, and the mental health of high-achieving students of color. Cokley is director of the Institute for Urban Policy Research and Analysis, a professor of counseling psychology and African and African diaspora studies and a faculty affiliate of the Center for African and African American Studies at the University of Texas-Austin. (Recorded December 2014)

Additional podcasts on graduate school, careers and additional hot topics can be found here.

We  hope that you have enjoyed reading the latest ‘CARED Perspectives’ post. Check out these other articles in the series:

CARED perspectives: So what is this psychology diversity committee all about?

This blog post is a part of the series, “CARED Perspectives,” developed by the APAGS Committee for the Advancement of Racial and Ethnic Diversity. This series will discuss current events and how these events relate to graduate students in psychology. If you are interested in contributing to the CARED Perspectives series, please contact Lincoln Hill.

Engagement with diversity, cultural, and individual differences has become a core aspect of clinical training, supervision, and research in psychology (American Psychological Association, 2006). In this spirit of proactively interacting with diversity in its varied forms, many psychology departments have created dedicated “diversity committees.” While a name and general scope may be shared, diversity committees take many forms: from a student led forum to address graduate program concerns, to a faculty committee working towards recruiting diverse staff and students (Rogers & Molina, 2006). Diversity committees can be a positive vehicle of change, but also a burden on faculty and students with diverse identities who take on the invisible labor of serving on many such committees, and face greater expectations to do so than are placed on their majority group peers (Vasquez et al., 2006)

To better understand the inner-workings of diversity committees, I gathered the perspectives of four psychology graduate students who served on a diversity committee at their respective institutions. In particular, I asked these students to: reflect on the value in having a departmental diversity committee; to identify what was achieved through their committee’s work; and to share the extent to which student voices guided, were heard, or were marginalized by the fellow committee members. Below I offer a summary of their varied perspectives and some considerations for students and faculty considering developing a diversity committee within their department.

What is the value in having a diversity committee?

  • Dedicated space conducive to making change – a key prerequisite to undertaking any further work
  • Having an avenue for dialogue that doesn’t naturally occur between students, faculty, and staff
  • Ensuring accountability at the department level to operating in a manner consistent with principles of equity and diversity
  • Providing a sense of safety for students who have reservations about coming forward with their concerns
  • Addressing qualitative inclusion of diverse perspectives, experiences, and identities

What was achieved on the committee during your tenure?

  • Making faculty more aware of student concerns
  • Creating professional development opportunities
  • Developing workshops/brown bag lunches in response to current events
  • Inviting speakers with expertise in diversity topics
  • Developing events (e.g., diversity recruitment weekend) and tools (e.g., website re-design) to recruit more students from diverse backgrounds
  • Creating a survey to assess climate, student experiences and needs

How were student voices engaged on the committee?

        Diversity committee formats varied greatly – from student led efforts to faculty committees with one designated student representative. Students on faculty committees indicated varied experiences. One reported receiving respect and useful professional guidance, while another reported not being “truly heard” by faculty. Perhaps as a result of these dynamics, some students reported that creating departmental change through the work of a diversity committee is a slow moving process, which may involve only surface level changes in the beginning. Several students commented on the value of models where they were able to hold separate meetings with their peers to amass a list of students’ perspectives and concerns, which they could report back to the faculty-led diversity committee. One student in particular indicated that this mode is effective because students often feel more comfortable bringing concerns forward to other students, as opposed to faculty.

        While diversity committees are diverse in their form, tasks, operation, and membership, all students acknowledged the value in their existence and several expressed gratitude in being able to advocate for diversity at a higher level. As one student said, “diversity efforts take some trial and error to evolve for the better, but these programs are most valuable when we learn from and correct our mistakes.”

What do you think? We want to hear from you in the comments!

  • Have you been involved in a diversity committee? What the impetus was for establishing this committee? Was your committee initiated by students? Or staff/faculty? Has your committee filled a gap that was there prior to the committee starting up?
  • Have you found that individuals of color and those with other diverse identities have disproportionately taken on this work?
  • What’s your take on this topic?

Acknowledgments:  A huge thank you to the students who shared their experiences for the purpose of this post!

References

American Psychological Association. 2006. Guidelines and Principles for Accreditation of Programs in Professional Psychology (G&P). Retrieved from: http://www.apa.org/ed/accreditation/about/policies/guiding-principles.pdf

Rogers, M. R., & Molina, L. E. (2006). Exemplary efforts in psychology to recruit and retain graduate students of color. American Psychologist, 61(2), 143.

Vasquez, M. J., Lott, B., García-Vázquez, E., Grant, S. K., Iwamasa, G. Y., Molina, L. E., … & Vestal-Dowdy, E. (2006). Personal reflections: Barriers and strategies in increasing diversity in psychology. American Psychologist, 61(2), 157.

Check out previous CARED Perspective posts:

“Therapy” and other Dirty Words: Addressing Cultural Stigma of Mental Illness in Diverse Communities

This blog post is a part of the series, “CARED Perspectives,” developed by the APAGS Committee for the Advancement of Racial and Ethnic Diversity. This series will discuss current events and how these events relate to graduate students in psychology. If you are interested in contributing to the CARED Perspectives series, please contact Lincoln Hill.

“Therapy” and other Dirty Words: Addressing Cultural Stigma of Mental Illness in Diverse Communities

By Mary Odafe

Therapy (noun; /ˈTHerəpē/) – a luxury service associated with the White middle-to-upper class. Based on this conceptualization of therapy, “in-group” members (i.e., fellow members of one’s own ethnocultural community) who engage in formal therapy are, by default, guilty of making the decision to forego traditional methods of healing, including (but not limited to): a) seeking wisdom from a community leader or elder, b) engaging in fervent prayer, “letting go, letting God,” or seeking counsel from a church leader, c) “keeping it in the family” or speaking with a trusted friend, or d) engaging in traditional or indigenous medicinal/healing practices. An in-group member who attends therapy might experience real or perceived stigma from their fellow in-group members, and the associated fear of being labeled as one of the following:

  • Crazy (adjective; /ˈkrāzē/) – A label frequently afforded to anyone with history of hospitalization or observable psychiatric symptoms. This term subsumes an array of symptoms associated with various clinical disorders including hallucinations, panic  symptoms, obsessions and compulsions, delusions, cognitive distortions, etc.
  • Bipolar (adjective; /bīˈpōlər/) and/or Schizophrenic (adjective; /ˌskit-sə-ˈfre-nik/) – Often used synonymously with ‘Crazy,’ a label afforded to anyone who exhibits odd or abnormal behavior, paranoia, or distinct changes in mood or personality. This label is not exclusively used among lay members of society, but is also frequently designated by clinicians, who have historically overutilized these diagnoses among certain ethnic minority groups.
  • Depressed (adjective; /dəˈprest/) – A general succumbing to life’s stressors that signifies weakness or lack of faith, and manifests as sadness, laziness, irritability, and withdrawal from friends and family. Solution? ‘snap out of it’ or ‘pray it away.’
  • Suicidal (adjective; /ˌso͞oəˈsīdl/) – Descriptive of when one fully succumbs to life stressors and reaches a state of indifference about life. Synonymous with ‘giving up,’ or in some instances, ‘Crazy,’ this label is used to describe individuals who have “failed” to cope with life and are now making the decision to sin against God and betray their friends and family by taking their own life.

While these pseudo-definitions and colloquialisms are jarring and overtly offensive, this is the painful reality of many individuals of diverse ethnic background whose in-group members (e.g., family, friends, ethnocultural community) subscribe to antiquated beliefs about mental illness. When facing stigma from one’s own community, people may be less likely to seek professional help that could prove beneficial when administered by a culturally-sensitive clinician. Internalized stigma may also serve to magnify the intensity of one’s psychological distress by adding significant feelings of shame and embarrassment. Unfortunately, subscribing to or acting in accordance with stigmatizing beliefs about mental illness only serves to perpetuate the stigma and limits opportunities to evolve. In cases when individuals do not seek necessary help due to perceived stigma, the consequences may even be deadly.

Ethnic minority psychologists are in a unique position to bring about meaningful change in our various cultural communities. As culturally-sensitive advocates, we can all encourage change in the following ways:

  • It is first necessary to acknowledge the gravity of historical experiences with clinical research and services for marginalized ethnic groups (e.g., African Americans who were the unwitting subjects of inhumane research during the Tuskegee Syphilis Experiment from 1932-1972). At present, the challenge of effectively working with ethnic minority clients persists, as the large majority of evidence-based treatments were developed for use (and validated) with White middle-class Americans, failing to reflect growing trends of cultural diversity in the U.S. and Canada. In some cases, a healthy cultural paranoia in ethnic minority clients may be a reasonable response to unfamiliar techniques or practices. Aim for a more compassionate approach by working with thoughts of cultural mistrust, rather than combatting them.
  • Incorporate traditional cultural or faith-based practices, rather than dismissing them as harmful or ineffective. In some instances, these cultural practices can even be used as a gateway to introducing mainstream psychology paradigms. For example, after observing that spirituality was the main source of emotional coping for my older African American Veteran clients, we utilized Biblical scriptures as a means to spark therapeutic group discussions about acceptance and change.
  • Challenge cultural stigma by providing psychoeducation through simple conversation (at community forums, seminars, health fairs, church festivals, or just one-on-one with a friend or family member). Of particular importance is to ask questions just as often, if not more often, as you provide answers or information.
  • Recognize that the underlying emotion that often motivates stigma is fear: fear of the unknown, fear of exploitation, fear of judgement from one’s community, or an internalized fear of being “broken.” Consistent with current trends in psychotherapy, fear is combatted through education and exposure. In addition to those listed previously, consider ways to provide education and also increase exposure to the idea of mental health – through conversation, modeling, social media, research, teaching, and clinical practice.

I encourage you to reflect and develop your own ideas for challenging the prevalence of stigma in diverse cultural communities. By changing the conversation surrounding mental illness, we work to combat stigma which could ultimately change a life, or save one.

Additional Resources:

We want to hear what you think! Please share your thoughts on this topic in the comments section below.

Other posts in the CARED PERSPECTIVES series: