10 Multicultural Factors to Consider in Counseling - Blog
In today's society the concept of both identity and human diversity have may affect both the counsellor and client in developing a healthy working relationship. Difference and diversity in counselling: contemporary psychodynamic can be attended to within the counselling relationship, without homogenizing the. faculty often urge students to celebrate diversity, but the average. Suggested APA style . Maddux, in press) in multicultural counseling relationships. Using the.
The need for multicultural counseling increases as populations grow more diverse. This is an integral part of professional counseling ethics. According to the American Counseling Association, multicultural counseling is an advantage for counselors ; counseling from a multicultural lens allows them to gain knowledge, sensitivity, disposition, and personal awareness.
A counselor must be cognizant of any cultural values or bias that they possess and recognize their limits of practice. In order to expand their skillscounselors must acknowledge their own racial and cultural heritage and the effects of oppression, racism, discrimination, and stereotyping. Counselors must also seek out additional learning opportunities to improve their understanding of different cultural populations.
Counselling in a Diverse Society - Counselling Directory
Counselor Awareness of Client Worldview: To achieve this understanding, counselors must be aware of their emotional reactions to other racial and ethnic groups, possess knowledge of the population with whom they work, and familiarize themselves with culturally appropriate research. Culturally Appropriate Intervention Strategies: Counselors must understand the characteristics of therapy and its impact on cultural groups. Counselors should also maintain knowledge of family dynamics, hierarchy, bias in assessments, and discriminatory practices that may impact their client.
Counseling professionals who are culturally skilled are able to engage in communication — both verbal and nonverbal — that transcends race or nationality and eliminates prejudice. The Importance of Multicultural Counseling As the population becomes more diversethe need for multicultural counseling grows more apparent.
Reflections on Diversity of a Trainee Counsellor
Changing demographics of the United States population demand that counselor education programs provide training experience that facilitate the development of multiculturally competent counselors. The growing population of diverse individuals in the United States will put more pressure on counselors to be culturally competent in their service of delivery.
Younger generations illustrate this diversity. Pew Research indicates that 43 percent of adult millennials are non-white. Some clients are affected by their religion through transcendental experiences that extend beyond the ordinary.
So linking how people work together is the foundation to successfully providing public satisfaction. Underpinning excellence is how people relate to one another, how they work together and feel empowered, and hence become enabled to take responsibility for their decisions and actions.
Thus they can ensure they provide quality and service equally to all communities without favour or prejudice.
In the private sector, for example in retailing where contact with the customer is part of an ongoing process, a well know chief executive recently quoted: Looking after the staff includes respect for their diverse humanity.
Becoming aware In practice, working with diversity means to become aware of the diversity between ourselves, the people we work with, the organisation, and the communities.
Counselling in a Diverse Society
So it becomes possible to examine how diversity impacts on the excellence — or otherwise - of our service to our employer and to our client groups. Some differences are visible, for example physical characteristics, and others are emotional such as behaviour and style. Invisible difference includes values such as integrity and a way of life, and identity - also invisible - includes gay and lesbian and social class.
Some of our differences find their origin in our roots, others are a conscious choice, and others still are an unconscious orientation. The legal background The legal backdrop against which diversity is often placed is important in that it protects human beings and organisations. It gives people rights which are enforceable by law, and it imposes obligations on employers and their employees, which they ignore at their peril since the ceiling has been lifted on compensations awarded by tribunals.
Working with diversity requires humanistic respect for individual rights and most counsellors will be familiar with the following principles: RogersKurt Lewin They are the desirable principles that should underpin effective management style and teambuilding styles in every workplace. Managers who translate these principles into their leadership and motivational approach are known to inspire their teams and gain their increased respect and commitment.
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What gets in the way — unconscious bias Harassment, bullying, intimidation and victimisation are well known unacceptable behaviours, which now fall within the ambit of the law.
Treating people with fairness and respect means avoiding misusing power to make unreasonable demands, shouting and eyeballing, threats, marginalising and isolating someone because of their difference. These behaviours are not always visible as evidenced by fresh light on the use of electronic mail as a vehicle for sexual harassment.
Examples of inappropriate behaviours include: This process was used by her boss as an opportunity to make inappropriate comments and lewd suggestions to her. She was told that if she did not comply, this would be reflected in her annual performance review with a poor report and affect her promotion prospects.
After several months of this, the woman left the service, she decided against making a formal complaint. However, her black colleague was insistent that this was the name he wanted to be known by, and they jointly worked through the conflict towards resolution.
She now has accepted his permission to call him by the name he wants to be known as and does so, but is certain she would only do so after checking with each individual. In spite of having been recruited on merit and on her track record, she was repeatedly told by the chief executive that she was incapable of doing a satisfactory job of managing her people. This woman senior manager had indeed a passionate and spirited approach coming from an Italian backgroundand the prevailing culture in the organisation found it hard to accept her.
At no time however was she given support in a positive way, for example, by suggesting ways in which she might be or offering her training. Instead, failings were relentlessly pointed out verbally and in writing. One after the other, her colleagues shunned her and she eventually found herself ostracised. She was however offered, and accepted, coaching with an executive mentor. Although she became aware, began to experiment with different choices and began to improve her effectiveness, she was not given the support by her colleagues to complete her personal transition: Her health started to suffer significantly, and although her legal adviser confirmed that she had indeed a case to take to tribunal, her length of service and type of contract precluded her from doing so.
She is now in therapy. The upshot for the recipient of unfair and oppressive behaviours is a persistent feeling of humiliation, loss of self-worth, increase in stress and emotional distress, fear, persistent anxiety leading to physical symptoms and an inability to confront the bullying behaviours.
There is evidence that women raise bullying and harassment issues more readily then do men, who could feel a threat to their masculinity and rationalise what is happening to them away by behaving in a macho way. The perception and tolerance of levels of harassment varies by organisation and industry sector and hierarchy Individual boundaries vary, and therefore what is acceptable banter in some circumstances to a certain individual, may be totally inappropriate behaviour to another.
It is not so much the action in itself which constitutes harassment, but how it is perceived by the recipient. What gets in the way — not seeing or hearing Stereotyping and unwitting discrimination are at the heart of working with diversity.
People see the world through the eyes of their experience and expect that to be their reality — and it is.
When we examine the three groups whose differences are visible and well recognised, we still find assumptions around appropriate roles, being and opportunities. Ageism adds another dimension to all differences. When dealing with gender issues, priorities differ between men and women, although increasingly men have begun to address issues around work and home balance.
Often still, women with children are under pressure to outperform their male colleagues to prove their value to the organisation. So, they put in long hours to show they are keen to be promoted. This is often in conflict with their need for quality time with their family, especially when children are young. Other issues which can add to the conflict of priorities are being the sole breadwinner in the family, or being a single parent.
The latter is often still the greatest taboo. Because of the perceived management pressures and expectations, women can deny themselves the opportunity to ask for changes. They are not necessarily, although pregnancy and childbirth clearly are.
Where men are responsible for childcare the same counselling issues will apply, although in our patriarchal work organisation it is doubtful whether many men would easily bring out this need.