If I were a director of an ABA company that was predominantly 90% white, Caucasian men, I would
constantly prioritize and provide cultural opportunities and events that vigorously promote diversity and
cultural awareness within the workplace. The cultural environment of the workplace would exemplify a
diverse and culturally inclusive world, especially within the scope of behavior analytics. As the director, I
would provide training, seminars, and workshops in which behavioral therapists could learn about
diversity and become aware of their cultural values and beliefs. According to the study by Fong et al.,
(2017), the more experienced the behavioral practitioners, the greater importance they give to cultural
competency in the workplace and when interacting with clients. That is, although ABA lacks culturally
aware and diverse resources and training procedures, many passionate ABA professionals desire to be
more culturally inclusive, aware, and diverse in the workplace and in different approaches when working
with clients. “A culturally diverse group of behavioral analysts can serve as a valuable pool of informers
who can share their cultural knowledge and contribute to the development of cultural concepts relevant
to behavior-analytic theory, research, and practice in line with the core mission and principles of ABA
(Fong et al., 2017, p. 106).” That is, a culturally diverse group of ABA professionals can serve as a
committee, as cultural informers, and as valuable contributors to developing culturally diverse ABA
concepts, measurement design, analysis to implement educational resources and training procedures.
Therefore, as the director, I would focus on educating, diversifying, and training my staff to support and
embrace cultural awareness and inclusivity. I would choose the more knowledgeable and culturally
sensitive employees to represent the leadership within my company to promote diversity within the
workplace. “When individual behavior analysts do not operate within an environment with other
behavior analysts, they should initiate connections with other behavior analysts through professional
organizations, conference sessions, or seminars to access support and consultation as needed (Mayer et
al., 2018, p. 781).” That is, to provide my staff with more ethical and culturally diverse workplace
opportunities, I would connect my employees in diverse teams, provide shadowing opportunities, and
help employees learn from other employees who are culturally diverse in life and the workplace. “Future
work also needs to examine the cultural backgrounds of behavior analysts and consumers, culturally
diverse consumers’ access to and satisfaction with ABA services, and ways in which ABA can reach and
connect with culturally diverse populations (Fong et al., p. 110).” That is, as the director of the ABA
company, to establish cultural training designs for behavior analysts and reach culturally diverse clients, I
must first encourage my employees to start by self-examining their own cultures concerning the cultures
of the clients they represent and measure how many culturally diverse clients are receiving services and
how many culturally diverse clients are satisfied with services. Culturally diverse client percentages and
satisfaction rates can help shed light on my staff’s cultural sensitivity and awareness. I would address
biases and discrimination and have my employees complete self-assessments to help them become
more aware of their biases. “One assessment tool, the “Diversity Self-Assessment” (2017). Diversity and
cultural awareness must be self-examined, self-assessed, educated, and trained to be practiced within
the company for our service to represent our diverse clientele and remain unbiased and individualized.
