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1 Equity and Diversity in Behavior Analysis: Lessons from Skinner (1954) Equity and Diversity in Behavior Analysis: Lessons from Skinner (1954) Yasamin Rezaei Tehrani National University Professor Adriana Anderson February 17, 2024

2 Equity and Diversity in Behavior Analysis: Lessons from Skinner (1954) Abstract This paper explores an analysis of how our cultural learning histories influence our verbal behavior. The article by Szabo (2020), breaks down the importance of equity and diversity and goes hand in hand with how our learning histories contribute to the imbalance in the applied behavior analysis field. The recommendations and analysis of the author are discussed. This paper will also discuss how it can be personally applied and go hand in hand with the information that was learned throughout this course.

3 Equity and Diversity in Behavior Analysis: Lessons from Skinner (1954) Article Summary In the research paper “Equity and Diversity in Behavior Analysis: Lessons from Skinner (1945)”, T.G Szabo discusses the disparity between values statements concerning gender equity and diversity and the behavior of professional organizations within psychology and behavior analysis. The paper argues that this discrepancy is a predictable by-product of cultural learning histories and emphasizes the need to apply behavior principles to change the current behavioral trajectory. The paper also examines the current state of psychology and behavior analysis efforts to ensure gender equity. It provides recommendations for institutions and individual leaders to pursue equity and diversity. Skinner’s Operational Analysis (as sited by Szabo, 2020) suggests that verbal behavior must be understood with respect to the context in which the behavior is emitted. Szabo (2020) discusses Skinner’s assertion that verbal context involves all the variables of which behavior is a function, such as motivative, discriminative, respondent, reinforcing, and punishing variables. The first meaningful point that the article talks about is gender disparity in the field of behavior analysis. The first place that there is gender disparity is in the Association of Behavior Analysis International, also known as ABAI, where 31% of their members are female. The rest of the ABAI is made up of males. This enormous gap alone can show an example of how women are continuing to face issues that other groups are also facing. Including racial, ethnic, and LGBTQ among other underrepresented groups in our society today (p. 377). The ABAI has made improvements to bridge the gap between having more females be a part of the association, but

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4 Equity and Diversity in Behavior Analysis: Lessons from Skinner (1954) there is still room for improvement. The ABAI has revised their diversity policy in 2018 encouraging diversity of all groups in the field of behavior analysis including groups that may have differences in race, ethnicity, sexual orientation, gender identity, age, country of origin, religious or spiritual beliefs, ability, and social and economic class (p.379). the ABAI is currently represented by thirty-five nations. The second significant point made by Szabo in this article is to have gender equity and diversity in the American Psychological Association (APA). The APA is known to have a code of ethics that incorporate justice, respect for people’s rights, unfair discrimination, sexual and other forms of harassment, and sexual relationships with supervisees and students (p. 379). Although the APA strives to be inclusive and has multiple committees in place to make sure that there is enough diversity in the field of psychology and within itself, we are still seeing a huge gap when it comes to women and men. Szabo states that in 2018, the overall number of women in the association was 53% compared to 47% men. This is a major improvement from 1980, where there was on 22.3% of women in the APA. Even though there are slightly more women in the APA, only 26% of women were included into the fellowship, while 74% of men were inducted (p. 380). The efforts of these organizations to bridge the gap are working, but still need improvements. Problem of Practice In my institution, there is a lack of diversity and equity regarding employees in the office and the field. Employees in managerial positions can be dishonest and play favorites. Some employees who often express interest in having a full schedule of clients do not feel heard and

5 Equity and Diversity in Behavior Analysis: Lessons from Skinner (1954) are left part-time, while other employees have plenty of hours and clients. This disparity, or some may say lack of equity, is not a problem of a lack of clients to schedule, as the company hires more technicians every week. There is equity in the ratio of males to females but little diversity in employees from different cultures. There needs to be more education on equity and diversity and coming together to address any issues in the running of the company that are misaligning with its mission to both employ and change the lives of those the disparity between our values statements concerning gender equity and diversity and the behavior of our professional organizations (Szabo, 2020). Personal Application Increased opportunities to receive mentoring from advanced students and faculty members can significantly boost undergraduate minority students’ academic attitudes and performance (Fong et al., 2017). This idea of mentoring can be utilized in companies like my own with supervisors and supervisees or trainees. In my institution, supervisors are so overbooked with clients that they have very little time to give to technicians who may desperately need this kind of leadership and support to do their jobs with procedural integrity. More than one or two visits during an in-home session a month paired with quick and one-sided feedback is needed to assist employees who are implementing those supervisors’ programs in doing so with mastery. I have learned that in this field, it is important to create equity and diversity with the people you work with and with the clients you may be assigned to. This will ensure that you are providing the best behavior support possible and that you will promote equity and diversity to people you

6 Equity and Diversity in Behavior Analysis: Lessons from Skinner (1954) work with. For example, if I one day have supervisees, it is important for me to emphasize creating equity and diversity. It is also important that I make sure that the company I work for is promoting these things within their own employees and any opportunities for advancement. Spreading knowledge is one of the most important things that we can do. As a minority woman, I have always taken pride in lifting other women in my culture up. It’s not only important to the people we are around now, but for the generations to come after us. This article has given me a different perspective in how an association can be inclusive but still not provide equal opportunities for all groups to advance. I will definitely keep that into consideration when I become a BCBA and am helping others in the beginning of their careers.

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7 Equity and Diversity in Behavior Analysis: Lessons from Skinner (1954) References Szabo, T.G. (2020). Equity and diversity in behavior analysis: Lessons from Skinner (1945). Behavior analysis in practice , 13 Fong, E.H., Ficklin, S., & Lee, H. Y. (2017). Increasing cultural understanding and diversity in applied behavior analysis. Behavior Analysis: Research and Practice, 17 (2), 103-113.

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