cf_cultural_humility_in_practice

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1 Oluwadamilola Adekunle Capella University Psy 7710 AUG. 2023.

2 Culture in Behavior Analysis Culture, from a behavioral perspective, encompasses a set of learned behaviors, traditions, customs, and values shared by a group of people (Bailey & Burch, 2016). It influences how individuals within a group interact with each other, their environment, and themselves. Culture shapes not only overt behaviors but also covert behaviors, such as thoughts and emotions. It is passed down from generation to generation through a process of reinforcement, modeling, and social transmission. Cultural behaviors are often reinforced by the social environment, leading individuals to engage in behaviors that are consistent with their cultural norms and values. For example, Greeting Customs. Different cultures have various ways of greeting each other. In some cultures, a handshake is the standard greeting, while in others, bowing or even hugging may be more common. These behaviors are learned and reinforced within specific cultural contexts. From a behavior analytic perspective, culture can be defined as a set of shared behaviors, practices, beliefs, and values that are acquired through interactions with the environment and maintained by reinforcement contingencies (Baer, Wolf, & Risley, 1968). This definition highlights the role of environmental influences in shaping cultural behaviors and emphasizes that cultural practices are learned and maintained through operant conditioning. Incorporating culture into applied practice and research is crucial for several reasons. Cultural Competencies one Understanding and respecting the cultural background of clients/participants improves the effectiveness of interventions by tailoring them to their cultural norms and values (Smith, 2016). Enhanced Communication is another. Cultural competence fosters better communication between practitioners and clients, promoting trust and rapport. Ethical Considerations is also another reason. Neglecting cultural context can lead to interventions that disregard individuals' rights and preferences based on their cultural beliefs.

3 Generalization and Maintenance, the interventions that consider cultural context are more likely to be generalized and maintained over time since they align with the individual's everyday life. Dietary Practices is a good example. In a behavior intervention program targeting healthy eating habits, cultural considerations are crucial. A practitioner should be aware of dietary restrictions, preferences, and traditional foods within the client's cultural background. Integrating these factors ensures that the intervention is sustainable and respectful of the client's culture. When conducting assessments or selecting interventions, considering a client's culture is vital: When it comes to Assessment. Cultural considerations in assessments involve understanding how cultural factors might influence behavior. For instance, a behavior assessment for a child from a collectivist culture might need to involve family members more closely in the assessment process to understand the broader context of behavior. Interventions should align with cultural norms to ensure their effectiveness. For example, if a reward system is used, the rewards should be culturally appropriate and meaningful to the individual. Cultural Humility Responding with Cultural Humility Cultural humility refers to an ongoing process of self-reflection, self-awareness, and openness to understanding and respecting the diverse cultural backgrounds of others (Wright, 2017). It involves recognizing one's own cultural biases, limitations, and assumptions, and engaging in genuine partnerships with individuals from different cultures. Unlike cultural competence, which suggests a mastery of knowledge about various cultures, cultural humility acknowledges the complexity and fluidity of culture and promotes a lifelong commitment to learning and growing.

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4 Taking a culturally humble approach in practice has several benefits: Improved Relationships: Culturally humble practitioners build trust and rapport with clients/participants by showing respect for their cultural identities and perspectives. Tailored Interventions: Understanding cultural influences allows for interventions that are more relevant and effective, aligning with the individual's values and context. Avoiding Harm: A humble approach prevents cultural insensitivity and potential harm caused by imposing one's own cultural norms onto others. Example: Medical Treatment A culturally humble medical practitioner would engage in open dialogue with a patient to understand their cultural beliefs about health and treatment. This approach might reveal important information that influences treatment decisions, such as dietary restrictions or preferences for alt8yernative therapies. Failure to adopt a culturally humble approach can lead to misunderstandings, mistrust, and compromised outcomes. Cultural assumptions may lead to misinterpretations of behaviors or intentions, hindering effective communication. Interventions that disregard cultural factors may be rejected or ineffective, leading to frustration and resistance from clients. Ignoring cultural considerations may infringe upon individuals' rights and dignity, causing ethical concerns. An example would be a teacher not using a culturally humble approach might dismiss a student's behavior as disruptive, failing to recognize that it's a culturally appropriate way of participating in the classroom discussion. This misunderstanding could lead to disciplinary actions that are unnecessary and potentially damaging. Cultural humility requires a combination of skills like Self-Reflection which means regularly examining one's own biases, assumptions, and cultural background. Practicing active Listening: Attentively listening to others' experiences, perspectives, and concerns without judgment. Open- Mindedness which means being open to learning about and respecting different cultural practices and beliefs. Lastly, flexibility; Adapting interventions and approaches to meet the individual's cultural context.

5 Here are ways to Develop and Maintain Cultural Humility one of which is Continuous Learning: Attend workshops, conferences, and training programs that focus on cultural competence and humility (Wright, 2017). Another is Cultural Encounters: Engage with people from diverse backgrounds to broaden your perspectives and experiences. Supervision and Feedback: Regularly discuss cases with colleagues or supervisors to gain insights into how to approach culturally sensitive situations (Bailey & Burch, 2016). Anti-ABA movements refer to groups and individuals who criticize Applied Behavior Analysis (ABA) as an intervention for individuals with autism, citing concerns about its effectiveness, ethics, and alignment with the rights and autonomy of autistic individuals. This conflict arises between two groups: behavior analyst researchers and practitioners who advocate for ABA, and anti-ABA autistics and advocates who challenge its use. Criticisms of ABA by Autistic Self-Advocates: Autistic self-advocates have raised several criticisms of ABA, including concerns about its overly compliance-focused nature, potential for harm, and lack of emphasis on promoting self-determination and autonomy (ASAN, n.d.). This conflict poses a challenge for ABA practitioners and researchers who must navigate these criticisms while promoting the benefits of ABA interventions. In the context of the conflict between behavior analyst researchers/practitioners and anti-ABA autistics/advocates, adopting a culturally humble approach involves actively seeking to understand and respect diverse perspectives. It requires engaging in open dialogue, demonstrating flexibility in interventions, and committing to continuous education. By responding in culturally humble ways, both sides of the conflict can foster understanding, trust, and collaboration, ultimately contributing to the improvement of ABA practices and the well-being of autistic individuals. References

6  Bailey, J. S., & Burch, M. R. (2016). Ethics for Behavior Analysts: 3rd Edition . Routledge.  Baer, D. M., Wolf, M. M., & Risley, T. R. (1968). Some current dimensions of applied behavior analysis. Journal of Applied Behavior Analysis, 1(1), 91-97.  Smith, T. (Ed.). (2016). Handbook of Organizational Performance: Behavior Analysis and Management . Routledge.  Bailey, J. S., & Burch, M. R. (2016). Ethics for Behavior Analysts: 3rd Edition. Routledge.  Dr. Patricia Wright on Cultural Humility. [Link to the discussion](insert link here).  Smith, T. (Ed.). (2016). Handbook of Organizational Performance: Behavior Analysis and Management. Routledge.  Wright, P. M. (2017). A practical guide to cultural humility. Columbia University, School of Social Work.  ASAN. (n.d.). For Whose Benefit?: Evidence, Ethics, and Effectiveness of Autism Interventions. Autistic Self Advocacy Network. Link to resource  Beautiful Humans: The Social ChangeCast. (Episodes 25 & 26). [Link to podcast](insert link here).

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