PSY-FPX5110_Wood-LeclercEmily_Assessment1

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Capella University *

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5110

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Sociology

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Jan 9, 2024

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1 Hays ADDRESSING Model Template COMPLETE ALL AREAS OF THIS TABLE FOR YOUR ASSESSMENT An example of a partially completed table is provided on the next page. Cultural Group (according to the ADDRESSING model) How You Identify Implications for your work. Consider where you have privilege, and what groups might be easy or difficult to work with. *A. Age (and generational influences). I am 33 years old and a part of the Millennial generation. The millennial generation was heavily influenced by major events such as 9/11, the Afghan War, the War in Iraq, and the housing crisis of 08/09. This generation faced significant struggles related to finances, education, and employment. As a generation, millennials prioritize DEIB, work-life balance, and challenge convention. I am privileged in that I am not subjected to ageism in the workplace and the millennial generation was pushed to obtain a college education (a commonplace job requirement). I am also able to relate with older and younger generations due to cross-over in challenges and experiences. However, I believe it might be difficult to work with Boomers (I & II), as I unable to socially relate. *D. Disability (developmental). I do not have a lifetime disability; however, I have friends that have sensory and mobility disabilities that they grew up with. I have had the privilege of learning from my friends about their experience of growing up and living with a permanent and visible disability. This has provided me with some first-hand knowledge of the barriers and bias they face. However, it is important that I continue to educate myself to address gaps and identify potential bias with specific groups. D. Disability (acquired). I have been diagnosed with ADHD, PTSD, anxiety, depression, and IBS. I am also the child of parents with addiction, and I was adopted by a guardian with a physical disability they acquired in their I am privileged in that I have personal experiences in disability which helps to create relationships and establish trust with people with disabilities and caregivers of people with disabilities. I would struggle to

2 late teens. work with people that believe mental health issues are not valid disabilities. Also, as a child of parents with addiction, it may be difficult to work with that group (a parent with addiction) due to personal triggers and bias. *R. Religion and spiritual identity. I was raised non- denominational Christian, but also exposed to Islam during informative years. I began practicing Druidism (a denomination of Paganism) in my mid-twenties. I am privileged in having experience interacting with various religions and spiritual beliefs. Additionally, the spirituality I practice is not visible and protects me from bias. I may find it difficult to work with people pushing religious conversion and those with religions that promote gender roles, lack of acceptance, and so forth. *E. Ethnicity and racial identity. I am Caucasian with parents and guardians that have been in the USA for several generations. My ancestral family tree has been traced back to France and Ireland. Being low-income, However, my chosen family and group of friends includes BIPOC people. I am privileged in that I am Caucasian and do not experience discrimination due to my ethnicity or race. I have witnessed discrimination of BIPOC community first hand through family and friends. I am actively involved in DEIB efforts at work and beyond. It would be difficult to work with individuals unsupportive of equality and/or those unwilling to learn about bias. *S. Socioeconomic status. I am now considered upper- middle class however I was born of lower-class parents, fostered my low-income guardians, and ultimately adopted by guardian on disability who was considered low-income as they were on social security income. I went to school in an area that was mostly lower income with a select few middle-class families. Upper-class families I am privileged in that I would be able to relate to both lower- income status and middle-class social status. I might find it difficult to work with people of upper-class status due to lack of personal experience and exposure.

3 went to private schools and did not mix. *S. Sexual orientation. I am considered heterosexual. I am married to my husband of 7years. I consider myself an ally to the LGBTQIA+ community as I have several friends and colleagues a part of that community. I am privileged in being heterosexual, making it possible for me to feel safe discussing my relationship in a work setting or bringing my spouse to a work event. I also have been exposed to polyamorous relationships, providing me the opportunity to learn and identify any bias or judgements regarding non- conventional relationships. I might find it difficult to work with people who are vocally anti- LGBTQIA+ persons. *I. Indigenous heritage. None identified on my ancestral DNA report. My heritage is primarily northern and western European. I am privileged in that my heritage is a part of a dominant group. I may find it difficult to relate to bias and discrimination faced by the indigenous community. I will need to educate self on socio-culture and experiences. *N. National origin. I was born and raised in the US with English as my first language. I did not leave the state of my hometown until I was 19. However, my spouse is a dual national, born in the UK. My in-laws have green cards and my adoptive guardians’ spouse is a green card holder. While working in the hospitality and tourism industry, I gained experience working with J1 visas for seasonal workers. I am privileged in that I reside in the country that I was born in and do not have immigration status. However, I do have indirect experience with immigration from close family, various friends from different countries and ethnicities, and hiring employees through J1 visas. I am currently employed with international company and work with people across the globe. I may find it difficult to work with someone who does not speak English or only speaks limited English as I am monolingual. G. Gender. I am a cis-gender female and wife. I am privileged in that I was born and identify as a female (she/her). I may find it difficult to work with people that embrace

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4 gender roles and expectations. I also have very limited experience with transgender persons, so I would need to further educate myself to best understand their community. *Represents dominant cultural identity After filling out the table above, review your entries. Then use the space below and respond to the following: 1. Based on your entries to the table above, evaluate three areas where you have privilege and three areas where you do not (this is also part of the first discussion in this course). Provide examples of each. Three areas where I have privilege in my work are age , ethnicity , and sexual orientation . As a 33-year-old, I do not experience ageism or face concerns about being fired or not being hired due to age (Macdonald & Levy, 2016). Additionally, my ethnicity as a Caucasian is a privilege because I have a “white” name. Thus, assumptions are not made about myself and my capabilities due to my ethnicity, especially during employment (Adamovic, 2022). I do not need to worry about sexual prejudice or stigma as a married, heterosexual female. I am not concerned about how others will react if or when my sexuality is shared within a conversation, such as discussing my spouse or bringing them to a work event (Herek, 2007). Three areas where I do not have privilege in my work are gender , disability , and religion . As a female in the technology industry, I face discrimination because of my gender due to biases and assumptions that are still commonplace in the workplace. Beyond that, my ideas and leadership are regularly disregarded by both genders because of my

5 gender (Liu, 2023). As a neurodivergent individual, I also do not have privilege with a disability as I face barriers in executive function that neurotypical individuals do not face. Because of the bias that still exists around mental health, I also feel that I cannot disclose my ADHD in the workplace for fear of unconscious bias impacting my perceived performance (Cavanagh et al., 2021). Lastly, I also do not discuss religion in my work as a practice, especially when brought up by others, as there is a lot of fear and judgment around non-Christian-based spirituality. While my spiritual identity is not as apparent as it may be for others, there is still concern around perception (either conscious or not). 2. Evaluate how your own cultural identities or other factors may possibly influence you to have any biases in relation to others with different cultural identities. Based on my life experiences thus far and the barriers I have overcome, I am passionate about helping others be the best version of themselves. I use my acquired socioeconomic status as an example or proof that anyone can rise above. My background is full of adverse childhood experiences; I grew up lower-class, and through hard work, tenacity, and a little luck, I have pushed myself beyond the expectations of others around me and achieved things I (and they) never thought possible. Because of this, I am focused on action and can be judgmental when a person does not take steps that they could (even if not easily) to elevate themselves beyond where they are, mainly if they express a want to do so . For example, my husband does not have a bachelor’s degree and

6 regularly complains that he cannot get jobs he would like because he does not meet the degree requirements. I have pushed him to get a degree because, in my mind, simply getting the degree would solve that issue. However, I needed to realize his sociocultural differences from my own. No one in his immediate family (parents, grandparents, aunts, uncles, first and second cousins) has a college degree. While receiving higher education in the UK is typical, he and his family grew up in a low-income household where three generations lived in the same house. In the town where he grew up, it is not expected to receive a university degree, as many graduate from secondary school and go directly into trade. Even though I grew up in a low-income household, experienced foster care, and was ultimately adopted by a guardian with a disability (on SSI and considered low-income as well), getting a college degree was never a question of it, just a question of how, when, and where. This is primarily related to being raised in the USA in the 90’s; the millennial generation was pushed to obtain a college degree. In contrast, my husband's cultural identity does not emphasize college degrees. This is just one example of how my cultural identities and background can influence my bias in relation to other cultural identities. 3. Analyze the implications your cultural identifications may have on your professional relationships. By looking at me, people will automatically identify me as an adult white female based on what they can see. Upon speaking with me, they

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7 would likely assume I am American due to my accent and linguistics. Assumptions may be made due to unconscious bias associated with those identities. I am unique compared to people with the same cultural identities and backgrounds because I have been exposed to so many different cultural identities through uncommon situations growing up and being able to travel the world once I became a legal adult. I have also had the experience of working with many people across the globe within the global company where I am currently employed and have also traveled to international offices concerning specific projects. These experiences give me a better opportunity to be aware of cultural identities and address any difficulties I may have in connecting and working with others. As a practicing I/O psychologist, I will want to conduct an ADDRESSING model analysis regularly for myself and potential clients to improve our communication and maximize the impact (Hays, 2008).

8 Reference Adamovic, M. (2022). When ethnic discrimination in recruitment is likely to occur and how to reduce it: Applying a contingency perspective to review resume studies. Human Resource Management Review, 32( 2), 100832. https://doi.org/10.1016/j.hrmr.2021.100832 Cavanagh, J., Meacham, H., Pariona-Cabrera, P., & Bartram, T. (2021). Subtle workplace discrimination inhibiting workers with intellectual disability from thriving at the workplace. [Workers with intellectual disability] Personnel Review, 50 (7), 1739-1756. https://doi.org/10.1108/PR-10-2021-0723 Hays, P. A. (2008). Looking into the clinician's mirror: Cultural self-assessment. In P. A. Hays (Ed.), Addressing cultural complexities in practice: Assessment, diagnosis, and therapy (2nd ed., pp. 41 – 62). Washington, DC: American Psychological Association. Herek, G. M. (2007). Confronting Sexual Stigma and Prejudice: Theory and Practice. Journal of Social Issues, 63 (4), 905 – 925. https://doi- org.library.capella.edu/10.1111/j.1540-4560.2007.00544.x Liu, H. Y. (2023). Tech worker activism against gender discrimination in China. Capital & Class , 47(4), 511-517. https://doi- org.library.capella.edu/10.1177/03098168231184700 Macdonald, J. L., & Levy, S. R. (2016). Ageism in the Workplace: The Role of Psychosocial Factors in Predicting Job Satisfaction, Commitment, and Engagement. Journal of Social Issues, 72 (1), 169-190. https://doi- org.library.capella.edu/10.1111/josi.12161

PSY-FPX5110_Wood-LeclercEmily_Assessment1

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