apa equity, diversity, and inclusion framework

racism:behavior, both individual and institutional, that is based on the belief in the superiority of one group of people and the inferiority of another because of national and ethnic origins. However, the influence is bidirectional: APA both affects and is affected by the field and society. We commit to engaging in a collaborative process that systematically and comprehensively advances EDI, our strategic priorities, and APAs vision and mission. The guidelines also define ethnicity as a characterization of people based on having a shared culture (e.g., language, food, music, dress, values, and beliefs) related to common ancestry and shared history. Format: PDF. We as psychologists endeavor to use psychological science and knowledge to ensure our work can benefit society and improve lives in an increasingly diverse and interconnected world. WebOur Commitment. A systemic approach to organizational EDI needs to be intentional and engage all areas of the organization, thus incorporating an EDI lens into all aspects of the organization (APA, 2008; Church et al., 2014; Cox, 2001; Smith, 2009; Sue, 2008; Williams, 2013). #6B;PP;CY&HVH.|qpGJe,8Z[v*I"cz_6vqV3RRhqDr$%U=?bJ::4st00v D %R"8:2 P+4 -afXqBzk~h20Mcpaa`|+SBZls6.;tgZ3L tS~wi@ Specifically, the framework is intended to: Dr. Maysa Akbar, APAs Chief Diversity Officer is leading efforts to develop a strategic, systematic, and coordinated approach to EDI for the association, which begins with this EDI Framework. 790-821. Esteemed experts from various psychological science sub-disciplines will convene to discuss our current understanding of how humans make decisions, how decision-making can be influenced, and how research from different areas of scholarship can be integrated. Thus, oppression is both a state and a process, with the state of oppression being unequal group access to power and privilege, and the process of oppression being the ways in which inequality between groups is maintained. Diversity, Equity, and Inclusion: A Call to Action The year 2020 has been one of challenges and change. and people of color are at an all-time high. Data Blitz with Early Career Cognitive Psychologists, Speaking My Language: Theoretical Understanding of Bilingual Decision Making, Plea Bargaining: An Experimental Examination of Plea Decisions. Structural racism and health inequities in the USA: Evidence and interventions. ), Diversity at work: The practice of inclusion (pp. hb```b````e```b@ !6 A\=!7Q` Unpublished manuscript.

Equity considers that people have different access to resources because of a system of oppression and privilege. This second edition is a total departure from the previous one, released more than 15 years ago, and constitutes an https://dictionary.apa.org/bias. BIPOC perspectives in theory, research and applied contexts have not been seriously considered to have the disciplinary rigor assumed for the mainstream perspective.

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1-5 6-10 11-15 16-20 21-25 26-30 31-35 36-40 41-45 46-50 51-56 CECP APAGS PSI BETA PSI CHI. endstream endobj 228 0 obj <. *Keynote sessions include three speakers per 80-minute session. APAs vision for EDI articulates the organizations ultimate aspirations and thus provides a guide to the desired outcomes of EDI activities (See Esty, Griffin, & Hirsch, 1995; Holvino et al., 2004). Multidimensional Facets of Cultural Competence. Shorter-Gooden, K. (2014). (n.d.) Bias. access: the elimination of discrimination and other barriers that contribute to inequitable opportunities to join and be a part of a work group, organization, or community.

High-profile news events spotlight growing concerns about academic freedom to teach critical race theory and other polarizing scholarly content at the college level. Focus on representation, fair treatment, access, opportunity, and advancement for those who are societally marginalized and historically underrepresented in the field of psychologyeliminating structural barriers and scientific practices that have prevented the full participation of these groups (e.g., eliminating White supremacy in psychological science; eliminating barriers for women accessing leadership positions in psychology). As a mission-driven organization that applies the best available psychological science to benefit society and improve lives, we recognize that the inclusion of diverse people, viewpoints and experiences are key to our success. Lancet (London, England), 389(10077), 14531463. WebTaken together, our multifaceted concerns and approach are referred to as our IDEAS (Inclusion, Diversity, Equity and Accessibility Strategies) framework. Psychological science also contributes to understanding pathways to Alzheimers Disease and, dementias; as well as developing prevention and intervention strategies for these conditions.

Never has APAs guiding principle of actively championing equity, diversity, and inclusion been so critical. This is a moderated conversation with four experts about the big questions that need to be addressed to advance our understanding of psychology in solving this major societal problem. Strategic diversity leadership: Activating change and transformation in higher education. In J. L. White & S. J. Henderson (Eds.

APAs 2021 president, Jennifer F. Kelly, PhD, noted recently in an email: The newly released EDI Framework is a foundational tool that illustrates our strongly held belief that EDI is a cornerstone of our work and should be meaningfully infused into all aspects of what we do and how we make decisions.

social justice:commitment to creating fairness and equity in resources, rights, and treatment of marginalized individuals and groups of people who do not share equal power in society. Advocacy work through the inclusion of marginalized voices in research, policies, and legislation in the courts, in government, in intergovernmental organizations, and in media. This symposium will examine current research on plea bargaining decisions. In D. L. Tolman, L. M. Diamond, J. The chief diversity officers view of the diversity and inclusion journey at Weyerhaeuser. z k WebOur Commitment. Best practices or best guesses? The long arc of progress: Translating the science of child mental health disparities to promote equity, The U.S. in the midst of vigorous debates about free speech, particularly regarding content that, centers the origins and consequences of oppression.

This resolution provides CE sponsors and the broader public evidence-based recommendations to support the integration of equity, diversity, https://doi.org/10.1016/j.copsyc.2019.06.029. ), Diversity at work: The practice of inclusion (pp. How may the principles of this EDI Framework be utilized for Group Psychology and Group Psychotherapy as a specialty in professional psychology?

Population health requires researchers to think about the systems and institutions that shape health, namely the Social Determinants of Health. Figure 1 identifies APA at the center of the model, and the field of psychology, society, and the work of APA are in the surrounding circles. %%EOF

This evolving EDI framework draws on APAs 2005 diversity policy, its 2007 diversity plans and reports, and best practices from the field of organizational EDI. APAs EDI framework reflects our view that equity, diversity, and inclusion are vital to the progress of our Association, the field of psychology, and broader society. Counseling Psychologist - Couns Psychol. Sues model examines cultural competency at the micro level (e.g., the individual) and at the macro level (e.g., the profession of psychology, organizations, and the broader society), highlighting the criticality of working in a collaborative fashion to remove major barriers along the four levels: individual, professional, organizational, and societal in order to move toward cultural competence.

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This symposium will discuss policies and practices that tackle colorblind racial ideology and promote racial justice at different developmental stages (e.g., childhood, adolescence) and in different social ecologies (e.g., families, schools). (1979). New restrictions on K-12 school curricula have increased. Champions the study of individual and institutional racism in order to measure exposure to systems and structures by identifying the historical harms, testing the connections between psychological mechanisms and outcomes, and providing recommendations for systems of change. In M. Adams, W. J. Blumenfeld, C. Castaeda, H. W. Hackman, M. L. Peters, & X. Ziga (Eds. David, E.J.R. WebEquity, Diversity and Inclusion . (2013). L|@1&FxT2 'L~ endstream endobj startxref 0 %%EOF 762 0 obj <>stream This document is copyrighted by the American Psychological Association or one of its allied publishers.

This panel includes esteemed investigators with expertise in various systems of development for an exciting discussion about the ways in which future research may integrate theories and findings across the discipline. Third, to attract APAGS and APA members (of color) to our division, a few months ago I joined Shala Rae Cole as Div. APA will advocate for education and training to be grounded in Cultural and Emotional Intelligence for all students/trainees/pre-and post-docs across the range of content, curricula, and training/degree programs; for Inclusive Policies & Practices in all areas of the discipline and in the profession, including the elimination of policies and practices that reinforce structural injustices and amplify inequities; that embodies Psychological Safety by cultivating a culture and climate that is welcoming and engaging across the field of psychology; and for Access & Equity throughout the field. Akbar has engaged many of you since her arrival in January. Academic Medicine, 87(11), 15111515. The goal of this project is to present an Equity, Diversity, and Inclusion (EDI) -focused framework for promoting diversity and inclusion within the workforce. Adams Media Corporation.

In B. M. Ferdman & B. R. Deane (Eds. Prospective (student) members will receive free Div. This evolving EDI framework draws on APAs 2005 diversity policy, its 2007 diversity plans and reports, and best practices from the field of organizational EDI. Journal of Counseling Psychology, 64(4), 349358. Inclusive organizational development: An integration of two disciplines. Time listed is for the entire session. Helms, J. E. (2017). Discrimination is usually the behavioral manifestation of prejudice and therefore involves negative, hostile, and injurious treatment of the members of rejected groups. WebWe all have a role to play in promoting equity, diversity, and inclusion across the profession of psychology. WebBit late to the party, but so incredibly proud of our team in launching this new and ambitious framework! Church, A. H., Rotolo, C. T., Shull, A. C., & Tuller, M. D. (2014). 2001; Holvino et al., 2004; Kalev et al., 2006; Sue, 2008; Williams, 2013). Similarly, the membership of the APA does not reflect the diverse demographics of the US, and the racial and ethnic demographics of APA have changed little since 2007. Stylus. intersectionality:the ways in which forms of oppression (e.g., racism, sexism, homophobia, transphobia, ableism, xenophobia, classism, etc.) American Psychological Association. Join us each month in activities focused on advancing EDI in your work & beyond.

750 First St. NE, Washington, DC 20002-4242 WebVarious APA publications also influenced the information presented here, namely the Equity, Diversity and Inclusion Framework (APA, 2021b); numerous policy resolutions and practice guidelines; and the APA Dictionary of Psychology (APA, n.d.).

Join a cross-disciplinary conversation to support parents in having these crucial conversations earlier and with more intentionality. This panel convenes leading researchers to discuss the contexts that youth develop within and how those contexts may have changed in recent years. For example, the Associations knowledge of how best to serve communities that have been marginalized is intimately tied to active hearing, listening, and internalizing a model of being responsive. The Chronicle of Higher Education, 49(49), B10. Internalized oppression: The psychology of marginalized groups. Evans School of Public Policy and Governance, Department of Cognitive, Linguistic & Psychological Science, Misconceptions, Misinformation, and Mechanisms of COVID-19 Risky Behaviors, Division 03: Society for Experimental Psychology and Cognitive Science. In B. M. Ferdman & B. R. Deane (Eds. This talk will explore what people want to know and what they do not want to know, and the consequences for health, safety, the environment, and political polarization. Finally, as I prepared this report in the LGBTQ Pride Month, I am proud of our work and the Div.