Historical perspectives on the multicultural guidelines and contemporary applications.

Abstract

Developing multicultural competencies and guidelines in the field of psychology was a long and challenging process. Therefore, when the "Guidelines on Multicultural Education, Training, Research, Practice, and Organizational Change for Psychologists" (American Psychological Association, 2003) were finally approved, it marked a significant event for multicultural advocates and the profession as a whole. This article presents some of the events that led to the approval of the guidelines and describes some of the ways in which psychologists may apply the guidelines in their work as clinicians, educators, and researchers.

Rethinking cultural competence: Insights from indigenous community treatment settings

“…The development of guidelines and standards for cultural competence in American psychology followed on the heels of the American Civil Rights movement (Arredondo & Perez, 2006). Professional transformations included the establishment of ethnoracial minority psychology associations (e.g., the Society of [American] Indian Psychologists) that formulated penetrating critiques of monocultural Euro-American assumptions and biases that historically dominated the discipline.…”

Enhancing Reflective Practice in Multicultural Counseling Through Cultural Auditing

“…Many argue for attention to culture in practice with all clients (Esses & Gardner, 1996;Hall, 1997;Pedersen, 2007). The definition of culture has also been expanded to include gender; sexual orientation; ability; age; socioeconomic status; and other factors, such as language or religious affiliation (Arredondo & Perez, 2006;Collins, 2010;Collins & Arthur, in press-a;Harkins, Hansen, & Gama, 2007;Pope, 2007;Silverstein, 2006). This inclusivity highlights the complexity of the encounter between counselor and client.…”

Rethinking Multicultural Counseling Competence: An Introduction to the Major Contribution

“…For example, Title VII of the Civil Rights Act of 1964 made it unlawful to discriminate in personnel selection, placement, and promotion based on sex, race, color, religion, or national origin (Aamodt, 2010). Gaining a sense of empowerment from the act, ethnic minorities and international psychologists began to urge the American Psychological Association (APA) for a paradigm shift (Arredondo & Perez, 2006; Trimble, 2014). As Arredondo et al (2008) explained, the sociopolitical climate of the 1960s and 1970s “spilled over into counseling and psychology professional organizations that were in disfavor with a self-empowered racial/ethnic minority membership” (p. 267).…”