Using the Training
Modules
Daryl Fujii Ph.D., Honolulu
Loretta E. Braxton Ph.D., Durham
and the
Multicultural/Diversity Committee (2010-2011)
VA Psychology Training Council
Contact persons:
Daryl Fujii Ph.D., Honolulu (Daryl.Fujii@va.gov)
Rachael Guerra Ph.D., Palo Alto (Rachael.Guerra@va.gov)
MULTICULTURAL/DIVERSITY
COMMITTEE
Committee 2010-2011
Loretta E. Braxton Ph.D., Durham (Co-Chair)
Linda R. Mona Ph.D., Long Beach (Co-Chair)
Angelic Chaison Ph.D., Houston
Daryl Fujii Ph.D., Honolulu
Rachael Guerra Ph.D., Palo Alto
Jamylah Jackson Ph.D., North Texas
Monica Roy Ph.D., Boston
Christina Watlington Ph.D., Perry Point
Miguel Ybarra Ph.D., San Antonio
Susana Blanco Ph.D., Bedford (Postdoc)
Nancy Cha, Honolulu (Intern)
Paul Lephuoc, Houston (Intern)
Katherine Hoerster Ph.D., Long Beach (Postdoc)
Using the Training Modules:
Overview of Materials
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Modules are intended to be guidelines for
developing training materials for your program.
Each module is designed as a stand alone training
seminar/workshop and can be adapted for your
training needs.
Each module is organized by learning objectives,
topic information, activities/exercises, and
references.
Training notes are provided in each module.
The activities and materials can be put to use at
any stage of diversity awareness and skills.
Using the Training Modules:
Preparation
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Make the modules your own by reviewing both
content and speaker’s notes and making decisions
about what is useful for your environment
Explore the modules and gather the recommended
participant materials
With continued use, it would be important to
update slides with the most recent information.
Modules are designed as a starting point for
developing cultural competency and are not
comprehensive.
Using the Training Modules:
Overarching Goals
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The revised Competency Benchmark Document
(APA, 2011) cites the following as the most
important dimensions of competence in Individual
and Cultural Diversity (ICD):
– 2A. Understanding of Self as Shaped by Individual and
Cultural Diversity ICD
– 2B. Understanding Others as Shaped by ICD
– 2C. Understanding the Interaction of Self and others as
Shaped by ICD
– 2D. Applications based on Individual and Cultural Context
American Psychological Association (2011). Revised competency benchmarks for professional psychology. Retrieved
December 2, 2011. http://www.apa.org/ed/graduate/competency.aspx
Using the Training Modules:
Achieving Goals Through
Discussion of Module Materials
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Cultural competency is best established through sharing
and open-minded listening
Encourage self-reflection, honest talk, and a little humor
among the participants
It will be essential that the facilitator establish an open
and supportive space as trainees are at different levels
of self-awareness and cultural competency
Defensiveness will have to be handled with care
Using the Training Modules:
2A. Understanding of Self
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Training should begin with the SelfAssessment module
Self understanding can also be developed
during each topic area by having trainees
reflect on and discuss how topics have
influenced their lives and values (e.g.
religion, sexuality, generation, acculturation,
SEC, education, region raised, etc.)
Using the Training Modules:
2B. Understanding Others
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An essential lesson is the appreciation of individual differences
in cultures and “how one size doesn’t fit all” as a myriad of
factors interact to make each of us unique individuals.
It would be useful to have trainees reflect on persons of a
particular culture and discuss how generation, acculturation,
environment, SEC, educational, experiences, and other factors
that may have contributed to differences in presentation of
these two individuals.
In cases that do not fit the “ethnic stereotype”, a discussion
of what similarities remain would also be useful as a person
“cannot” not be influenced by their cultural of origin.
These discussions would also be useful when applied to one
self for developing self-awareness.
Using the Training Modules:
2C. Understanding the Interaction of
Self and others
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Discussion topics to develop this skill would include:
– How does your values, world view, upbringing, etc. compare
to other cultures?
– Are there conflicts or major differences?
– If different, how might these differences affect your
perception of a client or effectiveness in working with
him/her?
– How might these differences affect your client’s perception of,
rapport with, or trust in you?
– How might you feel if this client’s culture was the dominant
one in society and he/she were imposing his/her values,
world views, or interventions on you? How would you like to
be treated to feel respected?
Using the Training Modules:
2D. Applications
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Learning is often most useful when concepts are
applied to one’s experience. Thus discussion on
how materials are consistent with previous cases,
how one could have done something different for
unsuccessful cases, or how the materials are not
consistent with previous cases are helpful.
It may also be useful to bring cases to the diversity
e-mail group for discussion.
Using the Training Modules:
Remember developing cultural
competency is a process, not
an event!