Multicultural Competence in Supervision Flashcards
Hays, D.G & Chang, C.Y. (2003). White privilege, oppression and racial identity development: Implications for supervision. Counselor Education and Supervision, 43(2), 134-145. https://doi.org/10.1002/j.1556-6978.2003.tb01837.x
(Hays & Chang, 2003)
*** Multicultural competence in Supervision
Race of majority of counselors is white
CES are gatekeepers to profession and must address racial issues
White privilege- the belief that only ones own standards and opinions are accurate
and that these standards and opinions are defined and supported by whites in a way to continually reinforce social distancing between groups
Thereby allowing whites to dominate, control access to and escape challenges faced by ethnic minorities
Belief- allocation of resources is a superiority of whites
Race- classification tool created by whites to protect privilege. Physical differences serve as a tool to make inferences about human diversity and advance the interests of those in power
Oppression- abuse of power by which dominant group holds an attitude or belief that is reinforced by society and maintained by a power imbalance
Necessary that supervisor:
understand, define and explain constructs of race and oppression intertwine with privilege.
Demonstrate impact of these on the counseling relationship and personal development
Address racial identity development made sup process more effective
Assess own level of racial identity development and that of supervisee
Focus on self-awareness. Can ask spv to explore their experience with whiteness-what does being white mean to you? What values and tradition do you associate with your white heritage? How might your racial heritage affect work with minority clients
Focus on group dynamics- how group is similar or diff from each other - creates openness and potential to learn from peers
Create a safe environment to eliminate barriers to such discussions:
Supervisors to be honest about their heritage and how that influences work with ct and spv - share stories
Journaling, use of critical incidents, sharing of stories, reading and writing assignments, structured emmersion experiences, role plays and empty chair,
Importance- failure to address racial identity dev can perpetuate stereotypes, misdiagnosis, racially biased counter transference. It can also compromise sup trust and working alliance.
Fickling, M.J., Tangen, J.L., Graden, M.W. & Grays, D. (2019). Multicultural and social justice competence in clincial supervision. Counselor Education and Supervision, 58(4), 309-316. https://doi.org/10.1002/ceas.12159
(Fickling et al., 2019)
*** application of MSJCCs to clinical supervision
MSJCCs provide framework for understanding the multiple sociocultural dynamics that counselors and clients bring into the professional relationship.
We can view supervision as a process through which sup and spv develop as competent practioners.
Broaching is a core process in msj. defined as consistent and ongoing attitudes of openness with a genuine commitment by the counselor to conintually invite the clinet to explore issues of diversity. In sup, onus is on sup.
In sup, can happen in three ways (1) w/in sup relationship (2) in spv conceputalizaiton of ct (3) in counseling rela btwn spv/cnslr and ct.
Supervisor self-awareness. - sup do self-awareness work using reflection and reflexivity (ex) honest assessment of ones racial identity development.
Supervisee worldview. Sup is responsible for learning the ways in whcih historic and current sociopolitical forces can affect priv and marg supervisees. Broaching is done responsibly and respectfully.
Supervisory relationship. When spv view sup as multi competent (because of previous 2 levels) leads to a stronger supervisory alliance. supervisor cultural humility can be important in establishing strong, multiculturally competent supervisory relationships. Can ask - am i using collaboration, analysis of power, and broaching to check in on our working relationship?
Supervision and advocacy interventions. various level where sup can intervene.
