Diversity, Equity, and Inclusion (DEI) and Psychology

I would like to ask you to sit and think for a moment. When you reflect on who you are, which parts of your identity are salient? How has culture shaped you? How do you think and feel about your race, your language, your food, etc.? And how does your culture, feelings, and thoughts affect your practices, your routines, and your actions?

As psychologists and psychologists-in-training, we are trained and required to be aware of both the impact of our culture on us and the culture of others.  This awareness has implications for our biases, our conceptualizations, and our interactions with our clients. We are tasked with not only being aware of culture but also being culturally competent and humble, which includes an active and ongoing process of reflection. Outside of psychology, this practice of considering and recognizing culture has been found within many organizations under the term “DEI.” However, within the last year, several states have either introduced or passed anti-DEI bills. But what does this mean? And why is this important in the field of counseling psychology?

What is DEI?

• Diversity (D) involves embracing differences, Equity (E) is about being fair, and Inclusion (I) means creating a space for people of all backgrounds to share their perspectives.
• Another way of explaining this acronym is that diversity makes sure that different types of people are in the room, equity ensures that everyone in the room is given what they need to have a fair chance, while inclusion makes sure that everyone is invited into the room.
• DEI is often used as an overarching term that highlights and focuses on the representation of many individuals from differing groups, including gender, race, religion, and all other aspects related to a person’s identity and culture.
• Historically, DEI has been around since the 1960s, tracing back to the Civil Rights Movement when employment discrimination and segregation were outlawed and banned, respectively. The 1960s ultimately established the foundation for opportunities that we now see being dismantled and threatened.

How Does This Relate to Counseling Psychology?

DEI is important in psychology, as it:

• Allows for recruitment and retention of diverse students and faculty
• Facilitates working with clients of varying backgrounds
• Increases access to care
• Enhances our understanding of intersectionality including the intersections of lived experiences and mental health
• Promotes human-centered and well-rounded instruction, research, and policy

Florida’s ban of DEI programs at the state’s universities provides some insight into what this may mean, not just for these universities, but for the field of psychology specifically. CBS News Miami detail that these new bans “forbids instruction of theories that ‘systemic racism, sexism, oppression, and privilege are inherent in the institutions of the United States and were created to maintain social, political, and economic inequities.” Similar to many other fields, psychology has historically been deeply rooted in whiteness. However, what happens when a state bans a course that is deemed a requirement by the accrediting body? Is it possible for a program to not abide by these requirements? How do the programs survive and produce professionals that are adequately trained? And how will the American Psychological Association continue to promote diversity following these bans and after issuing an apology a few years ago for the harm they have caused people of color?

Not only may these decisions impact the curriculum, but they contribute to the environment of an institution, which affects the safety of faculty, staff, and students with marginalized identities. It is essential to emphasize that these actions can produce a hostile environment and imply that DEI initiatives do not matter—that a person’s identity does not matter. 

What Can We Do?

• Continue to be reflective and engage in cultural humility through research, teaching, clinical work, and service. With DEI initiatives and policies under attack, it is imperative that psychologists continue to uphold the standard of engaging with clients in a competent and ethical manner. Also, for a field that has identified its lack of diversity as a problem, it is important that psychologists create the safe space that has been stripped from them.
• Research the impact of dismantling DEI-related systems and how this impacts fairness and inclusivity within organizations.
• Engage in policy work by advocating for the importance of DEI with administrators as well as policymakers and legislators in your state.
• Support the individuals and families that the legislation and bills may personally affect (e.g., loss of job) by offering discounted or pro-bono services and providing resources.

Conclusion

Psychologists are helpers and healers, serving others in time of need. As outlined, this is a time for continued service. The privilege that we possess can and should be used to give light and power to others. 

Brittany Hinkle, Ph.D. (she/her) is a recent graduate of Howard University’s Counseling Psychology program. She is currently a Postdoctoral Fellow at Tulane University School of Medicine in New Orleans, LA where she specializes in infant mental health. Her research interests include investigating the functioning of African American children, adolescents, couples, and families regarding communication, parenting, parent-child relationships, and diverse family structures. Her clinical interests include childhood trauma and perinatal issues.