Such acknowledgement and self-awareness is the first critical step in developing strategies for improving your
cultural competency around each of those biases to become a more equitable and effective practitioner. This
applies to all work in psychology, not just clinical work. In other words, developing cultural competency is
important for psychologists who consult and work with businesses (I/O psychologists); those who work in the
classroom (clinical, general, educational psychologists); those who work with athletes (sport psychologists);
professionals who interface with the legal system (forensic psychologists); those who treat patients, families,
and groups with mental illness (clinical psychologists); and those who conduct research (various types of
psychologists).
This assessment is based on Dr. Pamela Hays' (2008) ADDRESSING model, which asks clinicians to look into
their own areas of cultural influence, privilege, and potential bias. ADDRESSING stands for Age (and
generational influence), Developmental and acquired Disabilities, Religion and spiritual identity, Ethnicity and
racial identity, Socioeconomic status, Sexual orientation, Indigenous heritage, National origin, and Gender.
Although there are many other aspects of diversity, these are the most common aspects in the United States.
Hays' model has been a useful framework for educators, counselors, and psychologists to examine their own
cultural influences, potential biases, and own perspectives. They can then develop plans for addressing how
these differences might impact their work with others.