Posted: November 24th, 2023

Self-Reflection: Hays ADDRESSING Model

Self-Reflection: Hays ADDRESSING Model
Introduction
All of us have multifaceted cultural identities, so you are likely to have experienced situations where you were in the cultural majority as well as others where you were in the cultural minority. This assignment will help you consider the influence of your cultural memberships on your ability to work professionally with people of similar cultural backgrounds, as well as with people from different cultural backgrounds. All clinicians have biases. Failure to recognize these biases creates harm. It takes more strength to acknowledge your biases than to argue that you have none.

Dr. Pamela Hays developed the ADDRESSING model to help psychologists recognize 10 major factors of cultural difference that are common in the United States: Age (and generational influences), Developmental and acquired Disabilities, Religion and spiritual identity, Ethnicity and racial identity, Socioeconomic status, Sexual orientation, Indigenous heritage, National origin, and Gender. Note that this list is not comprehensive; there are thousands of different cultural identities in our country. The ADDRESSING model just sums up the 10 most common points of cultural difference.

Instructions
Use the Hays ADDRESSING Model Template linked in Resources to conduct a cultural self-assessment that describes your identity in all elements of the Hays ADDRESSING model.
You must complete and submit the Hays ADDRESSING Model Template provided for this assignment. Do not submit a paper. Papers will not be graded.
For more information about the Hays ADDRESSING model, review Hays’s article, “Looking Into the Clinician’s Mirror: Cultural Self-Assessment,” linked in Resources.
After completing the table on the template, review your entries and then respond to the three questions posed below the table in the template.
There are no right or wrong responses for this assignment. You will be graded on your insight and ability to recognize the implications of your privilege and biases when you work with others.
Additional Requirements
Written communication: Should be free of errors that detract from the overall message.
Format: Use the Hays ADDRESSING Model Template in Resources. Use current APA style and formatting guidelines as applicable to this assignment.
Font: Arial, 12 points.
Submit the completed template no later than 11:59 p.m. (CST) on Sunday.

Resources
Self-Reflection: Hays ADDRESSING Model Scoring Guide.
Hays ADDRESSING Model Template [DOC].
Looking Into the Clinician’s Mirror: Cultural Self-Assessment.

Hays ADDRESSING Model Template
COMPLETE ALL AREAS OF THIS TABLE FOR YOUR ASSIGNMENT
An example of a partially completed table is provided on the next page.
Cultural Group (according to the ADDRESSING model) How You Identify Implications for your work. Consider where you have privilege, and which groups might be easy or difficult to work with.
A. Age (and generational influences).
D. Disability (developmental).
D. Disability (acquired).
R. Religion and spiritual identity.
E. Ethnicity and racial identity.
S. Socioeconomic status.
S. Sexual orientation.
I. Indigenous heritage.
N. National origin.
G. Gender.

After filling out the table above, review your entries. Then use the space below and respond to the following:
1. Based on your entries to the table above, evaluate three areas where you have privilege and three areas where you do not (this is also part of the first discussion in this course). Provide examples of each.

2. Evaluate how your own cultural identities or other factors may possibly influence you to have any biases in relation to others with different cultural identities.

3. Analyze the implications your cultural identifications may have on your professional relationships.

Partially Completed Example
Cultural Group (according to the ADDRESSING model) How You Identify Implications for your work. Consider where you have privilege, and what groups might be easy or difficult to work with.
A. Age (and generational influences). Middle age (40s). I would have difficulty working with children and young adults (15–20). I realize I’m too verbal in my therapy approach, and appreciate clients who can have discussions involving complex concepts.
D. Disability (developmental).
D. Disability (acquired).
R. Religion and spiritual identity.
E. Ethnicity and racial identity.
S. Socioeconomic status.
S. Sexual orientation. Gay I know I have biases against people who follow a strict and literal interpretation of the scriptures.
I. Indigenous heritage.
N. National origin.
G. Gender. Male I would have problems working with those who follow strict social sex roles. (Only men can do men things and only women can do women things). I find gender and social sex roles much more fluid.
Reference
Hays, P. A. (2008). Looking into the clinician’s mirror: Cultural self-assessment. In P. A. Hays (Ed.), Addressing cultural complexities in practice: Assessment, diagnosis, and therapy (2nd ed., pp. 41–62). Washington, DC: American Psychological Association.

Self-Reflection Using the Hays ADDRESSING Model

The Hays ADDRESSING Model provides a framework for clinicians and other professionals to critically examine their own cultural identities and consider how these may influence their work with clients from similar and different backgrounds (Hays, 2008). As an instructor, conducting self-reflection using this model is important to develop cultural competence and awareness of my own privileges and potential biases. This paper will discuss applying the Hays ADDRESSING Model to my own cultural identities, areas of privilege and disadvantage, and implications for my professional relationships and teaching.
Application of the Hays ADDRESSING Model
Using the template provided, I completed the Hays ADDRESSING Model table by reflecting on each cultural group area—Age, Disability, Religion, Ethnicity, Socioeconomic Status, Sexual Orientation, Indigenous Heritage, National Origin, and Gender—and how I personally identify within each. For example, as someone in my late 30s, I have certain generational experiences compared to younger or older individuals. As a white, middle-class, heterosexual, cisgender male without disabilities, I acknowledged significant privileges across several domains.
Areas of Privilege and Disadvantage
In reviewing my cultural identities, I recognized having privilege in areas like ethnicity, socioeconomic status, sexual orientation, and gender due to societal advantages afforded to these groups. In contrast, as a man I may struggle more relating to issues uniquely affecting women or non-binary individuals. I also do not have lived experience with disabilities that others face. Ongoing self-reflection helps me identify blind spots from my privileged social locations.
Implications for Professional Relationships
Analyzing how my cultural identities could unconsciously influence biases, I aim to form trusting connections with students and colleagues across diverse backgrounds. While my privileged social locations afford advantages, they may also negatively impact understanding of others’ experiences. Therefore, continual education is needed to provide respectful, culturally-sensitive support to all.
Conclusion
The Hays ADDRESSING Model self-reflection process cultivates important self-awareness for professionals. By critically examining my own cultural identities, privileges, and potential biases, I can work to overcome limitations and more competently serve the diverse communities I teach. Overall, this assignment enhances my cultural competence through recognizing implications of my social locations for building relationships across difference.
References
Hays, P. A. (2008). Looking into the clinician’s mirror: Cultural self-assessment. In P. A. Hays (Ed.), Addressing cultural complexities in practice: Assessment, diagnosis, and therapy (2nd ed., pp. 41–62). Washington, DC: American Psychological Association.

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