Standard Four: Diverse Workforce
Behavior Analysts shall support and advocate for recruitment, admissions and hiring, and retention efforts in behavior analytic programs and agencies that ensure diversity within the profession.
Course Learning Objective #1
Propose data-based approaches for evaluating the effects of strategies used to recruit, retain, and promote the professional growth of underrepresented individuals in our profession.
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Organizational Behavior Management
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I.3 Identify and implement methods that promote equity in supervision practices.
I.7 Make data-based decisions about the efficacy of supervisory practices. -
Course Learning Objective #2
Identify strategies for establishing spaces (academic programs, clinical providers, and professional organizations) that support the physical, mental, emotional, and financial well-being of individuals who belong to marginalized communities.
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Organizational Behavior Management
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E.8 Identify and apply interpersonal and other skills (e.g., accepting feedback, listening actively, seeking input, collaborating) to establish and maintain professional relationships.
E.9 Engage in cultural humility in service delivery and professional relationships.
E.10 Apply culturally responsive and inclusive service and supervision activities.
E.11 Identify personal biases and how they might interfere with professional activity -
4.06 Providing Supervision and Training (see 1.02, 1.13 2.01).
4.07 Incorporating and Addressing Diversity (see 1.05, 1.06, 1.07, 1.10). -
Course Learning Objective #3
Describe tenets of culturally sensitive supervision and describe the benefits of these practices.
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Organizational Behavior Management
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I.2 Identify and apply strategies for establishing effective supervisory relationships (e.g., executing supervisor-supervisee contracts, establishing clear expectations, giving and accepting feedback).
I.3 Identify and implement methods that promote equity in supervision practices.
I.4 Select supervision goals based on an assessment of the supervisee’s skills, cultural variables, and the environment.
I.5 Identify and apply empirically validated and culturally responsive performance management procedures (e.g., modeling, practice, feedback, reinforcement, task clarification, manipulation of response effort).
E.8 Identify and apply interpersonal and other skills (e.g., accepting feedback, listening actively, seeking input, collaborating) to establish and maintain professional relationships.
E.9 Engage in cultural humility in service delivery and professional relationships.
E.10 Apply culturally responsive and inclusive service and supervision activities.
E.11 Identify personal biases and how they might interfere with professional activity. -
4.06 Providing Supervision and Training (see 1.02, 1.13 2.01).
4.07 Incorporating and Addressing Diversity (see 1.05, 1.06, 1.07, 1.10). -
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