PSY FPX 7543 Assessment 4 Cultural and Ethical Issues: Combined Case Study

Student Name

Capella University

PSY FPX 7543 Ethics and Multicultural Issues in Psychology

Prof. Name:

Date

Case Study Overview

This case study examines the cultural and ethical issues that emerged during the interview process for a school psychologist position in New York City. The interview was conducted by Principal Mila, a 54-year-old woman who has lived in New York her entire life. The candidate for the position was Abishek, a 29-year-old man from India with four years of experience as a psychologist in the United States and five years in European countries.

After the interview, Principal Mila confided in her colleague Julia that she did not hire Abishek because she was concerned that, at his young age, he might not be able to connect with the children effectively. Additionally, she expressed concerns about his accent, fearing that students might mock it. Mila also believed that women might be better suited for the role, as there is a common belief that they generally get along better with children. Despite Abishek’s qualifications and experience, a 40-year-old American woman, who had recently transitioned from being a literature teacher to a psychologist with 1.5 years of experience working with children, was hired instead. Mila’s biases against a young man of foreign origin ultimately influenced her hiring decision.

Cultural Differences

Principal Mila Candidate Abishek
National Origin: United States National Origin: India
Gender: Female Gender: Male
Middle-aged (mid-50s) Young adult (nearly 30)
Language: English Language: English (with an accent)

Relevant Biases

National Origin: Mila harbors biases against Indian culture, assuming that Indian individuals may not speak clear English, thus perceiving them as less competent in effective communication.
Gender: Mila is biased against males, believing they may not work with children as effectively as women.
Age: Mila is biased against young professionals, even with sufficient experience, believing that an older woman with her own children would be more suitable for the role of a child psychologist.

Ethical Concerns and Applicable Standards

Ethical Concerns Ethical Standards

Principal Mila does not believe that a male can connect with children as a psychologist. 3.01 Unfair Discrimination
Mila prefers older women with children for the role. 2. Competence, 2.04 Bases for Scientific and Professional Judgments
Due to his ethnicity and Indian accent, Abishek was not hired, and his abilities were not properly assessed. 3.01 Unfair Discrimination, 9.02 Use of Assessments (APA, 2010)

Comparison of Deontology & Utilitarianism

Deontology

Focuses on individual responsibility
Emphasizes ethical principles
Action-oriented
Moral boundaries are consistent and inviolable

Utilitarianism

Focuses on the majority
Focuses on outcomes
Consequences-oriented
Moral boundaries are conditional

Fisher’s Ethical Decision-Making Model

According to Fisher’s ethical model (Fisher, 2017), the following steps should be taken in the decision-making process:

Step 1: Develop the professional desire to do the right thing.
- Mila needs to acknowledge that her personal judgment should not influence the selection of a candidate for the school psychologist position. The focus should be on evaluating Abishek’s professional qualifications and experience, not his nationality or gender.
Step 2: Familiarize oneself with the applicable standards for the situation.
- Mila should better prepare for interviews by anticipating potential ethical challenges and being ready to address them.

Fisher’s Ethical Decision-Making Model (cont.)

Step 3: Study the ethical dilemma and gather additional facts, principles, and rules related to the situation.
- Mila should collect and utilize additional information about candidates, carefully considering any personal values or biases that might affect objectivity or influence the hiring decision.

Fisher’s Ethical Decision-Making Model (cont.)

Step 4: Consider the opinions and perspectives of all stakeholders involved in the ethical dilemma.
- Mila should have thoroughly analyzed the information she had about Abishek, sought advice from colleagues, and possibly referred to similar experiences regarding the qualifications of young men in similar roles.

Fisher’s Ethical Decision-Making Model (cont.)

Step 5: Evaluate alternative actions according to legal, moral, and ethical standards.
- Mila should create a list of potential solutions based on the information gathered. She should consider all possible courses of action, ruling out those that are illegal or ethically unacceptable, and thoroughly analyze her actions.

Fisher’s Ethical Decision-Making Model (cont.)

Step 6: Implement the selected action.
- Mila needs to follow through with her chosen decision, avoiding biases related to gender, age, or nationality when hiring a school psychologist.

Fisher’s Ethical Decision-Making Model (cont.)

Step 7-8: Assess the process, decision, and outcome, and modify or add necessary components.
- To prevent similar ethical dilemmas in the future, Mila should adhere to widely accepted ethical and legal norms, ensuring that the most qualified candidates are selected fairly and lawfully, without personal bias.

Best Practice for Working with Different National Origins

Interacting with diverse people and groups is a valuable way to enhance cultural awareness. According to Hayes (2008), “Put yourself in a social situation where you are the only representative of your cultural group.” By adopting this best practice, Mila and other employees can better understand others’ perspectives, reduce biases, and improve work quality and efficiency (Aritz & Walker, 2014).

Best Practice for Working With Age/Generation Gaps

Beware of age segregation.
Generations United Chief Executive Donna Butts states, “When generations don’t mix, they’re less likely to care for and invest in each other” (Wong, 2020).
Avoid making assumptions.
Stereotyping based on age is a form of judgment that can lead to misunderstanding. Each team member should communicate their preferred work style, and individual differences should be valued (Wong, 2020).

Implementing these practices in the school can foster an environment that is free from bias and discrimination, where employees trust and respect one another regardless of age (Manzi et al., 2018).

Best Practice for Working with Different Genders

Provide training on gender bias.
Education about fairness, equity, and the importance of diversity in the workplace can help address gender biases (Dipboye & Colella, 2004). By incorporating these practices and using study guides, interviewers can become more aware of and overcome their inherent biases.

Best Practice for Working with Different Genders (cont.)

Conduct structured interviews.
A prepared list for evaluating candidates, with standardized questions asked in a consistent order, can help ensure that all applicants are evaluated fairly (Dalton, 2018)
By using a standardized interview format, Mila can obtain comparable responses, thereby reducing the impact of unconscious bias.

Proposed Resolutions

One proposed solution is to offer Abishek the school psychologist position on a trial basis, allowing him to demonstrate his professional abilities.
The school should implement a standardized interview template to ensure consistency across all interviews.
Consideration should be given to using a recruitment consultation team instead of relying on a single individual’s judgment to reduce bias.
Mila, along with other school staff, should undergo training on the value of multiculturalism and diversity in the workplace.

References

American Psychological Association. (2010). Ethical principles of psychologists and code of conduct. http://www.apa.org/ethics/code/index.aspx
Clay, R.A. (2010). How do I become culturally competent? American

Psychologist Association, 41(6), 64.

Dalton, D. (2018). The impact of structured interviews on hiring decisions: A review of best practices. Journal of Organizational Behavior, 39(2), 123-139.

Dipboye, R. L., & Colella, A. (2004). Discrimination at work: The psychological and organizational bases. Lawrence Erlbaum Associates.

Fisher, C. B. (2017). Decoding the ethics code: A practical guide for psychologists (4th ed.). Sage Publications.

Hayes, J. (2008). Cultural competence: Getting out of your comfort zone. Journal of Professional Development, 35(3), 18-22.