Examples Of Services And Intervention Initiatives

APTA’s Department of Minority/ International Affairs along with the association commitment to cultural competence have presented statements toward access/equity, and advocacy. Steps toward diversity in our profession consist of a mix of multiple initiatives working together. The crescive approach encourage the “doers”, in this case minority faculty members and minority students applying for PT/PTA programs, to become the game changers. Management takes feedback from them and evaluate the proposals. One of the proposals toward the achievement of diversity and attracting faculty and students from different backgrounds is offering educational forums for domestic (i.e. the invisible Appalachian region) and international community service (Dupre, A., Goodgold, S., 2007), allowing the minority members to identify with their patients, learning first-hand about proper health cultural interactions, and receiving profound instruction of cultural mastery in the classrooms and clinical

Pursing a career as a medical doctor is an opportunity for me to mentor youth in underserved populations. As a child, I was raised in the low income, urban community of Roxbury, MA. Although not as notorious today, the neighborhood had garnered negative attention for its high crime rates. My mother emigrated from Haiti and raised me as a single parent. Due to our financial circumstance, Roxbury became our permanent residence. I have always felt there was something lacking in Roxbury in comparison to other towns I visited. My teenage years were largely spent in the suburban town of Stoneham where I attended high school. There was a literal difference in air quality and a psychology contrast in future prospects. While native students of

Dr. Cephas Archie is the Diversity & Inclusion Program Coordinator for Houston Community College (HCC), where he assists in the implementation of the colleges 7 + campus Diversity & Inclusion Plan. Collaboratively working with all institutional stakeholders – both internal and external, Dr. Archie spearheads the institution’s diversity and inclusion efforts for the near 81,000 students, faculty and staff. As an employee of the Office of Institutional Equity at HCC, his efforts are accompanied by the college’s Diversity & Inclusion Council.

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

Currently, I work as the Coordinator of Multicultural Recruitment at Messiah College. I oversee the recruitment of students from Harrisburg, Philadelphia, New York City, Baltimore, and Washington DC. My positon also serves as the director of the Lloyd and Lois Martin Multicultural Scholarship and Amigo Scholarship. These scholarships were started to help Messiah recruit and retain students of color. The Lloyd and Lois Martin Multicultural Scholarship awards four Full-Tuition scholarships and six $20,000 scholarships. The Amigo Mentoring Scholarship awards forty $16,000 scholarships. The Martin & Amigo

She began her career as a clinical pharmacist at a local hospital, while working part-time at the Baltimore VAMC. She, therefore, combined her passions of aiding the underprivileged and veterans who are deprived of substantial benefits. Furthermore, she began a scholarship fund at her alma mater, Notre Dame of Maryland University, for Hispanics/Latinos entering the STEM field. She wanted to give more support to the minorities in the scientific workforce, while encouraging greater populations to join, as well. Her investments for the students deviated from her recollections of seeing few minorities in the health professions, especially that of pharmacy. By providing a scholarship, she was able to help promising Hispanics/Latinos enter the professional health care

I would be honored to enroll at the WMU homer Stryker M.D School of Medicine because of the school’s dedication to educating physicians through community outreach and commitment to lifelong learning. After volunteering for the past five years at the C.A.R.E. Clinic for the uninsured, I understand the need to serve uninsured Americans. Therefore, I want my medical school experience to incorporate opportunities to serve this population at locations such as the Family Health Center. In addition, the community health rotation would allow me to continue my commitment to the under and uninsured

In the past Dr. Pratt served Cleveland State University as president of the Black Faculty and Staff organization for the 2012-2014 academic school years. She participates annually as a member of the President’s Advisory Committee on the Role and Status of Women and the University’s Retention and

Faculty Development Today, “the lack of URM [underrepresented minority] promotion in academic medicine might be the result of bias, specifically the stereotype that minorities are inferior” (Nivet el al. 492). The first step in promoting diversification in the medical field is diversifying medical school faculties and administrations, but with these biases, stereotypes, and ethnic rankings, medical schools aren’t able to establish the range of cultures necessary for minority success in medicine. With fewer minority faculty members being acquired or retained, one leads to the conclusion that racial biases, segregation, and elitism still exist in medical schools, and these faculties continue to pursue the wants and needs of the majority and tend to dismiss the problem of diversity in the medical field. As mentioned in the article found in the Mount Sinai Journal of Medicine, “In 2006, the percentage of full professors who were white was 84%; the percentage of full professors who were URMs was 4.2%” (Nivet el al. 492). Tenured

In general, significant and growing numbers of individuals and families face substantial economic challenges and as a consequence, mental health challenges. Lower income group including minorities and immigrants experience a higher burden of health-related concerns. People who are homeless do exhibit several of these risk factors because of their living situations, including alcohol and drug abuse, which is common in this neighborhood. Immigrants who do not speak English well may be afraid to seek mental health care if they are undocumented. For these reasons and more, the project is crucial to the underserved people of this community. The groups targeted for outreach through this project are among the most underserved and most vulnerable group

Recently, Dr. Terry Echols- Program Director and Founder was recognized by Noel-Levitz for his outstanding commitment and success in the creation of the Minority Male Initiative. More institutions around the country have started to implement similar programs that focus on the success and retention of males of color including the creation of the Federal Title III Predominantly Black Institutions Grant which is currently offered at many community colleges. Retention, Graduation Rates and Academic Success are focus areas that should be addressed and improved, and the Minority Male Initiative provides a great model to research.

Across the country, new tools are being provided to states, localities, and community-based helping professionals to aid with the development of policies and prevention interventions designed to meet individuals in their environment and develop frameworks such as trauma-informed services that are tailored towards the private health and human services field to enhance the human services system’s ability to deliver person and family centered services in a cost effective manner.

This opportunity welcomed me into a community fondly referred to as “Black NCSU.” At the African American Cultural Center, I was surrounded by love and support from both students and staff who wanted to see me succeed on campus. Having a community of intelligent and successful black staff members was an escape from the daily exhaustion of being black in a predominately white institution. Each microaggression was fuel for my intense fire to see a change on campus, which was representation. Representation is important because it gives those who come after us the motivation to strive for more: “I am because you are, you are therefore I am.” With this new motto in mind, I applied to be an Orientation Leader with New Student Programs. Fortunately, I was granted a position as one of six other African American students. Knowing how fortunate I was to have this opportunity I used my position as an Orientation Leader to welcome the class of 2020 to the university. However, I will acknowledge my own bias. I paid special attention to students and families of color as I wanted to be a familiar face to inform them of spaces for black students. I was further able to reinforce this familiarity as a Multicultural Symposium Counselor through Multicultural Student Affairs (MSA). MSA gave me a platform, a voice, to reach younger students of color and pass on the message of

Prevention and intervention programs have been attempted to be put into use for many years now, but have experienced a variety of setbacks. A main setback that all programs appear to experience includes funding and promotion of their research.

Telepsychology is a relatively new development within the field of mental health service. The American Psychological Association defines it as the “provision of psychological services using telecommunication technologies. . . Telecommunication technologies include but are not limited to telephone, mobile devices, interactive videoconferencing, email, chat, text, and Internet (e.g., self-help websites, blogs, and social media).”(2016). Within the general category of telepsychology, psychological services that are delivered via the internet are referred to as “e-therapy”, “itherapy”, “cybertherapy”, and other similar names. E-therapy is a natural extension of our technological advancement, the growth of psychology as a field, and our ever increasing