Tag Archives: diversity

The Only Queer Latinx in Ohio: The Start to My Graduate School Experience During a Global Pandemic

This blog post is a part of the series, “So Good,” developed by the APAGS Committee for Sexual Orientation and Gender Diversity. This series will discuss current events and how these events relate to LGBTQ+ graduate students in psychology. If you are interested in contributing to the “So Good” series, please contact Mallaigh McGinley (they/them).

Going into graduate school during a global pandemic was not in my plans when I was applying to programs in the fall semester of 2019; it was also not in my plans when I received an acceptance to a Ph.D. program in Counseling Psychology in February 2019. What was in my plans was the fear and process of needing to find a community of queer people of color in a new location. Surprisingly, this process was easier than expected despite being in a time where isolation is sanctioned. While this pandemic has created much uncertainty and anxiety in my life, it has also opened my eyes to the importance of community. The Latinx community I grew up with all my life prepared me to understand that community provides support and can relate to experiences I thought I was going through alone; this is what I needed as I began my journey into a new graduate program as the only queer Latinx. Over the last nine months, I have seen my grandparents lose their income source, I have moved to a different state, and I have never had more access to a supportive community than I do now. 

My birthday was the first day of quarantine in the state of Illinois back in March 2020; it was also the day I realized my maternal grandparents had lost their source of income. Ever since my grandparents moved to the United States from their hometown in Aguascalientes, Mexico, they have been working as photographers – taking photographs for baptisms, confirmations, quinceñearas, and weddings in churches in Chicago. Unfortunately, they have not been able to earn an income since the start of lockdowns. Thankfully, the Mexican community in Chicago is very community-oriented, and because my grandparents are well known with many Mexican Catholics in the area they have received a lot of support. Their connections in the community were not evident to me until I helped my grandma pick up food at a Chicago Public School food drive and we were waiting in line. During the one hour it took for us to go through the line, my grandma talked to all those around us, about how their daughter was doing, how they were dealing with lock down, and memories from Sunday church, among many other things. Even during a time of uncertainty and isolation, my grandma fostered connections to others and thrived emotionally from a social distance. In my experience, I always understood that being Mexican meant being in a tight-knit community that supported each other, but the depth of that connection did not hit me until I saw my grandmother smile through her face mask while talking to others in the line.  

I regretted not forming that kind of connection at home with others who shared that identity as I began my journey to moving away from home and my family for the first time. Moving from Chicago to Akron, Ohio was a terrifying endeavor, not only because I would be in a place I had never been to before and away from those I love, but because I did not know how much those around me would accept me. A queer Latinx is not a new concept in the middle of a big city, but was it new to a small city in the Midwest, much less my program? It has felt like it as I have looked for panaderias on Google and have only come up with the Wonder Bread factory 0.7 miles away and a Starbucks located on campus. It has felt like I was the only nonbinary individual at my university every time I have needed to correct a professor about my pronouns. I know I cannot be the only queer Latinx in Ohio, but this is how I felt as I began navigating my first semester of graduate school. I did not inherit my grandparents’ ability to find community wherever they went and this was clear with every pang of homesickness. 

My circumstances were not all that hopeless as I did have a supportive cohort and graduate program. Ever since the interview weekend, I introduced myself with they/them pronouns. While I have heard my professors slip up in using them, they continue to do better and catch themselves when they make a mistake. My cohort members have been consistent in using my pronouns, even offering to correct our professors if they use the wrong pronouns. Although these people have been the ones I interact with the most, they are not the only supportive group I have found. Surprisingly, the COVID-19 pandemic has opened many doors to me for finding my community, and it has done so virtually. Through social media, I have been able to join groups where people share my identities and share resources. One of these resources has been virtual meetups to network with others, one of which was specifically directed at transgender and nonbinary graduate students in psychology. Here, I was able to ask questions that no one in my graduate program could satisfy, such as “Should I disclose my pronouns to my students?”, “How open are you about your identity with faculty?”, and many others. There have been so many more groups I have been able to join through virtual means that have helped me to feel closer to those in my communities and my own identity, even if I am living in an unfamiliar place. 

Almost a year since the beginning of the COVID-19 pandemic, I have seen my grandmother still feel connected to her neighborhood, I have become the first in my family to move out of state and to pursue a graduate degree, and I have felt connected to my identity through the support of my cohort and from those online. Despite living through a time where isolation is expected, I have never felt more linked to others in my life. Knowing what I know now, I would advise my younger self and others that face similar challenges to find their community and supporters. While it may not look how I expected, it turned out better than I could have hoped. Going to graduate school during a global pandemic was never in my plans, but I am glad to have gone through my first semester knowing I have others I can look to for support and I am excited to continue doing so for the next five years. 

Janessa Garcia is a doctoral student in counseling psychology at the University of Akron. They received their bachelor’s degree in psychology and women’s & gender studies from Roosevelt University in Chicago. Their research interests are focused on the evolution and exacerbation of post-traumatic stress symptoms for those who experience gender-based violence. 

Let’s Get Funded!

This blog post is a part of the series, “CARED Perspectives,” developed by the APAGS Committee for the Advancement of Racial and Ethnic Diversity. This series will discuss current events and how these events relate to graduate students in psychology. If you are interested in contributing to the CARED Perspectives series, please contact Elizabeth Louis.

During my educational journey, I never imagined that I would be pursuing higher education as a first-generation college student. In my Haitian household, the common expected answers to questions about what I wanted to be when I grew up was the well rehearsed  response of a “doctor or lawyer.” Any other profession seemed not to exist to my Haitian parents. However, the real question that crossed my mind was,  who would be funding my education?

While I excelled in high school to attend a community college (Miami Dade College) and transferred to Georgetown University, I was blessed to receive a need-based scholarship. Yet, when graduate school rolled around, I felt even more clueless about how to fund not only my education, but also my living expenses. I took on the role of being my own personal banker, financial coach, piggy bank, and investor. There have been some noteworthy strategies that I have tried which helped me gain wisdom.  I have come up short on many opportunities because I did not fully understand the audience of selection committees, selected recommenders who were not a good match or failed to seek out answers to my questions. I have learned to reach out to my mentors and colleagues early on for feedback, research scholarships a year or a semester in advance, call scholarship committees that I was initially unsuccessful with, and use my calendar to organize deadlines. I constantly reminded myself to overcome my initial fear of applying to opportunities and let my perseverance be the recipe for success.

When thinking about scholarships, grants, and fellowships there are many opportunities for ethnic/racial graduate students…here’s the BREAK DOWN…(cues a Harlem shake).

Meet with peers, colleagues, mentors, faculty, and staff members –whether you know them or not — to inquire about opportunities in the following areas. You never know where one door will lead you. Also, be sure to follow-up on different funding sources.

  • Department and psychology program
  • School/College in which your program is within
  • Your Institution
    • Dean’s Office
    • The Graduate School
    • Office of Research and Grants
    • Graduate Assistantships
  • Other offices – E.g. International Office, Office of Institutional Diversity

Whether you attend conferences, are a student member of an APA division, or receive news from APAGS, please be diligent in creating connections and fostering relationships outside your school. Also, feel free to ask questions about funding opportunities to support your research and clinical work!

Now do not sleep on search engines like Google, as it can unlock many opportunities.

  • Google
    • American Association of University Women
    • National Science Foundation
    • Southern Regional Education Board Awards
    • Sororities/Fraternities

During my journey in graduate school, I was positioned to look beyond monetary funding but to think creatively of ways to gain priceless experiences and take more ownership of my own finances and budgeting skills.

  • Service – opportunities to serve, share your student perspectives, travel, and learn about other forms of scholarship
    • APA Memorandum of Understanding (e.g. Portugal and other countries)
    • APA Commission on Accreditation Student Member
    • APA Master’s Task Force
  • Invest in Yourself
    • Learn about budgeting and saving strategies (e.g. Qapital, Acorns, David Ramsey)
    • Find an affordable financial coach
    • Keep tabs on your loan(s) and retirement funding (Roth IRA)

I hope that these nuggets of information will help you develop strategies to fund your graduate education, expand your ways of thinking about scholarship, and provide you with support and resources. This journey toward financial stability will have its challenges, yet can be extremely rewarding. Please feel free to contact me if you have any questions or other resources that I have not listed here.

Also, click here for a listing of additional funding opportunities that will be added on the APAGS CARED website. Wishing you all the best…kenbe la (hold on and press on)!

Elizabeth Louis, PhD

APAGS Grants $12,000 to Advance Diversity in Doctoral Programs

The American Psychological Association of Graduate Students (APAGS) Committee has recently selected four grantees and dispersed $12,000 to support the recruitment, retention and leadership training of diverse psychology doctoral students.

Photo by LinkedIn Sales Navigator on Unsplash

Now in its second year, the APAGS Student Diversity Initiative Award provides funding of up to $3,000 per institution to address “leaky pipelines” on the road to successfully completing a doctorate. Efforts will be directed to students and prospective students with traditionally underrepresented identities in race, ethnicity, sexual orientation, gender, disability, religion, language, socioeconomic status, and age.

We are pleased to present our distinguished awardees:

Howard University

HU’s Counseling Psychology Program will use its funding to address the goal of retaining and recruiting highly qualified diverse students through the creation of a Graduate Education & Training in Psychology Podcast.  The purpose of the podcast is to increase awareness of the doctoral program, provide networking, research, and professional development opportunities for grad students, and even fundraise.

San Diego State University

SDSU’s Joint Doctoral Program (JDP) in Clinical Psychology will use its funding to cultivate and maintain a diverse student body within the doctoral program and clinical psychology at large. The goals will be met via committee initiatives focused on recruitment, retention, mentorship and leadership – for example diversity aimed events, mentoring potential applicants, and hosting a diversity mixer during interviews.

Tennessee State University 

TSU’s Counseling Psychology Program will use its funding to expand the reach and understanding of the program’s Microaggressions Work Group (MWG), a collaboration between students and faculty to facilitate program-wide development concerning microaggressions. It does this through educational and experimental training, member support, and advocacy and awareness.

University of Virginia 

The Black Scholars in Education & Human Development Writing Group has created a space for black doctoral students and postdocs to develop and enhance their writing skills in a community of support. In addition to their monthly writing sessions, the group plans to use funding to convene once a semester for a retreat focused on writing skills and wellness.

APAGS encourages you to consider applying in our fall 2020 cycle.

The Examination for Professional Practice in Psychology (EPPP): What’s race got to do with it?

This blog post is a part of the series, “CARED Perspectives,” developed by the APAGS Committee for the Advancement of Racial and Ethnic Diversity (CARED). This series will discuss current events and issues in psychology and how these relate to graduate students. If you are interested in contributing to the CARED Perspectives series, please contact Aleesha Young, Chair of APAGS-CARED.

By Fiona C. Thomas

Grad school, that time in your life where you are constantly thinking about what milestone comes next. Course completion, Master’s thesis, comps, practica, dissertation proposal, data collection, analysis, publications…and that final training experience…internship. Although it feels like so much of our preparation in grad school is for this near final stage of the internship, there is one more milestone to meet before we can finally refer to ourselves as licensed psychologists – the EPPP.

The Examination for Professional Practice in Psychology (EPPP) was first administered in 1965 (Rehm & Lipkins, 2006) and is now a key requirement to independent practice as a clinical psychologist. It is required for licensing in all US states, three US territories, and the majority of Canadian provinces (DeMers & Schaffer, 2012). After all our years of training, and unique experiences along the way, it is that one shared experience we will all have as we work towards independent practice.

As I prepare to begin internship in September, this next milestone of licensure is on my mind. When do I begin preparing for this exam? What are the most effective methods to study for it? What is the pass rate? It is also timely to be thinking about this exam as a second part to the EPPP, which assesses professional skill, is a new requirement coming to an undisclosed list of jurisdictions in 2020 (Association of State and Provincial Psychology Boards [ASPPB], 2019).

With these questions on my mind, I recently became aware of a study conducted by Dr. Brian Sharpless which found performance discrepancies based on ethnicity (2018). In other words, failure rates were highest for individuals who identified as Black (38.5%), Hispanic (35.6%), Asian (24%), and lowest for those who identified as White (14.07%) (Sharpless, 2018). Interestingly, it was not the first time these findings emerged. In 2013, Sharpless and Barber identified that doctoral programs with greater ethnic diversity also reported lower program-wide EPPP pass rates. Going back almost four decades to an early study on this topic, Werner (1981) similarly found that Whites had an EPPP pass rate almost twice that of any other ethnic group. Reviewing survey data of individuals who graduated between 2005 and 2015 with a doctoral degree in clinical, counseling, school or combined/integrated psychology, Bowman and Ameen (2018) found similar results. In particular, their analysis indicated that White psychologists were significantly more likely to pass the EPPP on the first administration compared to psychologists of color (92 percent vs. 83 percent). For this study, psychologists of color included individuals who identified as Asian, Hispanic/Latino, multiracial, Black, American Indian/Alaska Native, and Middle Eastern/North African (Bowman & Ameen, 2018).

As someone who identifies as an ethnic minority, these studies surprised me. What variables contributed to these fail rates? What could be done about this? And what did I need to know to be better prepared so that I didn’t become an embarrassing and expensive statistic?

Of course, as with all research, there are limitations to these findings, and this is important to keep in mind. Until recently, demographic information (e.g., ethnicity) was not collected in EPPP administration (DeMers, 2009). This means that these studies are mainly based on self-report information, which is less robust and reliable compared to test administration data (Bowman & Ameen, 2018). Additionally, some ethnic minorities are not properly represented in these studies. In the studies mentioned here, Middle Eastern/North African (MENA) Psychologists and Indigenous Psychologists are not included as distinct groups. We also have limited information about pass/fail rates for ethnic minority licensure applicants in Canada. Despite these limitations, the replication of such results has prompted me to wonder what the root causes of these differences are and what can be done to address this discrepancy.

In good news, the test publisher, ASPPB, has started collecting race and ethnicity data as optional information on the EPPP. This will continue to better inform whether some test takers, namely test-takers of color, are at a disadvantage. Importantly, this information will be collected as optional data after the completion of the exam to avoid priming any stereotype threats (ASPPB, 2019). If questions show differential responding by ethnicity, ASPPB will take specific items to a diversity committee who can then review and decide whether to keep or discard the questions in future tests. Relatedly, graduate and internship programs are also becoming aware of this discrepancy. Such knowledge can lead to initiatives to better prepare ethnic minority students.

As psychology’s clients and practitioners becomes increasingly diverse, it is important to understand how the EPPP and other high-stakes exams may be leaving certain individuals behind. Factors such as Eurocentric item construction, minority stress, or performance expectancy may or may not be playing a role in score discrepancies (Bowman & Ameen, 2018). Such hurdles can only be identified by appropriately collecting data on race and ethnicity, and transparently reviewing it.

As a member of the APAGS Committee for the Advancement of Racial and Ethnic Diversity (APAGS-CARED), we are keen to explore this further and will be hosting a webinar on this very topic on October 1, 2019.  We hope you will join us!

If you have experience with taking the EPPP and have tips to share for future licensure applicants, we would love to hear from you! Please feel free to share your experiences below.

References

Association of State and Provincial Psychology Boards. (2019). The Examination for Professional Practice in Psychology (EPPP): Frequently asked questions. Retrieved from https://cdn.ymaws.com/www.asppb.net/resource/resmgr/eppp_2/eppp__part_2-skills__faq_s.pdf

Bowman, N., & Ameen, E. (2018, June). Exploring differences in pass rates on the Examination for Professional Practice in Psychology. Retrieved from https://www.apa.org/pi/oema/resources/communique/2018/06/pass-rates.

DeMers, S. T. (2009). Understanding the purpose, strengths, and limitations of the EPPP: A response to Sharpless and Barber. Professional Psychology: Research and Practice, 40, 348–353. doi:10.1037/a0015734.

DeMers, S. T., & Schaffer, J. B. (2012). The regulation of professional psychology. In S. J. Knapp (Ed.), APA handbook of ethics in psychology: Volume 1: Moral foundations and common themes (pp. 453–482). Washington, DC: American Psychological Association.

Rehm, L. P., & Lipkins, R. H. (2006). The examination for professional practice in psychology. In T. J. Vaughn (Ed.), Psychology licensure and certification: What students need to know (pp. 39–53). Washington, DC: American Psychological Association.

Sharpless, B., & Barber, J. (2013). Predictors of Program Performance on the Examination for Professional Practice in Psychology (EPPP). Professional Psychology: Research and Practice, 44(4), 208-217.

Werner, E. (1981). A review of the examination for professional practice in psychology. Sacramento, CA: California Department of Consumer Affairs.

 

 

 

 

 

 

Degrees of Separation: Managing Isolation for Doctoral Students of Color

This blog post is a part of the series, “CARED Perspectives,” developed by the APAGS Committee for the Advancement of Racial and Ethnic Diversity (CARED). This series will discuss current events and issues in psychology and how these relate to graduate students. If you are interested in contributing to the CARED Perspectives series, please contact Aleesha Young, Chair of APAGS-CARED.

By Mary O. Odafe, M.A.

CARED PICAs we matriculate through higher education, the journey for racial and ethnic minority doctoral students is often marked by feelings of isolation in both personal and professional networks.

Recent studies show that members of certain racial and ethnic minority groups are less likely to obtain degrees from competitive four-year institutions than their White counterparts. The “race gap” in higher education begins at the undergraduate level and only becomes more pronounced at the graduate level. Simply put, the more advanced the degree program, the less likely people of color are numerically represented.

The journey to a doctorate degree in psychology is equal parts complex and challenging. While friends, family, and significant others are an invaluable source of support along the journey, there are times they may not truly grasp the amount of mental energy, stress, discipline, and hard work that goes into achieving each required milestone. They may underestimate the weight of passing qualifying exams, waiting for internship Match Day results, dissertation data collection, developing and teaching a course, or applying for jobs in academia. They may not understand the unique working relationship with advisors and supervisors, or track what we are doing each year in the ever-complex lifestyle of being a student, teacher, researcher, and clinician – simultaneously!

Likewise, if you are one of the only students of color in your department, you may experience an additional sense of isolation while navigating unique challenges of feeling marginalized, overlooked, stereotyped, or microaggressed in professional arenas. Although our colleagues can serve as critical allies and advocates for diversity and inclusion, there is unspoken value in sharing such challenging experiences with someone who also knows, first-hand, what it feels like to be marginalized on the basis of one’s skin color. At times, our colleagues may confuse our desire to seek out relationships with others who look like us as being unfriendly, segregated, or unwilling to be “part of the group.” When we do engage with our majority-culture colleagues, many students of color naturally default to “code-switching” as a safer alternative to revealing our true identity in professional settings – but for the record, being two people in one is exhausting. Adding an extra layer of stress and isolation to the training experience, students of color are more likely to be first-generation college students than our White counterparts, and are disproportionately affected by the financial burden associated with pursuing higher education (due to persistent disparities in income and wealth distribution in the United States).

Researchers cite active forms of coping, including social support seeking, as more effective in dealing with distress in comparison to passive or avoidant forms of coping. The problem arises when these social support groups are fragmented, insufficient, or even non-existent. Through conversation with wise and trusted mentors, I have learned the importance of diversifying one’s social support network. While we may not obtain all the support we need from any one group individually, we can maximize support benefits by seeking different types of support from different groups. Perhaps your family and friends cannot always offer direct support or advice in navigating specific challenges within your program, but they can attest to the person you are outside of your identity as a graduate student. In times of need, those who truly know your character can remind you of your tenacity to take on any challenge (like that time you tried out for the talent show in 6th grade – and made it!). Likewise, many of your colleagues may not relate to being the first person in the family to obtain a bachelor’s and/or graduate degree, but they will certainly be there with you to take on plenty of “firsts” throughout your training – if you let them.

Part of maximizing sources of support means being vulnerable, transparent, and effectively communicating our needs. Letting people into our struggles and triumphs helps them understand how best to support us. So let’s keep our family and friends updated on our program milestones and challenges, even if they think we’ve just been “studying” these past 4-7 years. Let’s allow our colleagues to become supportive allies and genuine friends, especially when they’ve demonstrated a sincere willingness to listen. Finally, let’s lean into each other and share our own experiences, in hopes of validating and encouraging other doctoral students of color. As we begin to open up and maximize support, we may find that journey is not so lonely after all.

Additional Resources

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