complicated when differences in language or interactional patterns also enter the therapeutic process. Given the diversity within the U.S., counselors must develop cultural humility as they work with individuals whose life experiences vary in myriad ways based on many intersecting dimensions of diversity. A primary component of cultural humility is self-awareness. As a counselor, thoroughly exploring one’s identity is extremely important. Counselors can uncover their beliefs, values, and implicit biases by knowing and understanding themselves. Implicit bias is unconscious and unintentional (van Nunspeet, Ellemers, & Derks, 2015). Implicit biases are beliefs or stereotypes that unconsciously affect our understanding, actions, and decisions. Additionally, “implicit biases, by contrast, are attitudes and beliefs about race, ethnicity, age, ability, gender, or other characteristics that operate outside our conscious awareness and can be measured only indirectly” (Saban, 2022). These biases resulted from combinations of factors, including an individual’s early experiences and learned cultural biases. Thus, ongoing critical self-reflection that understands the existence of implicit biases within everyone is necessary. The evolving process of self-reflection is crucial to counselor competence. Tarver and Herring (2019) found that students’ perceptions of developing culturally competent critical self-reflection are characterized by working through resistance, exploring personal biases, and developing empathy. Thus, the professional development of mental health practitioners should seek to integrate opportunities to work through resistance, explore existing biases, and develop empathy. Counselors might find it helpful to take an implicit association test. These tests are widely available (see Resources section) and provide instantaneous feedback for the practitioner that may lead to meaningful reflection and growth (Project Implicit, 2011).
In addition to understanding their implicit biases, counselors, especially those from dominant societal groups (e.g., White, heterosexual, male), must explore their racial, ethnic, sexual, and class identities. Individuals from dominant cultural paradigms often consider themselves without racial, ethnic, sexual, or class identity as they have privilege; their identities are considered the norm. However, without a deep exploration of intersecting aspects of personal diversity, it is difficult to understand oneself and where biases might insert themselves into counseling relationships (Fisher-Borne et al., 2015). Microaggressions Microaggressions are subtle statements and behaviors that unconsciously communicate denigrating messages to people of color or marginalized groups (Sue et al., 2007). The difference between microaggressions and overt discrimination or macroaggressions is that people who commit microaggressions might not even be aware of them. Microaggressions are “micro” because they often happen in small, private situations, yet their effects often impact us in massive and dangerous ways. Examples of microaggressions include someone commenting on how well an Asian American speaks English, which presumes the Asian American was not born here, which is one example of a microaggression. Presuming that a Black person is dangerous or violent is another example. Shared experiences that Black men talk about include being followed around in stores or getting on an elevator and having people move away and grab their purses or wallets. Microaggression can be behavioral (e.g,, when a store security guard is more likely to accuse a Black customer of shoplifting, verbal (e.g., when a racialized person is regularly asked where they are “really” from, or environmental (e.g., when all buildings are named after White people and “Whiteness” is assumed as the norm (Chappell & Chappell, 2022). See Table 4 for additional examples of microaggression.
Table 4. Examples of Microaggression Theme
Example of Microaggression
Message
Pathologizing cultural values/ communication styles The notion that the values and communication styles of the dominant/White culture are ideal. Second-class citizen Occurs when a White person is given preferential treatment as a consumer over a person of color. Alien in own land When racial/ethnic groups are assumed to be foreign-born. Color blindness Statements that indicate that a White person does not want to acknowledge race. Denial of individual racism A statement made when Whites deny their racial biases. Standard of beauty Myth of meritocracy Statements that assert that race does not play a role in life successes.
Asking a Black person: “Why do you have to be so loud/animated? Just calm down.”
Assimilate to the dominant culture.
Being ignored at a store counter as attention is given to the White customer behind you.
Whites are more valued customers than people of color. Only non-African Americans should be perceived as beautiful. You are not American. Denying a person of color’s racial/ethnic experiences. I am immune to races because I have friends of color. People of color are given extra unfair benefits because of their race.
“She is pretty for a Black girl.”
“Where are you really from?” “You speak good English.”
“When I look at you, I do not see color.” “There is only one race, the human race.”
“I am not a racist. I have several Black friends.”
“I believe the most qualified person should get the job.”
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