CMPC END OF COURSE QUESTIONS AND ANSWERS
SET A+
✔✔Cultural Awareness/Cultural Sensitivity - ✔✔Underlying these concepts are cultural
awareness, an understanding of cultural issues and situations, and cultural sensitivity,
the ability to express empathy and care in response to individuals' differing perceptions,
values, and experiences (Seibert, Stridh-Igo, & Zimmerman, 2002). Cultural awareness
is a cognitive process, and cultural sensitivity is a competency-based skill (Hanrahan,
2013). Several excellent examples of consultant awareness and sensitivity are
presented in the research by Schinke et al. (2006) with Canadian First Nation/Native
American athletes who moved from a reservation to live-in elite sport training
environments
✔✔Race - ✔✔Race is a social category that separates groups based on physical
characteristics (Smeldly, Wade, & Takezawa, n.d.; U.S. Census Bureau, 2018).
However, conceptions of race are human constructions. In addition, sociocultural
experiences, norms, and customs unique to a racial group also exist.
✔✔Ethnicity - ✔✔Ethnicity denotes social groupings based on linguistic, ancestral,
religious, and specific customs.
✔✔Colourblind Ideology - ✔✔Colorblind ideology, the belief that all races are equal and
that race is not visible, plays a role in how social systems uphold overt and covert forms
of racism (Burdesy, 2011). Commonly referred to as colorblindness, this ideology
emerged in the 1970s. It was adopted by White people to reduce the guilt associated
with racial inequality along with the discomfort that resulted in confronting one's White
privilege
✔✔Microaggressions - ✔✔microaggressions are "brief and commonplace daily verbal,
behavioral, and environmental indignities, whether intentional or unintentional, that
communicate hostile, derogatory, or negative racial slights and insults to the target
person or group" (p. 273). Because these verbalizations may appear to be so ordinary
and commonplace, the MPC may need to probe for discovery with questions such as
"What were you seeing, hearing, and feeling when this happened?" Microaggressions
, can be intersectional—layered and attacking more than one identity held by an
individual
✔✔Microassault - ✔✔Microassault is described as an overt form of racism that is hostile
and obvious. This form of microaggression is blatant. An example of this form of
aggression is the unfortunate yet frequent occurrence of Black soccer players being
called "monkey," with monkey gestures made by fans during games. While
microaggressions generally are subtle and challenging to identify, microassault is easier
to identify due to the directness of the aggression.
✔✔Microinsult - ✔✔Microinsults are defined as statements that are insensitive to one's
culture, heritage, or ancestry (Carter & Davila, 2017). For example, the act of labeling all
Asian Americans as Japanese would constitute a microinsult. This mislabeling is
ethnically blind and ignores the complex, cultural, national, and ethnic differences
experienced by Asian Americans. Another example is the use of Native American
imagery for professional sports mascots.
✔✔Mircroinvalidations - ✔✔Microinvalidations are when a person's experiences are
either ignored or denied. This form of microaggression can be additionally damaging
because it fails to acknowledge one's experiential reality. In a 2017 survey of Black
sport psychology practitioners, Carter and Davila found that respondents experienced
microinvalidations, often in the form of colleagues downplaying a Black professional's
racial reality.
The degree to which Black professionals experience microinvalidations is often related
to the degree to which they are perceived as Black, based on their skin tone. Colorism
occurs when Whites or persons of color make distinctions based on skin tone. Colorism
has been shown to result in darker-skinned individuals receiving more expressed racism
than lighter-toned individuals (Forster-Scott, 2011). The result of these invalidations is
Black professionals often feeling they do not belong within the sporting environment and
workplace.
✔✔How we can help against white priveledge. - ✔✔Maintain cultural humilityMaintain a
lifelong commitment to self-evaluation and critiqueDesire to fix power imbalancesAspire
to develop partnerships with people and groups advocating for others
Explore racism on your own (e.g., books, websites, films) rather than depending on
people of color
Demand that diversity information be a part of standard training (rather than special
workshops only)
Recognize your own racial identity while striving to be more racially aware and better
educated about racism
Continually challenge racial arrogance in yourself and others
✔✔Gender Identity - ✔✔. Gender identity is one aspect of identity, and it is composed
of such features as values, beliefs, dress, style, and language relating to sexual status,
both biological and cultural
SET A+
✔✔Cultural Awareness/Cultural Sensitivity - ✔✔Underlying these concepts are cultural
awareness, an understanding of cultural issues and situations, and cultural sensitivity,
the ability to express empathy and care in response to individuals' differing perceptions,
values, and experiences (Seibert, Stridh-Igo, & Zimmerman, 2002). Cultural awareness
is a cognitive process, and cultural sensitivity is a competency-based skill (Hanrahan,
2013). Several excellent examples of consultant awareness and sensitivity are
presented in the research by Schinke et al. (2006) with Canadian First Nation/Native
American athletes who moved from a reservation to live-in elite sport training
environments
✔✔Race - ✔✔Race is a social category that separates groups based on physical
characteristics (Smeldly, Wade, & Takezawa, n.d.; U.S. Census Bureau, 2018).
However, conceptions of race are human constructions. In addition, sociocultural
experiences, norms, and customs unique to a racial group also exist.
✔✔Ethnicity - ✔✔Ethnicity denotes social groupings based on linguistic, ancestral,
religious, and specific customs.
✔✔Colourblind Ideology - ✔✔Colorblind ideology, the belief that all races are equal and
that race is not visible, plays a role in how social systems uphold overt and covert forms
of racism (Burdesy, 2011). Commonly referred to as colorblindness, this ideology
emerged in the 1970s. It was adopted by White people to reduce the guilt associated
with racial inequality along with the discomfort that resulted in confronting one's White
privilege
✔✔Microaggressions - ✔✔microaggressions are "brief and commonplace daily verbal,
behavioral, and environmental indignities, whether intentional or unintentional, that
communicate hostile, derogatory, or negative racial slights and insults to the target
person or group" (p. 273). Because these verbalizations may appear to be so ordinary
and commonplace, the MPC may need to probe for discovery with questions such as
"What were you seeing, hearing, and feeling when this happened?" Microaggressions
, can be intersectional—layered and attacking more than one identity held by an
individual
✔✔Microassault - ✔✔Microassault is described as an overt form of racism that is hostile
and obvious. This form of microaggression is blatant. An example of this form of
aggression is the unfortunate yet frequent occurrence of Black soccer players being
called "monkey," with monkey gestures made by fans during games. While
microaggressions generally are subtle and challenging to identify, microassault is easier
to identify due to the directness of the aggression.
✔✔Microinsult - ✔✔Microinsults are defined as statements that are insensitive to one's
culture, heritage, or ancestry (Carter & Davila, 2017). For example, the act of labeling all
Asian Americans as Japanese would constitute a microinsult. This mislabeling is
ethnically blind and ignores the complex, cultural, national, and ethnic differences
experienced by Asian Americans. Another example is the use of Native American
imagery for professional sports mascots.
✔✔Mircroinvalidations - ✔✔Microinvalidations are when a person's experiences are
either ignored or denied. This form of microaggression can be additionally damaging
because it fails to acknowledge one's experiential reality. In a 2017 survey of Black
sport psychology practitioners, Carter and Davila found that respondents experienced
microinvalidations, often in the form of colleagues downplaying a Black professional's
racial reality.
The degree to which Black professionals experience microinvalidations is often related
to the degree to which they are perceived as Black, based on their skin tone. Colorism
occurs when Whites or persons of color make distinctions based on skin tone. Colorism
has been shown to result in darker-skinned individuals receiving more expressed racism
than lighter-toned individuals (Forster-Scott, 2011). The result of these invalidations is
Black professionals often feeling they do not belong within the sporting environment and
workplace.
✔✔How we can help against white priveledge. - ✔✔Maintain cultural humilityMaintain a
lifelong commitment to self-evaluation and critiqueDesire to fix power imbalancesAspire
to develop partnerships with people and groups advocating for others
Explore racism on your own (e.g., books, websites, films) rather than depending on
people of color
Demand that diversity information be a part of standard training (rather than special
workshops only)
Recognize your own racial identity while striving to be more racially aware and better
educated about racism
Continually challenge racial arrogance in yourself and others
✔✔Gender Identity - ✔✔. Gender identity is one aspect of identity, and it is composed
of such features as values, beliefs, dress, style, and language relating to sexual status,
both biological and cultural
