Table 1.

Antiracism Strategies for Graduate Training Programs in Behavior Analysis

Category	Strategies
Organizational infrastructure & overall process	Create a mission and vision with antiracism as a core value. Recruit a director of diversity. Delegate the steering committee to enact policy changes. Create initiatives in the strategic plan with systems of accountability. Create campus-wide diversity/antiracism initiative campaigns. Come to a consensus about core values among leadership inspiration. Divest funds from the police and reinvest them in other social programs.
Curricula & pedagogy: Instructor approach & self-awareness	Self-reflect on attitudes and reactions to diversity-related content. Acknowledge systems of privilege and oppression in education. Bring the experiences of diverse individuals to the forefront. Create space for students to feel comfortable sharing experiences. Evaluate course material to prevent potential alienation. Guide students in navigating the university’s cultural landscape. Counter stereotypes and call out personal privilege. Address barriers to resource accessibility by providing referrals (e.g., writing center, career center). Provide reasonable ancillary support (e.g., meetings, feedback). Be flexible with submission/presentation style.
Curricula & pedagogy: Coursework on antiracism, multiculturalism, & diversity	Embed antiracism/diversity within all courses in the curriculum. Teach cultural competence, always striving for humility. Use a behavioral approach for addressing bias and racism (e.g., behavior assessment, intervention, monitoring). Emphasize process over content. Establish pedagogical goals at the outset of the course. Be skilled in resolving conflicts and managing emotions/tensions triggered. Ensure participation from all students (e.g., anonymous). Incorporate student goals and desired experiences into the course. Listen, without interruption, to BIPOC experiences. Accept accountability when you make mistakes.
Curricula & pedagogy: Course design & curricular modifications	Embed diversity content throughout the course (e.g., objectives, lectures, readings, assignments, self-reflection exercises) and ensure the promotion of inclusion. Use class time creatively (e.g., applied activities, role-play, critical thinking, interteaching). Require interaction with different students. Create a syllabus diversity statement. Address the role of social norms in the sustainability of treatment outcomes.
Curricula & pedagogy: Practicum	Teach and practice cultural competence. Have students gain experience with diverse populations. Use reflective exercises about their and others’ experiences. Teach construction of culturally relevant intervention goals. Translate content into the client’s native language. Monitor students’ behavior toward different backgrounds. Shape students’ verbal/nonverbal behavior to improve their therapeutic relationships with clients. Require fieldwork sites and supervisors to sign an acknowledgment of the university’s diversity policy and to agree to offer opportunities for students to practice cultural humility. Ask students to evaluate their training site’s commitment to multiculturalism. Require discussions of cultural variables during case conceptualization presentations.
Research	Report the races/languages of participants and researchers. Conduct research on cultural diversity and/or with more culturally diverse individuals. Overcome mistrust and address concerns of BIPOC. Recognize the role that oppression, privilege, and power may play in the relationship between the researcher and the participants. View culturally diverse research participants as a source of information. Support BIPOC involvement in conducting research.
Faculty, staff, & students	Require continuous trainings in antiracism and diversity. Have BIPOC and White individuals do separate breakout groups (e.g., to discuss relevant and personal issues of marginalization). Create an antiracist culture (e.g., value learning about cultures, listen nonjudgmentally to others’ experiences, provide supportive spaces and platforms for BIPOC to express their feelings). Instill a culture where it is safe to speak up with a system for submitting concerns, and investigate inequitable policies when they are exposed. Involve marginalized individuals in the development and use of assessments to identify areas of marginalization and oppression. Ensure counseling centers have sufficient BIPOC counselors on staff. Have separate diversity committees for faculty, staff, and students. Have faculty and student committees cosponsor some events.
Faculty & staff: Recruitment & hiring	Recruit and hire more BIPOC faculty and staff. Check the university’s resources/funding related to diversity. Increase community outreach efforts by linking the university with more community organizations. Reach out to and direct job advertisements to diverse groups. Ask faculty to identify individuals from underrepresented groups that they could personally encourage to apply. Include a strong diversity statement, using inclusive language in hiring announcements, and mention inclusive benefits. Provide candidates from underrepresented groups with resources and guidance such as sessions that review employment opportunities, help for the online job application completion process, and connection to local services such as résumé workshops. Train human resources staff to provide welcoming, friendly, and personable services. Create a dual-career program that the human resources department provides by giving job search assistance to applicants’ spouses. Ensure the hiring committee is trained about implicit bias prior to the candidate interviews and evaluation process. Have the hiring committee attend to the demographics of applicants who are suggested for progression from one phase of the hiring process to the next and require a rationale for applicants who are not progressed. Ask applicants to provide their personal diversity statement in application materials, and ask questions related to diversity during candidate interviews.
Faculty & staff: Retention	Provide equitable salaries related to the position. Outline expectations and the tenure/promotion process during interviews. Provide clear verbal and written feedback on performance evaluations on whether faculty are on track for retention, tenure, and promotion. Pair new faculty with a seasoned faculty mentor. Recognize that teaching evaluations can be biased, especially for faculty teaching antiracist topics. Have opportunities for BIPOC to provide mutual support, share experiences, and engage in social networking with diverse individuals. Recognize and compensate the extra activities of BIPOC or give them more weight during promotion/tenure evaluations. Avoid placing the burden of educating others on diversity on BIPOC.
Faculty & staff: Advancement	Ensure an unbiased faculty advancement process by training reviewers on implicit bias. Ensure that the faculty reviewing materials are aware of services that may have affected a faculty’s scholarly activity (e.g., mentoring underrepresented students, serving on diversity committees). Ensure accountability for the university’s mission of inclusive excellence for all faculty.
Faculty & staff: White allyship	Build supportive relationships with BIPOC, as well as White individuals doing antiracist work. Accept critical feedback when mistakes (e.g., microaggressions) are made or about whether White individuals’ behaviors are aligned with those of an antiracist ally. Ensure BIPOC authors’ work is not overshadowed by one’s own in collaborations. Acknowledge/cite the contributions of BIPOC to a subject matter. Forgo scholarly activity for service related to diversity. Voice concerns regarding policies that create inequality. Commit to understanding how intersectionality plays a role in racism.
Students: Recruitment & admissions	Increase the recruitment of BIPOC in graduate programs. Implement policies that ensure equity during the admissions process. Use alternatives to the GRE. Offer workshops to BIPOC for completing applications and securing financial aid.
Students: Retention	Offer mentorship opportunities. Provide tools for academic and professional success. Offer scholarships for BIPOC who demonstrate excellence.
Alumni	Provide continued mentorship of alumni for professional development. Provide opportunities for alumni to mentor current students. Offer social networking opportunities specific to BIPOC.

Note. BIPOC = Black, Indigenous, and people of color; GRE = Graduate Record Examination.