Diversity, Equity, and Inclusion

NPTC is committed to promoting and infusing diversity into every facet of the training experience. NPTC adheres to the definition of diversity provided in the Commission on Accreditation-Guidelines and Principles (2012), Domain A, Section 5, as “personal and demographic characteristics. These include, but are not limited to, age, disability, ethnicity, gender, gender identity, language, national origin, race, religion, culture, sexual orientation, and social economic status.” NPTC is dedicated to providing psychology interns with opportunities to work in a variety of settings that promote and provide the necessary exposure to diverse populations and issues. In addition, NPTC recognizes the importance of multicultural awareness and competence in the provision of professional service and strives to prepare prospective psychologists to meet the needs of a progressively global and dynamic society.

With this in mind, NPTC has devised a long-term diversity plan not only to provide diversity training and experiences to its interns, but also to provide a safe, trusting, and accepting atmosphere at its sites. In order to accomplish these goals, NPTC has outlined three main areas of program diversity:

1. Diversity Education

a. NPTC’s mission statement is to train psychologists in the discipline and practice of psychology with rural and underserved patients. All training sites provide treatment to patients who represent various aspects of diversity, including age, religion, disability, and lower socioeconomic status. Supervisors provide interns with opportunities to work with diverse patients as cases become available.

b. NPTC has made diversity and diversity training core components of its program goals and objectives in order to provide the appropriate emphasis on diversity to interns and ensure they graduate with appropriate respect and humility toward diversity in all its forms.

c. NPTC values and emphasizes the importance of training in diversity and is committed to dedicating at least two and a half hours of training on diversity issues each month, as well as using speakers from various areas of diversity when available.

d. All interns are evaluated quarterly on their ability to work with patients from diverse backgrounds.

e. As part of their core training expectations, interns spend two hours each week in self-directed journal review, of which it is encouraged that at least 10% include diversity-related topics.

f. Each Region of NPTC has a Regional Consultant of Diversity, Equity, and Inclusion who initiates and monitors the Long-Term Diversity Education Plan. This individual also presents diversity trainings, enhances diversity engagement, consults with interns on diversity issues, and, if necessary, provides interns with referrals to other diversity experts.

g. NPTC also has a Diversity Committee chaired by the agency’s Director of Diversity, Equity, and Inclusion. This committee reviews research pertaining to both training and education of diversity topics as well as best practices for employment and retention of diverse staff. This committee reports to the Board during each Board meeting and disseminates their recommendations agency-wide for reference and application as appropriate.

h. The majority of NPTC’s member sites provide regular diversity training for their employees. The other NPTC sites conduct periodic diversity training as well as informal discussions relating to diversity in their regular staff meetings and in supervisory or training activities. Information has been provided to these sites on various online trainings that are available to them to use.

2. Psychology Intern Diversity Recruitment and Retention

a. NPTC highlights the opportunities for diversity training through the training sites on its webpage and in the APPIC directory.

b. To encourage applicants interested in working in rural, need-based areas, NPTC highlights sites that are members of the National Health Service Corps loan repayment program. This increases the potential of attracting diverse applicants interested in longer-term placements in high-need diverse areas.

c. NPTC advertises available internship positions in the APA Division 38, APA Division 44, and APA Division 45 newsletters in order to encourage a more diverse applicant pool.

d. NPTC advertises its program and available positions to members of the APA Minority Fellowship program.

e. NPTC advertises its program and available positions by sending its brochure to doctoral programs which have degree concentrations in Rural Psychology and/or Integrative Primary Care.

f. While it is likely that psychology interns will have a range of pre-existing attitudes and values related to diversity issues, acceptance to the training program is seen as a commitment to:

i. The social value of respect for diversity;

ii. Willingness to engage in self-disclosure, self-reflection, and introspection; and

iii. Readiness to resolve or eliminate attitudes, beliefs, and behaviors that could have a negative impact on their ability to perform the functions of a mental health professional in accordance with the highest standards and principles of professional practice and ethics.

3. Staff/Supervisor Diversity Recruitment and Retention

a. All NPTC member sites are encouraged to consider the following strategies when choosing staff and supervisors for their sites:

i. Advertise staff openings in venues targeting diverse applicants.

ii. Incorporate an inclusive diversity statement in all staff job advertisements.

iii. Request referrals and nominations of candidates from underrepresented groups completing doctoral programs.

iv. Allow/encourage support staff, supervisors, and interns to attend diversity-oriented training and conferences.

b. All NPTC member sites have non-discrimination policies in place within their organizations.

c. NPTC expects that all members of the Consortium will promote a safe, trusting, and accepting environment and strive to learn from each other in an atmosphere of mutual respect.

d. It is also expected that all members of the Consortium be supportive and respectful of all individuals, including, but not limited to, patients, staff, peers, administrators, and supervisors who are different from them in age, gender, gender identity, body size, race, ethnicity, culture, national origin, religion, spirituality, sexual orientation, disability, language, or socioeconomic status.