Cultural Humility in the Practice of Applied Behavior Analysis

Modern social movements are acknowledging inequity and encouraging discourse and action to bring about change for disenfranchised communities. Cultural humility provides a framework for both institutional and individual reflection to guide changes that can build acceptance, bridge cultures, address disparity and improve outcomes. Biases that lead to inequity exist within the discipline and application of autism services. Practitioners can harness society's drive to address such inequities by critically analyzing our field and establishing new repertoires of professional behaviors. Systemic change in the field can promote social justice and improve access to effective services. Promoting professional learning and application of cultural humility, directly addressing diversity can increase the effective, equitable access to effective services and supports. Objectives:

• Define culture as it pertains to the field of applied behavior analysis
• Review current disparity data available regarding social service delivery and outcomes, including services for people with autism
• Evaluate current service delivery for opportunities to utilize institutional and individual culturally humble practices

Managing in the Multigenerational Workplace

Based on Lindsey Pollak’s new book, The Remix: How to Lead and Succeed in the Multigenerational Workplace, and her two decades of research on millennials and generational differences, this presentation offers the latest data and insights into how to lead your associates and your firm in today’s unprecedented multigenerational mix.

For the first time in history, five generations now share the workplace — the Traditional Traditionalists, Still-Booming Boomers, Xtra-Independent Gen Xers, Tech-or-Die Gen Y/Millennials, and New-on-thescene Gen Zs. Many law firms are trying to balance a generation gap of multiple decades between the oldest and youngest attorney, staff, clients, and other stakeholders. To lead in this environment, you must empathize with all generations’ perspectives and learn to mix the best of each era’s practices – the “classic” and the “new” – to achieve your shared goals.

Attendees of this program will:

• Understand the three key workplace transitions individuals and organizations must address to attract, retain, and engage all generations of talent.
• Discover the most common points of generational conflict related to communication, career pathing, work/life integration, and more - and specific tactics to overcome them.
• Obtain actionable strategies to build and strengthen your own multigenerational network and understanding.

The Gifts of Authenticity

Being authentically you in the workplace is often overlooked as a crucial component of being a great leader. Bringing your authentic self to work has a multiplier effect on the organization, positively impacting you, your teams, and your company’s culture. In a field like behavior analysis, leaders at organizations are under even more pressure to not only bring their authentic selves to work, but to also implement management practices that are authentically aligned to the science – to consistently and effectively implement behavioral principles not to those they serve, but also within their own organization. When leaders don’t effectively implement behaviorally sound principles within their own organizations, employees may begin to question the integrity of their leadership team, negatively impacting employee engagement. This keynote will explore what it means to be authentic in the workplace, the impact authentic leaders can have on an organization, and tangible actions you can take to create a culture of authenticity at work.

Balancing Obligations to Private Investors and to Clients

The field of Behavior Analysis has gone through monumental changes over the past decade, substantially resulting from the continued rise in diagnostic rates and by the expansion of services funding options for families of individuals on the Autism Spectrum, which as of this year, now includes mandated commercial health insurance coverage in all 50 states. These dynamics have substantially increased demand for services, driving expansion in BCBA programs educating new behavior analysts, an explosion in the number of new certificants, and a substantial increase in the numbers and size of for profit and not for profit organizations attempting to serve this rapidly growing demand. These market factors have also substantially increased the interest of traditional healthcare services investors in the field, which has resulted in substantial private equity capital flowing into the companies serving the ASD community.

This keynote address will explore the supply and demand dynamics driving this interest in the field, the implications of investment capital flowing into the field, and the pitfalls and the opportunities these dynamics represent for families, clinicians, and organizations.