TOWARD A PSYCHOLOGY OF LIBERATION: FOUNDATIONS, APPLICATIONS AND CHALLENGES

Isaac Prilleltensky University of Miami [email protected]

www.education.miami.edu/isaac

WHAT IS LIBERATION PSYCHOLOGY ?

Liberation psychology is concerned with the promotion of psychological theories and practices that reflect a cogent set of moral principles that promote the liberation of individuals, groups, and collectives. As a value-based psychology, liberation psychology is concerned not only with what IS but also with what SHOULD BE, and with the contributions psychology can make towards that end.

ORDER OF PRESENTATION

RATIONALE PROPOSAL FOUNDATIONS APPLICATIONS CHALLENGES

RATIONALE

  Psychology is concerned with describing and predicting behavior Psychology has shied away from explicitly prescribing behavior However, we are, in effect, involved in creating culture and in prescribing behavior. Even if we don’t want to assume that responsibility, we make value judgments all the time. Hence, it’s better to be explicit about our values.

  Psychology is concerned with what IS Psychology has shied away from SHOULD If no one is concerned with how individuals SHOULD lead their lives, and how governments and societies SHOULD treat their citizens, then we are stuck with the status quo. Hence, psychology can and should contribute to creating a better society. As a value based psychology, liberation psychology is concerned with   A good and free live for individuals A good and free society

PROPOSAL

( What the SHOULD is all about)

THREE TYPES OF WELLNESS

PERSONAL WELLNESS Health RELATIONAL WELLNESS COLLECTIVE WELLNESS Respect for diversity Social justice Self determination Meaning and Spirituality Liberation from intrapsychic oppressive forces Collaboration and democratic participation Support for social structures Caring and compassion Liberation from interpersonal oppression Support for the environment Liberation from societal oppressive forces

A Matter of Balance

 Foreground and background

Collective well-being Personal well-being Relational well-being

PRINCIPLES FOR THE APPLICATION OF VALUES

1.

Advancing the well-being of disadvantaged communities requires actualizing all five values in a balanced way.

2.

Within a given social ecology, some values appear at the foreground of our consciousness while others remain in the background. We must move the neglected values to the foreground to attain the necessary balance 3.

Within the present social context, the value of social justice remains in the background. By neglecting this value, we reinforce the same unjust state of affairs that disadvantaged many communities in the first place. 4.

We must distinguish between ameliorating living conditions within the present social structure and transforming the conditions that create disadvantage 5.

We must expand the implementation of values from micro and meso contexts to macro social ecologies

From micro to macro spheres

Two Forms of Caring

 Proximal caring – Caring – Compassion – Empathy – Therapy  Distal caring – Justice – Equality – Liberation – Social action

Foundations for a Liberation Psychology

Ecological Level Oppression Resistance and Liberation Well-Being

Personal Relational Collective Internalized, psychological oppression “Power over”, domination of or by others Conscientization situates personal struggle in social and political context “Power with”, power sharing, egalitarian, solidarity Oppressive social practices and policies Resistance, social action Control, choice, self-esteem, competence, political rights, positive identity Positive and supportive relationships, participation Access to valued resources

Foundations for a Liberation Psychology

Ecological Spheres

Individual

Well being Values

Absence of disorder Positive subjective well being Health

Oppression and Social Justice

Unequal distribution of health problems and exposure to risk

Praxis

Health promotion and prevention Voice, choice and control Perceptions of control, self efficacy and mastery Self-determination and participation Disempowerment and internalized oppression Empowerment Consciousness raising Transformation of settings Citizen participation

Ecological Spheres

Relational

Foundations for a Liberation Psychology

Well being Values Oppression and Social Justice

Social exclusion

Praxis

Informal supports Positive social relations Caring and compassion Positive identity Pride Transformation of settings Elimination of stigma Diversity Racism, sexism, heterosexism, ableism, and classism Celebration of strengths and diversity Confronting racism, sexism, heterosexism, ableism and classism

Ecological Spheres

Collective

Foundations for a Liberation Psychology

Well being

Elimination of poverty

Values

Accessible social programs Social capital and sense of community Support for community structures

Oppression and Social Justice

Barriers to resources Low social capital

Praxis

Advocacy for universal services Community capacity building Distributive justice Extreme economic inequality Social change Investment in human and community economic development

Liberation: Freedom from and freedom to……(Erich Fromm)

Sites of Well-Being Organizational Communal Individual Relational Environmental Objective signs Subjective signs Values as source and strategy Justice as source and strategy

+health - illness +efficacy -lack of control +autonomy -lack of power +networks -isolation +voice -repression +caring -neglect +resources - lack of resources +support -isolation +participation -marginality

My due/Our due Your due/Our due Its due/Our due

-social capital -lack of trust +belonging -rejection +clean air -pollution +safety -fear +diversity -discrimination

Their due/Our due

+protection of resources -depletion of resources

Nature’s due/Our due

APPLICATIONS



Therapy and counseling



Community programs



Social policies



Research

Applications in Counseling and Therapy

Domain

Values Self-determination Human diversity Participation Distributive justice other human being?

Questions

Caring and compassion Does it promote the expression of care, empathy, and concern for the physical and emotional wellbeing of Does it promote the ability of individuals to pursue their chosen goals without excessive frustration and in consideration of other people’s needs? Does it promote respect and appreciation for diverse social identities? Does it promote a peaceful, respectful, and equitable process whereby citizens have meaningful input into decisions affecting their lives? Does it promote the fair and equitable allocation of bargaining powers, resources and obligations in society?

Applications in Policies

Values

Self-determination Health Personal growth Social justice Support for enabling community structures Respect for diversity Collaboration and democratic participation

Policies

Devise policies in consultation with community stakeholders Facilitate access to health care services through universal and outreach programs Establish policies for teaching employment skills and for accessible recreational and educational opportunities Implement equitable policies and taxation laws that provide adequate resources to the poor Promote policies that strengthen high quality basic community services such as education, health and income security Promote inclusive work and social policies that do not discriminate on basis of marital status, gender, ability, sexual orientation, class, culture, or any other source of social power Promote educational policies that teach importance of civic duties and skills required for meaningful participation in democracy

Values in Programs Self determination:

Promote voice and choice of community members in selection and administration of programs

Caring and compassion:

Establish networks of support and create self-help groups

Educational and personal development:

Build into programs competency enhancing components for personal, educational and occupational growth

Social justice:

Offer comprehensive supports that meet the needs for housing and economic security of disadvantaged families

Support for the community:

Create awareness and support for creation and preservation of effective formal and informal supports

Respect for diversity:

Consult with diverse groups of stakeholders and develop inclusive and culturally sensitive programs based on partnerships with the community

Values and principles of transformative research

1.

Self-determination and participation (empowerment)

■ Research should be attuned to issues of power and promote the power of disadvantaged people ■ Research begins with the experiences and concerns of disadvantaged people ■ Research process is democratized so as to maximize the participation of disadvantaged people in all aspects of the research ■ Research uses qualitative methods that give voice to disadvantaged people

2. Community and inclusion

■ Research strives to develop authentic and supportive relationships among researchers, disadvantaged people and other stakeholders ■ Research should be directed towards the goal of building solidarity for social change

Values and principles of transformative research

3.

Social justice and accountability to oppressed groups

■ Research money should be distributed in a way that provides job and training opportunities as co-researchers for members of disadvantaged groups ■ Research findings should be used for education and/or advocacy to create social change

4.

Reflexivity

■ Research should use emergent (or flexible) research designs ■ Research should provide an educational component ■ Research should be demystified so that knowledge is accessible to all, not just researchers ■ Research should involve all stakeholders in the interpretation of findings and recommendations for change

Roles for Transformative Action Researchers



I VALUE IT

 Inclusive Host  Visionary  Asset Seeker  Listener  Unique Solution Finder  Evaluator  Implementer  Trendsetter

1.

CHALLENGES

Neglect of balance in values 2.

Neglect of context 3. Neglect of power differentials

Values out of balance

Too much

Individualism Romantic social capital Personal sacrifice

Domain of Too little well-being Personal

Self –determination Oppression

Relational

Social support

Collective

Support for the community Isolation, alienation Competition, injustice

Practice out of context On Context…..Stokols says….

 The healthfulness of a situation and the well-being of its participants are assumed to be influenced by multiple facets of both the physical environment (e.g., geography, architecture, and technology) and the social environment (e.g., culture, economics, and politics). Moreover, the health status of individuals and groups is influenced not only by environmental factors but also by a variety of personal attributes, including genetic heritage, psychological dispositions, and behavioral patterns.

Stokols continues…..

 Thus, efforts to promote human well-being should be based on an understanding of the dynamic interplay among diverse environmental and personal factors rather than on analyses that focus exclusively on environmental, biological, or behavioral factors. (Stokols, 2000, p. 27)

Seligman says……

  Seligman laments that “changing these (external) circumstances is usually impractical and expensive” (2002, p. 50) Seligman tells readers that, “even if you could alter all of the external circumstances above, it would not do much for you, since together they probably account for no more than between 8 and 15 percent of the variance in happiness” (Authentic Happiness, 2002, p. 61).  Really?

Positive Psychology Foundations

 Genetics – 50%  Volitional factors – 40%  Circumstances – 10%

Deficits

Quadrants of Well-being

Collective

Quadrant I Quadrant IV

Strength

Quadrant III Quadrant II

Individual

Quadrants of Well-being

Reduction of crime and inequality

Deficits Collective

Community empowerment, Recreational opportunities

Strength

Reduction of aggression, Medications Self Actualization Happiness

Individual

Risk of Over-Reach Type I

Collective Deficits Strength Individual

Self Actualization Happiness

Risk of Over-Reach Type II

Collective Deficits

Reduce symptoms, Take pills

Individual Strength

 

Psychologists’ power to promote the status quo.

“Before you reply with enthusiasm to our plea for help, you should consider whether you are not merely engaged as magicians to avoid the crisis in the center of the ring. In considering our motives for offering you a role, I think you would do well to consider how much less expensive it is to hire a thousand psychologists than to make even a miniscule change in the social and economic structure” (judge Bazelon, in the 60s, addressing a group of forensic psychologists).

Stokols Says….

 In those instances where an individual’s cumulative exposure to environmental risks and deficits is so overwhelming that resilience is impossible to achieve and dispositional helplessness ensues, it may be possible to develop new psychological and community interventions aimed at transforming these negative circumstances into more positive ones…At the same time, it is crucial that disadvantaged persons not be stigmatized or derogated for their inability to cultivate resilience and optimism in the face of overwhelming odds… (Stokols, 2003).

In Contrast, Seligman Says……

  “Changing these (external) circumstances is usually impractical and expensive” (2002, p. 50) Besides, “even if you could alter all of the external circumstances above, it would not do much for you, since together they probably account for no more than between 8 and 15 percent of the variance in happiness” (2002, p. 61).

Seligman continues…..

 The very good news is that there are quite a number of internal circumstances that will likely work for you…which are more under your voluntary control. If you decide to change them…your level of happiness is likely to increase lastingly. (Seligman, 2002, Authentic Happiness: The New Science of Positive Psychology, p. 61)

Seligman Engages in Context Minimization Error

 “Tendency to ignore the impact of enduring neighborhood and community contexts on human behavior. The error has adverse consequences for understanding psychological processes and efforts at social change” (Shinn and Toohey, 2003, p. 428).

Context Minimization Error

 “Practitioners “should pay more attention to the community contexts of human behavior. Conditions in neighborhoods and community settings are associated with residents' mental and physical health, opportunities, satisfactions, and commitments.” (Shinn and Toohey, 2003, annual review of psychology).

It’s Like Venice…..

Venice’s Lesson

 “The psychotherapist, social worker or social reformer, concerned only with his own clients and their grievance against society, perhaps takes a view comparable to the private citizen of Venice who concerns himself only with the safety of his own dwelling and his own ability to get about the city. But if the entire republic is slowly being submerged, individual citizens cannot afford to ignore their collective fate, because, in the end, they all drown together if nothing is done” (Badcock, 1982)

How Do We Address Power Imbalance in the Helping Professions?

 Values do not exist outside power  Realization of well-being depends on power  Realization of values depends on power  Psychopolitical validity – Epistemic – Transformational

Psychopolitical Validity

 Psychopolitical validity derives from the consideration of power dynamics in psychological and political domains of health.

 The main objective of psychopolitical validity is to infuse in helping professions an awareness of the role of power in justice and well-being.

Psychopolitical Validity

 In order to attain psychopolitical validity, investigations and interventions would have to meet certain criteria. These criteria have to do with the extent to which research and action incorporate lessons about psychological and political power.

Psychopolitical Validity I: Epistemic

 This type of validity is achieved by the systematic account of the role of power in political and psychological dynamics affecting phenomena of interest.

 Such account needs to consider the role of power in the psychology and politics of well being, oppression and liberation, at the personal, relational, and collective domains.

Psychopolitical Validity II: Transformational

 Transformational validity derives from the potential of our actions to promote personal, relational, and collective wellness by reducing power inequalities and increasing political action

Table 1 Guidelines for Epistemic Psychopolitical Validity in Critical Community Psychology Concerns Wellness Collective Accounts for role of political and economic power in economic prosperity and in creation of institutions that promote equality and public health Domains Relational Personal Studies the role of power in creating and sustaining egalitarian relationships, social cohesion, social support, respect for diversity and democratic participation in communities, groups, and families Studies role of psychological and political power in achieving self-determination, empowerment, health, personal growth, meaning and spirituality Oppression Explores role of globalization, colonization and exploitation in illness and suffering of nations and communities Examines the role of political and psychological power in exclusion and discrimination based on class, gender, age, race, education and ability.

Studies conditions leading to lack of support, horizontal violence and fragmentation within oppressed groups Studies role of powerlessness in learned helplessness, hopelessness, self deprecation, internalized oppression, shame, physical and mental health problems and addictions Liberation Deconstructs ideological norms that lead to acquiescence and studies effective psychopolitical factors in resistance to norms that cause illness Studies acts of solidarity and compassion with others who suffer from oppression and illness Examines sources of health, strength, resilience, solidarity and development of activism and leadership

Table 2 Guidelines for Transformational Psychopolitical Validity Concerns Well-being Oppression Domains Collective Relational Personal Contributes to institutions that support health, emancipation, human development, peace, protection of environment, and social justice Contributes to power equalization in relationships and communities. Enriches awareness of subjective and psychological forces preventing solidarity. Builds trust, connection and participation in groups that support social cohesion, health and social justice Supports personal empowerment, health, sociopolitical development, leadership training and solidarity. Contributes to personal and social responsibility and awareness of subjective forces preventing commitment to justice and personal depowerment when in position of privilege Opposes economic colonialism and denial of cultural rights. Decries and resists role of own reference group or nation in oppression of others and deterioration of health in other groups Contributes to struggle against in group and out-group domination and discrimination, sexism and norms of violence. Builds awareness of own prejudice and participation in horizontal violence Helps to prevent acting out of own oppression on others. Builds awareness of internalized oppression and role of dominant ideology in victim-blaming. Contributes to personal depowerment of people in position of privilege Liberation Supports networks of resistance and social change movements that pursue health and wellness. Contributes to structural depowerment of privileged people Supports resistance against objectification of others. Develops processes of mutual accountability Helps to resists complacency and collusion with exploitative and illness producing system. Contributes to struggle to recover personal health and political identity

Example 1: Miami SPEC project Organizational conditions leading to transformative practice: Findings from a multi-case study, action research investigation

 University of Miami SPEC Team – Isaac Prilleltensky – Ora Prilleltensky – Scot Evans – Adrine McKenzie – Debbie Nogueras – Randy Penfield – Corinne Huggins – Nick Mescia

What is transformative practice?

 In the context of community, educational, health, and human service organizations, we define transformative practice as consisting of four principles – S trengths – P revention – E mpowerment – C ommunity change

DRAIN VS. SPEC APPROACHES

Drain Approach

 

D

eficits-based

R

eactive  

Problems

 Too little  

A

lienating

In

dividualistic Too late Too costly  Too unrealistic

SPEC Approach



S

trengths-based 

P

rimary Prevention  

E

mpowerment

C

ommunity change

Opportunity

 Built to last    Starts early and saves $$$ Creates civic engagement Builds social movement 4/25/2020 Prilleltensky 50

Reactive

Time and place of interventions

Collective

THIS IS WHERE WE NEED TO BE

Quadrant IV Examples: Food banks, shelters for homeless people, charities, prison industrial complex Quadrant III Examples: Crisis work, therapy, medications, symptom containment, case management Quadrant I Examples: Community development, affordable housing policy, recreational opportunities, high quality schools and accessible health services Proactive Quadrant II Examples: Skill building, emotional literacy, fitness programs, personal improvement plans, resistance to peer pressure in drug and alcohol use Individual

THIS IS WHERE WE ARE

Focus and engagement in interventions THIS IS WHERE WE NEED TO BE

Strength Quadrant IV

Examples: Just say no! You can do it! Cheerleading approaches, Make nice approaches

Quadrant I

Examples: Voice and choice in celebrating and building competencies, recognition of personal and collective resilience

Detachment Quadrant III

Examples: Labeling and diagnosis, “patienthood” and clienthood,” citizens in passive role

Empowerment Quadrant II

Examples: Voice and choice in deficit reduction approaches, participation in decisions how to treat affective disorders or physical disorders THIS IS WHERE WE ARE

Deficit

Context of Investigation

  Action research with 5 community based organizations (CBOs) to promote S trengths, P revention, E mpowerment, C ommunity Change Three year study consisting of 1. Training 2. Team work 3. Consultation 4. Professional development 5. Action research

Context of Investigation

    Organizations selected on basis of “readiness” Organizations consist of – Major local funder (MF) – Major provider of health services for poor (HS) – Organization that promotes early interventions (EI) – Local civic coalition (LC) – Local human service (HS) Budgets range from $ 1 million to over $ 100 million Personnel ranges from 15 to 700

Context of Investigation

 Intervention components 1.

2.

3.

4.

5.

   Training Each organization sends reps to 18 person class 3 hours biweekly Lecture, discussion, application  Team work Transformation teams meet biweekly   Consultation A researcher assigned to each organization Weekly or biweekly consultations Professional development Action research

Research Design

    Action Goal of overall project: Promote SPEC practices in organizations to improve community well-being Research Goals of overall project: – Assess whether organizations become more aligned with SPEC principles as a result of interventions – If so, how Data collection – Quantitative and qualitative methods at baseline, year one, and end of project Goal of present study: Examine organizational conditions leading to SPEC based on qualitative data gathered through interviews, focus groups, and field notes with about 80 different participants in the five organizations

Training INTERVENTIONS TO PROMOTE SPEC T Team Consultation Action Research Professional Development Climate ORGANIZATIONAL CONDITIONS Resources Support Consciousness OUTCOME: SPEC IN THE COMMUNITY Strength based approaches Preventive approaches Empowering approaches Community change approaches

Findings: Organizational Conditions for Transformative Practice

Organizational Conditions for Transformative Practice

Climate

   Effective – Enabling structures; good communication; timely completion of tasks; efficiency; accountability and follow-through, etc.

–

Most of the organizations noted at least some deficiency in this domain, including duplication of efforts; inconsistent policies; and bureaucracy

Reflective – Learning opportunities; organizational learning; asking “big questions”; challenging old notions; evaluating practice, etc.

–

Organizations vary on this dimension, with some presenting as highly reflective and others describing an environment where there is insufficient trust to challenge old notions and practices. (“you ain’t gonna rock the boat.”)

Affirmative – Climate of acceptance and appreciation; employee strengths are highlighted and utilized; voice and choice; sense of control; team work and conviviality –

Distinction made between voice and choice in a number of organizations where empowerment is espoused as an organizational value, but not always practiced well.

–

In other organizations, staff empowerment is not even part of the organizational radar.

Resources

   Human – Adequate number of workers to meet demands; high skill level; capacity; dedication; motivation; initiative – – –

Largely described workers as caring, conscientious and committed to meeting the needs of their constituents Variable level of skill across organizations Concern in some organizations that people are spread too thin due to a broad, overly ambitious mission

Financial – Adequate financial resources to support positions; programs; etc.

–

A major barrier for most organizations in the current economic climate

– –

Cuts in positions and lack of job security are a source of strain For funding organizations, ongoing concern to make sure investments provide good return

Organizational – Appropriate organizational structures to meet vision and mission; adequate time, space, etc.

– –

Most organizations described as committed to vision and mission Some noted that rapid and poorly communicated policy changes lead to inconsistent practices and poor PR with other agencies

–

In one case, solicitation of input from “boots on the ground” was seen as a necessary condition for improved buy-in to vision and mission

Support and Legitimacy

   Leadership for SPEC – Leadership provides legitimacy and support to SPEC principles and practices; leader(s)“walk the talk” in their support of the vision and mission of the organization –

Organizations whose leaders are involved in all aspects of the SPEC training (class, T-Team, etc.) experience greater legitimacy and support for SPEC practices and principles

–

Lower level of leaders involvement is associated with fewer SPEC practices

Board support and legitimacy for SPEC – Board of Directors provides legitimacy and support to SPEC principles and practices ; board members“ walk the talk” in their support of the vision and mission of the organization –

Some describe difficulties in dealing with board members who come from a corporate background and unfamiliar with nonprofit

–

Some board members advocate for special interest groups

Funder support for SPEC – Funders provide legitimacy and support to SPEC principles and practices; funders “walk the talk” in their support of the vision and mission of the organization –

Some indication that funders may not always walk the talk, despite the theoretical support of SPEC; some feel micromanaged by funders

Consciousness

   Justice – Organization espouses a justice orientation; considers issues of fairness and justice in understanding community problems and devising solutions –

Large variation between organizations. For some, themes of “economic justice” and “social justice” are espoused and central to the organizational mission. For others, justice is described as enabling access to services, regardless of client background, legal status, etc.

Power – Organization is highly aware of power issues in the community; sensitive to how differences in power affect voice, choice and wellbeing; considers power issues when understanding problems and devising solutions –

Awareness and sensitivity to power issues in the community are at times inconsistent with internal practices with employees.

Ecology – Organization espouses an ecological orientation; considers personal, organization, and systemic factors in understanding problems and devising solutions –

A shared understanding that social and economic conditions are at the root of people’s struggles does not always translate to more systemic organizational practices

Example 2: New SPECs

Three-year action research project in South East mid-size City

Island Center John Snow Foundation

Nazaret Center MLK Center

Healthy City

New

S P E C

s Project

Center for Community Studies Vanderbilt University

Vanderbilt New SPECs Team Kimberly Bess, Patricia Conway Scot Evans, Carrie Hanlin, Diana McCown, Bob Newbrough, Doug Perkins, Isaac Prilleltensky

Goals of New SPECs

     Apply community psychology principles to organizational change for community well-being Generate new practical knowledge for organizations and the field Develop practices in line with SPEC Develop policies in line with SPEC Institutionalize SPEC in the life of the organization and the community

Principles of New SPECs

 Ownership by workers and community members  Participation of workers and community members  Power sharing  Home grown solutions  Practice and reflection  Action research

Structure of New SPECs

   Structures within organizations – T-Team – Councils – Affiliation groups – Forums – Workshops – Task Forces Structures across the project – Coordinating Committee Structures within our own Team – Business meetings – Reflection meetings – Retreats

SPEC INTERNAL AND EXTERNAL

Child and Family Organizations Community Strengths Prevention Empowerment Community Change

         

Summary of Outcomes for Nashville New SPECs Project

New mission statements Research publications Tools to measure SPEC New policies at United Way New outreach programs More youth and client involvement Assessment of projects in light of SPEC More prevention efforts in organizations Empowered counselors Blending of therapy with social change

In every act, in every interaction, in every social action, we hold each other accountable to promote

People’s dignity, safety, hope and growth Relationships based on caring, compassion and respect Societies based on justice, communion and equality

We are all better when these values are in balance To put these values into action, we will:

Share our power Be proactive and not just reactive Transform the conditions that create problems for youth Encourage youth and families to promote a caring community Nurture visions that make the impossible, possible

We commit to uphold these values with

Youth and their Families