Letter to the Editor: One Perspective on Diversity in ABA

Beene (2019) wrote a short letter to the editor. The author asked the ABA field to treat diversity like any other behavior.

The paper says we can use reinforcement and rules to grow diversity inside our clinics and schools.

The letter does not give new data. It gives a plan: map what diversity behaviors are missing, then reinforce them.

Example: if hiring rarely includes Black candidates, write a rule that every search must include two Black applicants, then track and praise when the rule is met.

Szabo (2020) built on this idea and added Skinner’s 1945 gender-equity rules. Together the two papers form a tiny staircase: first say diversity is behavior, then show how to shape it with written rules.

Jaramillo et al. (2022) took the same logic down to the clinician level. They tell you to self-monitor your own racial implicit bias the way you would track a client’s finger biting.

Fong et al. (2016) came earlier and focused on cultural awareness skills. Beene widens the lens from solo therapist to whole organization.

You can start tomorrow. Pick one diversity gap in your workplace—maybe all supervisors are white. Write a simple rule: every new supervisor candidate list must include two people of color. Post the rule on the staff board, track each search, and deliver public praise when the rule is met. Treat the gap like a behavior deficit, not a moral flaw, and use the same tools you use with clients.