Julie A. Ackerlund Brandt
Bio:
Dr. Julie A. Ackerlund Brandt, BCBA-D, LBA is an Associate Professor with the Applied Behavior Analysis program with the Online Campus. She earned her PhD in Behavioral Psychology from the University of Kansas, her MS in Behavior Analysis & Therapy from Southern Illinois University, Carbondale, and her BS in Psychology with an emphasis in Behavior Analysis from the University of Wisconsin – Eau Claire. She has been teaching at the graduate and undergraduate level since 2013 and online since 2014. She has more than 15 years of experience and expertise in behavior disorders, early intervention/education, and functional behavior assessments.
Dr. Ackerlund Brandt has presented nationally at conferences on a variety of ABA topics including: variables affecting preference and reinforcer effectiveness, choice, and various teaching procedures. Her current research interests focus on child development from a behavior-analytic view with projects focused on attention as a reinforcer, variables affecting choice behavior, and applications of functional analysis methodology. She currently serves as the Operations Coordinator for the Mid-American Association for Behavior Analysis and is a full member for the Association for Behavior Analysis International.
Dr. Ackerlund Brandt has worked in various clinics, preschools, and elementary schools with children and adolescents with developmental disabilities such as Autism Spectrum Disorders, Fragile X Syndrome, and Attention Deficit Hyperactivity Disorder as well as typically developing children and adolescents. Most recently, she worked as an independent behavioral consultant with parents of typically developing children on topics such as behavior management, sleep training, toilet training, and feeding training.
Abstract:
Chapter 17: FEMINISM
We Can Shatter Glass: An Optimistic Reminder to Behavior-Analytic Feminists
The term, “Glass Ceiling”, was mentioned at the Women’s Exposition in New York in 1978, given by Marilyn Loden, a mid-level manager at New York Telephone Company (Vargas, 2018). Coincidentally she wasn’t supposed to be there but was asked to attend last minute when the company’s only female vice president was unable to attend (Vargas, 2018). Loden gave a speech and referred to the “invisible” barrier as the “glass ceiling,” which prevents women from moving upwards in higher level positions. These barriers have been perpetuated by societal norms, organizational culture, policies, cultural practices, and within our everyday verbal behavior based. It’s important to note and highlight that the glass ceiling while initially used generally to describe the barriers women faced in the workforce, these barriers and hurdles are increasingly harder for individuals of diverse racial minority groups and gender identities. The glass ceiling will shatter and come down when individuals from diverse racial and gender groups are free from these hidden barriers. It is not enough for the ceiling to shatter for just women, but for every person, and it’s up to us all to take responsibility and accountability to bring this ceiling down for everyone. Radical behaviorism offers a scientific framework to understand how and why the barriers for women and minority groups in the workplace still exist and offers potential sustainable solutions to develop new behavior patterns within our society, workplaces, and in our everyday verbal behavior.
Abstract:
Chapter 36: RACISM
Applying Behavior Analysis to Dismantle Racism: From Ideas to Action
Our world faces an entrenched problem of prejudicial behaviors called racism. Despite ongoing efforts of advocacy and resistance, racism has persisted across generations and cultures. The chapter proposes ways that behavior analysts can learn about racism from a behavioral perspective, extend experimental analyses of prejudice, and intervene to reduce racism in varied settings. We aim to describe both traditional behavior-analytic and functional contextualist accounts of racism and summarize the limited related empirical and applied research. The review suggests combining traditional behavior-analytic methods with acceptance and commitment training techniques may attenuate racism more effectively.
Related Links:
Natali Wachtman Perilo (Co-author)