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Beyond TokenismPractices that build inclusive organizations
True or False?
✚Individuals with disabilities can serve as the chairperson of a board of
directors.
✚Board meetings are too long and boring for individuals with disabilities to get
much out of them.
✚Only people who can read and write can serve on a Board or Committee.
✚The voices of individuals with disabilities influence the decisions the board or
committee makes.
✚Mentors tell people what to say and manipulate their opinion.
✚Color coding materials is childlike and too much work.
✚Organizations’ climate and culture changes when individuals with disabilities
are involved in leadership roles.
✚If someone breaks down and cries at the board meeting, the best thing to do is
ignore them.2
in·clu·sive adj \in-ˈklü-siv, -ziv:\
Deliberately aiming to involve all types of people
to·ken·ism noun \ˈtōkəˈnizəm\:The practice of making only a
perfunctory or symbolic effort to do a particular thing, esp. by recruiting a small number of people from underrepresented groups in order to give the appearance of equality within a workforce
3
“He who sells you the token instead of the coin always retains the power to revoke its worth, and to command you to get off the bus before you
have reached your destination. Tokenism is a promise to pay. Democracy, in its finest sense, is payment.”
Dr. Martin Luther King, Jr. -- Why We Can’t Wait, 1963
Why Are Inclusive Boards Important to Organizations?
Betty Williams Peter Burns
5
How Will This Training Help Our Organization?
A Focus on Six Key Elements of Inclusive Practice: Authentic Membership
Effective Supports and Mentors
Deliberate Communication
Full Participation
Meaningful Contributions
True Influence
Commentary from National Experts Regarding Their Experiences and Insights
An Overview of Barriers and Successful Strategies for Promoting Inclusive Organizational Practices
Examples of Possible Individual and Organizational Outcomes
6
Training Agenda
Welcome
Introductions
Overview
Elements of Inclusive Practices
Break
Elements of Inclusive Practices, continued
Transformational Outcomes
Wrap-Up
Adjourn
7
The Voices of ExperienceSelf-advocates and members of
boards of directors, advisory
boards, committees and other
policymaking entities share their
perspectives on tokenism and
inclusion.
Bernard Baker, SABE
Peter Burns, Arc-US
Celia Feinstein, Temple University
Chester Hill, NH People First
Graham Mulholland, PA DDC
Tia Nelis, SABE
Linda Pogue, GA People First
Ileen Shane, PA DRN
Steve Suroviec, PA OVR
Nancy Thaler, NASDDD
Vicki Turnage, AL People First
Nancy Ward, Arc-US
Liz Weintraub, CQL
Betty Williams, SABE
Eloise Woods, AL People First
Joe Wrinkle, MO CDD
8
Inclusive Board Are Transformed
Structural Social
Individuals
Board of Directors
Want a Voice Encourage Change
Authentic Exchange
Gain AcceptanceEstablish Bonds
Get Access to ResourcesImprove Legitimacy
Altered Culture& Structure
Shared Understanding
Maintain Order
Adapted from original by
Christopher Fredette, 20079
Inclusive Board Practices Provide:
✚ Authentic Membership
Supports and Mentors
Deliberate Communication
Full Participation
Meaningful Ways to Contribute
True Influence
10
Authentic Membership
“They’re the only people with the moral authority.”-- Graham Mulholland
Do we allow impatience to deprive us of the full benefit of all those other thinking minds out there? Do we give token acknowledgement to others, and in doing so missing out on adding to our own knowledge and abilities? –stillthinking, Essays for Thinkers
Authentic Membership provides equal status to, and recognition of, the importance of the individual’s presence as any other member of the board of directors.
Chester Hill Linda Pogue
12
Barriers to Authentic Membership
Lack of knowledge about the organization
Inconsistent leadership support
Poor attendance
“Advisory” or “Honorary” status
Difficulty coordinating attendance with individuals’ support systems
Need for personal assistance during meetings
Fear that a self-advocate will act inappropriately during the meeting
Meetings are held in inaccessible buildings or locations
“Self-advocates should not just take
up a spot so organizations can
check the self-advocate box in their
checklist. Once self-advocates are
on boards, we need to speak out
and have a voice.” – Bill Krebs
13
Strategies That Promote Authentic Membership
Board orientation
Board retreats and fellowship opportunities
Leadership commitment to inclusion
Management commitment to inclusion
Designated budget for inclusion supports
Needs of organization match the interests of the potential board member
“We like to look at each person to see what they have to contribute. You have to take the time to see how people will meet the needs of the organization and take the time to help people understand the organization.” – Peter Burns
14
Discussion Questions
Individual
Describe something that someone did that made you feel like you were part of a group?
Organization
What rituals or practices do you have that integrate new members into your organization?
15
Effective Supports and Mentors
“One of the best things a board can do is give people a mentor--without passing their own judgment, they can help.” – Betty Williams
“Change the environment, not the person.” – Buckminster Fuller
Effective Supports and Mentors provide the tools and coaching opportunities needed to prepare for and be effective at meetings of the board of directors.
Eloise Woods Steve Suroviec
17
Barriers to Effective Supports and Mentors
Lack of transportation
Management resistance
Other board member resistance
Lack of assistance at meetings
Length of meetings
Lack of resources for supports
Turnover of supports
Difficulty accessing information
Preparation time is too short or rushed
“It’s really important to have
people with disabilities to inform
all that we do and provide us with
insight. The challenge we face is
supporting people.” – Peter Burns
18
Strategies That Promote Effective Supports and Mentors
Provision of mentor
Mentor who is employee of organization
Mentor who is a fellow board member
Travel advances
Assistance with travel arrangements
Materials in alternative formats (large print, etc.)
Color coding materials
Using icons for minutes and committees
Personal assistance during meetings
Stipends, financial support
Altering meeting space arrangements
Seating near leadership or speakers
Adding a decision page on the packet to show what needs action and what is information
“Nothing moves your soul more
than to see the light go on in
someone’s head that says, ‘I can do
this.’ ‘I can take control of my life.’
Applauding the perception is easy.
Helping to make it reality is tough.
– Michelle Hoffman
19
Discussion Questions
Individual
Describe how a mentor or support person helped you be an effective board member.
Organization
How does your organization evaluate the effectiveness of mentors and the other supports you provide?
20
Deliberate Communication
“ If you want to change the meeting, slow it down, it changes the whole dynamic of how people interact with each other.” – Nancy Ward
“This is part of what I consider dialogue—for people to realize what is on each other’s minds without coming to any conclusions or judgments.” – David Bohm
Deliberate Communication is an interaction that takes into account the way the individual receives, processes, and expresses information and ideas.
Joe Wrinkle Vicki Turnage
22
Barriers to Deliberate Communication
Difficulties using English
Difficulty understanding individuals’ speech
Lack of functioning assistive technology
Response latency; rushing the speaker
Speaking for person, finishing sentences
Speaking over the person, interrupting them
Ignoring the input from the person
“Asking self-advocates for their
opinion means that board
members should be willing to
listen to those opinions. Learning
to increase your ability to listen to
self-advocates is an important way
to help them be more than a token.”
– Bill Krebs
23
Strategies That Promote Deliberate Communication
Use of technology during meetings
Use of talking stick for recognizing speakers
Practice using Rules of Order
Eliminating jargon and acronyms
Use of plain language and explanation of unfamiliar terms
Use of interpreter familiar with individual’s speech or communication style
Making sure the person is asked for their input
“Conversation levels during board
meetings should support self-
advocates on the board. It is
important that boards use words in
the agenda, materials, and
discussions so that self-advocates
understand. This is how they
support participation.” – Bill Krebs
24
Discussion Questions
Individual
How do you know when someone has truly listened to what you have to say?
Organization
What does your board do to ensure that every member has a voice and uses it?
25
Full Participation
“I think how you get to be included is to eat lunch with people. Sit and share with them.” – Tia Nelis
“We have to understand that the world can only be grasped by action, not by contemplation.” –Jacob Bronowski
Full Participation is providing a perspective and actions that are needed to move the organization closer to its mission and purpose.
Nancy Ward Ilene Shane
27
Barriers to Full Participation
Difficulty coordinating participation within the organization
Fear of failure or rejection
Lack of confidence
Lack of information
Lack of engagement during meetings
Size of board or committee
“Fear gets in the way of speaking
up. It helps to get to know others,
if you know someone. When you
are not comfortable, you don’t
participate.” – Chester Finn
28
Strategies That Promote Full Participation
Appointing two or more individuals with disabilities to serve
Pre-meetings
Frequent breaks or rest periods
On-going board training
Opportunities for board fellowship
Participation in committees or sub-committees
Team building exercises or activities
On-going contact between meetings
“The director of my agency helped
me out. I went to his office before
the meeting. We have board
retreats. When a new board
members comes onto the board we
go over to their home and take
them out to eat.” – Chester Hill
29
Discussion Questions
Individual
Describe something that a board you serve on asked you to do that made you feel like a full participant?
Organization
What challenges has your organization had to overcome in order to ensure full participation?
30
Meaningful Contributions
“I think you really need to be included in all parts of the board; not just the board meeting.” – Tia Nelis
“No man is so poor as to have nothing worth giving: as well might the mountain streamlets say they have nothing to give the sea because they are not rivers. Give what you have. To someone it may be better than you dare to think.” – Henry Wadsworth Longfellow
Meaningful Contributions are the efforts made to fulfill the responsibilities of board membership in ways that demonstrate commitment to the board and the organization.
Bernard Baker Celia Feinstein
32
Barriers to Meaningful Contributions
Use of jargon, acronyms and unfamiliar terms
Lack of knowledge of individual’s relevant expertise and experience
Low expectation for individual contribution
Leadership is not committed to inclusive practices
People receive support, but no changes are made within the organization or group
“You’re going to miss out—we have
something to give.” – Bernard
Baker
33
Successful Strategies to Promote Meaningful Contributions
Specific board role or duties
Board assignments completed in pairs teams
Identifying preferred areas of input or concerns
Use of parking lot to follow-up on deferred items
Soliciting agenda items from all board members
Provision of leadership and other types of training
“One of the contributions people
with disabilities make is to help
slow down the process and I mean
that in a positive sense so everyone
can participate.” – Ilene Shane
34
Discussion Questions
Individual
In what ways do you feel you have made a difference by being on a board of directors?
Organization
What have you done to make it possible for board members with disabilities to contribute?
35
True Influence
“Standing up for what you believe is a dirty job. Rewarding, but not pleasant.” – Max Barrows
The problem with those practicing tokenism is that they always make sure that their efforts are seen and publicized; it’s as is if they are doing a lot, when well in fact, they have done close to nothing, in terms of impact. – Benjie Oliveros, Analysis
True Influence is having the respect and consideration of the board to the extent that they agree to act on ideas or concerns that the individual with a disability has expressed.
Liz Weintraub MJ Bartlemay
37
Barriers to True Influence
Lack of organization policies affirming inclusive practice
Lack of opportunities to express opinion
Agreeing that problems pointed out exist but no action is taken
Advisory role only with no decision making authority
“When you get a letter in the mail
threatening you, you really know
you had an impact.” – Chester Finn
38
Strategies That Promote True Influence
Written policies that require inclusive board practices
Adoption of recommendations and/or suggestions by board members with disabilities
Amended by-laws to expand inclusion
Leadership or co-leadership roles
Adoption of “Nothing About Us Without Us”
Board rotation adds new people with disabilities with different voices and perspectives
“How do you gain influence? Ask
self-advocates to do other
activities; to testify, be on
committees, go places to meet
people, go to trainings. Build up
people’s confidence so they believe
in themselves so they can speak for
themselves.” – Tia Nelis
39
Discussion Questions
Individual
Describe something an organization changed because you spoke up.
Organization
Looking back, is there an occasion where you wished you had really acted on changes you were being asked to make by a board members with a disability?
40
Transformational Outcomes
“The presence of people with disability changes the environment positively. It becomes more rational.” – Nancy Thaler
“The more diversity of interactions a particle has, the more complexity, structure, and richer self it has—the more possibilities and probabilities it has.” – Mark Trodden
Transformational Outcomes are changes in the organization’s culture where everyone is valued as key to the organization success.
Tia Nelis Nancy Thaler
42
Individual Outcomes
Greater self-advocacy and self-determination
Increased self-confidence
Expanded interpersonal skill
Creation of social networking opportunities
Expanded leadership roles
Enhanced status within community
Encouraged to fill broad range of roles within and outside of the organization
“It helped me a lot. How to work
with people. How to ask questions.
How to feel good about myself.” –
Elouise Woods
43
Organizational Outcomes
✚ Change in organization’s goals and priorities change
Increased emphasis on community inclusion
Expanded perspective of individuals’ capabilities
Expanded organizational influence
Increased quality and satisfaction
People with disabilities are engaged in planning at all levels of the organization
People with disabilities are hired
People with disabilities are part of quality monitoring and improvement efforts
“I think we all benefit from diversity.
People with disabilities enrich the
experience by bringing a perspective
that’s unique. I think that’s critical.” –
Celia Feinstein
✚Adoption of person centered practices
✚Decreased use of segregated supports
✚Change in organizational structure
✚Increased resources or funding
44
How Inclusive Is Your Board of Directors?
45
Wrap-Up
Thank you for coming to the Advanced Beyond Tokenism training. We wish you success in your future leadership efforts. We hope this training will help you become more effective at supporting individuals with disabilities who serve on boards of directors, advisory boards, committees, and any other entity that provides an opportunity for them to be heard.
46
AcknowledgementsThe Beyond Tokenism Research and Education Center expresses their deepest appreciation to the
following individuals and organizations for their contributions to this training:
Bernard Baker, SABE
M.J. Bartlemay, The Arc-US
Max Barrows, SABE
Peter Burns, Arc-US
Randy Constales, The Arc-NM
Celia Feinstein, Temple University
Chester Hill, NH People First
Bill Krebs, Beyond Tokenism REC
Graham Mulholland, PA DDC
Tia Nelis, SABE
Linda Pogue, GA People First
Steve Scarton, The Arc-NM
Ilene Shane, PA DRN
Steve Suroviec, Director, PA OVR
Vicki Turnage, AL People First
Nancy Thaler, NASDDD
Nancy Ward, The Arc-US
Liz Weintraub, CQL
Betty Williams, SABE
Elouise Woods, AL People First
Joe Wrinkle, MO CDD
Pennsylvania Council on Developmental Disabilities
Self-Advocates Becoming Empowered, Inc.
47
Videography by Mark Friedman, Ph.D.
For more information contact Mark Friedman, Ph.D. Phone (615) 904-0308 Email: [email protected]
Developed with support from the Pennsylvania Developmental Disabilities Council
© 2012 Mark Friedman, Ph.D. and Ruthie-Marie Beckwith, Ph.D. and Pennsylvania Developmental Disabilities Council