Understanding A∆K Diversity

“Not everything that is faced can be changed, but nothing can be changed until it is faced.” ~JAMES BALDWIN

Regional participation

Participation by age group

Participation by race/ethnicity (Not shown: Other 1%)

Last fall, members of Alpha Delta Kappa embarked on a journey to strengthen our organization and broaden our understanding of diversity. Members were invited through e-blasts to participate in a survey about practices in A∆K. The results pointed to areas where we can be more considerate, more inclusive, and more representative of populations in communities where we live and where we teach. Every comment offered by the more than 900 participants was read and categorized by “To bring about a regional teams that analyzed change, you must assigned questions. Beyond the graphs shown, religious affiliations not be afraid to take the first step. included: 1.4% Jewish, 2% We will fail when Buddhist, 5.2% not appli cable, and 88% Christian. - we fail to try.”

Asked if they have ever ~ROSA PARKS felt uncomfortable at an A∆K meeting, comments of separation arose. “Sisters arrive at our meetings, and want to sit with their friends rather than reaching out and getting to know someone new.” Eighteen percent of respondents wrote about not feeling welcomed, being ignored, and excluded by cliquish groups.

Many pointed out a lack of diversity in our membership, with several expressing the sentiment, “I don’t see people who look like me.” That feeling was conveyed in 14% of the comments registered on that question.

Eleven percent of responding members have felt uncomfortable when thoughts for the day included praying, when scripture was read, or the chaplain’s readings centered on a particular faith.

Although 60% indicated that “things are fine as they are,” forty percent responded that changes are needed in order for members to feel more comfortable, included, and welcome. The committee concluded that we must intentionally work to make meetings more welcoming.

Many alluded to a lack of awareness of their own biases. There was a strong desire for a more diverse membership. Additionally, there was a call for training or education that would increase personal awareness of bias with regard to both race and age. Thirty-one of 218 respondents (14%) reported their frustration about how to recruit and appeal to teachers of different races and ethnicities and make them feel welcome in

Alpha Delta Kappa. In addition, sisters mentioned a need for sensitivity to ADA (the Americans with Disabilities Act) issues in meeting locations and programs offered.

Besides seeing an increase in the diversity of the membership and leadership, members recommended mentorship of new teachers and new members as an action that would build confidence and help strengthen relationships and skills. Several sisters recommended including more diversity in our publications: website, KAPPAN, and pamphlets, saying that we can be more purposeful about the pictures we choose to portray our sisterhood, its activities and events.

We can be more intentional about our planning of learning sessions, presenters, programs, and articles that are more diverse. We can be more considerate of dissenting opinions from our sisters. We can plan our events to incorporate different cultures and what might appeal to them.

Bettina McWilliams (IL, Alpha Kappa) proposed the practice of “Each One, Reach One” in which each member invites an excellent educator who doesn’t look like herself to attend chapter meetings with the hope that later she might join Alpha Delta Kappa. “Big change happens when small habits change,” Bettina said.

Some chapters are already engaged in better understanding people and world cultures.

One chapter looks at world issues as they impact students. Refugees, immigration and poverty create anxiety and stress in addition to parents wanting their children to excel. Understanding students’ experiences prior to their arriving in our classrooms is important so that we can provide for their academic and emotional needs.

PA Gamma has had book discussions about white privilege and implicit bias. Another chapter supports a local nonprofit that focuses on mentoring minority and underserved girls in middle school, high school and college to encourage successful education goals. They are hopeful that those who become educators will join their chapter.

Sisters recommended revising vision and mission statements so that all would be guided by the same inclusive principles. Our membership is looking for leadership to guide the efforts of becoming more diverse and inclusive in International and regional leadership bodies. Leadership should reflect what we want our organization to look like. Diversity in all aspects is sought, and members want all people to feel welcome. One member wrote, “We need a clear statement in our governing documents, a statement of support for equality, justice and respect...”

The goal of the Ad Hoc Committee on Diversity and Inclusion is to strengthen Alpha Delta Kappa through commitment to diversity and inclusion practices that respect and value each member for her unique qualities. The committee recommends the following actions for 2021: 1. Explore revision of the A∆K mission statement and guiding documents to include a statement on diversity and inclusion, which would address race, ethnicity, culture, religion and LGBTQIA awareness. 2. Develop and provide specific education and training to make us all feel welcome, know different cultures, address diversity and bias. The best way to learn this is through education, discussion, learning sessions at conferences and conventions, and webinars. 3. Develop and publicize new strategies for chapters to recruit by reaching out to diverse groups. For example, encourage the development of collegiate clubs, especially at colleges with diverse student populations.

L to R: Sheikla Blount, AL Beta Lambda; Pippy Rogers, GA Beta Iota; Carol Ann Drane, MS Alpha Epsilon

4. Review the voting process for new members, as stated in the bylaws, to ensure there are no barriers to diversity and inclusion. 5. Publicize A∆K’s definition of diversity via The Kappan, webinars, book clubs, etc. 6. Include more photos reflecting diversity in The Kappan. Also, include an article about the Diversity and Inclusion Committee’s progress in each upcoming issue. 7. Explore the idea of pairing less diverse chapters with more diverse chapters for occasional activities via virtual meetings.

Contributing to this article: Pat Valle (WA Alpha Delta), Su Wade (International) and Sue Pelchat (International) based on survey analyses led by regional leaders on the Ad Hoc Committees on Diversity and Inclusion.