OEMA COMMUNIQUÉ Strategic Objective
BRIEF DESCRIPTION will serve to increase m ulticulturalism and ethnic/racial diversity in our field. This task force will produce a report including a recom m ended action plan for interventions related to research, practice, education, training, and policy to support m ulticulturalism and racial/ethnic diversity in psychology departm ents and their future faculty. This taskforce is conceptualized as a m ulti-direc torate effort, involving representation from BEA, BSA, and BAPPI-- with special consideration given to the representation of diversity (e.g., age, sexual orientation, disability status, im m igrant status etc.) within the nation's racial/ethnic groups.
1 a through c. 2; 3
EXPECTED OUTCOME •
Increased collaboration between APA's boards and com m ittees and directorates 1(c)
For m ore inform ation and specific recom m endations of this taskforce description, please check with OEMA.
Long-term outcom es: • In c re a sed k now le d g e and dissem ination of evidence-based practices with ethnocultural com m unities 3 (a, c) • Increased understanding of psychology's role in the reduction o f h e a lth d is p a rities w it h unde rse rved an d u nserved com m unities 2(e, f) • Increased faculty in psychology undergraduate and graduate program s, increasing access to ethnocultural com m unities in higher education and to an increased educational pipeline 3(e)
Execution of the APA's Interim Diversity Implementation Plan.
The creation of a m ulticultural professional organization that is…
Because one of APA's core values is based upon social justice, diversity and inclusion, it is im perative that the organization give top priority to the im m ediate execution of a unified and system ic d iv e rs ity a ctio n o r im p le m e n ta tion plan. Divers ity im plem entation is highly unlikely to be successful in a com plex organization when it is done in piecem eal fashion. Further, in order for such an initiative to be successful, strong accountable leadership on behalf of m ulticulturalism m ust be exercised through an id e n t if ie d e x e c u t iv e / m a n a g e r ia l position such as a Chief Diversity Officer. Diversity im plem entation is m ost effective when strong leadership is exerted on behalf of m ulticulturalism from som eone em powered to advocate and m ake system ic changes
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Genuinely com m itted (action as well as words) to diverse representation throughout its organization and at all levels.
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Sensitive to m aintaining an open, sup p o rtive, an d res po ns ive environm ent.
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W orking toward and purposefully including elem ents of diverse cultures in its ongoing operations o f s c ie n c e , p ra c tic e , a n d education and training (organizational policies and practices are carefully m onitored to the goals of m ulticulturalism ). Authentic in responding to issues confronting it (com m itm ent to changing policies and practices that block cultural diversity).
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