INTRODUCTION

Effective strategies for recruiting and involving psychologists of color in the affairs of state psychological associations (SPA) and divisions of APA, should be a part of each organization's goals and objectives. But, we recognize that the identification of the specific activities to accomplish this goal is probably best left to the leadership of each SPA and APA division.

The purpose of this Handbook is to encourage the creativity and goodwill that must accompany any effort to increase ethnic minority representation and participation. The following points are made as a prelude to further action and reflection by all APA affiliated groups. It is beyond the ambition or initiative of the authors to suggest that these recommendations are the only ways to achieve increased representation and participation of the psychologist of color in SPA's and division's affairs. SPAs and Divisions are encouraged to find the solution that fits their needs and resources.

Three types of action proposals are used in organizing this brochure: First, ethnic minority membership should be identified; secondly communications mechanisms should be established; and thirdly the organizational structure of SPAs and APA divisions may need to be amended in order to facilitate the participation and representation of the psychologists of color. 

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IDENTIFICATION OF MEMBERS OF COLOR

The objective here is for each SPA and APA division to identify existing as well as potential members of color; i.e., those who are already members and those who are not, but may be encouraged to join through outreach efforts. In either case, both may contribute to SPA or APA division activities.

Existing Membership

There are several methods for identifying ethnic minority psychologists presently in the organization. At the national level, APA's Office of Ethnic Minority Affairs maintains a database of ethnic minority professionals in psychology. A search of this database can identify those psychologists of color who are members in various APA divisions and reside in various States. Although not all psychologists of color have chosen to identify themselves in this manner, many (approximately 2,800) have.

Divisions and SPAs might consider including questions on their membership applications or renewal forms that request the applicant?s self-identified racial/cultural status. Also, for those SPAs and APA divisions that publish a newsletter, it might be useful to write an article about the organization's ethnic minority recruitment efforts and encourage established members to participate.

The collection of data on ethnic minority membership requires repeated, consistent efforts in order to establish sincere commitment. Moreover, once the data are collected, it may be used to develop resources such as a directory of multicultural experts and/or ethnic minority community public policy advocates.

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Recruitment

The well-informed APA consumer asks "What does this division/SPA do for me, and my concerns?" If the answer is "a lot," an outreach effort focused on ethnic minority members may start with the same strategy used to identify present members, namely a search of the OEMA database. An invitation to join may go to any or all individuals listed in a certain geographical area and/or in a certain major speciality area. Another strategy would use the existing division membership in active recruitment of ethnic minority colleagues. A personal letter or face-to-face contact are powerful techniques for encouraging interest. The identification of current ethnic minority membership may help in these contacts. Naturally, the entire recruitment effort is influenced by a SPA?s and division?s actions and policies.

Every SPA and APA division have ethnic minority constituents. These are professionals on which to call and seek advise related not only to the recruitment of ethnic minority members, but also related to professional, scholarly, and organization issues that are at the heart of the activities of SPAs and APA divisions. The activities of the SPA and divisions should reflect a willingness to have people of color participate in all the aspects of the organization.

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