Governance Options
Each organization has its own set of governance or working groups. These groups are called sections, committees, task forces, caucuses or special interest groups. Within these existing bodies, appointment of ethnic minority members would be a highly visible gesture toward increasing ethnic minority participation in the work of the SPA or APA division, while ensuring minority representation throughout the functional system.
A second option for involving people of color in SPA or divisional matters would be the creation of an ethnic minority committee, task force or caucus. The creation of such a group may start with the appointment/recruitment of a chair, co-chairs or a full committee from the existing SPA or division membership. Also, a newsletter article or call for committee members can help identify potential members. The committee may take as an agenda, issues related to ethnic minority identification, recruitment and communication tasks, or the committee appointments described earlier. Besides these objectives, the committee may be asked to comment on the effects of organizational actions on people and communities of color. In addition, a member of the committee could be one of several rotating representatives to attend the Board of Directors or Executive Committee meetings. This liaison role is critical to both the visibility of the committee of ethnic minority affairs as well as professional development of the individual member(s). It serves to build leadership within the committee, and within the organization at large. An additional liaison role for a committee member would be attending, when permitted, the nominations' committee, the program committee, or other SPA or division governance group meeting.
Ethnic minority committees, task forces and caucuses should be encouraged to maintain minutes of all meetings. These will formalize and validate the importance of each meeting. Minutes also will allow absent members to stay informed and involved. This historical record will serve as a guideline for the annual committee report to the membership. The specific titles or tasks of these groups may depend upon the SPA or division.
The creation of interest groups or caucuses may be more of a spontaneous nature. They may be facilitated and encouraged by budgetary support, liaisons and requests for periodic reports. The creation of committees and task forces follow more formal lines. Consequently, operating funds should be provided whenever possible. For example, a separate mailing to the membership requires budgetary support. These funds need to be allocated for committee or taskforce use.
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Elected Offices
The final, most visible and formal presence of ethnic minority constituents would be by election to the SPA or division executive committee or board of directors, or APA Council of Representatives (CR). The composition of the executive committee/board of directors varies little. There are usually the president, secretary, treasurer and members at large. In addition, certain committee chairs may be included. The number of CR representatives can change based on apportionment ballots, but there is always at least one. Election to any of these may be a way for ethnic minority members to contribute to SPA or division affairs. But, first they must be nominated. The nomination process varies according to the SPA?s or division?s bylaws. Candidate selection is by the election's committee, by nomination ballot and committee, or by executive committee with comment by the membership at an annual business meeting. Ethnic minority presence on the election committee may heighten sensitivity to the need for ethnic minorities on the ballot. Some SPAs and divisions make provisions in their bylaws for the inclusion or addition of candidates beyond those proposed by the nomination ballot. There have been some attempts at fielding an entire ethnic minority slate. This is a powerful but potentially controversial option, yet given sufficient preparation such moves may not be perceived as counterproductive by the membership. Greater visibility of ethnic minority members in the division or SPA governance structure may give them the exposure needed for nomination without these exceptional measures.
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Summary
Of course, actions and reactions are reciprocal in nature. The election of people of color to the division and state positions, if a desirable goal, requires commitment by state and divisional leadership to work in a variety of ways to facilitate the process. The recruitment of ethnic minority members starts with identification of potential minority membership candidates. Once a working group has been identified, the development of mentoring and communication networks is a powerful follow-up. Finally, the inclusion of ethnic minorities in their own task forces and committees as well as the other tasks forces and committees of the SPA or division helps to establish and institutionalize the presence of ethnic minorities in the structure of the organization. Any of these activities will effect some minor change. Any change will bring about wider changes in the organizational system. The goals of better accessing resources of the APA membership and benefiting from the diversity of that membership are realizable. It is left to the specific state associations and divisions to realize those goals by concrete, proactive measures.
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Organizational Resources
APA Committee on Ethnic Minority Affairs (CEMA)
and
APA Office of Ethnic Minority Affairs (OEMA)
202/336-6029 (voice)
202/336-6040 (fax)
e-mail
www.apa.org/pi/oema
The Council of National Psychological Associations
for the Advancement of Ethnic Minority Issues (CNPAAEMI)
APA Division Services
202/336-6013 (voice)
e-mail
