by Dan Spoone
We applaud the Multicultural Affairs Committee (MCAC) for all of their efforts to foster diversity and inclusion within ACB. The MCAC generated healthy conversations within our membership with several community discussions on racism and systemic bias. These discussions were led by Jane Dunhamn from blackdisability.org. MCAC encouraged the ACB board and staff to participate in a training workshop with Jane prior to the D.C. Leadership Conference, and the committee promoted a resolution to add two fields (race/ethnicity and gender identity) to the ACB membership database. The resolution also included the introduction of a diversity mentoring program at the presidents’ meeting and the request for ongoing diversity training for the ACB staff and contractors.
Our country received a long overdue wake-up call in the summer of 2020 with the murder of George Floyd. However, racial discrimination has been a significant, pervasive plague within the United States since before it was a nation. Systemic bias exists in every facet of our society. We did not reach this level of systemic inequity overnight, and it will take a continuous, intentional effort to break down these walls of prejudice. We can try to make it feel more comfortable by using the term “unconscious bias,” but this is not true. We all know better, and it is time for ACB to change. If there is any community in the nation that should understand systemic bias, it is our blind and low vision community. We live it every day. How many times have customer service representatives talked right past us to our friends or family members when asking a question about us? It’s like we are not there. Just last week, a nurse asked me who was going to look after me at home. She could not grasp the concept that Leslie and I lived in our own home by ourselves. How do you travel? How do you eat? How do you work? We have heard them all. So, we know about systemic bias and prejudice. We must all work to make ACB the model of inclusion for our members and friends.
Racial bias is not the only challenge ACB must confront. ACB had an important discussion last year on the proper use of pronouns, and we would like to thank BPI for their initiative to educate our membership through a series of thoughtful public conversations on gender identity. ACB must also be aware of the systemic bias towards the LGBTQ community, and our organization must continue to promote gender equity. In addition, ACB has traditionally had a systemic bias toward those of us with total blindness over those with low vision. Here are some uncomfortable facts about the make-up of our current leadership.
ACB Board of Directors (6 officers, 10 board members)
Gender Identification
Male: 11, 69%
Female: 5, 31%
Visual Acuity
Blind: 13, 81%
Low Vision: 3, 19%
Race/Ethnicity
White/Caucasian: 16, 100%
Non-White/Caucasian: 0, 0%
ACB Board of Publications (3 elected members, 2 appointed)
Gender Identification
Male: 1, 20%
Female: 4, 80%
Visual Acuity
Blind: 4, 80%
Low Vision: 1, 20%
Race/Ethnicity
White/Caucasian: 5, 100%
Non-White/Caucasian: 0, 0%
ACB Committee Chairs and Co-chairs
Gender Identification
Male: 16, 35%
Female: 30, 65%
Visual Acuity
Blind: 39, 85%
Low Vision: 7, 15%
Race/Ethnicity
White/Caucasian: 41, 89%
Black/African-American: 5, 11%
ACB Staff and Contractors
Gender Identification
Male: 7, 47%
Female: 8, 53%
Visual Acuity
Blind: 5, 33%
Low Vision: 1, 7%
Sighted: 9, 60%
Race/Ethnicity
White/Caucasian: 14, 93%
Latinx/Hispanic: 1, 7%
These facts clearly paint a picture and tell a story. People of color, women and individuals with low vision are not equally represented on ACB’s Board of Directors. Why do women make up the majority of our BOP and committee chairs, but only make up 31% of the board? The most current reports indicate that people with low vision make up 80% of the blind and low vision community. Yet, there are only four members of the board and BOP that have low vision and only 15% of our committee chairs. And where are the people of color within our board, staff and committees? How do we make intentional decisions as an organization to attract members of color and/or low vision? How do we create a welcoming environment for the entire blind and low vision community? I do not have all the answers, but I do recognize the problem, and I want to be part of the solution.
First, we need to agree that ACB has a problem to solve. Second, we need to have an open conversation within ACB’s leadership, staff and membership. Third, we must establish a set of metrics to measure the diversity of our organization. Fourth, we must take intentional action to create a safe, welcoming and inclusive environment, eliminating systemic bias and fostering future leaders of color, low vision and from all genders. This will require new board policies, investment in future leaders and outreach to under-served populations. Fifth, we must continue to work together to learn from each other’s lived experiences and welcome the strength and growth that comes from embracing true diversity.
This work will not be easy. It will take time. We will make mistakes along the way. Please keep an open mind and listen to others with different opinions than your own. Together we can create the ACB that welcomes everyone and lives up to our mission statement, core values and code of conduct.