Beyond tokenism draft 1

Beyond TokenismPractices that build inclusive organizations

True or False?

✚Individuals with disabilities can serve as the chairperson of a board of

directors.

✚Board meetings are too long and boring for individuals with disabilities to get

much out of them.

✚Only people who can read and write can serve on a Board or Committee.

✚The voices of individuals with disabilities influence the decisions the board or

committee makes.

✚Mentors tell people what to say and manipulate their opinion.

✚Color coding materials is childlike and too much work.

✚Organizations’ climate and culture changes when individuals with disabilities

are involved in leadership roles.

✚If someone breaks down and cries at the board meeting, the best thing to do is

ignore them.2

in·clu·sive adj \in-ˈklü-siv, -ziv:\

Deliberately aiming to involve all types of people

to·ken·ism noun \ˈtōkəˈnizəm\:The practice of making only a

perfunctory or symbolic effort to do a particular thing, esp. by recruiting a small number of people from underrepresented groups in order to give the appearance of equality within a workforce

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“He who sells you the token instead of the coin always retains the power to revoke its worth, and to command you to get off the bus before you

have reached your destination. Tokenism is a promise to pay. Democracy, in its finest sense, is payment.”

Dr. Martin Luther King, Jr. -- Why We Can’t Wait, 1963

Why Are Inclusive Boards Important to Organizations?

Betty Williams Peter Burns

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How Will This Training Help Our Organization?

A Focus on Six Key Elements of Inclusive Practice: Authentic Membership

Effective Supports and Mentors

Deliberate Communication

Full Participation

Meaningful Contributions

True Influence

Commentary from National Experts Regarding Their Experiences and Insights

An Overview of Barriers and Successful Strategies for Promoting Inclusive Organizational Practices

Examples of Possible Individual and Organizational Outcomes

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Training Agenda

Welcome

Introductions

Overview

Elements of Inclusive Practices

Break

Elements of Inclusive Practices, continued

Transformational Outcomes

Wrap-Up

Adjourn

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The Voices of ExperienceSelf-advocates and members of

boards of directors, advisory

boards, committees and other

policymaking entities share their

perspectives on tokenism and

inclusion.

Bernard Baker, SABE

Peter Burns, Arc-US

Celia Feinstein, Temple University

Chester Hill, NH People First

Graham Mulholland, PA DDC

Tia Nelis, SABE

Linda Pogue, GA People First

Ileen Shane, PA DRN

Steve Suroviec, PA OVR

Nancy Thaler, NASDDD

Vicki Turnage, AL People First

Nancy Ward, Arc-US

Liz Weintraub, CQL

Betty Williams, SABE

Eloise Woods, AL People First

Joe Wrinkle, MO CDD

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Inclusive Board Are Transformed

Structural Social

Individuals

Board of Directors

Want a Voice Encourage Change

Authentic Exchange

Gain AcceptanceEstablish Bonds

Get Access to ResourcesImprove Legitimacy

Altered Culture& Structure

Shared Understanding

Maintain Order

Adapted from original by

Christopher Fredette, 20079

Inclusive Board Practices Provide:

✚ Authentic Membership

Supports and Mentors


Full Participation

Meaningful Ways to Contribute

True Influence

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Authentic Membership

“They’re the only people with the moral authority.”-- Graham Mulholland

Do we allow impatience to deprive us of the full benefit of all those other thinking minds out there? Do we give token acknowledgement to others, and in doing so missing out on adding to our own knowledge and abilities? –stillthinking, Essays for Thinkers

Authentic Membership provides equal status to, and recognition of, the importance of the individual’s presence as any other member of the board of directors.

Chester Hill Linda Pogue

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Barriers to Authentic Membership

Lack of knowledge about the organization

Inconsistent leadership support

Poor attendance

“Advisory” or “Honorary” status

Difficulty coordinating attendance with individuals’ support systems

Need for personal assistance during meetings

Fear that a self-advocate will act inappropriately during the meeting

Meetings are held in inaccessible buildings or locations

“Self-advocates should not just take

up a spot so organizations can

check the self-advocate box in their

checklist. Once self-advocates are

on boards, we need to speak out

and have a voice.” – Bill Krebs

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Strategies That Promote Authentic Membership

Board orientation

Board retreats and fellowship opportunities

Leadership commitment to inclusion

Management commitment to inclusion

Designated budget for inclusion supports

Needs of organization match the interests of the potential board member

“We like to look at each person to see what they have to contribute. You have to take the time to see how people will meet the needs of the organization and take the time to help people understand the organization.” – Peter Burns

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Discussion Questions

Individual

Describe something that someone did that made you feel like you were part of a group?

Organization

What rituals or practices do you have that integrate new members into your organization?

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Effective Supports and Mentors

“One of the best things a board can do is give people a mentor--without passing their own judgment, they can help.” – Betty Williams

“Change the environment, not the person.” – Buckminster Fuller

Effective Supports and Mentors provide the tools and coaching opportunities needed to prepare for and be effective at meetings of the board of directors.

Eloise Woods Steve Suroviec

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Barriers to Effective Supports and Mentors

Lack of transportation

Management resistance

Other board member resistance

Lack of assistance at meetings

Length of meetings

Lack of resources for supports

Turnover of supports

Difficulty accessing information

Preparation time is too short or rushed

“It’s really important to have

people with disabilities to inform

all that we do and provide us with

insight. The challenge we face is

supporting people.” – Peter Burns

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Strategies That Promote Effective Supports and Mentors

Provision of mentor

Mentor who is employee of organization

Mentor who is a fellow board member

Travel advances

Assistance with travel arrangements

Materials in alternative formats (large print, etc.)

Color coding materials

Using icons for minutes and committees

Personal assistance during meetings

Stipends, financial support

Altering meeting space arrangements

Seating near leadership or speakers

Adding a decision page on the packet to show what needs action and what is information

“Nothing moves your soul more

than to see the light go on in

someone’s head that says, ‘I can do

this.’ ‘I can take control of my life.’

Applauding the perception is easy.

Helping to make it reality is tough.

– Michelle Hoffman

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Individual

Describe how a mentor or support person helped you be an effective board member.

Organization

How does your organization evaluate the effectiveness of mentors and the other supports you provide?

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“ If you want to change the meeting, slow it down, it changes the whole dynamic of how people interact with each other.” – Nancy Ward

“This is part of what I consider dialogue—for people to realize what is on each other’s minds without coming to any conclusions or judgments.” – David Bohm

Deliberate Communication is an interaction that takes into account the way the individual receives, processes, and expresses information and ideas.

Joe Wrinkle Vicki Turnage

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Barriers to Deliberate Communication

Difficulties using English

Difficulty understanding individuals’ speech

Lack of functioning assistive technology

Response latency; rushing the speaker

Speaking for person, finishing sentences

Speaking over the person, interrupting them

Ignoring the input from the person

“Asking self-advocates for their

opinion means that board

members should be willing to

listen to those opinions. Learning

to increase your ability to listen to

self-advocates is an important way

to help them be more than a token.”

– Bill Krebs

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Strategies That Promote Deliberate Communication

Use of technology during meetings

Use of talking stick for recognizing speakers

Practice using Rules of Order

Eliminating jargon and acronyms

Use of plain language and explanation of unfamiliar terms

Use of interpreter familiar with individual’s speech or communication style

Making sure the person is asked for their input

“Conversation levels during board

meetings should support self-

advocates on the board. It is

important that boards use words in

the agenda, materials, and

discussions so that self-advocates

understand. This is how they

support participation.” – Bill Krebs

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Individual

How do you know when someone has truly listened to what you have to say?

Organization

What does your board do to ensure that every member has a voice and uses it?

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Full Participation

“I think how you get to be included is to eat lunch with people. Sit and share with them.” – Tia Nelis

“We have to understand that the world can only be grasped by action, not by contemplation.” –Jacob Bronowski

Full Participation is providing a perspective and actions that are needed to move the organization closer to its mission and purpose.

Nancy Ward Ilene Shane

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Barriers to Full Participation

Difficulty coordinating participation within the organization

Fear of failure or rejection

Lack of confidence

Lack of information

Lack of engagement during meetings

Size of board or committee

“Fear gets in the way of speaking

up. It helps to get to know others,

if you know someone. When you

are not comfortable, you don’t

participate.” – Chester Finn

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Strategies That Promote Full Participation

Appointing two or more individuals with disabilities to serve

Pre-meetings

Frequent breaks or rest periods

On-going board training

Opportunities for board fellowship

Participation in committees or sub-committees

Team building exercises or activities

On-going contact between meetings

“The director of my agency helped

me out. I went to his office before

the meeting. We have board

retreats. When a new board

members comes onto the board we

go over to their home and take

them out to eat.” – Chester Hill

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Individual

Describe something that a board you serve on asked you to do that made you feel like a full participant?

Organization

What challenges has your organization had to overcome in order to ensure full participation?

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Meaningful Contributions

“I think you really need to be included in all parts of the board; not just the board meeting.” – Tia Nelis

“No man is so poor as to have nothing worth giving: as well might the mountain streamlets say they have nothing to give the sea because they are not rivers. Give what you have. To someone it may be better than you dare to think.” – Henry Wadsworth Longfellow

Meaningful Contributions are the efforts made to fulfill the responsibilities of board membership in ways that demonstrate commitment to the board and the organization.

Bernard Baker Celia Feinstein

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Barriers to Meaningful Contributions

Use of jargon, acronyms and unfamiliar terms

Lack of knowledge of individual’s relevant expertise and experience

Low expectation for individual contribution

Leadership is not committed to inclusive practices

People receive support, but no changes are made within the organization or group

“You’re going to miss out—we have

something to give.” – Bernard

Baker

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Successful Strategies to Promote Meaningful Contributions

Specific board role or duties

Board assignments completed in pairs teams

Identifying preferred areas of input or concerns

Use of parking lot to follow-up on deferred items

Soliciting agenda items from all board members

Provision of leadership and other types of training

“One of the contributions people

with disabilities make is to help

slow down the process and I mean

that in a positive sense so everyone

can participate.” – Ilene Shane

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Individual

In what ways do you feel you have made a difference by being on a board of directors?

Organization

What have you done to make it possible for board members with disabilities to contribute?

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True Influence

“Standing up for what you believe is a dirty job. Rewarding, but not pleasant.” – Max Barrows

The problem with those practicing tokenism is that they always make sure that their efforts are seen and publicized; it’s as is if they are doing a lot, when well in fact, they have done close to nothing, in terms of impact. – Benjie Oliveros, Analysis

True Influence is having the respect and consideration of the board to the extent that they agree to act on ideas or concerns that the individual with a disability has expressed.

Liz Weintraub MJ Bartlemay

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Barriers to True Influence

Lack of organization policies affirming inclusive practice

Lack of opportunities to express opinion

Agreeing that problems pointed out exist but no action is taken

Advisory role only with no decision making authority

“When you get a letter in the mail

threatening you, you really know

you had an impact.” – Chester Finn

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Strategies That Promote True Influence

Written policies that require inclusive board practices

Adoption of recommendations and/or suggestions by board members with disabilities

Amended by-laws to expand inclusion

Leadership or co-leadership roles

Adoption of “Nothing About Us Without Us”

Board rotation adds new people with disabilities with different voices and perspectives

“How do you gain influence? Ask

self-advocates to do other

activities; to testify, be on

committees, go places to meet

people, go to trainings. Build up

people’s confidence so they believe

in themselves so they can speak for

themselves.” – Tia Nelis

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Individual

Describe something an organization changed because you spoke up.

Organization

Looking back, is there an occasion where you wished you had really acted on changes you were being asked to make by a board members with a disability?

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Transformational Outcomes

“The presence of people with disability changes the environment positively. It becomes more rational.” – Nancy Thaler

“The more diversity of interactions a particle has, the more complexity, structure, and richer self it has—the more possibilities and probabilities it has.” – Mark Trodden

Transformational Outcomes are changes in the organization’s culture where everyone is valued as key to the organization success.

Tia Nelis Nancy Thaler

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Individual Outcomes

Greater self-advocacy and self-determination

Increased self-confidence

Expanded interpersonal skill

Creation of social networking opportunities

Expanded leadership roles

Enhanced status within community

Encouraged to fill broad range of roles within and outside of the organization

“It helped me a lot. How to work

with people. How to ask questions.

How to feel good about myself.” –

Elouise Woods

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Organizational Outcomes

✚ Change in organization’s goals and priorities change

Increased emphasis on community inclusion

Expanded perspective of individuals’ capabilities

Expanded organizational influence

Increased quality and satisfaction

People with disabilities are engaged in planning at all levels of the organization

People with disabilities are hired

People with disabilities are part of quality monitoring and improvement efforts

“I think we all benefit from diversity.

People with disabilities enrich the

experience by bringing a perspective

that’s unique. I think that’s critical.” –

Celia Feinstein

✚Adoption of person centered practices

✚Decreased use of segregated supports

✚Change in organizational structure

✚Increased resources or funding

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How Inclusive Is Your Board of Directors?

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Wrap-Up

Thank you for coming to the Advanced Beyond Tokenism training. We wish you success in your future leadership efforts. We hope this training will help you become more effective at supporting individuals with disabilities who serve on boards of directors, advisory boards, committees, and any other entity that provides an opportunity for them to be heard.

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AcknowledgementsThe Beyond Tokenism Research and Education Center expresses their deepest appreciation to the

following individuals and organizations for their contributions to this training:

Bernard Baker, SABE

M.J. Bartlemay, The Arc-US

Max Barrows, SABE

Peter Burns, Arc-US

Randy Constales, The Arc-NM

Celia Feinstein, Temple University

Chester Hill, NH People First

Bill Krebs, Beyond Tokenism REC

Graham Mulholland, PA DDC

Tia Nelis, SABE

Linda Pogue, GA People First

Steve Scarton, The Arc-NM

Ilene Shane, PA DRN

Steve Suroviec, Director, PA OVR

Vicki Turnage, AL People First

Nancy Thaler, NASDDD

Nancy Ward, The Arc-US

Liz Weintraub, CQL

Betty Williams, SABE

Elouise Woods, AL People First

Joe Wrinkle, MO CDD

Pennsylvania Council on Developmental Disabilities

Self-Advocates Becoming Empowered, Inc.

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Videography by Mark Friedman, Ph.D.

For more information contact Mark Friedman, Ph.D. Phone (615) 904-0308 Email: [email protected]

Developed with support from the Pennsylvania Developmental Disabilities Council

© 2012 Mark Friedman, Ph.D. and Ruthie-Marie Beckwith, Ph.D. and Pennsylvania Developmental Disabilities Council

mailto:[email protected]

Beyond tokenism draft 1

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