Diversity: A Continuing Rehabilitation
Challenge And Opportunity
Bobbie J. Atkins, Ph.D., C.R.C.
National Project Coordinator
Rehabilitation Cultural Diversity Initiative
San Diego State University
Abstract
To actualize the enormous problem for Americans with disabilities that reside in the American with Disabilities Act and its 1992 Amendments, requires across-the-board participation and collaboration of professionals rising to meet the challenge to assume leadership roles. California, with its explosive increase in various minority populations -- a phenomenon observable elsewhere in America -- points up the fact that rehabilitation must reflect America's cultural diversity by promoting equal access and quality services for the culturally diverse. Activities made possible by the federal government's Rehabilitation Cultural Diversity Initiative (RCDI) provide a model -- even though a tentative one -- for realizing the objectives of cultural diversity in rehabilitation. Promoting cultural diversity in rehabilitation often- times requires one to learn, re-learn and re-train on a regular basis. There are a number of tools -- attitudinal and action-oriented -- in these processes. Although extensive, the list of recommendations offered in this paper for achieving the ideal of cultural diversity is only a partial list. A key motto in our efforts is: Don't be afraid to come forward with your proposal and effort, no matter how insignificant it may appear to be. After all, diversity means contribution(s) from each and everyone in a given effort.
Introduction
The conference title, "Embracing Diversity in the Delivery of Rehabilitation and Related Services," is truly timely. Clearly the collaboration that has been established reflects the importance of diversity within rehabilitation. My title, "Diversity: A Continuing Rehabilitation Challenge and Opportunity," is a continuing part of the numerous opportunities we have available to effect change. Thank you, Ms. Betty Wilson, Dr. Sylvia Walker and staff, and Ms. Melinda Wilson and staff for the opportunity to share with this group. This conference is a true reflection of diversity and collaboration. Gone are the days when only one group, organization, or individual can exist effectively in isolation. The time is now. Either we work together or we all become exiled from ourselves as human beings. As I stated previously, we, each one of us, has a great opportunity as well as a great responsibility. With the enactment of the Americans with Disabilities Act, and now with the 1992 Amendments to the Rehabilitation Act, additional clout for ensuring quality services to participation in, and exit from the rehabilitation system for persons from minority groups with disabilities is better assured. Yet, legislation alone is not enough. It is incumbent upon each one of us to take a leadership role.
There are extensive and overwhelming data regarding the demographic shifts and trends that are occurring in America and are projected for the Year 2000 and beyond. In California, Blacks, Hispanics, Asians, and other persons from minority groups will be the majority in the Year 2000. Yet the real issue concerning these data is the quality of leaders, and particularly leaders of color. Cornell West, in his book Race Matters, challenges us to think about caring, principal leaders who are afraid to take the risk to move us toward our humanness. This is the real dilemma for us today, the year 2000 and beyond; that we accept the challenge to ensure that diversity is not only the right thing to do, but the only thing to do.
As individuals of color continue to strive to obtain full participation in the American society, rehabilitation legislation, attitudes, beliefs, processes, et cetera, have a major role to play. One current legislative mandate, Rehabilitation Services Administration's (RSA) Rehabilitation Cultural Diversity Initiative (RCDI), has the vision that rehabilitation reflects the cultural diversity of our society, and the mission is to promote opportunities to enhance equal access and quality services for individuals who are culturally diverse. Some of the values within RCDI are as follows: persons with disabilities; empowerment; diversity as an asset; partnership and collaboration; awareness that all people have talents and values; realization that all people deserve respect and equal opportunity; and maximizing human resources in rehabilitation organizations. RCDI's operating principles are: to promote diversity in all aspects of rehabilitation; model diversity inclusion in all interaction with other organizations; work in partnership with constituency to ensure empowerment and use of talents; practice and promote the highest standard of human behaviors, products, and interactions; and develop and implement policy changes as needed.
RCDI is utilizing lead specialists (experts in diversity issues), focus groups, a national advisory committee, and input at all levels in the development of baseline data, research agendas, and programmatic strategies. Each of you here have outstanding contributions that you can make to this initiative. Clearly, collaboration will be the watchword. Is it reasonable to expect that in five years all public rehabilitation will have increased its minority consumer and service providers by some magical percentage? Clearly, RCDI needs to extend beyond the quantitative measures of numbers and statistics if cultural diversity inclusion is truly a goal. Attitudinal and systemic changes, although difficult to measure, are essential and require ongoing effort and commitment. In addition, multicultural inclusion is not about the Noah's Ark Syndrome (two by two), but rather about system and paradigm shifts and change.
Rehabilitation's diversity is reflected in the books we read, the films we see, holidays we celebrate, acceptance, music, our policies, visions, and what we choose to do both within and outside of rehabilitation. The choice for rehabilitation personnel is either to fight against the tide of progress and fairness OR get involved in shaping the future. However, a reality must be faced. Some people will not want to face the challenges. Those who confront the challenges must often be willing to relearn, retrain, and learn on a regular basis as a part of the job's responsibility. Resistance must be dealt with openly.
We must be clear on our attitudes toward race, gender, disability, sexual orientation, aging, et cetera. This clarity can yield positive results if people are allowed to share and clarify their views in a safe environment. In addition, support for the implementation of this goal from all internal parties is necessary. It is very clear that the resistance that people of color face is tremendous.
In addition, the following tools are useful:
- Awareness (self/others)
- Motivation
- Knowledge
- Opportunity to Practice
- Feedback
- Continuation/Ongoing Learning (continuing education)
Overall, each of us has some unfinished business regarding race, ethnicity, et cetera. This unfinished business has been labeled a silent and isolationist enabler. In other words, our unfinished business hinders our ability to be able to move ahead and to be productive. What are we to do with this diversity inclusion opportunity and challenge that is available to us? I would like to take the opportunity to share some of my thoughts in this area.
Recommendations
1. Regardless of your role in your organization, whether you are unemployed, a student, or whatever, you need to develop your own personal diversity plans, goals, and visions (Atkins, 1988).
2. Facilitate organizations developing their diversity plans, goals, and visions.
3. Continue self-education.
4. We need to become intimate with the change process.
5. Avoid useless debates (save energy for those things that count).
6. Collaborate and share.
7. People of color need to stop complaining about the past and become proactive. We have been and are discriminated against. That is a reality. Our challenge is how we react to this reality. Certainly, by bonding together we can make a difference, if no more than to support each other in this reality.
8. We need to do something good for ourselves each and every day.
9. We also need to leave our egos at home and give them some rest from time to time.
10. Collaborate with historically Black colleges and other institutions of higher education with 50% minority enrollment.
11. Work closely with agencies and businesses that have minority owners.
12. Continuously be involved in proactive, asset-oriented research (Atkins,1988).
13. We need to conduct Town Hall meetings and open forums to transfer knowledge at every opportunity possible.
14. We need to work in the political arena to ensure diversity is not just a short lived, right thing to do, but a continuing part of the lifestyle for rehabilitation in this nation. Affirm diversity!
15. Recruitment, retention, and promotion must be the landmarks of the rehabilitation community at all levels.
16. Our publications need to reflect the diversity of this nation and of the goals of rehabilitation.
These are but a few of the many recommendations that are needed in order to make diversity a reality within rehabilitation. Each of you guards a set of recommendations and expectations that we need to utilize within this arena. There is enough work for everyone. Ethics concerning those who write about diversity need to be developed. However, this expertise should be developed by individuals who have experienced diversity on a first-hand basis as opposed to those who consider themselves experts based on theory alone. We need to be about the business of creating standards to determine who is legitimate in writing and researching diversity within the rehabilitation paradigm.
Summary
It is my hope that we can stop complaining and blaming and get busy with collaborating, advocating, leading and ensuring that everyone has a place. We make the difference. That means all of us. Each and everyone of us has a role to play. My challenge is: do not refuse to do the one thing that you can do, because everybody can do at least one thing.
Remember, change is what we are about, and clearly, change can be painful. Change requires time. In addition, these days can be viewed as the best times and the worst times. It is up to us. Let us make these the best of times. Thank you for your patience and the opportunity to once again dialogue with those of us who are in the fight.
Be Successful; This is Your/Our Best Weapon!!
Ask No More of Others Than What You Are Willing To Give!
Much Work is Always Done by a Few!
References
Atkins, B.J. (1988). An asset-oriented approach to cross-cultural issues: Blacks in rehabilitation. Journal of Applied Rehabilitation Counseling, 19(4), 45-49.
Torrey, E.F. (1986). Witch doctors and psychiatrists: The common route of psychotherapy and its future. New York: Harper and Row.
Wright, T.J. & Leung, P. (eds.) (1993). Meeting the unique needs of minorities with disabilities. Washington, DC. National Council on Disability.
Hypertext formatting performed by Megan Dodson
Page last updated on March 20, 1997 by Mary Kaye Rubin