The Leadership Responsibilities of People of Color
With Impairments in the 21st Century
Barbara Hardaway, Ph.D.
Associate Professor
Gallaudet University
Abstract
This article discusses the challenges which non-White professionals face in their attempts to attain leadership status. A major task for this group is to lower barriers to full professional development within the workplace. Frequently, these barriers consist of hostile attitudes and behaviors on the part of seasoned professionals which hinder the attainment of full potential by minority persons. The paper suggests strategies which non-white professionals with disabilities may use to achieve their professional goals and leadership potential.
Introduction
Initially, I had been asked to present a paper which would basically outline ways in which one might prepare professionals of color with impairments for leadership in the next century. Immediately I considered the task to be misdirected for our discussion here today, in so far as I have always known people of color and individuals with impairments in leadership roles in this country. I am hopeful that the recent legislation for persons with impairments will allow for an increase in professional opportunities and economic empowerment. However, my optimism is somewhat tempered by the enormous challenges facing all of us in this century.
In light of the fact that America has become more culturally and racially diverse, non-white professionals will have a greater responsibility in their role in providing culturally relevant services. This type of professional often enters settings that have addressed technological and environmental barriers without having devoted the necessary time and attention to the human barriers. Our fundamental task should be that of preparing the workplace and institutions to receive this type of professional with dignity and human respect.
More often than not, businesses and institutions tend to view communication training as unnecessary for sensitizing employees for this on-going process. Training tends to consist of explaining the "Americans with Disabilities Act" and defining "reasonable accommodations" for persons with impairments and how the Act impacts upon one's life. Reserved parking spaces are designated and ramps built, yet co-workers are not schooled on various medical conditions and communication techniques used to solicit information respectfully when they have questions and concerns. Non-White professionals with impairments are expected to teach, handle, and address everyday interpersonal conflicts of colleagues while defending their self-esteem and worth from the assaults of ignorance, fear, and avoidant behaviors.
As we approach the 21st century, people with impairment conditions, in ever increasing numbers, will become role models for us all. Communities that previously practiced overt discrimination, must work through anxieties that necessitate their need to create "outcast" groups of people with impairments. Legislation has been passed stating that "these people" are your equals. The Americans with Disabilities Act is a catalyst for positive social change and the beginning of a very difficult and painful process for many. If handled properly, this civil rights ruling will benefit the entire country. Professionals, role-models, and leaders with impairments have a critical role in this process. However, we must all be in support of changing community attitudes, so that people of color with impairments can celebrate their self-worth, and receiving communities can reap the benefits of their contributions.
In closing, I cannot stress enough the task before us and the importance of having professionals with impairments being an integral part of the process. Unfortunately, receiving communities remain emotionally and attitudinally ill- prepared to accept many leaders and professionals with impairments. This reality became painfully apparent to the public when Magic Johnson announced that several players refused to play basketball with him despite his professional history, talents, and abilities as an athlete. They were afraid of becoming infected when there was community support for Magic Johnson's decision to play again. Magic, therefore, decided to withdraw from the challenge. However, there are others who will not. There will continue to be similar confrontations at the workplace, regardless of the type of impairment conditions, unless we all stand vigil in protection of our human rights, and unless we all learn appropriate interpersonal skills, while elevating our knowledge base as informed citizens in this country.
I leave you with the recommendation that communication training of employees be implemented with equal fervor as your environmental and technological considerations. Companies and institutions across this country are preparing their workforce for multicultural diversity in the 21st Century. Non-white professionals with impairments are part of the plurality and deserve your diligence in the area of communication sensitivity if any of us is to benefit from America's gesture of people empowerment.
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Page last updated on March 20, 1997 by Mary Kaye Rubin