Submitted as an assignment for Fall 2023 LAWH-LW-10003
In my leadership role at the Amputee Coalition and as the principal investigator (P.I.) for the National Limb Loss Resource Center (NLLRC) under the Administration for Community Living (ACL), a $21M five-year Cooperative Agreement, it is imperative that I implement, advocate, and perpetuate equity within my work every single day. Recognizing the intersectionality of individuals who have lost limbs or who were born with limb differences, is of utmost importance – and in order to do that successfully, I cannot count on my own perspective, I must listen to people who have lived the experience of losing a limb or have grown up missing a limb.
Even the lessons learned in this expensive MS program for which I am privileged to be in, will not bestow the full breadth of knowledge that I need to get it right. Not even close.
When I was recruited to the Amputee Coalition, I was excited to be joining one of the most diverse teams that I had ever worked with, but I was surprised to learn that not a single team member was living with limb loss or limb difference, except for the interim CEO – the former Board Chair. One of the most important steps I’ve taken since joining the organization has been the active recruitment of individuals with lived experience, and not just for entry-level or coordinator positions, but positions with authority, director-level positions.
With this hiring emphasis, it has also been imperative that our organization approach its inclusion intentionally and thoughtfully, not requiring those employees with lived experience to always wear two hats. That is easier said than done, but it should be enough for Olivia, our public policy manager, to show up every day as the policy expert that she is and not also be expected to speak on behalf of all individuals who are missing both of their arms. She should be able to maintain the autonomy to choose when and how she discloses and/or engages her own experience in the context of her job. It is my responsibility to create a space for her, and all six employees with lived experience that I have hired so far, to fulfill the duties defined in their job descriptions without also having to bear the burden of speaking for the community that our organization serves. At an organizational level, in light of the political attacks on DEI initiatives, our Board of Directors, just last month, decided to emphasize our commitment to the work by changing the organization’s mission statement to include explicit language underscoring the prioritization of a culture that embraces diversity, is actively inclusive, and works to create equity both internally and within the community we serve. At a time when some organizations are archiving their DEI webpages, eliminating or merging DEI positions, and/or dissolving departments, having this language positioned within our mission requires that all work of the organization must incorporate diverse perspectives, be inclusive, and promote equity in order to be mission-aligned. That’s a directive that I am certainly proud to follow.