Diversity Committee Report

September 1, 2024

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Embracing Diversity: A Path to Solidarity in Our Union

by Greg Riley, AFM Diversity Committee Member and Member of Locals 77 (Philadelphia, PA) and 802 (New York City)

As we reflect on our union’s history, we stand at a pivotal moment. This moment offers us the opportunity to embrace the true essence of solidarity and community, concepts deeply intertwined with diversity, equity, and belonging. The AFM has a complex past, marked by progress, but also by the challenges of overcoming divisions rooted in race, gender, and sexual orientation. Our journey from segregated union locals to a more inclusive organization has not been easy, but it underscores the importance of unity in our collective mission.

In her book The Gifts of Imperfection, Brené Brown captures the essence of belonging: “Fitting in is about assessing a situation and becoming who you need to be to be accepted. Belonging, on the other hand, doesn’t require us to change who we are; it requires us to be who we are.” This distinction between fitting in and belonging is crucial as we reflect on our union’s efforts to create a space where all members, regardless of their backgrounds, can truly belong.

Belonging is not merely about inclusion; it’s about authenticity. As Brown notes, “Authenticity is a collection of choices that we have to make every day. It’s about the choice to show up and be real. The choice to be honest. The choice to let our true selves be seen.”

This authenticity is at the heart of what it means to be part of a union—where we are valued not for our ability to conform, but for the unique perspectives and experiences we bring. Research has shown that diverse teams are not only more innovative but also smarter in their decision-making. When organizations embrace diversity across race, gender, and sexual orientation, they benefit from a richer pool of ideas and perspectives, leading to more creative solutions and improved performance. By fostering an environment where authenticity and diversity thrive, our union strengthens its capacity to adapt, innovate, and succeed in an ever-evolving world.

The path to true solidarity is not without its challenges. We must acknowledge that loneliness and exclusion are felt deeply when we are surrounded by others, yet still feel apart from them. As a union, it is our responsibility to ensure that no member is marginalized or excluded. Solidarity demands that we create a community where everyone can thrive.

Divisions and Diversity Initiatives in the AFM

The AFM has a history of addressing and overcoming divisions based on race and has extended its focus to include gender, sexual orientation, and other aspects of diversity. However, there are still challenges in ensuring that the diversity within its membership is fully represented at all levels of the organization. The Diversity Committee of the AFM has been working to create inclusive environments across local chapters by developing guiding checklists; supporting equity, diversity, and inclusion (EDI) committees; and conducting more comprehensive surveys to better understand the demographics and needs of their members.

Since the merger of segregated unions, the AFM has made significant strides in promoting diversity, but there is still work to be done, particularly in addressing the gaps in representation and inclusion within leadership and membership engagement. Examples of ongoing efforts to address these issues are the AFM Diversity Awards and the focus on including diverse voices within symphonic orchestras.

Diversity is not just a goal; it is essential for our growth and strength as a union. It brings together a variety of perspectives, experiences, talents, and creativity. By fostering mutual respect, understanding, and inclusion, we empower marginalized voices and build a stronger, more resilient union. Yet, we must ask ourselves: Are we doing enough?

The AFM has a complex history with diversity, especially regarding the integration of segregated locals. The merger of these locals, which started in the 1950s, was a significant milestone in addressing racial division within the organization. The merger of Locals 47 and 767 in Los Angeles in 1953 marked the beginning of a series of similar integrations across the country. This process was often slow and fraught with challenges, as both Black and white locals had concerns about the impact of these mergers on their financial stability and representation.

AFM Diversity Committee

AFM Diversity Committee chair Beth Zare of Local 6 (San Francisco, CA) and members Bennie Keys of Local 56 (Grand Rapids, MI), Rozalind MacPhail of Local 820 (St. John’s, NL), Tina Morrison of Local 105 (Spokane, WA), Elliott Ratliff of Local 60-471 (Pittsburgh, PA), Greg Riley of Local 77 (Philadelphia, PA), Edmund Velasco of Local 7 (Orange County, CA), Tihda Vongkoth of Local 427-721 (Tampa Bay, FL), and Stewart Williams of Local 72-147 (Dallas-Ft. Worth, TX) are committed to this mission. Our priority is to reflect the diversity of our musical community and further the AFM’s goal to celebrate our organization’s diverse nature. With the support of our AFM International Executive Board, we aim to better represent and increase membership through educational outreach, recruitment, officer training, and increased leadership opportunities at all levels.

However, resistance to diversity persists. Some view these initiatives as unfair or reverse discrimination, creating hostility and opposition to diversity efforts. This resistance perpetuates stereotypes and reinforces divisions. It is only by fully embracing diversity that we can ensure it is not weaponized against us by employers. Whether due to fear of change, economic or political backlash, misconceptions about stereotypes, or threats to privilege, our union still has hard work to do in embracing inclusivity.

In moving forward, we must remember that nostalgia can be a dangerous form of comparison. It can lead us to idealize a past that never truly existed, blinding us to the present opportunities for growth and unity. Instead of looking back with longing, we can look forward with a renewed sense of purpose.

Community, solidarity, and diversity are not separate concepts; they are interwoven threads that strengthen the fabric of our union. By embracing these principles, we create an environment where all members feel a true sense of belonging—where their voices are heard, their contributions valued, and their identities respected. This is the path to a more inclusive, stronger, and more united union.

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Further Resources:

• Diversity and Inclusion: Why Diverse Teams Are Smarter, by David Rock and Heidi Grant, Harvard Business Review, https://hbr.org/2016/11/why-diverse-teams-are-smarter
• 10 Benefits of Diversity in the Workplace, Washington State University, www.onlinemba.wsu.edu/blog/10-benefits-of-diversity-in-the-workplace
• Black History Is AFM History: Learning from Our Past, in the February 2024 issue of International Musician
• More Than Meets the Ear: How Symphony Musicians Made Labor History, by Julie Ayer, view excerpt: https://iml.esm.rochester.edu/polyphonic-archive/article/segregated-musician-union-locals-1941-1974/index.html
• Seattle’s Two Segregated Musicians’ Unions Merge, by Peter Blecha, www.historylink.org/File/10331
• Union Divided Black Musicians’ Fight for Labor Equality, by Leta E. Miller, www.press.uillinois.edu/books/?id=p087677

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