Building Power in Equity: Inside the AFM Diversity Committee’s Summit

April 1, 2026

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by Beth Zare, AFM Diversity Committee Chair

At a moment when conversations around diversity, equity, inclusion, and accessibility (DEIA) are being challenged across institutions, the Diversity Committee of the American Federation of Musicians of the United States and Canada is choosing a different path: going deeper, getting more specific, and making a real commitment to change.

At its two-day summit in early March, the committee moved decisively beyond conversation and into strategy—pairing immediate AFM Convention planning with a long-term vision for how diversity work can reshape our union.

Across two days of conversation and planning, a clear direction emerged: a commitment to measurable progress, expanded membership, and a broader vision of what diversity means for our union—building on existing efforts to create lasting, meaningful change.

Recognizing Leadership Through the Diversity Awards

One of the summit’s first tasks was to review the applications received for the AFM Diversity Awards. The committee confirmed that 16 submissions from 12 locals were complete and ready to advance to the next stage.

All submissions will now move to an external panel of judges drawn from across the labor movement, including partners from State Labor Councils, AFL-CIO, and Canadian Labour Congress (CLC).

Four locals submitted applications for the President’s Local Award, which recognizes locals that have demonstrated exceptional leadership in advancing diversity initiatives. Applications were received from Locals 10-208 (Chicago, IL); 56 (Grand Rapids, IL); 77 (Philadelphia, PA); and 257 (Nashville, TN).

The applications showcased a wide range of initiatives, from educational programs to community partnerships, reflecting the unique cultural ecosystems of each local.

Three submissions were received for the Charles McDaniel Youth Award, which celebrates programs and initiatives supporting young musicians from historically underrepresented communities.

Encouraging youth participation is essential to building a more inclusive future for our profession. Programs that connect young musicians with mentorship, training, and performance opportunities will also lead to future union membership.

Eight submissions were received this year for the Charles Walton Diversity Award. The award honors an AFM member whose lifelong dedication to advancing diversity, equity, inclusion, and justice has made a lasting impact on both our union and the broader community.

All Diversity Awards are more than a recognition of achievement. They celebrate a body of work that helps expand access, elevates underrepresented voices, and strengthens the fabric of our union itself. Highlighting new ideas and sharing initiatives can build momentum across the entire Federation. What’s working in one local could become a model for others.

Women’s Caucus Reimagined

For years, the Women’s Caucus has been a meaningful but modest gathering at AFM Conventions. One proposal discussed during the summit was to rebrand the gathering as a celebration of diversity. The shift reflects a strategic effort to welcome allies while maintaining a strong focus on issues impacting women’s leadership and equity.

Rather than creating a siloed event attended primarily by those already aware of diversity work, committee members expressed interest in building a gathering that feels welcoming to all. By blending celebration with meaningful dialogue, the Women’s Caucus hopes to foster connection, reflection, and shared purpose.

This year, the focus turns to a critical issue shaping the future of union leadership: health and wellness.

Union officers and active delegates often carry significant responsibility, balancing the demands of leadership with their professional lives as working musicians. The pace, pressure, and emotional labor of this work can lead to burnout—one of the most significant challenges to sustaining strong, effective leadership over time.

Centering health and wellness is therefore not just supportive—it is essential to officer retention and long-term organizational strength.

The caucus will feature a Women’s Health and Wellness panel that brings these realities into the open, creating space for honest conversation. The discussion will focus on practical tools for self-care, boundary-setting, and building systems of support within our union.

By addressing these challenges directly, the event reinforces a known truth: sustaining the work of our union requires sustaining the people who lead it.

From Resolution to Impact

One of the most consequential conversations at the Diversity Committee’s Summit centered on adopting DEIA language into our AFM Bylaws. In a shifting political climate, embedding these principles creates a durable foundation—one that reflects our union’s core values and reinforces a shared commitment to equity, representation, and nondiscrimination.

Establishing that baseline is essential. But the real work lies in a commitment beyond the convention. Without clear accountability and consistent application, even the strongest language can remain symbolic. Moving forward, the committee’s focus is ensuring that these principles are reflected in everyday decisions, leadership practices, and measurable outcomes across the organization.

Strengthening the Structure of Diversity

During conversations at the summit, a clear theme emerged: meaningful progress requires stronger structure.

Diversity work across the AFM is often energetic and creative—but also fragmented. Conference diversity committees form annual gatherings and then dissolve. Those locals that have diversity committees don’t always have clear pathways for connecting, sharing, or building on one another. Momentum is generated, but without continuity, it can fade before it has the chance to grow.

The goal going forward is creating a more connected, sustained framework—one that supports ongoing collaboration, strengthens communication across locals and conferences, and ensures that progress has a place to continue building.

A Bigger Vision

The conversation pushed beyond internal operations into a broader question: what could the AFM become if we truly allowed ourselves to dream big?

That begins with an honest look at who our union serves—and who it does not yet reach. Expanding membership beyond traditional genres of classical and jazz musicians to include those working in rock, hip-hop, reggae, and other contemporary genres is not just an opportunity, but essential to our union’s future.

At the same time, the growing reality of freelance work demands a new approach. To remain relevant, our union must meet musicians where they are—offering tools, protections, and services that reflect how careers are built today.

Underlying all of this is a shift in identity. The AFM cannot function only as a service organization focused on contracts. It must operate as a movement—one that builds power, confidence, and collective voice among its musicians.

Diversity work is central to that transformation. It is not about isolated programs or one-time events. It is about how our union functions—who we reach, how we lead, and what we make possible for our members.

The question now is not whether this work matters. It is whether we are ready to act on it—together—and create the union we all need and deserve for the future.

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