Organizing Through Inclusion: Building Union Power Through Calling In

July 1, 2025

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by the AFM Diversity Committee

Diversity, equity, inclusion, and accessibility (DEIA) are essential to organizing union workers because they strengthen the foundation of solidarity. At the heart of effective organizing is the one-on-one conversation—a strategy rooted in trust, empathy, and mutual respect. DEIA principles enhance these conversations by encouraging listening over speaking, openness over defensiveness, and a focus on common ground rather than division.

The diversity within unions is widely recognized as a fundamental source of strength. This diversity brings an immense variety of talent and perspective to every aspect of union work—perspectives that musicians and other professionals uniquely express through their craft. When communities come together through their differences, they build a stronger, more unified force. Whether at the negotiating table or on the picket line, this collective diversity breeds solidarity and power.

However, society is currently in a moment where efforts to advance DEIA are being mischaracterized and distorted. DEIA initiatives are increasingly blamed for undermining merit and fostering new forms of discrimination. This narrative fuels division, fear, and anger—undermining solidarity and poisoning relationships within families, workplaces, and unions.

Many are witnessing these effects firsthand, both professionally and personally. Friends, family members, coworkers, and union siblings have been affected by divisive messaging designed to fracture trust and connection.

At the heart of unionism and human rights advocacy is the act of calling out injustice and speaking truth to power. Yet, when that power manipulates communities into turning against one another, it becomes essential to ask: How should people respond? How can discussions around diversity continue in the face of misinformation that weaponizes it to divide?

One possible response lies in shifting from a culture of “calling out” to one of “calling in.” The term calling in was coined by activist Ngọc Loan Trần, whose work centers on building solidarity across diverse identities and issues. It has since been popularized by feminist and reproductive rights activist Loretta Ross. Drawing from decades of activism, Ross highlights how internal conflict has weakened many movements—and offers calling in as a tool to address this challenge.

In her book, Calling In: How to Start Making Change with Those You’d Rather Cancel, Ross recounts powerful experiences—from helping to deprogram white supremacists to teaching feminist principles to convicted rapists. These stories reveal that, even with those once considered unreachable, transformation is possible.

According to Ross, “a call in is basically a call out done with love.” Instead of inviting confrontation and creating enemies, calling in extends an invitation to dialogue. It encourages empathy, understanding, and engagement. Rather than shaming or punishing, it opens space for honest, often difficult, conversations—an approach that strengthens organizing efforts and community relationships alike.

More than a strategy for outreach, calling in fosters deeper connection and trust within unions themselves—reinforcing a shared purpose and building the kind of solidarity that drives lasting, inclusive movements.

However, as Trần cautions, calling in is intended for those with whom there is a desire to build or maintain community. It is not a tool to excuse harm or protect privilege at the expense of justice. It demands personal discipline, emotional intelligence, and strategic judgment. Calling in does not replace calling out—it adds another approach to the organizer’s toolkit, one rooted in relationship-building and long-term change.

Ultimately, calling in is not just a tactic—it is a cultural shift. It resists the polarizing mindset that frames disagreement as disloyalty, and difference as threat. By fostering a calling in culture, communities can create a buffer against divisive rhetoric. Such a culture encourages deeper understanding, forgiveness when mistakes are made, and a focus on shared values. It helps repair rifts among families, friends, and colleagues, while strengthening the capacity to meet the demands of democratic participation.

Most importantly, a calling in culture creates new opportunities to celebrate diversity. It embraces differences as sources of power and transformation, opening the door to greater potential for collective action and lasting change.

The AFM can benefit from using a calling in culture by fostering deeper solidarity, reducing internal conflict, and strengthening relationships among members. This approach encourages respectful, empathetic conversations that help address misunderstandings without shame or division. By emphasizing shared values and common goals, calling in promotes inclusivity, builds trust, and enhances collective action—making our union more resilient, unified, and effective in advocating for all its members.

The AFM Diversity Committee includes Chair Beth Zare, secretary-treasurer of Local 6 (San Francisco, CA); Edmund Velasco, president of Local 7 (Orange County-Long Beach, CA); Bennie Keys Jr., president of Local 56 (Grand Rapids, MI); Elliott Ratliff, member of Local 60-471(Pittsburgh, PA); Stewart Williams, president of Local 72-147 (Dallas-Ft. Worth, TX); Tina Morrison, AFM International Executive Board member and member of Local 105 (Spokane, WA); Tihda Vongkoth, president of Local 421-721 (Tampa Bay, FL); Greg Riley, member of Local 802 (New York City); and Rozalind Macphail, vice president and executive director of Local 820 (St. John’s, NL).

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