NOTEWORTHY

Enhancing Diversity, Equity, and Inclusivity in The American Association for Marriage and Family Therapy

 

Authored by the AAMFT Diversity, Equity, and Inclusivity Oversight Committee 2023 and 2024 (in alphabetical order): Ronald Asiimwe, PhD, Adrian J. Blow, PhD – Chair, Katie Heiden-Rootes, PhD, Naveen Jonathan, PhD, Silvia Kaminsky, MSEd, Debbie Manigat, DMFT, Erin C. Schaefer, MAEd, Isha D. Williams, PhD, Monique E. Willis, PhD and AAMFT Staff Melanie A. Gibson, MA, CAE (COO), Chris Michaels, CAE (CEO) and Shari N. Olarte, MA, CAE (Dir. of Governance).

The Diversity, Equity, and Inclusivity Oversight Committee (DEIOC for short), an AAMFT standing board committee, was established in October 2022. The need for this committee was identified by AAMFT staff who were working on the development of diversity, equity, and inclusivity (DEI) practices and policies to efficiently assess and monitor DEI efforts within the Association. The DEIOC is an oversight committee that assesses DEI policies and practices within AAMFT through several methods (e.g., AAMFT stakeholders survey, focus groups with select AAMFT volunteers, and a comprehensive DEI review of AAMFT processes and materials). These efforts resulted in conclusions and recommendations for the AAMFT Board to consider related to DEI within the association. Because this work was new, the DEIOC dedicated significant time to identifying and developing effective strategies for integrating DEI into the organization’s operations and decision-making. In this article, we report on our work over the first two years of our existence. In our first year, we surveyed AAMFT members and key stakeholders—e.g., ex-members and LMFTs who are not AAMFT members. In our second year, we reviewed AAMFT’s internal processes and policies from a DEI lens. Additionally, we followed up with focus group interviews involving participants from our 2023 survey. In this article, we report on the findings from our 2023 survey with plans to provide a second report in 2025 on our 2024 work.

External Review: Survey Summary and Findings

Procedures: The DEIOC met monthly throughout 2023 to create, administer, and analyze survey items that would allow us to assess how AAMFT is/was perceived and experienced by members and other stakeholders through a DEI lens.

Methodology: We collaboratively created the survey, drawing on example surveys and literature focused on DEI in associations similar to AAMFT. The DEIOC members discussed and debated each item in the survey. Once the survey items were identified and agreed upon, the survey was piloted by members of the DEIOC and AAMFT staff to ensure that it met our goals and had face validity. Additionally, respondents were asked to answer open-ended questions  as well as indicate their interest in participating in future focus group discussions regarding AAMFT’s DEI perceptions and policies. Our goal was to engage as many people as possible to complete the survey. Participants were solicited via email requests sent to all AAMFT members and others in the AAMFT database (e.g., ex-members, external stakeholders). Three email blasts reached 22,908 members and 51, 453 stakeholders. To expand outreach beyond email, we posted survey invitations on Facebook, Instagram, Twitter, and LinkedIn.

Participants

Out of the 74, 361 solicitations made via email, the response rate was 1.5% of potential respondents. Data were entered into SPSS software and were analyzed for sample demographics and other descriptive statistics. In addition, participant demographics aided in identifying differences in outcomes by subgroups (e.g., gender, race, sexual orientation, age). The sample was diverse, and the table  link provides the demographic breakdown of the sample.

A total of 1,109 participants engaged with the survey, with 875 completions (78.9%) and 234 partial completions (21.1%). Almost two thirds (63.8%) of participants were women, 24% men, and 5% identifying as either transgender, gender fluid, gender queer, non-binary, agender, or two spirit.

Regarding  sexual identity/orientation, 72% identified as heterosexual, 6% bisexual, 1.5% gay, 2.4% lesbian, and 6.7% as other sexual orientation/identity (asexual, two spirit, fluid, pansexual, or queer).

Age-wise, 60% of respondents were between  35 and 64 years.

Most participants originated from the USA (84%); the other 16% originated from fifty-six other countries.

Additionally, 91% reported residing in the USA. Sixty-nine percent of participants identified as Marriage and Family Therapists, while the remaining participants represented various professions including psychologists, social workers, and counselors.

Seventy-five percent were AAMFT members, 8% were students, 20% were former AAMFT members, 25% approved supervisors, and 38% Clinical Fellows. Fifty percent of respondents were full-time clinicians, while the other half came from  other professional backgrounds including academia, consulting, and retirement.

Most held a master’s degree (66%), followed by PhD (27%), and other (7%).

Missing Data

We experienced missing data with 234 individuals dropping out of the survey at various stages. We examined dropouts for patterns related to non-completion. The data suggest that dropouts were random, and no patterns were detected to explain reasons for non-completion.

Findings

Findings are reported below in response to each item. Data were reduced in order to assist in our understanding of responses. For example, respondents answered each  item on a 6-point Likert scale ranging from strongly agree to strongly disagree and the scale varied depending on the question asked. For example, on the question about value, the scale ranged from Highly Valued to Not at All Valued, and the question on awareness, the scale ranged from Fully Aware to Completely Unaware. Responses 4-6 were coded as positive and those 1-3 as negative. Demographic data  were collapsed and categorized on key demographics for analysis and to protect the confidentiality of participants with low subgroup sizes. For example, race/ethnicity was reduced to White participants and minoritized race/ethnicity. In the text below we summarize the data responses for each question. We also summarize data responses for key categories of responses as well as intersections of categories—race/ethnicity, gender, sexual orientation, country of origin, and age.

Question 1: Do you view AAMFT as an organization with a diverse membership?

This question gauged respondents’ perceptions of AAMFT as a diverse organization. While 54.8% viewed AAMFT as having a diverse membership, 45.1% did not. Further analysis showed that individuals with minoritized identities had more negative perceptions of AAMFT’s diversity.

Specifically, the following all had a negative perception of AAMFT’s diversity: 65.6% of those with minoritized sexualities; 58.2% minoritized race/ethnicities; 74% of those from minoritized genders; 61.3% men from minoritized race/ethnic groups; 75% minoritized genders of color; 77.1% minoritized genders who are racially White. Younger participants under age 44 (57.3%) were also more negative in their perceptions, while heterosexual, White, older (above age 45), male, and AAMFT members (versus non-members) had a more positive assessment of the organization’s diversity.

Question 2: Do you view AAMFT as an organization that attracts individuals from diverse backgrounds (e.g., race/ethnic groups, LGBTQIA+ communities) as members?

This question assessed respondents’ perceptions of AAMFT as an appealing organization for diverse members. Just over half (53.8%) viewed AAMFT as an attractive organization for diverse individuals while 46.2% did not. Individuals from minoritized identities expressed more negative perceptions of AAMFT as an attractive organization for diversity, including 66.5% with minoritized sexualities, 57.8% from minoritized race and ethnicities combined, and 68.6% from minoritized gender identities, and 80.6% from minoritized gender identities who are racially White. Additionally, younger participants (58.6%) were more negative in their perceptions of this question. In contrast, heterosexual, White, male AAMFT professional members, particularly those of older age (above 45) were much more positive in their assessment of AAMFT’s attractiveness for diverse members.

Question 3: In your view, when individuals from diverse backgrounds join AAMFT, have you witnessed them feeling valued as members?

58.4% of respondents viewed AAMFT as valuing diverse individuals while 41.5% did not. Those with a minoritized identity were more negative in their perceptions (61.6% with a minoritized sexuality; 56.5% with a minoritized race/ethnicity, 79.1% of those from minoritized genders, 81.8% minoritized gender who are from minoritized racial/ethnic groups, 79.5% minoritized genders who are racially White). By contrast, those who were heterosexual, White, AAMFT professional members, male, and of an older age (above 45) were much more positive in their assessment of AAMFT as valuing diverse members.

Question 4: Are you aware of AAMFT’s diversity, equity, and inclusion policies?

Overall, about half of respondents were unaware of AAMFT’s DEI policies (51.7%), while 48.2% were aware. Awareness was generally low across all groups, with higher rates reported among those who identified as racially White (51.6%), men (57.2%), and minoritized gender identities (53.9%). Those between 65 and 74 years of age (58.6%) reported the most awareness.

Question 5: AAMFT provides sufficient programs and resources to foster the success of members from marginalized communities?

Overall, respondents expressed positive views regarding AAMFT’s programs and resources, with 64.7% of respondents viewing AAMFT as providing sufficient programs and resources to support diverse members, while 35.3% held a negative view. Individuals from minoritized identities were more negative yet less than in previous questions, including 54.1% minoritized sexualities, 66.7% from minoritized genders, and 74.2% minoritized genders who are racially White. In contrast, heterosexual (68.3%), White (69.8%), AAMFT professional members (67.8%), male (76.5%), and individuals over 45 (70%) were positive in their assessment of AAMFT programs and resources.

Question 6: AAMFT does a good job of communicating about diversity, equity, and inclusivity

Respondents had positive perceptions of AAMFT’s DEI communication with 65.5% viewing it positively compared to 34.4% who viewed it negatively. Those with a minoritized identity were more negative in their view of communication by AAMFT: 56.7% minoritized sexualities, 64.2% of those from minoritized genders, 71% minoritized genders who are racially White. By contrast, those who were from majority groups were more positive: heterosexual (70.2%), White (70.4%), AAMFT professional members (68.6%), male (78.5%), and of an older age (70%) were much more positive in their assessment of AAMFT DEI communication.

Question 7: AAMFT has a strong commitment to diversity, equity, and inclusivity

Overall, respondents expressed positive perceptions of AAMFT’s commitment to DEI, with 71.4% viewing it favorably compared to 28.6% who did not. A closer examination of the data revealed that individuals with minoritized identities held more negative views regarding AAMFT’s DEI commitment: 57.1% of those from minoritized genders, 66.7% of minoritized genders from racial/ethnic groups, and 58% of racially White minoritized genders reported dissatisfaction. In contrast, heterosexual (76%), White (77%), AAMFT professional members (75.3%), and male (80%) were very positive in their assessment of AAMFT communication. Other groups who gave negative responses to other questions were much more positive in answering this question. For example, racially minoritized women were 63%, racially minoritized men 63%, and minoritized sexual orientation 51.6% positive.

Question 8: People from diverse backgrounds have equal opportunities for advancement within AAMFT

Two thirds (65.9%) of all respondents viewed diverse members as having equal opportunities for advancement while 34.1% did not. Within specific groups, those with minoritized sexualities and genders were more negative in their perceptions including 55.2% from minoritized sexual orientations, 68.3% from minoritized genders, 77.8% from minoritized genders who are from minoritized racial/ethnic groups, and 70% from minoritized genders who are racially White. The majority of other groups were positive. Those who identified as heterosexual (71% positive versus 29% negative), White (72.8% positive versus 27.2% negative), and male (76.4% positive versus 23.6% negative) were much more positive in their perceptions.

Question 9: I feel valued as a member of AAMFT

Sixty one percent of respondents felt valued by AAMFT while 38.7% did not. Among specific groups, those with minoritized genders had more negative perceptions: 67.5% of those from minoritized genders, 77.8% minoritized genders who are from minoritized racial/ethnic groups, 65.5% minoritized genders who are racially White. Most other groups were positive except for previous members (64.9% negative) and never members (55.6% negative). Those identifying as heterosexual (64.4% positive versus 35.6% negative), White (68% positive versus 32% negative), and female (65.2% positive versus 34.8% negative) were more positive in their perceptions.

Question 10: I have considered dropping my AAMFT membership because I feel unwelcome

Across the board, respondents reported not considering dropping their membership because of feelings of unwelcomeness (69.7% not considered dropping membership versus 30.3% who had). Even for members of groups who had reported unhappiness in prior responses, this did not lead them to want to drop their membership indicating that members maintained their AAMFT membership despite any discontent about issues they might have.

Question 11: I have found one or more AAMFT groups where I feel like I belong/am included

Fifty-five percent reported they had found a group where they belonged, while 45% had not. Although all groups reported negative experiences/perceptions in previous questions, those identifying with minoritized sexualities were more positive about belonging (62.2% positive versus 37.8% negative) as were those from minoritized genders (62% positive versus 38% negative). Comments suggested that interest networks provided connection and visibility to these individuals. However, those from minoritized race/ethnic groups, international countries, and students were more negative. Specifically, minoritized racial/ethnic groups reported feeling less included (53.9% negative vs. 46.1% positive), along with international individuals (54.8% negative vs. 45.2% positive), and students (56.5% negative vs. 43.5% positive).

Question 12: In your experience, AAMFT programs, e.g., conferences, speakers, topics reflect a high level of diversity

More than two thirds (67.9%) reported that they viewed and experienced AAMFT programs as reflecting high diversity while 32.1% did not. All subgroups were positive except those from minoritized genders. Those from the minoritized genders group were more negative in their views and experiences: 54.8% of those from minoritized genders, 66.7% minoritized gender who are from minoritized racial/ethnic groups, and 54.9% minoritized genders who are racially White.

Question 13: I am able to bring my full self to AAMFT events and activities

Sixty-two percent  felt they could  bring their full selves to events and activities while 38.4% reported  they could not. Those from the minoritized genders group were more negative than positive in their views and experiences (61.9% negative versus 38.1% positive), 77.8% minoritized genders who are from minoritized racial/ethnic groups, and 58% minoritized genders who are racially White. The majority of other groups were positive except for those who were previous members (52.5% negative) or never members (70% negative).

Question 14: AAMFT is well aligned with my values

60.4% reported that AAMFT was well aligned with their values while 39.6% reported that they were not. Men (49.8% negative; 50.2% positive), men of color (51% negative; 49% positive) were neither positive nor negative in response to this question. Those who were non-members (60.8% negative versus 39.2% positive), previous members (60.4% negative versus 39.6% positive), and never members (66.7% negative versus 33.3% positive) were more negative in response to this question.

Question 15: In your view, does AAMFT promote diversity, equity, and inclusivity through programs, activities, resources, and/or initiatives?

A little over half (56.6%) reported positively that AAMFT promoted DEI, while 43.3% reported that they were not as positive in their views. Within specific groups, those with minoritized sexualities and genders were more negative in their perceptions: 58.7% from minoritized sexual orientation, 56.9% from minoritized racial/ethnic groups, 57.3% women from minoritized racial/ethnic groups, 51.7% men from minoritized racial/ethnic groups, 70% of those from minoritized genders, 61.1% minoritized genders who are from minoritized racial/ethnic groups, 73.5% minoritized genders who are racially White. Those from certain groups were more positive:  heterosexual (59.8% positive), White (63.3% positive), and USA (57.5% positive), while others were more negative in their perceptions: international places (52.6% negative), and those who were younger (age 35-44, 56.3% negative).

Summary and Recommendations

Our survey revealed that while many AAMFT participants have positive experiences related to DEI within the association, some do not share this sentiment. Notably, individuals from more minoritized groups expressed lower satisfaction regarding DEI perceptions. Participants from minoritized genders and sexualities generally viewed AAMFT as lacking diversity and struggling to attract diverse membership. Their responses often contrasted sharply with those from majority populations, highlighting a need for AAMFT to invest more in DEI programs and activities. In contrast, Cisgender participants, generally reported higher levels of perceived diversity in AAMFT programs and recognized the association’s commitment to DEI. Interestingly, cisgender men distinctly viewed AAMFT membership as more diverse compared to other genders and sexualities. Further analysis of quantitative data by gender and race revealed significant differences, suggesting that considering intersectional identities is essential for understanding diverse perspectives within the survey. International respondents reported challenges in finding a sense of connection and belonging within the association. However, they acknowledged the presence of DEI efforts and expressed feelings of being valued as part of the larger organization.

The DEIOC survey generated a large amount of data for AAMFT Board consideration and resulted in nine core recommendations to the Board of Directors, all of which were adopted by the AAMFT Board.

  1. Increased intentional engagement with minoritized groups.
  2. AAMFT communications to review DEI communication strategy to increase awareness of DEI activities and priorities.
  3. Dedicated DEI space on the AAMFT website. In our review of several sister organizations, we noted that many had allocated sections on their websites to DEI. These were easy to find and included rich content. We recommend that AAMFT establish a dedicated landing page for DEI-specific information, featuring details about the DEIOC, DEI-focused networks, and other DEI programs. This resource will strengthen AAMFT’s DEI efforts and member awareness.
  4. Improve communication of Topical Interest Network (TIN) activities to the larger membership. TINs are offering extremely diverse programming that is attractive to members, but members may be unaware of these events or may view them as separate from AAMFT.
  5. Code of Ethics. Several issues were raised pertaining to the code of ethics including reparative therapy and multicultural competence. We recommend that the Code of Ethics Revision Task Force be asked to explicitly address these issues in their work.
  6. Intentional DEI continuing education for AAMFT leadership, staff, Board members, and TIN leaders, to address structural and systemic issues in governance, policy, and practice.
  7. Intentional engagement of students and new professionals. Student members were not very responsive to the survey. They also reported not having a positive sense of belonging within the association.
  8. Create a scorecard now that we have these initial benchmarks against which future renditions of this survey can be compared.
  9. Expanding DEI to include other topics/identities. Some respondents reported that DEI is overlooked for certain populations and minoritized identities. Topics raised by respondents included intersectional identities, disabilities, and neurodiversity.

In summary, members provided valuable information to the board of directors through the survey. The DEIOC took each response seriously and made key recommendations to the board of directors. The survey will be re-administered in the coming years to establish benchmarks and review trends over time. We sincerely  appreciate all who took part in this survey. If you have any questions or would like to volunteer in future DEI efforts in AAMFT, you can email deioc@aamft.org

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