Change

by John Malone, Ed.D.

On November 4, 2008, Barack Obama was elected as the 44th president of the United States. The next day, I found myself really excited about the possibilities of change (Obama’s central campaign premise and platform) and a better way of living for all people regardless of age, sex/gender, race/ethnicity, faith tradition, language, class or socioeconomic status. After only an hour at work, we were called into an emergency meeting with the Founder/CEO of the agency. First, it is important to note that I work for a non-profit community based organization (CBO) located in Atlanta, Georgia. The agency promotes self-esteem, building knowledge and raising the community’s awareness about the Human Immunodeficiency Virus (HIV); and, its adverse impact on communities of color—particularly African American men. Second, while the agency’s primary focus is communities of color—there is an emphasis placed on African Americans given our unique geography and population.

The meeting began with our CEO expressing his overwhelming joy that Obama had actually been elected. He announced, “Never in my lifetime would I have imagined that I would see the day when a black man would be elected as president of the United States.” I have worked at this agency for almost five years and I cannot recall him being this excited about anything other than the work we do with our black gay male youth program.

Then, the CEO announced that the agency would be closing for the day and lunch was on him. This was big! I have been at the agency on Christmas Eve awaiting a Merry Christmas phone call allowing us leave early, only to receive that call at 5:30 pm. The office officially closes at 6:00 pm.

Before the meeting adjourned, the CEO talked about his pending retirement and his plan to transition out of the position. He feels as the United States prepares for change, the agency should follow suit. He hopes that the agency will flourish under new leadership and direction. He spoke of conducting a national search for an ED who possesses the qualifications and experience that would expand and build upon what the agency has already accomplished. While I am happy that he will finally take a much needed break, I am also fearful of what could be potentially be disastrous for the agency and communities we serve. Why fearful? Having been to a number of conferences and collaborating nationally with a number of people within the field of HIV prevention, I can only identify a few that I think could truly take the organization to the next level.

While the rates of HIV infections are declining or stabilizing in other communities, they are still growing within the African American community. CBOs such as the one in which I am employed, could potentially make an even greater impact and difference. However, many that specifically work with the African American population are no longer in the mix. Those that are still open, are no longer focusing solely on African Americans or aren’t fully equipped with the resources to succeed. Those which have closed its doors were a result of lost funding, mismanagement, embezzlement of funds, or combination of these reasons. At the same rate that these service providers are closing, our white counterparts are now being funded to do the work that these agencies once did. Conversely, we must keep in mind that those who do not connect with communities of color from an authentic perspective or integrated process are often misinformed and misguided. This misinformation and ill-guidance lends itself to the ever-present historical and sociopolitical context of various communities of color. This is evident even in 21st century news reports (i.e., print, visual, and virtual media) where in recent November elections there were a number of state ballot initiatives ranging from same sex marriages to unmarried parental adoption rights across California to Arkansas. Nevertheless, these news stories should never diminish the seriousness of CBOs’ mission. Why couldn’t these CBOs sustain? How can someone be a part of community and steal from that community in which they have been appointed to serve?

CBOs that work with African Americans usually employ staff, board members, and top level management that directly resemble the population. But do these CBOs have the infrastructure to survive and thrive? Are leaders being trained effectively or seeking trainings? Are African Americans addressing psychosocial behaviors that could hinder their development as a leader? And how do we identify the next generation of leaders that will hopefully bring about this much needed change; will our egos allow us to?

While reflecting on a recent conversation with my CEO, he explained that the agency was developed out of a need and grew as a result of his and his fellow founders’ passion for eliminating HIV within our community. He will be the first to tell you that he has made many mistakes along the way, but the organization is still standing and serving the community. And while his leadership style may be somewhat stern, I am sure you will never hear one person question his dedication as an advocate for African Americans or communities of colors affected and infected by HIV/AIDS. I have seen many people come and go throughout my tenure at the organization and within the field of prevention. It is extremely disheartening that African Americans who should/could advocate for the rights of those who cannot speak for themselves choose to advocate only for themselves. I am a firm believer that it does help to have people on the front line of this epidemic that resembles the population being served, but at what cost? I am not sure what this national search will bring us in terms of adept candidates, but I do know that as a community we have to do better together. If we can’t depend on ourselves, strong allies, and sustained networks, then who can we or should we depend on? ■