Truly, being appointed AARP’s Chief Diversity Officer is a dream realized. I am uniquely positioned to do big things and help AARP make a substantial impact on the DEI landscape.
I’ve been fortunate to be a part of AARP for more than two decades. My career journey took me to other organizations, but I’ve returned three times (hence, I’m known as the Boomerang Kid). Each new job within and outside of AARP was a growth opportunity that helped prepare me for where I am today.
When I was first hired in the 1980s, AARP was already the biggest name in aging and had always embraced inclusiveness and diversity. It was founded by a retired educator in her 70s after a career of providing opportunities for women, immigrants, retirees and students of all races.
Building on her legacy, AARP advocates on behalf of older adults and their families by fighting age discrimination, and providing resources, information and opportunities to help them live their best lives as they age.
When most people think of DEI, age probably isn’t top of mind. We may think of race, ethnicity, gender, sexual orientation, or economic status, but ageism and age discrimination are very real. For many people, ageism is just one more layer of exclusion that can have a potentially devastating impact on their ability to earn a living, be part of a community or even maintain emotional and mental wellness.
While AARP focuses on people 50 and older, we know ageism cuts both ways. So we actively reach across age barriers, learning and working intergenerationally. Through lived experiences, every age group brings something rich to the table. Together, we “Disrupt Aging” and challenge ageist stereotypes that target both young and old. In the workplace, we encourage employers and policy makers to recognize that age inclusion is a powerful source of employee productivity and company growth.
I foresee AARP becoming a model organization for diversity, equity and inclusion that other organizations will want to imitate. Big organizations can really step up and make a difference. That means combatting fear of change, and fear of people who look, think, and live differently. We’re not here to turn the clock back. We’re looking ahead and imagining a world where we celebrate and learn from our differences, and where diversity, equity and inclusion aren’t the exceptions, but the norms.
Within AARP, we’re promoting a diverse and inclusive workforce and workplace culture. Simultaneously, we’re reaching out with greater focus to connect with potential volunteers and members from diverse communities, continuing our long history of multicultural outreach.
Throughout the pandemic, our intentional outreach regarding health disparities has prompted us to ramp up efforts to ensure that Black and brown communities understand their increased risk of COVID. We’re leading the way, providing education and resources to have a direct impact on diverse communities.
Two years ago, I was part of a staff group that laid the groundwork to establish AARP’s Diversity, Equity, & Inclusion Advisory Council, which now operates under my office. And I’m proud that for many years AARP leadership has encouraged and supported Employee Resource Groups (ERGs) that bring employees together around cultural, racial, gender and issue interests. They are conduits for feedback to AARP’s decision makers and safe educational zones for peers that foster understanding.
Since I am journeying on a trail blazed by others, I am committed to bringing people along and making sure the road is easier for everyone coming after me. I hope part of my AARP legacy is eventually making space for the next person to do the job I’m doing right now, as I build upon the well-established foundation that’s already in place.
AARP is working hard to challenge divisive and exclusionary practices, and to do away with outdated beliefs and stereotypes at every age. We’re sparking new solutions so more people have fewer obstacles in their way that keep them from living their best lives. I’m incredibly honored and grateful to be CDO for such a dynamic and inclusive organization.
