We cannot become what we want by remaining what we are. —Max DePree

A more diverse, inclusive, and equitable membership inevitably will include newcomers. But how do we make newcomers feel comfortable and welcomed? Often, people who are new to an organization can feel invisible or disregarded.

Consider this recent experience: After waxing poetic (and deservedly so) about veteran LWV-PA presenters, an event co-sponsor recently told me, “You’re good, too. It’s just that you’re new.”

Fortunately, I’m okay being “just new.” For people less able to tolerate scrutiny, however, a similar comment might send them scurrying to those they consider more “woke.”

The expression “to be woke” refers to the extent of awareness dominant-cultured individuals have of people other than themselves. For example, if your dominant social class is wealth-holding, how cognizant are you of the ways in which wealth excludes and includes others’ participation? Here are some questions to ask:

• In what ways do you make it possible for people without wealth to participate equally in your committee’s work?
• To what extent does your committee pay attention to who is and who isn’t in the room at your meetings, events, and gatherings?
• How open is your committee to feedback from newcomers about what would make them want or not want to participate?
• Who among your committee members is responsible for and/or has an idea for inviting and then mentoring someone from a culture distinctly different from the culture(s) of those who are already included in the conversation?

An organization that is actively committed to broadening its demographic profile pays attention to questions like these. Its members consider how to nurture and support new members.

Read Sandi Rankaduwa’s recent Buzzfeed article, “The British Royal Family Has More to Lose than Harry and Meghan Do,” at https://www.buzzfeednews.com/article/sandirankaduwa/meghan-markle-prince-harry-megxit-leaving-royal-family and consider how a dominant group’s choice to bend others to their will can ultimately backfire. Alternatively, Ralph Ellison’s masterpiece, Invisible Man (1952), offers insight into those who have been blissfully asleep.

Please send comments or requests to be interviewed for 5Ws and an H to Jacqui.lwv [at] gmail.com (). This series profiles LWV-PA members and how they connect to Diversity, Equity and Inclusion (DEI) by asking: Whom would you most like to see become a part of the League but have yet to see in the membership? What prompted you to join the LWV-PA? When did you become socially or civically active? Where were you born and/or raised? Why does that matter in terms of DEI? and How will you know the League is a diverse, equitable, and inclusive organization?

—Jacqui Pinn, Co-chair, DEI Taskforce