In the 1940s, AAUW took one of its first steps toward becoming a multicultural organization. After some branches refused to admit black members, the AAUW Board of Directors revised the bylaws to state that branch bylaws must conform to national bylaws. This ensured that no branch could institute policies of discrimination when the national bylaws opposed such policies.

Clearly, this wasn't enough. Since 1981, AAUW has been working in earnest to become a truly inclusive organization. This is not an exhaustive list of national actions to increase diversity, but does show the overall efforts and direction of AAUW's commitment to multiculturalism and diversity.

1972

• The AAUW Educational Foundation establishes the Selected Professions Fellowships Program, targeted to women of color.

1981

• Delegates at the AAUW Convention in Boston adopt strategic 10-year goal to increase and diversify AAUW's membership.

1987

• Multi-Ethnic Diversity Task Force is appointed by President Sarah Harder to explore barriers to membership in AAUW affecting African American women.

1988

• Diversity statement is drafted and passed by delegates at the 1988 Conference of Division Presidents. The statement, which is to be published on all AAUW materials, reads: "In principle and in practice, AAUW values and seeks a diverse membership. There shall be no barriers to full participation in this organization on the basis of gender, race, creed, age, sexual orientation, national origin, or disability."
• A diversity panel at Conference of Division Presidents meets overwhelming success.
• The diversity statement proposed at the Conference of Division Presidents is adopted by the AAUW Board of Directors.
• The AAUW Educational Foundation Board of Directors adopt their own diversity policy including a diversity statement: "In principle and in practice, the AAUW Educational Foundation values and supports diversity. There shall be no barriers to full participation in this organization on the basis of gender, race, creed, age, sexual orientation, national origin, or disability."
• The Association and Foundation boards of directors participate in diversity training.

1989

• Diversity themes, such as breaking the hidden barriers to diversity, are explored through a number of workshops at the Washington, D.C., convention.
• Progress on achieving the two-year goals is assessed by the AAUW Board of Directors.
• A Board Diversity Working Group is appointed by AAUW President Sharon Schuster.
• The AAUW Board of Directors participates in diversity awareness training.
• First of annual diversity awareness workshops organized for the national office for staff is held.
• Staff Diversity Team is formed.

1990

• "Train the Trainer" training by the National Coalition Building Institute is provided for 14 members and six staff members. Training workshops are presented to members through the Leader-on-Loan program and to staff members in Washington, D.C.
• A diversity awareness workshop is presented at the Conference of Division State Presidents.
• Delegates at the Conference of Division Presidents adopt a motion that recommends all states include a diversity segment in their strategic plan, to offer a diversity panel and diversity awareness workshop by 1992, and to print the full diversity statement on all state-generated materials, space permitting.
• New biennial diversity strategies are adopted by the AAUW Board of Directors.
• The strategic plans of all three corporations reflect AAUW's commitment to diversity.
• The AAUW Board of Directors appoints Diversity Awareness Trainers.
• The AAUW Educational Foundation develops the minority outreach poster/mailing.

1991

• A Diversity Advisory Group is appointed by AAUW President Sharon Schuster.
• The AAUW convention in Portland has a strong diversity focus including a pre-convention diversity workshop, a plenary panel on education and multiculturalism, and a block of 11 workshops that focus on issues surrounding diversity and multicultural efforts.
• A resolution is passed by the Portland convention delegates that states: "The Association, states, and branches will commit time and resources to develop and implement a five-year plan to reduce barriers to underrepresented groups and to expand access to leadership opportunities with the intent of strengthening our diverse communities on a local, national, and global level. The Association, states, and branches will give a biennial report of progress toward the goal of becoming a more diverse organization."
• Diversity workshops are held in 21 states.
• AAUW's groundbreaking report Shortchanging Girls, Shortchanging America has a specific data collection component on how the self-esteem of African American and Hispanic girls is impacted by gender bias in schools.

1992

• Diversity vision priorities and 18-month national, state, and local diversity implementation strategies are developed by members of the Diversity Advisory Group, the Association Board Diversity Working Group, two Diversity Awareness Trainers, and staff.
• Delegate body of Conference of State Presidents adopts motion for each state to form a diversity task force to coordinate the development and implementation of a state diversity plan.
• The AAUW Report: How Schools Shortchange Girls looks specifically for studies and data on girls of color and finds major gaps in data collection and research topics. One of its recommendations concerns the reporting of school data by race/ethnicity, gender, and socioeconomic status.

1993

• AAUW Minneapolis convention spotlights diversity awareness training, dramatic plenary presentation ("All Women Our Sisters") and 15 workshops on diversity and international issues.
• A 10-member Diversity Consultant Corps is appointed by the Association Board of Directors to provide focused consultation to branches and states as they work to become more diverse.
• The Educational Foundation releases Hostile Hallways, a study in sexual harassment in schools with significant findings for girls and boys of color and gay and lesbian students.
• Under the 5-Star Branch and State Recognition Program, commitment to diversity is made a requirement in obtaining the community action star.
• The Leadership/Effective Action for Progress (LEAP) Awards program is created to recognize branches that are successfully working towards diversity. First awards presented at AAUW Minneapolis Convention.
• AAUW establishes and awards the Leadership for Diversity Convention Grants, which provide financial incentives for members who reflect the underrepresented constituent groups of the diversity statement to attend convention to enhance their leadership role in diversity efforts.
• AAUW Educational Foundation launches the Girls Can! Community Coalitions Project, which funds 10 rural, urban, ans suburban sites to develop collaborative grassroots programs.

1994

• Spring issue of Leader in Action focus is "Embracing Diversity."
• Regional conference cycle features module on Programming for Community Impact: Working With Diverse Allies.
• Conference of State Presidents opening session focuses on diversity through "stories" theme, organizational climate discussions, and two 5-star program workshops.
• AAUW Board of Directors revises the diversity policy to include: "All Association committees and task forces of five or more members will include at least two members from underrepresented groups as defined by Diversity Statement."
• Targeted diversity incentive grants, MAP (Multicultural Action Planning) Projects, are awarded to five designated states and urban branches to create models and strategies for states and urban branches to use in their multicultural outreach efforts.
• Delegate body of Conference of State Presidents passes motion for each state president to adopt two diversity strategies to be undertaken by the state board.
• At the Fall Diversity Retreat, the Diversity Awareness Trainers, the Diversity Consultant Corps, and AAUW board members design plans for a new diversity awareness action program for branches.
• AAUW adopts a policy on disability access. The policy defines disability and affirms the need to make all meeting places accessible. It also states that written information be available upon request in alternative (braille, tape, large print, etc.) formats. AAUW urges states and branches to adopt similar guidelines.

1995

• Multiyear branch awareness/action program, ¡Adelante!, is launched. Sampler of Module One is presented at June AAUW Convention in Orlando, Florida.
• Diversity focus plenary, "Where Our Paths Cross," is featured at convention, along with a "diversity showcase" exhibit of successful branch and state multicultural projects.
• AAUW collaborates with the National Organization on Disability, becoming a national partner to conduct a special recognition program for community-based organizations (AAUW branches) that are taking the lead on addressing the needs of citizens with disabilities.
• Newly configured 18-member Diversity Resource Team is appointed, with representatives from each region.
• Foundation Board of Directors amends its bylaws to allow appointment of four board members to enhance diversity and expertise on the board.

1996

• ¡Adelante! Module Two: Assessments is introduced in the Spring Leader in Action.
• First National Organization on Disability (NOD) award is presented to a branch with an exemplary program on disability.
• "In Their Own Keeping," the Voter Education Campaign/Diversity Workshop Module, is distributed. This workshop effectively links AAUW's diversity efforts to another AAUW program priority.
• The Legal Advocacy Fund officially adopts a diversity policy.

1997

• ¡Adelante! Module 3 is introduced at AAUW convention in Anaheim, California. Module 3 incorporates three components: the individual level, the group level and the community level.
• NOD award winners honored at the convention 5-star event.
• Girls Sister-to-Sister Summits program with a focus on diversity is introduced at the AAUW convention in Anaheim.
• AAUW convention body passes bylaws amendment to add two new board positions: director of diversity and director of leadership development.
• First director of diversity appointed.
• AAUW Coalition/Activism Day at the AAUW convention includes diverse organizations and presenters.

1998

• AAUW, the Educational Foundation, and the Legal Advocacy Fund Boards of Directors approve a crosscorporate diversity plan.
• The AAUW Educational Foundation releases, Gender Gaps: Where Schools Still Fail Our Children. The report compares student enrollment, tests, grades, risk and resiliency by race and class as well as gender.
• AAUW adds a star on social justice to the 5-star program and incorporates social justice into organization program initiatives.
• AAUW launches the ¡Adelante! Book-of-the-Month Club and listserve with more than 100 subscribers.

1999

• AAUW releases the Diversity, Membership, and Leadership Tool Kits at the AAUW convention in Washington, D.C. The Diversity Tool Kit provides information to AAUW members on how to promote social justice, remove barriers, and create opportunities to enable all women and girls to reach their full potential. Membership and Leadership Tool Kits include sections on diversity.
• The AAUW Educational Foundation releases Voices of a Generation: Teenage Girls on Sex, School, and Self. The report compares the comments of more than 2,000 participants in AAUW Sister-to-Sister Summits on peer pressure, sexuality, the media, and school, and explores differences by race, ethnicity, and age.
• The AAUW program portfolio, Education and Equity: Choices for a Changing World, is developed, which includes Woman-to-Woman Dialogues on Social Justice.
• AAUW, the Educational Foundation, and the Legal Advocacy Fund complete an affirmative action plan.
• AAUW updates the policy on caucuses, which ensures that caucuses held at AAUW conventions are open only to AAUW members of a specified identity group (currently women of color, younger members, lesbians, and members with disabilities).

2000

• The AAUW Board of Directors strongly recommends to the Conference of State Presidents the addition of "class" to the AAUW Diversity Statement.
• The Delegate Body of the Conference of State Presidents adds "class" to the AAUW Diversity Statement.