Fifth in a Series
In my last post I briefly discussed the April 16 letter from the CAIR National board responding to Leila Fadel’s article published by NPR the previous day. Reflecting on how that letter continued with the same sort of categorical denials contained in Fadel’s article, it is pretty clear the board is not presently capable of taking charge when it needs to.
With the growing concern about what is going on at CAIR, that is precisely what needs to happen, with no more delay.
As Fateh Tumia of Boulder put it bluntly: “We can continue ducking down and pretend that everything is honky dory as we always do and let the national CAIR maintain denial, or [we can] face reality, investigate the issues brought in the allegations and clear up the mud surrounding the organization once and for all.”
Former employees and board members who are associated with wecair.net, who are calling for the resignation of the chair of the national board as well as the executive director of CAIR, are obviously much more knowledgeable about the internal dynamics of the organization than am I. But I have seen enough to conclude that certainly structural change is called for, and quite likely personnel change as well.
I have learned that a number of CAIR leaders, notably those from Chicago and Philadelphia, have been calling for a change at the top for years. They believe that moving from the “largest” to the “leading Muslim civil rights and advocacy organization” requires new, competent leadership.
I have also learned that the national leadership has stepped in to reverse decisions of local chapters. A case in Dallas was especially heavy-handed. If diversity of faith affiliations and perspectives was truly valued at the top, CAIR National should have welcomed the Dallas chapter’s choice for Executive Director.
In another case, a chapter Executive Director who was wheelchair bound was ridiculed and considered visually offensive to the CAIR brand. She was ousted by National, and is still owed thousands of dollars of salary. One CAIR official said of her: “There’s nothing wrong with her, she’s in a wheelchair because she’s fat.”
To reiterate, the day has come for the board to step up and exercise true oversight. For starters, the executive director of CAIR should not be a voting member of the board.
If the board cannot make that minor change, or if that does not lead to the board appointing a credible panel to investigate allegations, then we will have to spill the beans to donors. That should do it.
American Muslims can take inspiration from the legendary Tuskegee Airmen of World War Two, the all-black crews which escorted and defended American bomber crews. The Airmen knew from the outset of their training that it would not do to be every bit as good as white escort crews. Being black, they had two strikes against them. They would have to be better than the others. Indeed, in time white bomber crews specifically requested them for missions.
CAIR is not unique in gender discrimination and mismanagement. But Muslims in America have at least one strike against them. All the more reason why the Muslim community must insist that CAIR bring itself up to model standards in gender equality and management. Some might not think it is quite fair that CAIR must do this. But the times and the political reality demand it.
And in terms of organizational morale and retention of employees, meeting the highest standards will not hurt CAIR one mote’s worth.
Reform CAIR 