Diversity, Equity, Inclusion and Access Action Plan

The Association for the Advancement of Blood & Biotherapies (AABB) believes that all people should have the support they need to succeed in a respectful, fair and equitable environment. AABB is committed to our staff, members and the community in embracing diversity, equity, inclusion and access (DEIA). AABB's DEIA Action Plan represents our Association’s commitment to these values.

Why a Diversity, Equity, Inclusion and Access Action Plan?

AABB's vision, mission, purpose and core values are dependent on the diversity of our global community, which values equity, inclusion and access for all. Our DEIA Action Plan provides an initial road map to embrace these values within our workforce and community, with scalable actions toward specific goals and anticipated outcomes. This DEIA Action Plan is not intended to be static, but to undergo continual review as we learn and evolve in this space and receive feedback and input from the community, with modifications and updates to be made as needed.

AABB's Initial Diversity, Equity, Inclusion and Access Research

As a first step to inform future actions and initiatives, AABB engaged an expert consulting firm in September 2021 to conduct a survey focused on diversity, equity, inclusion and access among the transfusion medicine and biotherapies community. An invitation to participate in the survey was successfully delivered to 5,251 individuals who reside in the United States and Canada (Phase 2 data collection to be conducted in other global regions). A total of 706 qualified surveys (i.e., excluding abandoned or disqualified surveys) were collected with a margin of error of +/-4% at the 95% confidence level. The data from this survey would help AABB better understand:

  • How AABB members and recently lapsed members in the U.S. and Canada define diversity
  • The degree to which AABB and the fields it represents (i.e., blood establishments, transfusion medicine, biotherapies) are inclusive
  • Whether some demographic groups are underrepresented in AABB or these fields
  • What actions AABB can take to reinforce DEAI as an organizational value


AABB welcomes the community to review the survey results and provide feedback on future initiatives.

How AABB will Achieve its DEIA Goals

To embrace DEIA as an essential value supporting AABB’s mission and vision, AABB’s DEIA goals require tactical action. While activities have already been implemented, action must be consistently implemented throughout the Association. This will require the incorporation of DEIA goals into current policies and procedures. It is understood that tactical approaches may require iterations to successfully achieve these DEIA goals. Read about our DEIA Goals here.

Action Plan Goals


Provide a safe, welcoming environment and cultivate an inclusive culture that respects and supports the contributions of diversity.


Invest in and integrate diversity, equity, inclusion and access in all aspects of the Association (including through volunteer leadership roles, awards, content and education), and promote pay equity and workforce recruitment and retention practices that consider diversity, equity, inclusion and access.


Increase diversity among top leadership ranks and recognize individual achievements.


Advocate for more equitable health care research and policies to overcome inequities.

Anticipated Outcomes


AABB provides an environment in which all members and staff are welcomed and supported, and their perspectives and contributions are sought out and valued.

Recruitment and Retention

AABB recruits and engages an ever-more-diverse membership and equips individuals with the support and opportunities necessary for their professional success.


AABB is vigilant in ensuring that diversity, equity, inclusion and access are foundational values of our educational program offerings.


AABB increases awareness and recognition of contributions to the profession by underrepresented diverse populations.


We Want to Hear from You!

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Diversity refers to the composition of a group of people from any number of demographic backgrounds, identities (innate and selected), differently-abled, and the collective strength of their experiences, beliefs, values, skills and perspectives.

Source: ASAE Diversity + Inclusion Strategic Plan 2019-2021.


Inclusion refers to a cultural and environmental feeling of belonging which can be assessed as the extent to which all individuals are valued, respected, accepted and encouraged to fully participate in the Association.

Source: Washington, E. & Patrick, C. 2018. 3 Requirements for a diverse and inclusive culture.

Inclusion is the act of establishing philosophies, policies, practices and procedures so that organizations and individuals contributing to the organizations’ success have a more level playing field to compete and equal access to opportunities, information and resources.

Source: ASAE Diversity + Inclusion Strategic Plan 2019-2021.


Equity is necessary to ensure historical injustices that have prevented individuals from gaining access to the same opportunities in the first place are addressed and corrected (Kranich, 2005).

An equitable environment challenges intentional and unintentional forms of bias, harassment and discrimination and promotes alternative actions. Because an environment can be welcoming and inequitable, attention is paid to recognizing and eliminating barriers to full participation at individual and systemic levels.

Source: ASAE Diversity + Inclusion Strategic Plan 2019-2021.


Liberty or ability to enter, approach, pass to and from a place or to approach or communicate with a person or thing. Freedom to obtain or make use of something.