Diversity and inclusion in parks and recreation: communication will improve awareness of diversity.

In March of this year, the U.S. Census Bureau released projections that estimate the Hispanic and Asian populations will triple, the black population will rise 71 percent and non-Hispanic whites may drop to half the total population by 2050. As the demographics of our country shift, the leadership and membership of NRPA needs to reflect the change.

In October 2003, I participated in a Diversity Roundtable session at the 2003 National Congress & Expo in St. Louis, Mo. Attendees of the session shared thoughts and exchanged ideas about the subject, and through a question and answer interchange, one of the participants asked me what I would personally do as president of NRPA to help our members and leaders better understand the necessity of being a diverse and inclusive organization. I responded with several objectives that I (working with the leadership) am working toward accomplishing during my tenure:

1. Include the topic of diversity and inclusion with incoming leadership and discuss the importance of the subject when I speak at state and regional conferences.

2. Work with our nominating committees to encourage a broad-based approach to seeking nominations for leadership positions.

3. Work with our executive director and top leadership to ensure our staff and trustees are educated in diversity, and support an environment that welcomes all people.

4. Continue to institute and utilize fair and employment practices, and promote equal access for all.

5. Listen to concerns of the membership and work with the trustees to develop and enact policies and procedures that are fair and sensitive to all members. Implement programs and services that reach all audiences and pledge support to "promote an inclusive environment" within NRPA.

6. Reach out to organizations and affiliates that have similar missions including the Ethnic Minority Society, The Roundtable Associates, and the Urban Park and Recreation Alliance.

7. Continue to support the National Institute on Recreation Inclusion.

Diversity is defined as being different or having differences. The one thing we all have in common is we are all different. Our association's challenge is to meet the membership needs in a forum that encourages differences and invites, welcomes, and includes everyone.

This inclusion effort is reinforced by tremendous work of our Diversity Committee. This group, with input from groups within NRPA, has developed a strategic plan for the association that was adopted by the Board of Trustees last October.

A conscious effort by membership and leadership is the only thing that will bring about this change--it doesn't just happen on its own. Diversity and inclusion also can't be viewed as annual goals, but rather as an ongoing initiative requiring education, involvement and commitment.

Inclusion can range from recognition to acknowledgement and from involvement to embracement. We must work along this continuum to embrace diversity and inclusion, which can be our strength in the future, rather than something that holds us back. We need to take advantage of the diverse range of opinions and experiences so that the organization and the parks and recreation profession can benefit.

I found this quote (source unknown) and wanted to share its wisdom with you: "It's about building a broad-seeped, inclusive and just organization in which trust and respect are the default options for all the members of the community. This is an organization that continuously learns how to better use all human capacity for both individual and collective good. To value diversity, to value difference in a community means that policies, structures and norms of behavior must be aligned in such a way that every member of the community is respected and included. Honest dialogue among members of almost any community reveals that there are usually segments of the community that feel disrespected, misrepresented, or left out of the loop. True inclusion attempts to bring those people into the mainstream of the community organization. And that is often a formidable task."

The members of the Board of Trustees will meet in Bismarck N.D. in May to discuss this topic in greater detail. We will be attending a training session related to diversity and inclusion, making it a priority to remove all barriers that might prevent equal and equitable participation for ALL.

I believe that we are positioned to make even greater strides toward ensuring diversity and inclusion. It is a formidable task and lofty goal to which we all must aspire, so I ask you to take the time to reach out and encourage others to not only join our association, but be more involved in the decision-making process.

I do not pretend to have all the answers of our ability to fully embrace diversity and inclusion, but I am personally committed to this effort. It takes each individual's commitment to the principles of diversity and inclusion. Secondly, it takes a purposeful plan from leadership to ensure our organization is meeting its commitment to our inclusion policy.

Please go to www.nrpa.org/pdf/ NRPA_ Vision_2010_Strategy_for_ Diversity.pdf to view the diversity plan and non-discrimination statement in its entirety. We would also welcome your comments on the subject of diversity and inclusion, and would like to publish responses in a future Parks & Recreation magazine. Please send your comments, ideas and letters on the subject to [e-mail].

James A. Donahue, CPRP 

NRPA President