The Stages of Belonging: Understanding Organizational Transformation
Have you been feeling frustrated lately with the speed of change in your organization? You're not alone. Many of us in the outdoor and conservation sector are striving to create more inclusive environments, but at times, it's challenging to imagine what a transformed organization would look like. We have had a lot of folks reach out to DEI Outdoors asking - What comes next? What does change look like? In response, we have created a visualization tool called the "Stages of Belonging in the Outdoors"
Have you been feeling frustrated lately with the speed of change in your organization? You're not alone. Many of us in the outdoor and conservation sector are striving to create more inclusive environments, but at times, it's challenging to imagine what a transformed organization would look like.
We have had a lot of folks reach out to DEI Outdoors asking - What comes next? What does change look like? In response, we have created a visualization tool called the "Stages of Belonging in the Outdoors" to assist organizations in evaluating their current state and planning for meaningful change. It starts with creating awareness and progresses towards becoming a model of empowerment and inclusivity.
This guide outlines five key stages:
Foundational - Building Awareness: At this stage, diversity is minimal, and the organization may be unaware of the benefits of inclusivity.
Inclusive - Embracing Diversity & Accessibility: The organization recognizes the importance of diversity but may struggle with retention and systemic barriers.
Equitable - Advancing Towards Justice: Focus shifts to ensuring fairness and equal opportunities, addressing systemic barriers.
Belonging - Fostering Connection and Community: The organization creates a psychologically safe environment where everyone feels valued and heard.
Empowered - A Transformed Organization: Diverse voices drive initiatives, and the organization becomes a model for inclusivity in the industry.
We hope that you can use this tool as a resource to truly visualize the steps your organization can take to drive change and continue progressing. You can share it with your leadership team or board of directors to illustrate that while awareness is a crucial first step, it's not the end goal. Use this tool to spark conversations, identify areas for improvement, and demonstrate that there's still progress to be made, regardless of where your organization currently stands.
The truth is, this journey never really ends. There's always room for growth and continued learning. Even organizations at the "Empowered" stage must continue to grow, adapt, and reassess their practices. Some of us may not even be on the mountain yet – we're still packing our bags and getting our tools ready. And that's okay.
Each stage presents unique challenges and opportunities. By identifying where your organization stands, you can better target your efforts and measure progress. Whether you're tackling unconscious bias, implementing equitable hiring practices, or fostering a sense of belonging among all team members, this guide provides a roadmap for sustainable change.
Remember, transformation doesn't happen overnight. It requires commitment, introspection, and a willingness to challenge the status quo. It involves not just changing policies and procedures but also shifting organizational culture and individual mindsets.
This process can be uncomfortable at times, but it's essential for creating truly inclusive and empowering environments. But with persistence and the right tools, every organization can create an environment where all individuals truly belong and thrive.
Transforming Outdoor Organizations: A Journey into Human-Centered Hiring and Belonging
Many organizations and camps want to increase diversity and representation in their staff, but often see high turnover and little retention. Hiring and recruitment constantly evolve, so we need a transformative approach focused on human-centered hiring. Human-centered hiring shifts the focus from the organization’s needs but instead considers both the candidate's and employers’ needs.
Many organizations and camps want to increase diversity and representation in their staff but often see high turnover and little retention. Hiring and recruitment constantly evolve, so we need a transformative approach focused on human-centered hiring. Human-centered hiring shifts the focus from the organization’s needs but instead considers both the candidate's and employers’ needs.
It's not only about filling positions but also about building long-lasting relationships, understanding the needs of the candidates, and creating a sense of belonging. This approach goes beyond the traditional recruitment mindset, focusing on what candidates can offer the organization rather than merely filling gaps.
Continued at American Camp Association’s Blog
So Now What?
In the Winter issue of Adventure Park Insider, we explored some of the issues around diversity. We looked at and redesigned our limiting beliefs, and took on the challenge of shifting the familiar outdoor industry mindset to become more accepting. So what do we do now?
It takes work to put ideas into action. In my work as a consultant, I often get asked, “How do we find the people? How do we invite the people?” Yes, we want diverse representation among our staff, and yes, we want a more diverse client base. But how do we find them way out here in [insert rural area]? How do we create trust and have people know that it is safe for them to come here both physically and emotionally? How do we engage with the community?
Continued at Adventure Park Insider
Challenging Our Beliefs
“Black people don’t do that.” There are many blockers to creating diversity in the outdoor industry, and this is one I have heard all my life. But this is perhaps the core blocker, and it plays a role in many of the others.
“Black people don’t do that.” There are many blockers to creating diversity in the outdoor industry, and this is one I have heard all my life. But this is perhaps the core blocker, and it plays a role in many of the others.
We all know there are blockers to creating diversity in the outdoors, such as accessibility, i.e., getting to and being able to afford outdoor pursuits. Another is the outdoors culture being affected by systematic racism and resignation. Then there’s the old adage, “It’s just always been this way.” Another is the question of how do rural operations reach more diverse, often city-based populations.
Continued at Adventure Park Insider
Creating Diversity in the Outdoor Industry
The topic of diversity and inclusion filters down to communities and businesses around the globe, and the adventure park industry is no exception. Of course, the conversation around diversity can be a bit touchy and uncomfortable, especially in the tempestuous times of late. Often people don’t know how to discuss an issue that is so sensitive to so many, so they avoid it altogether. We’re no different. Seeking shelter from the discomfort of a potentially confrontational conversation may be more common than meeting the challenge head on.
The topic of diversity and inclusion filters down to communities and businesses around the globe, and the adventure park industry is no exception. Of course, the conversation around diversity can be a bit touchy and uncomfortable, especially in the tempestuous times of late. Often people don’t know how to discuss an issue that is so sensitive to so many, so they avoid it altogether. We’re no different. Seeking shelter from the discomfort of a potentially confrontational conversation may be more common than meeting the challenge head on.
The good news is: Our industry, and our country as is evident by recent events, is hungry for a change. The bad news: We’ll need to get uncomfortable to get there. The better news: There is a road map to navigating the discomfort.
Continued at Adventure Park Insider