Welcome!
Diversity, Equity, and Inclusion are topics that regularly populate our news feeds and affect a wide variety of people in profound ways. But discussions about these topics can be difficult and provoke strong emotions. Especially when we talk about race, privilege, and power all of which are intertwined with the work of diversity, equity, and inclusion.
Though we often need to confront race and racism , privilege, and power— they are, after all, integral parts of our history and culture, not to mention real life — we can feel tentative about how. We hope this training can help. This training was built with two goals in mind. The first, to help the Inside Out Leadership Series attendees gain knowledge together about the role of race, power, and privilege in decision making and; the second, to equip you with tools to integrate these practices into your own programming and life.
As a society, public discussions about race and racism have increased in volume and intensity. Organizations and staff feel a sense of responsibility to bring these topics into their workplace—because staff and members want to be part of the conversation and should be. If handled effectively, these discussions provide opportunities for timely learning. From police-involved deaths of Black and Latinx men to everyday racism to Confederate flag controversy with sports figures and celebrities getting involved in the conversation, there is a lot to grapple with and discuss.
Leaders sometimes feel hesitant to raise these topics because it may be uncomfortable, strong emotions can emerge and leadership may feel they don’t have enough information or background to discuss the topic well. Below are suggestions and strategies for having conversations with staff and members about race and racism. Prior to these discussions and throughout the process, leadership will benefit from doing their own self-reflective personal work around race and racism—whether this takes the form of professional development, reading and reflection, conversations with colleagues and others—to be aware of their own triggers and sensitivities and be willing to not only be uncomfortable but be a learner too.
When we created our C&NN Equity, Diversity, and Inclusion (EDI) Values in 2017, we committed to enhancing equity, diversity and inclusion across the children & nature movement. There is still much to be done, this is a journey, not a check-box to be accomplished.
As a member of the C&NN community, we invite you to share our commitment to equity, diversity, and inclusion. We are using similar trainings as a first step to create organizational accountability to the C&NN DEI values (see below). This training series will equip participants understanding of equity competencies, tools to examine roles of power, privilege, and personal agency to affect change.
Children & Nature Network
Equity, Diversity, and Inclusion
Values
Equity
The Children & Nature Network is leading a global movement to increase equitable access to nature so that children - and natural places - can thrive. In pursuit of this, we define equity as striving for fair treatment, access and opportunity by seeking to identify and eliminate barriers that have prevented the full participation of historically underserved and underrepresented populations.
Diversity
Results when equity and inclusion are practiced consistently and with intention. The Children & Nature Network is an organization that is striving to embrace and build an inclusive and global movement that honors the psychological, physical, and cultural differences that occur among any and all individuals.
Inclusion
We are dedicated to creating environments in which all individuals and groups can be and feel welcomed, respected, supported and valued to fully participate in the children & nature movement.
*Adapted from the UC Berkeley Initiative for Equity, Inclusion & Diversity and with support the Youth Outside team