Environmental Education organizations across America are coming to terms with a history of practice that has often been, and continues to be, exclusionary of many groups. This was a central topic at our 2019 #WEareEE Conference, and we want to keep the conversation going. We’re also writing this short piece 1) to clarify some of the key terms, 2) to take a deeper look at reality of inequity in ‘green’ organizations, and 3) to share some valuable resources that we love that can help programs better serve the diverse communities here in Arizona. Down the road, we’re going to continue with blogs diving deeper into these topics and will be featuring some model inclusive EE organizations & efforts here in Arizona.
At AAEE we have been working hard on our organization’s mission, culture, strategic planning, and practices to make sure that we center justice, equity, and inclusion in all aspects of our work. Diversity is strength, and we want our association to welcome the variety of beliefs, identities, languages, interpersonal styles, and values of all individuals in our state. Our goal is to create an association that is inclusive, respectful, and equitable, and to engage the talents of people with different backgrounds, experiences, and perspectives to collectively create a sustainable future for Arizona that prioritizes social & environmental well-being. We recognize that we have a long way to go, that this is work that is never done, and we are looking forward to continuing to dig deeper & commit ourselves to positive change.
Have you heard of “DEI”? Maybe your organization wants to build a “DEI” strategy, or perhaps build a “JEDI” committee — But what does that really mean? What is meant by all these acronyms being tossed around in corporate, non-profit, and institutional circles? First of all, as we engage in this work, it’s important to remember that these words are representative concepts & actions surrounding serious issues, and to casually turn them into acronyms or just ‘another committee’ or just ‘another strategy’ can not only be ineffective, but harmful.
In the various environmental sectors: the government, non-profits, research areas, businesses, science/education/outdoor programs, and more, there is a pattern of this work being predominantly facilitated by middle to upper-class, white, and older populations. This imbalance becomes more prevalent the further up in leadership one looks. Yet, in many studies, Americans of color consistently demonstrate more concern for environmental issues that white Americans. This paradox points to a phenomena many refer to as the Green Ceiling, which Green 2.0 describes briefly as, “Despite increasing racial diversity in the United States, the racial composition in environmental organizations and agencies has not broken the 12% to 16% “green ceiling” that has been in place for decades.”
Even knowing that moving towards a more sustainable and just world takes all of us, “The leadership, boards, staff, and memberships of mainstream environmental groups continue to be largely white, upper middle-class, and older. This failure to include other segments of society is a serious limitation. It reduces the reach and impact of all groups working in conservation—from non-profit organizations to foundations to government agencies. All too often, it also means that the support of nature and conservation by people from diverse backgrounds—and the toll of environmental problems on less wealthy communities—is neglected or ignored.” (Dorceta Taylor, Green 2.0)
In order for all of us to achieve our goals we need to prioritize inclusive & equitable practices that address social & environmental injustices as the interdependent systems that they are. One of the places we can start is by building personal and organizational cultural competence. For those of us in EE who aren’t familiar with the term “cultural competence”, if you check out this great chart, you may see something surprising. (Martin & Vaughn, Cultural Competence: The Nuts & Bolts of Diversity & Inclusion) The components of cultural competence, are almost identical to the components of the objectives of EE as documented in one of the EE field’s founding documents: The Tbilisi Declaration! The same familiar elements of the EE “Awareness to Action” continuum from Tbilisi can be applied to understanding and developing cultural competence.
With this in mind, we’re excited to share a list of resources that our colleagues and various members of our organization have shared with us. We’re looking forward to building this list and making a permanent set of resources on our page. If you see we’re missing some important resources–Let us know by commenting or messaging us on our blog, Facebook page, or Instagram.
- NAAEE’s Equity & Inclusion eePRO Group
- Diversity and the Conservation Movement
- Green 2.0 and their Roadmap to Building an Inclusive Organization
- Examining Equitable and Inclusive Work Environments in Environmental Education
- Center for Diversity and the Environment
- Teaching Tolerance
- Community Toolbox – Enhancing Cultural Competence
- Awake to Woke to Work – Building a Race Equity Culture
- Center for Whole Communities
- First Peoples Worldwide
- Green for All
- The National Coalition Building Institute