Posts

Towards Inclusive & Equitable Environmental Education

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

Resources:

Preparing to Build Capacity – AAEE Board Members at the 2019 ee360 NAAEE Leadership Clinic

AAEE Board of Directors at Asilomar State Beach

This June, AAEE’s Board of Directors was honored to be selected as one of ten NAAEE Affiliates to participate in the second ee360 Affiliate Leadership Clinic. Our five board members traveled to beautiful Asilomar State Park Conference Center for five days of workshops, discussions and planning sessions (plus some beach time!) all focused on helping us create an action plan for capacity building.

Together with other first-time Affiliate attendees and team members from the first ten Affiliates that participated in the 2017 Leadership Clinic, we explored transformative leadership, diversity, equity and inclusion, fundraising best practices and action planning, while networking with board members, staff and community members of the19 other Affiliates and NAAEE staff and colleagues.

ee360 Leadership Clinic participants

 

 

 

A highlight of our time with the other Affiliates was the Share Fair, an evening where each team shared their strengths and conundrums so we could all learn from and support each other. Inspired by this event, we plan to host a similar opportunity at our Conference in September.

AAEE’s booth at the Share Fair

The AAEE team was proud to share our successes with EE Certification, the re-launching our membership program, our new website and resource section, our strategic plan, strong collaborations with other organizations and the upcoming state conference. Our conundrums were very similar to other states in that we are missing a lot of voices from communities throughout our state in our conversations, and funding and people power are continually limited.

One of the most rewarding aspects of the clinic for the AAEE Board Members was to have such a concentrated amount of time to be together in the same space, getting to know each other better and most importantly, thinking deeply about EE in Arizona. For an all-volunteer organization, opportunities like these are rare and we tried to savor every moment – including the beach time.

AAEE Board bonds at the beach

Ultimately we recognized as a team that an important key to our capacity building is to make sure we are deeply listening to all EE voices in Arizona, so that everyone is included and can help shape AAEE to be what is most needed for the diversity of practitioners and audience members in our state. That includes persons of color, people of different-ability, and folks who do not necessarily consider themselves environmental educators but are doing work to educate community members about our world’s natural systems and environmental challenges. 

The more people that feel valued and can see the value of AAEE, the stronger our capacity will be. We were already on this path with our focus for the September state conference, Arizona We are EE, and have started working to strengthen our focus on inclusion at the conference and beyond.

We recieved great feedback for our conference planning

We’re so grateful for NAAEE, the US EPA and the seven other partner organizations for providing the resources to strengthen what we do in the field via the ee360 Program, with goals designed to drive excellence, be more inclusive, cultivating collective impact, and mobilizing access to high-quality resources and networks. We are also thankful for the time the NAAEE staff puts into creating these opportunities for and for doing so much to help strengthen Affiliates across the network. Keep an eye out for future updates and ongoing evidence that your AAEE Leadership Team is listening! Have a question for us or a suggestion on how we can do better? Contact LoriAnne at president@arizonaee.org