Getting the most out of diversity work: Establishing the foundation for success

Written by Shanita Brown, Diversity Communications and Outreach Coordinator at the Chesapeake Bay Program

As part of the 2014 Chesapeake Bay Watershed Agreement, Chesapeake Bay Program partners committed to a goal of increasing diversity in conservation and restoration activities. Since then, certain diversity-related terms and phrases have been used more frequently. But it’s important to use these words and phrases in the proper context. Defining the meaning of words like “diversity” as they apply to an organization and integrating these principles into restoration work is an invaluable part of achieving diversity goals that last.

In our work, the Bay Program has defined diversity as follows: “Expanding the diversity of the workforce and participants in restoration and conservation activities means to include a wide range of people of all races, income levels, faiths, genders, ages, sexual orientations and disabilities, along with other diverse groups. For this effort to be successful it will require us to honor the culture, history and social concerns of local populations and communities.” Because diversity is such a broad term, it can refer to a multitude of things; when talking about diversity, it’s important to be as intentional and specific as possible about the kind of diversity you’re referring to and why.

Diversity implies balance and harmony, while recognizing the individual differences that bring about that harmony. Our goal is for those who are participating in restoration and conservation efforts to better reflect the kind of diversity that exists in our watershed. But to diversify successfully, we must also consider the meaning of terms like inclusion, cultural competency and environmental justice, and our goals related to these terms should be place-based.

In what ways can your organization include diversity and inclusion into your mission? Who is your target audience, and how can you build a relationship to achieve your mutual goals? How can your organization play a role in achieving environmental justice, and how can you include diversity within your organizational structure? Examine your organization from the inside out, beginning with your mission statement and your board of directors. Does your board represent the diverse perspectives and constituencies of the communities you serve?

When addressing stewardship and engagement opportunities, consider how you can diversify programs and projects to reach a broader audience. The public is looking for more targeted restoration engagement with traditionally underserved and underrepresented populations. And as the Bay Program ventures forward in its diversity initiative, the proper communication of diversity-related terms—and the application of these concepts in a way that responds to the needs of the public—will be critical to success.

One way to get your voice heard right now is by providing feedback on the Chesapeake Bay Program's draft two-year workplans—both for diversity and for other watershed goals—on our Management Strategies & Work Plans Dashboard, now through March 7.