Issues of diversity, equity, and inclusion (DEI) are quickly moving to the forefront of the outdoor education and leadership field. Scholars and practitioners have been addressing DEI for decades, and we are still dealing with many of the same issues today. I recently conducted a research study surveying the AORE membership about diversity, equity, and inclusion. I asked members about their perceptions and experiences regarding DEI in the field, what DEI programming currently exists in their outdoor programs, what has been most and least successful, and what barriers may stand in the way of creating an inclusive environment for diverse populations. The study findings gave interesting insight into where we are in terms of DEI in outdoor recreation and education, particularly in higher education institutions.
What I discovered is that DEI perceptions and experiences run the gamut. On one end are the outdoor educators who are exhausted by the topic and see it as “trendy” or a “box to be checked.” On the other end are social justice advocates who see DEI as one of the most important challenges facing the field of outdoor education today. Because I fall into the latter category, I framed the study and presented findings from a critical and social change standpoint. Whatever your stance may be, it is imperative to the field of outdoor education that we continue the dialogue on how to be more inclusive of diverse groups.
One of the most significant findings in this study is that outdoor educators personally value diversity and inclusion highly. This provides an optimistic outlook for diversity and inclusion in outdoor education. However, another theme that emerged—and is one of the biggest challenges in DEI work—is how to put good intentions into effective practice. Many participants wrote that they want to do DEI work, but they don’t know how. The nonprofit sector contains some phenomenal organizations whose primary purpose is working with diverse populations. However, many of us work in higher education institutions that put constraints on our decision-making ability and budgets. That said, some outdoor educators are doing great DEI work in these settings as well.
One of the most charged topics in DEI is the dreaded “diversity and inclusion training.” People are saying that it doesn’t work. And they might be right. This is not exclusive to outdoor education, but is a challenge for all organizations trying to become more authentically diverse. Research shows that
people’s behaviors and actions often don’t
ods to make training sessions achieve more.
Moving beyond a traditional format, training might include self-education, roundtable discussions, written reflections, book clubs, and learning how to effectively facilitate dialogues around DEI issues. Also, once you’ve led workshops and discussions with students and staff, hold them accountable. For example, address passing comments or actions that might reflect or uphold stereotypes, even in informal settings. While I am not suggesting that outdoor leaders not conduct diversity and inclusion training, I suggest that we broaden the way we frame and think about it.
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Thoughts on
By Elizabeth Rogers
diversity, equity, and inclusion
in outdoor education