Goal #4 Inclusion

Goal #4 Inclusion Create access to opportunities and resources for all residents.

4.1 Align with the County’s Equity and Inclusion Action Plan.

Although gains have been made in the areas of Diversity, Equity and Inclusion (DEI) through the County’s Office of Equity and Inclusion (OEI), more can be done. Specifically, in articulating and implementing policies through Mecklenburg Park & Rec. Mecklenburg Park & Rec should continue to build on a partnership with OEI and develop a formal plan that outlines goals, guidelines, and procedures that will help to ensure all residents of the County have equitable and unbiased access to facilities, programs, and services. While it is complicated to measure intangible metrics like bias, the mere act of creating the standard is meaningful. Doing so will solidify a stance of inclusion that will remain central to Mecklenburg Park & Rec’s messaging. In order to define direction, create alignment, and continue to generate commitment to DEI, Mecklenburg Park & Rec leadership can take some important steps to allow staff to evaluate individual and collective perspective, identity, values, and culture. As an organization, they can consider how those experiences may affect their approach and effectiveness. Then, Mecklenburg Park & Rec can evaluate how dynamics of DEI affect residents and department strategic planning. True inclusion requires active, intentional, and ongoing efforts to promote full participation and a sense of belonging of every employee, customer, and strategic partner. It involves procedures and practices, but also the ability to envision and enact new ways of leading. Across the Mecklenburg Park & Rec divisions, leaders will need to define new requirements and reimagine what inclusive leadership looks like at their division. Divisional leadership will need tools and support, both financially and functionally, as they improve their ability to identify and mitigate bias, respect differences, manage conflict, and create a system of inclusion for individuals with physical and cognitive disabilities, members of a multicultural/racial/ethnic community, members of the refugee/immigrant community, and members of the w community. Creating and implementing a formal inclusion plan will guide Mecklenburg Park & Rec to establish consistent guidelines and encourage adherence to these guidelines. Mecklenburg Park & Rec’s Therapeutic and Inclusive Recreation program identifies its mission and purpose as the following: “To provide therapeutic recreation services for individuals who have disabilities that focus on abilities, rather than disabilities and encourage people to attain their highest level of independent leisure functioning by increasing leisure skills, improving social and communication skills, increasing independent living skills, and increasing their awareness of and involvement in community recreational activities; to advocate for and ensure inclusive opportunities in all program services; to act as

advocates for individuals with disabilities by promoting accessibility at all Department parks, facilities, programs, special events and classes.” This eloquent message mirrors the National Recreation Park Association’s (NRPA) understanding of inclusion. For the NRPA, inclusion comes from supporting builtenvironment enhancements, modeling policy development, and highlighting best practices for program implementation to increase access to health opportunities. Capitalizing on that message, Mecklenburg Park & Rec’s Therapeutic and Inclusive Recreation team can help to develop a formal inclusion plan for Mecklenburg Park & Rec to ensure multi-divisional acceptance of inclusion practices.

4.1 Key Actions

Develop and adopt a formal Diversity, Equity and Inclusion Policy:

• Seek support from the County’s Office of

Equity and Inclusion and the Therapeutic and Inclusive Recreation program to create a plan specific to park and recreation service needs.

• Include an outline of the accommodations that can improve accessibility to programs, parks, recreation centers, and other facilities for all community members, regardless of background or ability.

• Support staff members with the appropriate training to implement the plan through their own roles and responsibilities.

“Thousands of lesserknown neighborhood parks are the backbone of America’s park system. Often, they are the nearest—and sometimes the only—natural environment available for urban communities. Yet, despite their importance, public agencies struggle to meet the basic budgetary maintenance and programming needs of these parks. All too often, this equity imbalance falls along racial and economic lines.”

– Catherine Nagel, Executive Director of City Parks Alliance

4.2 Complete regular equity and anti-bias trainings for department staff to continue and reinforce a departmental culture of equity advancement across all Mecklenburg Park & Rec operations, internal, and external.

Recently, Mecklenburg County has begun a county-wide initiative requiring full-time staff to complete a day long training in anti-bias, equity, and inclusion. These workshops work to decrease external bias by establishing a baseline of understanding and awareness for individuals with physical and cognitive disabilities, members of a multicultural/racial/ ethnic community, members of the refugee/ immigrant community, members of the unhoused community, and members of the LBGTQIA community. The Department approves of and participates in this effort. However, Mecklenburg Park & Rec should conduct regular department specific bias training for all staff. This training can be done in collaboration with OEI.

Park and Recreation specific anti-bias training could focus on all ways in which the Department interacts with County residents. It can provide an opportunity to teach staff creative gamecentered approaches to discussing bias with both children and adults, providing a toolkit for camp counselors, schools, or recreation staff. Trainings such as these are effective outside of the Department as well. They equip employees to empathetically, effectively, and honestly interact with their diverse community stakeholders. The Department is highly representative of the county’s resident population, placing it a step ahead of other departments and poised for more critical, creative, and division specific conversations around equity and anti-bias. Adding department specific training will add a level of nuance that can set the model for other departments. It is imperative to acknowledge the existence of bias and proactively craft a culture that works to dismantle it at both an internal and external level. Internally, this is especially important for workplace advancement. One of the Department’s goals is to “increase employee awareness and development opportunities across all salary plans.” This goal cannot be achieved unless all employees have equal access to development opportunities.

4.2 Key Actions

Conduct anti-bias trainings specific to park and recreation services:

• Allocate resources to work with OEI and support regular staff training to address bias in outdoor recreation programming and experiences.

• Seek training that will leave the staff with tools to implement within their own roles.

2.10 Swimmers participating in the local Paralympics.