How one primarily white EE organization is measuring progress toward inclusion | eePRO @ NAAEE
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How one primarily white EE organization is measuring progress toward inclusion

Hi Friends- Last May, Islandwood's Director of Program Impact, Corll Morrissey, served as our eePro discussion host and shared how her Washington EE organization was committed to an intentional, strategic and systemic approach to diversify their organization. Interested in hearing about IslandWood's progress in the last four months? Corll and IslandWood intern Kat Harhai have co-written the follow-up blog "Tracking Our Progress Toward Becoming a More Culturally Capable Organization" (link below) in which they describe the collection of data and analyze the results from each staff department to measure success.

We are so grateful that Corll and Kat are serving as our discussion hosts this week (Sept 6 - Sept 13) to answer questions you might have about their data results!

Hi Corll and Kat! Thanks so much for sharing your time with us this week! In sitting down and analyzing your results, did anything specifically surprise you or inform you about your organization's progress?

Several things surprised me; one being how much the teams committed to and accomplished this year, most of which is unknown to the rest of the organization. When we saw this in the data that Kat presented the Diversity Committee committed to a communications plan.

Another informative piece is how the teams with a member regularly attending the Diversity Committee meetings felt more supported to accomplish their professional growth goals. While this is no surprise, by calling it out in the data has resulted in teams ensuring their own representation for this year.

I would echo Corll's mention of being surprised (and impressed) by how much each team accomplished over the course of this past year. As Corll discussed in her post from May, the path to be becoming a more culturally responsive organization is not a simple or easy process. It was thus very exciting to hear about the positive growth experienced by a number of teams.

This growth was largely made possible by each team's commitment to improving in culturally capacity, which I found particularly evident in the enthusiasm with which the teams participated in this analysis project. As I conducted interviews and sent out surveys to each team, I felt very welcomed by the teams' willingness and desire to share their experiences from the past year. Whether they shared a notable piece of evidence of their progress, or expressed an area in which they have room to improve, it was very clear that each team is dedicated to and excited about becoming a more inclusive organization.

IslandWood's progress is impressive, and the dedication to collecting data to measure progress is commendable. Are you able to share an example of one department's goals and the identified tasks or outcomes that they were striving to achieve? Such an example might provide our members an opportunity to see an example of an intentional strategy implemented by one department for one year. Also, what were the roles of the Diversity Committee and the Action Team and how did they interface with each other and the Executive Team?