October 2023 - Parks & Recreation - 42

KEYNOTE
too. However, it has also been true
that Black people taking the test
showed the least amount of bias of
any group, where they don't prefer
one or the other. So, that's actually
pretty interesting as well.
And I think every organization
[should] look at its mission
and [ask], " What are we trying
to achieve? And how well are
we at achieving our mission
with regard to different groups
versus just the group that we've
been accustomed to serving? "
P&R: NRPA recognizes that
implicit bias exists, which
is why we are intentional
about living our DEI values.
However, how do park and
recreation agencies stay the
course when there is outward
noise in the public and
political realm that creates
new stereotypes, reinforces
old ones and sows divisions in
our country to dismantle any
progress that we have been
making?
Myers: It's a good question, and
it's a concern for sure. But I think
that organizations like yours have
to stay single-minded with regard
to its North Star, which is equality,
equity, justice, treating people
fairly - these are principles of our
country. So...the last time I looked
at the Constitution, it's still saying
that we treat people equally. It is
also very clear that the [country]
is not becoming less diverse; it's
becoming more diverse. So, it's impossible
to serve your constituents
well without having people within
42 Parks & Recreation | O CTOBER 2 0 2 3
your organization [who] represent
that diverse population. [For park
and recreation agencies], it's hard
to serve people well...without having
people within your organization
who know [the community]
well and have that lived experience,
including all their interests,
histories, contributions, needs and
obstacles.
If you don't understand what it
takes to get to a park or what transportation
is available or not available,
or how people have to prioritize
certain things in their lives, it's
not because you're bad - it's because
it's not your reality. But then
you miss real opportunities to make
good on your mission. And I think
every organization [should] look at
its mission and [ask], " What are we
trying to achieve? And how well are
we at achieving our mission with regard
to different groups versus just
the group that we've been accustomed
to serving? "
P&R: What are the biggest
barriers to creating real
change within an organization
or agency when it comes to
hiring practices?
Myers: One is that people see hiring
as a solution, but they don't
actually look at the culture that
they're hiring people into. So, they
may have an opportunity to bring
in a lot of people, but when those
people land, they're not finding an
environment that's conducive to
their success. And so, ultimately,
they either don't succeed or they
leave, which then creates a revolving
door. The second issue is that
we don't look widely enough to
find talent that might exist in different
places because we're used
to getting people from the same
place that we've hired folks from
before. A third barrier is that we
| PARK S ANDRECRE AT ION . OR G
hire people who are like us because
we feel like we can predict what
they're going to do. We speak a
similar language; they don't make
us nervous; etc. Then we're just
replicating ourselves in the institution.
And then...the major barrier
is that people don't understand that
this is cultural change. We need
to think long term about how we
solve it. So, a lot of outreach is so
important, and just putting the job
description on a [job] site...is not
enough. You've got to go out, establish
relationships...and get new
external partners to really help people
to recognize [these jobs exist].
[You have] to say, " Hey, this is a
really wonderful opportunity...and
we'd like to have you as part of our
organization. "
P&R: What can park and
recreation agencies do to
create more equity within the
communities they serve?
Myers: First and foremost,
it's
about getting input from the communities:
" Hey, we really would
like
to have your input. What
should we be doing? What could
we be doing? " And so, that's a
community conversation, but it's
also an employee conversation.
And so, [thinking] about how to
serve people [who have been underrepresented]
really requires those
people to be part of the reshaping
of the culture, ways of doing things
and decision making. We have
to get input from them to inform
and even expand our vision and
mission in the world. And so, that
starts inside. It's hard to change
things outside if you don't have
those queries
going on inside.
and conversations
Vitisia Paynich is Executive Editor and
Director of Print and Online Content at
NRPA (vpaynich@nrpa.org).
October 2023 - Parks & Recreation

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