November 2021 - Parks & Recreation - 25

tion Act or the Open Meetings Act
describe, agencies should appoint
a person in the organization who is
responsible for ensuring equity and
inclusion not only through facility
accessibility, but also through policies.
This can simply be part of a job
description. The key is for this individual
to have extensive training, preferred
human resources experience
and access to corporate legal counsel.
This person's main duty is to support
staff when equity issues arise
and to assist with potential complex,
sensitive and, many times, emotional
situations that revolve around equity
and inclusion. For example, if
a transgender individual were to be
singled out or harassed for using the
locker room that aligns with their
gender identity, this staff member
would become the primary resource
for resolving the conflict and should
be able to cite specific inclusive policies
the organization has adopted to
support their course of action.
Staff Training
Dealing with civil rights and privacy
concerns requires careful, deliberate
and consistent protocol. In many
cases, this must be balanced between
approaching these matters on a caseby-case
basis and addressing specific
or extraordinary circumstances.
Many public
operators
also
hire
younger staff to cover operations and
locker rooms. Lack of experience responding
to complex and sensitive
situations can be a recipe for disaster.
Thus, training on the terms,
definitions, misconceptions, unconscious
bias, human rights and
situational
awareness
and deescalation
is critical and requires
an agency-wide training program.
Awareness, sensitivity and overcoming
prejudice toward transgender
populations are all key components
to staff training initiatives.
Communications,
Registration Forms, Data
Collection
Park and recreation professionals
have a responsibility to ensure that
all people, including transgender
people, are respected and have access
to the amenities, services and
environments afforded to dominant
groups. Except for facilities
that are purely drop-in, most require
a membership, registration
or some confirmation of participation
at the facility. This process is a
great way to be proactive with all
people about your agency's policies
and commitment to be a welcoming
and all-inclusive facility. Written
and verbal communications,
registration forms and other data
collection tools should consider all
individuals and the diverse identities
and experiences that exist within
the community.
Fostering an Inclusive
Culture
All of these topics and protocols
relate to fostering a universal, welcoming,
all-inclusive environment
for staff and patrons. This starts
with leadership and must become
a core value of your organization.
In the end, a culture of respect and
following the " Golden Rule " is a
foundation to successfully implementing
an all-inclusive facility.
Editor's Note: To access NRPA's
visit
resources,
nrpa.org/ParksForInclusion.
Michael Clark, CPRP, is Executive
Director of Palatine Park District.
Parks for Inclusion
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25
http://www.nrpa.org/ParksForInclusion
November 2021 - Parks & Recreation

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