Getting started
The purpose of this tool is to support the land trust sector in better engaging with and meeting the needs of all people.
Who is the Framework for?
This is a resource for staff and board members whose identities are part of current “dominant culture” in the U.S., i.e., white, able-bodied, male, heterosexual, English speaking. Staff who are Black, Indigenous and People of Color, LGBTQIA+, people with disabilities or with other identities have different experiences and in particular should not be expected to serve as your organization’s resident experts on Diversity, Equity and Inclusion issues on top of their everyday jobs (here’s a resource we really appreciate on this topic).
Care should be taken when prescribing training to “all staff and board members,” and organizational leaders should engage in conversations with their staff to understand the distinct needs of Black, Indigenous and people of color and others who are often on the receiving end of oppression and discrimination to support their safety and learning within their organizations
Components of the Framework
There are three interrelated components to the Framework called “Journeys” that can guide you through your learning: Individual, Internal to the Organization and External to the Organization. These Journeys mirror the scales at which you can work to effect Diversity, Equity and Inclusion change. The diagram to the right illustrates how these components build upon one another.
Systemic change starts with you: the individual user who is making time to learn, grow and act toward a more diverse, equitable and inclusive land conservation future. Competencies at the Individual Journey scale support more effective learning and action at the Internal to the Organization Journey scale. Similarly, organizations who have done Internal to the Organization Diversity, Equity and Inclusion work are better prepared for success at the External to the Organization Journey scale.
Suggested timeline
About the Journeys
Each Journey has essential resources for change that include written articles, videos and more. The Journeys also contain 5-10 Topics on key competencies in that Topic. As the tool evolves, we may add or update Topics.
What's in each Topic?
Setting yourself up for success
Before you embark, you may want to consider the following questions that will help you plan for success in your learning. Many experts call this work a lifelong commitment: if you’re doing it right, you’ll see progress (and sometimes setbacks) along the way, but you’ll constantly be learning and adjusting based on what you learn.
Who?
Any of the components of the Framework can be completed by a single user, however this learning grows richer through discussion, and your action planning will be more impactful when it involves multiple perspectives and commitment from more than one party. The Internal to the Organization and External to the Organization Journeys specifically benefit from an organization commitment.
Groups who are learning together should jointly decide on learning priorities and plan their learning based on the needs of those with the least familiarity with the topics presented.
The questions and prompts presented in the Framework can be used for both written reflection and planning and group discussions. As you plan for your learning, consider hosting “book club” style group conversations with colleagues. Group members may take turns facilitating discussion using the prompts provided.
Pro-tip: Who should participate
Anyone can make change within an organization, but consider inviting members from different departments, and seek buy-in and participation from staff leadership, and board members when possible. Knowing the dynamics of your team is critical to successful group discussion. It may be worthwhile to host different breakout groups for staff and board, or for staff and leadership so that all participants feel comfortable sharing and reflecting.
When?
Diversity, Equity and Inclusion work at any scale requires focus and consistency for success. Plan your learning in advance by blocking out time on your calendar to review the Framework and for reflection or discussion.
This work can also be emotionally and mentally heavy, so consider adding short buffer time blocks before and after to recharge yourself. Take a walk, meditate, enjoy a snack or do something that brings you calm and joy to compose yourself before learning and care for yourself after.
If you are convening a group of colleagues to learn together, ask the group what timing and frequency is best. Consider the seasonality of your regular workloads.
How?
Along with thinking about pace and timing for your learning, you should also consider your workload and capacity overall. What are you putting on hold to make space for learning and the incorporation of what you’ve learned into your day-to-day work?
If you can’t get to all the content in the foreseeable future, that’s okay. Any progress is still progress. You may choose to prioritize different topics in the Framework. What is most needed and builds from or relates to learning and work you have already done?
Looking to dive deeper on a specific Topic or struggling with translating a Topic into action?
Consider partnering with a local Diversity, Equity and Inclusion consultant to facilitate discussions or deeper-dive trainings into specific topics . The tool is meant to be approachable and useful without additional facilitation; however, as with most complex topics, support from a paid expert is always a value addition.
Consider partnering with professional Diversity, Equity and Inclusion consultants who have first-person or lived expertise in these topics as a Person of Color, LGBTQIA+ person or person with a disability. Remember that even consultants who have not worked closely with land conservation organizations can bring important perspective and expertise to this learning.
