The document proposes steps to strengthen diversity and communication in the Boy Scouts of America as the organization and state populations grow increasingly diverse. It notes that Montana and its cities have experienced population increases of around 10% over 5 years. With more jobs and retiring baby boomers, the Scout leadership has become more diverse in terms of backgrounds, skills, and experiences. However, some leaders still experience issues like a lack of communication or being dismissed. To address this, the author proposes a three-part plan focused on teamwork, adaptability, and networking to be implemented through online courses or at Scout camps. This would benefit the growing and changing organization.

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Be Prepared:StrengtheningDiversity inthe BoyScoutsof America
Be Prepared: Strengthening Diversity in the Boys Scouts of America
James Thompson
Western Governors University

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Be Prepared:StrengtheningDiversity inthe BoyScoutsof America
Mr. Lance, Mr. Eubank, distinguished members of the Great Falls District, my purpose in
writing today is to bring to your attention different areas that are changing in the Boy Scouts of
America. Namely diversity and communications, and propose steps to help the organization
remain a safe and diverse place for all to enjoy. It is my hope that my remarks will be beneficial
to the organization.
If any of you have picked up a paper, watched the news, or taken a look the news groups
online you know that the nation is growing fast.
Over the last five years, major metropolitan population centers across the nation have
seen an increase in populace.
In Montana we have grown along with the nation. Our city centers increased in
population density by 9.7 percent. (KRTV 2010)
Our state are growing, and our organizations statewide are doing the same. In our local
troops, we have no lack for leadership. There is an abundance of willing volunteers and we
readily meet the required ‘two deep leadership’ with both our Junior and Varsity Scouts.
As populations of metropolitan centers increase many individuals with varied and diverse
backgrounds help make up and enrich the new communities.
We have had the same thing occur in Montana. Recently, a new facet has been identified
to our growth. Jobs. A report from Gov. Steve Bullok’s office (2014) has indicated that
Montana’s unemployment rate is below 5 percent and jobs are here to be filled.
With people coming to Montana to fill jobs, and the additions in leadership that growth
has brought us, we have a diverse pool of resources and knowledge to draw from.

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There are Scout Masters in troops who are certified medical professionals, rescue
workers and wood guides. With the growth of our organization we also have leaders who are
accountants, computer programmers, authors, members of the performing arts, the list goes on.
This varied and diverse leadership provides opportunities for our leadership to grow, gaining
new skills to bring to their individual troops.
There is something else that has changed in our nation. The baby boomer generation has
begun to age. Many people are retiring and have much to give.
This is another benefit to our organization that needs to be recognized. Some of our
leaders are from this generation, and with those years come a wealth of experience they are able
to pass on to the next generation of leaders. In 2012 the census bureau (2012) reported that 15.7
of Montana’s residents are over the age of 65.
Members of the Council, we already have a rich and diverse pool of leadership.
Experience and knowledge are not lacking in our districts. However, we must make an effort to
spread that knowledge around. Our Scout leaders should be encouraged to share their stories in
scouting through the monthly newsletter, to help other volunteers with any situations they may
be facing.
Group training sessions should also aid in our efforts. These sessions will help our
volunteers bring up any issues they have with their own programs, share the great things that are
happening in their patrols and aid in any efforts to maintain a safe and fun environment.
As you are aware, networking is vital to a Scout Leader, especially when he is required to
communicate with his religious or civic charter, and other Scout Masters for rank advancement
and merit badge requirements.

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You are doubtless also aware, Scout leaders are required to give reports to committee
chairs of their charter organizations on planned excursions, the need for allocation of funds, the
state of equipment owned by the organization for use by the Scouts, etc.
There are times that some Scout Leaders do not adhere to the Scout motto Be Prepared.
Appearing before their charter committees they are unorganized and forgetful of important facts.
To prevent this from occurring, a Leader should always meet with the other volunteers in
his patrol and discuss what needs to be brought before the committee. A scribe should attend this
meeting and take notes to be transcribed and emailed to the Leader who will attend the
committee meeting.
There are other instances when a Scout Master will not communicate with another Scout
Master in their own patrol about Rank Advancement or Merit Badge requirement fulfillment.
The work will have been completed, but the Scout Master will not have initialed and signed the
proper paperwork.
To solve this problem, volunteers need to communicate bi-monthly to see where their
Scouts are. A spreadsheet of merit badges and rank advancement progress should be kept and
emailed on a regular basis.
When dealing with the scouting committee or the local charter, there are other possible
problems that have been encountered.
Some volunteers have reported that their charter has been dismissive of their reports,
citing a suspected discrimination towards their age or experience. They were either too young or
too old to know what they were doing.

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In reference to scouting committees, some have been the subjects of poor listening. The
committee has not chosen to call on the volunteers in meetings. When the Leader has made a
point to speak in the meeting, the chairman has proceeded as if he hasn’t heard.
Hearing what my fellow Leaders have gone through, I decided to bring this to your
collective attention. While not indicative of our communication with our charter organizations
and committees in general, these two examples happen more often than not. The lack of
awareness of cultural differences in assuming age would make a difference disgusts me. The
inactive listening when leaders contribute is counterproductive.
While these situations were fairly isolated, it will be helpful to the rest of the Council to
implement a plan to counteract this situation. I have devised a three step plan to help our family
of volunteers when faced with this, or similar situations.
Teamwork. As a team we can work together, a Scout Masters and communities to help
each other in our understanding.
Adaptability. We’re always taught to be ourselves, then someone flips a switch and tells
us to fit in. Who says we can’t establish a balance? You will always be you, and you can work in
the system.
Ability to network. Anyone and everyone can learn. Never let anyone tell you differently.
We’re in the B.S.A. to teach, that doesn’t mean we can’t teach and learn from each other.
There are a couple of ways to implement this plan. One is develop an internet course,
much like some of our online certifications. However, I think the most effective way to put this
plan into action is at Scout Camp.
Our volunteers would be able to engage in teamwork exercises easily there. Not only
learning to lead, but learning to follow.

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In the environment of camp they would learn how to be themselves but also how to play
their part in bringing something bigger about.
There would also be ample opportunity to share skills and experiences that we have all
encountered, most importantly how we were able to adapt and overcome.
The implementation of my plan to help out volunteers is essential for the B.S.A. here in
Montana. We are growing, our leadership is either young and inexperienced or experienced in
different areas. Bringing these two groups together, helping them and strengthening them in
terms of communication and teamwork can only benefit the organization as a whole.
Thank you for your consideration.

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KRTV (2011, March 16) Census 2010: 20 largest Montana cities, counties
Retrieved from
http://www.krtv.com/news/census-2010-20-largest-montana-cities-counties/
Wessler, M. (2014, May 14) Montana’s Unemployment Rate Drops to 4.8%
Retrieved from
http://governor.mt.gov/Portals/16/docs/2014PressReleases/051614MayUnemployment.pdf
U.S. Census (2014) Montana Quick Facts from 2013
Retrieved from
http://quickfacts.census.gov/qfd/states/30000.html