Diversity in Arboriculture: Growing a More Diverse Group of Community Forestry Professionals- Molly Wilson & Nate Faris
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Diversity in Arboriculture: Growing a More Diverse Group of Community Forestry Professionals- Molly Wilson & Nate Faris
- 1. Diversity in Arboriculture Growing a More Diverse Group of Community Forestry Professionals
- 2. 2016 Youth Tree Team
- 3. What is YTT? 85 Employees • 68 High School Students • 17 Adult Leaders 7 Week Summer Program • Saturdays in Spring and Fall 2016 Stats: 5,000 Trees Watered Weekly 3,721 Mulched 386 Staked 522 Planted
- 4. Recruiting Method Passive Recruitment (Metro Area) Active Recruitment (Indianapolis Public Schools) Hiring is based entirely on merit, not ethnic or socio-economic diversity. Youth employment is a means to accomplishing KIB’s mission. • Youth employment has not been a mission of KIB.
- 5. YTT Demographics Breakdown Female Male YTT 37% 63% County 52% 48% 37% 63% 52% 48% 0% 10% 20% 30% 40% 50% 60% 70% 2016 Gender Identity: YTT Versus County
- 6. YTT Demographics Breakdown African American White Multiple Asian Hispanic YTT 39% 31% 16% 8% 6% County 28% 57% 3% 3% 10% 39% 31% 16% 8% 6% 28% 57% 3% 3% 10% 0% 10% 20% 30% 40% 50% 60% 2016 Ethnicity: YTT Versus County
- 7. Employee Orientation We read KIB’s Anti-Harassment Policy We layout expectations for an inclusive culture We give specific examples of inappropriate language • “You’re doing that like a girl.” • “That’s gay.”
- 8. Handling Diversity Making a safe workplace Dismissing employees Difficult conversations
- 9. 2016 End of Summer Reflections: “We had a very diverse group which launched us into a full season of learning and listening to one another.” “YTT is also about relationships and teamwork. I like the opportunity to connect with people from diverse backgrounds. We are all brought together by a common goal.” “We were all so diverse, but yet we still manage to click and form a family. “
- 10. Discussion on Diversity We met with YTT and asked them about diversity in the Program • Types of diversity noticed • Youth insights
- 11. From Youth To Leader: Maurice’s Perspective
- 12. Growing This Type of Diversity in our Industry Promoting from within Youth, Leader in Training, Leader Job opportunity at KIB beyond the Youth Tree Team: • 6 Youth and 4 leaders have become paid or unpaid interns. • 1 Youth and 2 Leaders have been hired as permanent, part-time staff. • 2 Leaders have become full-time staff.
Editor's Notes
- Application process is open to any student in the metro area (passive recruitment) KIB actively reaches out to the five Indianapolis Public Schools These schools tend to be more diverse and more economically challenged IPS Break Down 54% White, 38% Black, 8% Hispanic, 1% Asian Median Household Income - $32,178 26.8% of students in poverty Hiring is based entirely on merit and not ethnic or socio-economic diversity. We have been approached by funders to choose students from specific zip codes or schools and find that that does not get us the best candidates or provide for the best experience of diversity for our youth. Youth employment is a means to accomplishing KIB’s mission. Youth employment has not been a mission of KIB.
- “You’re doing that like a girl.” “That’s gay” We read from employee handbook, Anti-Harassment Policy: The Organization is committed to providing a workplace free of harassment of any employee because of the employee's race, color, sex, religion, age, national origin, sexual orientation or identity, disability, citizenship status, or any other category protected under federal, state or local law.
- Staff have to be up front about diversity and make the work setting a safe place to express thoughts and discomfort Dismissing employees Swastika Difficult conversations: Confederate belt buckle One youth trying to “out” another youth Insensitive comments (rice, jokes from movies, etc)
- We met with YTT and asked them about diversity in the Program What we heard: The youth noticed diversity by, ethnicity, gender, sexual orientation, socio economic status, geographic, mental/physical disabilities, schools and educational interests. Things they have learned: “Understanding different cultures” including learning about foods from other cultures and what might offend people from different cultures. One youth said” I have noticed my own prejudices in how I interact with people. This is one of the most diverse groups I’ve been a part of.” A youth who is now a leader said “ I thought I was open minded until I got here. Now I am open minded” Another youth mentioned she is getting better at speaking up if she hears something uncomfortable. One youth gave an example about gender bias and that guys will try to take their buckets and walk to a far tree. She doesn’t let it happen anymore and says “No, it’s my turn.”
- Some youth are promoted to Leaders in Training. After graduating high school, they can apply to be a leader. In 2015 – 12 of the 18 leaders were youth in the program In 2016 – 9 of the 18 Leaders were youth in the program Job opportunity at KIB beyond the Youth Tree Team: 6 Youth and 4 leaders have become paid or unpaid interns. 1 Youth and 2 Leaders have been hired as permanent, part-time staff. 2 Leaders have become full-time staff.