Grow the Future
By Dani Reyes-Acosta
“It’s going to take work,” my mentor repeated, again. Our goals—both in the mountains and in the boardroom—wouldn’t materialize from the ether. There were hours of education to undertake, presentations to make, and summits to reach.
Three years after our conversation, as we continue working toward our objectives, one thing rings true: Achieving goals requires an investment in the present.For our industry to tap into the value that inclusion brings, invest in talent and relationships consciously.
Here are a few tips and tools from leaders driving this rising tide, from placement for in-house full-time employees to searches for contractors and on-camera talent.
KNOW WHERE TO START
If diversity brings representation, equity provides access, and inclusivity creates environments in which all individuals feel connected and valued, assess your organization’s DEI maturity.
“Before posting job openings [that] target underrepresented groups, hiring managers should be ready to articulate what efforts are already underway at the company to nurture an inclusive culture and advance equitable practices in a long-term, meaningful fashion,” says Annie Kao, J.D. (she/her), founder of Ascent Inclusion Consulting, a DEI advisory firm specializing in the outdoor industry.
Next, empower hiring managers to articulate your company’s status (not stance) along its DEI journey.
BUILD RELATIONSHIPS
Next-gen hiring practices take relationship-building beyond closed-door networking events and Instagram-driven talent searches. They also embrace community and storytelling components.
“If we’re trying to widen our view of who’s in the outdoors… our technology offers the ability to search, shortlist, and cast more faces than those you’ve maybe preconceived [as talent for a specific project],” says Holly Fraser (she/her), managing director of Outsiders Network, NorthAmerica’s (new) outdoor talent marketplace.
She also suggests shifting your expectations: “Maybe it turns out that the person who’s perfect for your shoot isn’t who you had in mind, but when you see them on the screen, you’ll realize that they are actually the right person [to hire].”
Talent stories can activate brand values on-camera in unforeseen ways: “The most exciting thing that’s happened during our recruitment phase has been to surface real stories that emerging talent share, stories that are more amazing than any creative could have written up,” says Fraser.
JOIN FORCES
“Diversifying the outdoors is not just a new flashy marketing campaign to us; this is a deep commitment to the belief that the outdoors should be for all and in following that up with action in the form of longstanding partnerships that offer real support—not breadcrumbs,” says Pattie Gonia (she/they).
Remember, says Kao: “Savvy candidates from underrepresented groups know how to…spot red flags. For example, if a hiring manager uses great DEI talking points but has no other DEI position or record, it’s a red flag for diverse talent who may have already experienced being tokenized, burdened, objectified, or otherwise treated in a dismissive fashion at companies with nonexistent or untested DEI programs.”
“Honesty is the best policy. If a company has not yet started on a comprehensive DEI path, it should say so with self-awareness,” Kao adds.
Let’s grow together: As your organization diversifies its talent pool, remember that people like Pattie Gonia are working hard to shape the future. “It’s just about time we realize that the outdoor industry isn’t going to save us. Instead, we need to champion what the diverse outdoor community is doing to move the outdoors forward—because we are making our own future,” she/they says. “With that said, I will always welcome the outdoor industry to come alongside the outdoor community and support us if it’s done with deep relationship, authenticity and utmost trust.”
This is the invitation. Now, cultivate a genuine desire to grow—together.
Find out more here:
- LGBTQIA + Outdoor / Enviro Job Board: led by Pattie Gonia.
- Outsiders Network: an outdoor talent media hub reinventing the image of people in the outdoors by shining a headlamp on the diverse ethnicities, gender identities, and adaptive abilities. Led by Origin Agency and Holly Fraser, overseen by an advisory panel representing the media hub. Includes community reinvestment initiatives.
- In Solidarity Project’s Job Board: for underserved communities in the outdoor and travel industries, led by Teresa Baker.
- Basecamp: Outdoor Jobs: where the outdoor industry networks; led by Jenna Celmer and Ali Carr.
- Career Outdoors: resources community led by Olivia Deihs. Job board launching soon.
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