PROMOTING LGBTQ+ INCLUSION IN RECREATION

By Becky Herz (she/her) Recreation Superintendent Cordova Recreation & Park District

Chances are, you became a Parks and Recreation professional because you want to enhance the lives of your community members. Part of our work is to make sure our parks and programs are inclusive to everyone in our community. We regularly utilize methods to improve access for people with disabilities and to create programming to be more inclusive of multi-cultural populations. Broadening the scope of our efforts to embrace gender spectrum inclusion is an opportunity to make a real difference.

42%of LGBTQ+ youth seriously considered attempting suicide in the past year, including more than half of transgender and nonbinary youth. (The Trevor Project National Survey). This staggering number is greatly reduced when individuals on the gender spectrum find one thing: Acceptance. Youth who find acceptance of their sexuality, gender identity and gender expression are half as likely to engage in suicidal ideology and actions. Recreation professionals are in a unique position to create communities of LGBTQ+ acceptance and have a positive impact on many lives. Here are some tools you can incorporate in your agency to do this.

Outreach

One of the easiest ways to establish a welcoming environment for participants on the gender spectrum is through registration forms and class names. In 2017, the State of California passed SB179, legally recognizing three gender options (male, female and non-binary) on State ID’s. Updating your registration forms to include all three option demonstrates that your agency is aware and accepting of individuals on the gender spectrum. For sports that are divided into male/ female teams, you can create flexible enrollment – allowing non-binary participants to register for the team they feel most comfortable playing on. Similarly, consider using the term “Guardian” to replace “Mother/Father” on youth enrollment paperwork. When naming your classes, look for gender-neutral phrases like “Grownup and Me” to replace outdated genderspecifying wording like “Mommy & Me” and “Daddy-Daughter.”

Another way to demonstrate acceptance is through social media. 65% of LGBTQ+ youth avoid participation in extracurricular activities (GLSEN National School Climate Survey), and it is our job to let them know we want them to give us a try. Including staff member’s pronouns on printed and digital material will help demonstrate an atmosphere of inclusion to all those who receive business cards and e-mails from your team. Consider incorporating LGBTQ+ imagery in your promotional photographs and celebrating Pride Month in June as an agency. This can be done with a simple social media message, like the image on the right from Cordova Recreation & Park District. It can also be done with a month-long campaign, like the activities at the Cosumnes CSD where Pride Month is celebrated by a proclamation, staff participation in the Sacramento Pride March, raising the pride flag at the Administration Building, decorating a pride wall at the Wackford Community & Aquatic Complex, and creating a video for social media: https://www.youtube.com/ watch?v=ijyOd5Ppq10&t=5s

In 2016, the State of California passed AB1732, requiring all single stall bathrooms to be designated gender neutral. Make sure your agency is up-to-date with the requirement, and consider the impact of equity for your community that adding a single stall option to new-build projects can provide. The blank white triangle on a single stall restroom might not be significant to everyone, but for a person who has experienced taunting and bullying in a public restroom it means they have the opportunity to enjoy a privilege many of us take for granted – using the restroom without fear of harassment.

Training

Creating a culture of acceptance is essential for the safety of your LGBTQ+ community members. This can only happen when the entire staff understands how to make programs safe, welcoming and inclusive. Trainings can come in many forms, but perhaps

STORMWATER TANKS UNDER BALLFIELDS

STORMWATER CAPTURE PROJECT

DAVID M. GONZALES RECREATION CENTER RENOVATION

with Trust for Public Land & Green Together Collaborative City of Los Angeles, Department of Recreation & Parks

CA 1891 . NV 396 DBE . SBE

spending a few minutes to guide frontline staff in promoting inclusion can have the most impact. Here are some training ideas on how to do that: • Inform coaches and umpires that, while the appearances of players may vary, all players are welcome to play with the team/league that best matches their gender identity. • Staff who work with youth should be made aware of the increased chance children who are gender nonconforming will face bullying. • Customer service can be enhanced by educating all staff that everyone should be referred to by their correct name and pronouns. • Educate staff in preschool and school age programs that toys and games are not gender specific. All children should be encouraged to play with dolls and trucks.

Of course, more extensive training is also fantastic. Look for educational opportunities that discuss the barriers LGBTQ+ participants face and provide tools to help eliminate those barriers. Training can be provided in person, on-line or through articles like this one. Trainings can be presented as stand-alone focused topics or as integrated into other portions of continued learning and community building for all levels of staff. For example: • Cosumnes CSD hosted a series of

LGBTQ+ inclusion trainings open to all staff. • Mission Oaks Recreation and Park

District focused on gender-spectrum inclusion as part of one of their annual safety trainings. • Fair Oaks Recreation and Park District host on-line training as part of a monthly staff meeting.

Hiring and Leadership

While training all staff is beneficial, focused education for Hiring Managers provides additional benefits. Consider training all Hiring Managers and HR staff on a variety of Diversity, Inclusion

Understanding Gender as a Spectrum

In the article “Gender Spectrum Inclusion” to the right, you will find reference to the LGBTQ+ community as people on the “gender spectrum.” Knowing the basic concepts of gender as a spectrum can help promote inclusion.

The Merriam-Webster Dictionary defines GENDER as “the behavioral, cultural or psychological traits typically associated with one sex.” To understand gender as a spectrum, one can identify four areas of gender: anatomical sex (or sex assigned at birth), attraction, gender identity, and gender expression. Each of these components are illustrated on “The Gender Unicorn” graphic (site: Graphics - TSER (transstudent.org)) Notice that the anatomical sex is symbolized with biological gender, sexuality is connected with physical and emotional attraction, identity is associated with internal thoughts and perspective, and the gender expression is connected to outward appearance.

Now consider each of these gender components on a sliding scale, rather than as absolute binary concepts. A person’s anatomical gender refers to the expression of their chromosomes. The most common combinations are XX (female) and XY (males), but other chromosomal combination do exists, as well as a variety of expressions of the sex chromosomes. In fact, about 1 percent of the population is born with bodies that are different from the standard male and female bodies (site: How common is intersex? | Intersex Society of North America (isna.org)) A person’s sexuality describes who a person is attracted to. This includes people who are heterosexual, bisexual, homosexual, asexual, and polyamorous among others. Gender identity refers to the gender a person identifies with internally. The pronouns a person uses often reflect their gender identity (she/her, he/him, they/ them or ze/hir). Some people identify with more than one set of the pronouns, and this can be annotated like this (she/they). Gender expression refers to the way a person appears outwardly. This includes their clothes, hair, posture, mannerisms, voice, movements, and other gender-associated behavior. As we view the people around us, it is clear that gender expression exists in an infinite variety of combinations, and that the way gender intersects with society continues to change.

It is important to note that as society evolves, so does language. The topics and terms listed here are not a complete guide to all aspects of the gender spectrum, and one can anticipate continued evolution of ideas and terms as society progresses. For example, since 2016 the Merriam-Webster Dictionary has added several words including “cisgender”, “genderqueer”, and the singular use of the pronoun “they”.

and Equity (DEI) topics, and include awareness training of LGBTQ+ considerations. Additionally, provide information and/or training on implicit biases to interviewers prior to each interview. Implicit biases (also called “intrinsic biases”) are subconscious stereotypes that influence the way we make decisions. Members of selection panels who are aware of these bias are more likely to consider the unconscious influence they can have on selecting staff. Trained Hiring Managers can learn to view potential applications through a DEI lens and give everyone a fair chance. When diversity is promoted in hiring and the Park and Recreation Departments start to mirror the culture of the community, acceptance is modeled.

This type of training can also be beneficial to Board Members and Commissioners. Leadership with an understanding of implicit bias use their positions of leadership to help shape our agencies to reflect our communities. The City and County of San Francisco publishes a list of Commissioners who have completed the Implicit Bias Training program offered by their HR Department.

Sample Club Inclusion Policies

USA Swimming: “A minor transgender athlete member of a swim club should be allowed to participate in accordance with his/her/their gender identity, irrespective of the sex listed on the athlete’s birth certificate or other records and regardless of whether the athlete has undergone any medical procedure.” USA Ultimate: “Players at all levels of competition to play in the gender division in which they are most comfortable, regardless of sex assigned at birth, identification within a gender binary, or any other form of gender identity or expression.”

Swim Attire Guidelines

The Cordova Recreation & Park District (CRPD) Swim Attire Guidelines have been established in order to ensure the cleanliness of the pool. This policy is intended to be as inclusive as possible. If you have questions regarding this policy, please contact the aquatics management team.

CRPD reserves the right to change rules as deemed necessary

Patrons Should Wear

Attire designed for water activities

Swim / Board Shorts Swimsuits Rash Guards Patrons Should Not Wear

Clothing that is excessively heavy, excessively loose, made of absorbent material

• Sweatpants • Transparent (see-through) • Undergarments or previously worn clothes during a workout • Athletic shorts or non-swim shirts may be worn if patrons rinse off prior to entering the pool

Inclusive Policies

Many cities and agencies have, or are developing, Diversity, Equity and Inclusion (DEI) plans. Incorporating LGBTQ+ considerations into your agencies DEI programs and/or within other areas of policy and planning can help articulate guidelines and ensure the implementation of proactive inclusive actions.

The first step to creating policies that promote acceptance are to check with state and local laws. Review the ones mentioned in this article, but don’t stop there. Next, review your agencies internal polices and look for ways to meet or exceed the protections needed to include everyone on the gender spectrum. Here are some ideas that can be incorporated in your agencies guidelines and policies: • Create club and tournament rules that facilitate participation associated with gender identity or utilize already developed rules from organizations like the ones listed at the bottom of this page. • Specify that participants may register for the sports team that best matches their gender identity. • Include anti-bullying policies in youth programs. Help staff and volunteers recognize negative behaviors and correct them. • Adopt anti-discrimination language in hiring polices to protect gender identity and expression (see box to left). • Create a locker room/restroom policy that allows people on the gender spectrum to use restrooms and locker rooms where they feel the safest. • Review team uniform and pool attire policies to create as much inclusion as possible. Consider setting broad guidelines like those posted at Cordova Community Pool.

Cultivate a Community of Acceptance

As Recreation Professionals, we can use our positions in the community to create a culture that is inclusive to all. The extra effort we put into outreach, training, hiring, and policy creation for the LGBTQ+ community can help individuals feel welcome and safe in our programs. Cultivating a culture of acceptance is an on-going mission, and it can sometimes feel overwhelming, but if each of us makes small steps we can implement significant change. By modeling acceptance and understanding within our agencies, we are creating the foundation for the community to grow.

The CPRS JEDI Task Force is committed to creating guidance and resources for our professional colleagues. This article is part of the Task Force’s goal to provide tools and education that promote JEDI. Keep an eye out for more to come, and thank you for all you do!