Equity, Diversity, and Inclusion
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Key Concepts

Many of those involved in the Canadian outdoor industry come from a predominately white background and operate from a high place of power and privilege, and the lack of diversity in recreational marketing further attests this issue.

(CPPCL Webinar on Black Experiences in Canadian Parks)

The Canadian Parks, Protected, and Conserved Areas Leadership Collective recognizes the crucial need to foster inclusion and integrate different knowledge systems in decision-making in parks and protected areas. This has not only been a theme among leadership program participants, it is supported by research on the lack of diverse perspectives in evidence-based decision making in parks (Lemiex et. al, 2020) and multiple reports calling for more support of racialized Canadians in the environmental sector (Scott and Tenneti, 2021; National Parks and Recreation Association, 2020; ECO-Canada, 2021). Finally, the 2020-2024 Strategic Plan of the Canadian Parks Council –representing all federal, provincial, and territorial park agencies – commits to seven guiding principles, including reconciliation, respect, and inclusiveness (Canadian Parks Council, 2020).  

In 2021, CPPCL, Parks Canada, and the University of British Columbia undertook a research project assessing equity, diversity, inclusion, and decolonization (EDID) within parks and protected areas research and management. Although still in the works, you can learn more about this project and it’s journey by visiting its page here

Glossary
  • Equity is the fair, impartial, a respectful treatment of all people. Often conflated with “equality” (meaning sameness), equity seeks to promote opportunities that correct social disadvantages and encourage barrier-free environments. If equality is an outcome, then equity is the process needed to get there.  
  • Diversity is the composition of a variety of racial, sexual, gender, class, abled, and other social identities within the demographics of a space, community, or institution. 
  • Inclusion is the creation of a healthy environment where everyone feels welcome, safe, respected, and able to fully participate in an institution. Additionally, it is the condition where everyone’s unique identities and differences are accepted and celebrated. It is important to remember that while an inclusive group is always diverse; a diverse group may not always be inclusive.  

 

  • Accessibility involves designing systems and creating environments that optimise access for all people, regardless of circumstance or ability. It may also mean offering accommodations so that persons with disabilities are able to fully participate.  

This resource page aims to present useful and relevant material related to increasing equity, diversity, and inclusion for and with Black, Indigenous, and People of Colour (BIPOC), as well as lesbian, gay, bisexual, transgender, queer/questioning, intersex, asexual, two-spirited, plus other identities people may identify as (LGBTQIA2S+).  

For clarity, there are separate resource pages for Access and Inclusion of Persons with Disabilities and Indigenous Relations and Reconciliation.

The following key resources have been curated to highlight important ideas related to this resource page topic.

Mapping the Work

Links for equity, diversity, and inclusion within federal, provincial, or territorial parks and protected areas agencies.

Other research network resources related to this resource page topic. Add resources to the map using the pink button in the lower right corner.

Download a text/table version of these resources.

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Related Resources

To view all shared resources visit the Resource Page.

Champions and Innovators

CPPCL is grateful for a community of colleagues working in and helping build our understanding in this area of parks and protected areas leadership.

Send us a note if you want to be a champion or innovator. 

Parks and Protected Areas Researchers

Parks and Protected Areas Practitioners