Diversity + Equity + Inclusion

Based on the research gathered from connecting with more than 30 arts, recreation, and municipal organizations about their approaches to staff training on DEI topics, the work group recommends:

• Working with experienced DEI trainers to provide a safe learning space for all Arts + Rec staff to learn about frameworks and concepts related to DEI topics
• Providing optional learning opportunities for Arts + Rec staff to deepen their understanding of DEI-related topics in partnership with others within and outside the department

Walnut Creek Arts + Rec partnered with Be The Change Consulting to offer three customized trainings for all of its staff. The trainings provided staff with frameworks and tools to:

• deepen their understanding and have productive dialogue about their own racial, gender and cultural identities
• recognize dominant culture practices and their impact
• examine ways to enhance their own and Arts + Rec’s practices to support diversity, equity and inclusion

Following these all-staff trainings there were opportunities for interested staff to participate in more targeted trainings with other local organizations participating in Be the Change’s anti-racist training series. Arts + Rec offered a training by Be The Change to all its volunteers, contract instructors, and partner organizations. 

Arts + Rec's Leadership Team has worked closely with Melanie Graham of Social Equity Lab to develop a strategic framework, continue equity learning, and unify on paths forward for the department.

The work group created an internal discussion tool for staff to use to inform planning and create spaces for dialogue to ensure the programs we offer are inclusive and welcoming to the community. Through focus groups with a variety of Arts + Rec staff, the Equitable Programming Tool was developed and will continue to be refined as it is used by our staff.

The workgroup developed recommendations on a variety of communications aspects:

• Public accountability: Develop an Arts + Rec DEI vision statement, publicly share Arts + Rec DEI efforts and accomplishments, and build capacity for the department to publicly respond to issues in our community that relate to DEI
• Inclusive & diverse communications: Develop DEI guidelines for communications and an Inclusive Language Guide that focuses on readability, avoidance of jargon, and use of people first and gender neutral language
• Digital accessibility: Make our website pages easier for all people, including those with disabilities, to read and train staff to meet “digital accessibility” standards for webpages, email marketing, and social media
• Customer-friendly guidance: Build on our welcoming culture by standardizing staff email signatures and providing nametags, encouraging the display of personal pronouns, providing information in multiple languages, and developing a central hub of information on accessibility of our spaces and available support services

Inclusive & diverse communications:

The department developed an Inclusive Language Guide, and a shorter one-page quick reference guide, to assist staff in being aware of their language choices and use people-first, gender neutral, and welcoming language. 

Digital Accessibility:

Over 175,000 unique visitors visit Arts + Rec online every year with 35,000 users having some form of an accessibility challenge. To make the experience better for all users, Arts + Rec along with the City Manager's Office Digital Services Team completed a Digital Accessibility Initiative. Improvements were made to the walnut-creek.org pages for Arts + Rec and Walnut Creek Recreation, addressing content and code for improved use with screen readers. Highlighted accomplishments include:

• Increasing the Digital Certainty Accessibility Score from 68 to 83, surpassing the Government benchmark for accessibility
• Increasing the Quality Assurance Score from 87 to 92
• Improved Senior Services portal
• Improved marketing of events with new Events Calendar
• Improved digital service delivery for Picnic Rentals

The department will be looking to make similar improvements to the Bedford Gallery, Center for Community Arts, Center REP and Lesher Center for the Arts websites over the coming year. Arts + Rec content contributors are being trained on online accessibility standards to help maintain and improve the digital experience for their customers with a commitment to serve inclusively.

Customer-friendly guidance: Standardized email signatures and nametags, which encourage the display of personal pronouns, have been implemented.

Scope

The Arts +Rec Equity Workgroup Phase 2 was charged with developing more actionable recommendations to enhance the department's approach to DEI.  Work group members collectively identified two areas of focus that have impact on the entire department. Below is a summary of the recommendations from the workgroup:

1) Make A+R programs more accessible to more people in the region, including:

• Host more low to no-fee events designed to showcase the department's programs and provide more ways for the community to experience our programs and provide more ways for the community to experience our programs and facilities
• Strengthen our partnerships with social service and nonprofit organizations in the region
• Explore ways to increase our Scholarship program
• Adjust the timing of our quarterly class and workshop registration process to be more inclusive

2) Continue to enhance staff training efforts, including:

• Provide quarterly training opportunities for everyone on the A+R team
• Create staff-led optional opportunities for growth
• Provide department support for continued participation