Parker Bio
Parker McMullen Bushman (She/They) is CEO and Founder of Ecoinclusive Strategies, and Co- founder of Inclusive Guide. Listed by Outside Magazine as one of the 20 Most Influential People in the Outdoor Industry, Parker is a dynamic speaker and facilitator that engages organizations in new thinking around what it means to be a diversity change agent and create dynamic organizational change. Parker’s background in the non-profit leadership, conservation, environmental education, and outdoor recreation fields spans over 24+ years. Parker has a passion for equity and inclusion in outdoor spaces. Parker tackles these complex issues by addressing them through head-on activism and education. Parker has a Master of Natural Resources from the University of Wisconsin Stevens Point, with a focus in Interpretation and Environmental Education. They lead several committees that focus on diversity in environmental fields as well as a presenter and trainer on diversity issues. They also sit on the board of Environmental Learning for Kids, Nation Association for Interpretation, and The Next 100 Coalition.

Course Descriptions

WHY DIVERSITY, EQUITY, AND INCLUSION IS VITAL TO CONSERVATION GOALS

Diversity, Equity, Inclusion and Justice have become buzzwords that have been placed strategically in organizational mandates, inspired the formation of DEIJ committees, and/or simply sparked critical dialogue around organizational culture. But do we know what these words really mean and how do we put this work into action in the environmental field. In this session participants will learn about the history of inclusion in public lands, how we incorporate DEIJ principles into our work and the importance of creating welcoming spaces so that all people may become environmental stewards who will advocate for and protect our most precious public resources – our land, water, trees, open spaces and wildlife.

UNDERSTANDING PRIVILEGE & MICROAGGRESSIONS
Microaggressions are subtle verbal and non-verbal slights based on social group membership. Microaggressions are often the result of unconscious biases that lead to unintended discrimination against or degradation of those who are socially marginalized in a society, whether for skin color, gender, sexual orientation, age, language, origin, religion, disability, or any other characteristic. Raising our awareness of systems and bias allows us to rethink the ways in which we approach hiring, inclusion, organizational culture, and relationships with stakeholders. The session provides an understanding of how privilege and bias work and ways we can disrupt microaggression patterns and have tough conversations.

VISIONING FOR EFFECTIVE ALLYSHIP
An ally is a person who stands up for others to proactively build inclusion in our communities, schools, and workplaces. Allyship is a lifelong process of building relationships based on trust, consistency, and accountability with marginalized individuals and/or groups of people. Not self-defined—work and efforts must be recognized by those you are seeking to ally with. During this workshop participants learn about all the ways they can be a stronger ally through practical and actionable steps. If you are an individual seeking to promote equity within your community, this workshop will equip you with tools to be an active ally for through methods like naming white privilege, centering people of color, understanding systems of oppression, and continuing your own self-work journey.

ORGANIZATION REVIEW LENS

During this workshop participants work together in a facilitated session to review their programs and consider changes. Participants will consider and talk about the effect
that ableism, racism, sexism, homophobia, and poverty might have on how the programs have been built and how stories have been told before. Using the review
lens of Accessibility, Race & Ethnicity Inclusivity, Gender, Sexual Orientation & Trans Inclusivity and Economic Equity participants will reflect on individual and
organizational practices and develop strategies for creating engaging and meaningful programming for diverse audiences.

INCLUSIVE LEADERSHIP: BUILDING CULTURALLY COMPETENT ORGANIZATIONS AND EFFECTIVELY LEADING DIVERSE TEAMS
To be a successful organization in today’s diverse and changing environment, we need inclusive leaders who are energizing and motivating. Studies indicate that an organization that embraces and values inclusion as an integral part of its goals can have a positive impact on individual productivity, organizational effectiveness, and sustained competitiveness. Inclusive leaders have the ability to create a workplace environment where each employee feels authentically valued, respected, and engaged in achieving the organizational mission and vision. During this workshop participants will discuss how unconscious bias can influence systems and institutions and what cultural competence looks like at the organizational level.

With appreciation to our sponsors:

Because trees are important to equity as well as to human health, this work is supported by the Illinois Department of Natural Resources Urban and Community Forestry Program. The funding supports assessment workshops and training so Chicago Wilderness can help more communities improve urban tree canopy forests across the region, including through participation in Tree City USA. For more information, see the Tree City USA manual and this summary of Tree City USA.