WS WC 8 Integrate DEI Training within Aquatics and Water Safety Organizations and their Personnel
Implement and embed diversity, equity, inclusion (DEI) and cultural training in all aquatics, water safety, and marine safety organizations, beginning with leadership and expanding to all employees and volunteers and instructor training programs.
Spectrum level: Changing Organizational Practices
Evidence level: Medium
Rationale:
Implementing and embedding diversity, equity, inclusion (DEI) and cultural training in all aquatics, water safety, and marine safety organizations can lead to a decrease in drowning disparities, and an increase in aquatic participation, including swim and water safety lessons, among groups that historically not been included in aquatic activity.
Anticipated Impact:
After implementing this recommendation, you can expect to experience the following outcomes.
- Implementing and embedding diversity, equity, inclusion (DEI) and cultural training in all aquatics, water safety, and marine safety organizations leads to a decrease in drowning disparities nationwide.
- Implementing and embedding diversity, equity, inclusion (DEI) and cultural training in all aquatics, water safety, and marine safety organizations leads to an increase in aquatic participation among groups who have historically not been included in aquatic activity.
Evidence:
Diversity & Racial Equity in aquatics training would support the elimination of myths, false perceptions and stereotypes, that are historically and persistently detrimental to creating a welcoming environment, and feed implicit bias of swimming ability while diminishing individuals’ self-efficacy about swimming. A welcoming environment is crucial; as the historic factors of systemic, structural racism and implicit bias of racism has often prevented the sense of belonging generationally and act as a barrier to participation in swimming and aquatic programing.
Evidence Sources:
Andrews, K., Parekh, J., & Peckoo, S. (2019). How to embed a racial and ethnic equity perspective in research: Practical guidance for the research process. Child Trends, 2019, 1-32. https://philanthropynewsdigest.org/connections/how-to-embed-a-racial-and-ethnic-equity-perspective-in-research-practical-guidance-for-the-research-process A working paper developed by Child Trends with support from the Annie E. Casey Foundation that offers step-by-step guidance to social science researchers looking to apply a racial/ethnic equity lens in their research and achieve more equitable outcomes for children, families, and communities.
High Risk Populations Addressed:
The population whose risk of drowning decreases the most with the implementation of this recommendation
- All populations can benefit from implementation of this recommendation.
- Black, Indigenous, and People of Color (BIPOC) communities, through initiatives focused on diversity, equity, and inclusion (DEI)
Evaluation Metrics:
Indicators of long-term impact:
- The recommended training in implemented by organizations nationwide
Implementation:
Consider the following to ensure successful implementation:
- Provide professional training at national, state, and community levels.
- Provide virtual options for aspects of the training.
Challenges to Implementation:
When implementing this recommendation, you might encounter challenges related to the following factors.
- Encouraging national bodies to see the value may be a challenge.
- The lack of representation of those most deeply impacted by the change in leadership may be a barrier.
- Costs and political will may be a challenge.
Potential Facilitators:
Not Provided
GAP Recommendation:
None