Diversity + Equity + Inclusion

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Walnut Creek Arts + Rec staff members engage in a variety of discussions, learnings, and activities focused on how our team can proactively support diversity, equity, and inclusion within our programs. As part of that vitally important work, we want to publicly share what has been done so far and what is coming next, while acknowledging that this work is far-reaching, ever evolving, and that there is much more to be done beyond what is listed below. We commit to continuing to update our community on our progress.
Last updated: January 11, 2023

Public Statements

December 2022 Arts + Rec Equity Statement: At Walnut Creek Arts + Rec, we recognize that implicit and explicit disparities exist due to historical and systemic barriers to equality. We believe we can support a more equitable community by uniting people through shared experiences. We aspire to intentionally learn, create, and grow together with our community. We strive to foster a diverse and reflective staff that propels our efforts toward accessible, inclusive, and culturally meaningful arts and recreation experiences.
June 2020 Arts + Rec statement: The unconscionable acts of violence we’ve seen these past weeks have left us saddened and angry. We stand with the Black community. You matter, your voices matter, and your contributions to society matter. We commit to having constructive dialogue about race and helping to amplify the voices of people of color – we know we can do better and we know that this needs to happen. As we listen, and learn, we will share the specific actions that all Walnut Creek Arts + Recreation programs will take towards improving equity, inclusion, and safety within our community

Ongoing Efforts

Afternoons for Action: a monthly learning and discussion group for Arts + Rec staff to explore DEI related topics.
Arts + Rec Equity Workgroup: an action group tasked with making DEI recommendations specific to Arts + Rec programs and policies.
Citywide Diversity, Equity, and Inclusion Workgroup: Arts + Rec staff will serve on this citywide group to help implement a vision of an inclusive city where diversity is celebrated.
Arts + Rec Workforce Demographics Study: Arts + Rec participated in a survey led by Southern Methodist University’s DataArts research center in winter 2021 to better understand the demographics and attitudes of its staff, contractors and volunteers. Arts+ Rec plans to use this data to inform its current diversity, equity and inclusion efforts, and to monitor its goals to enhance the diversity of its human capital over time.

Arts + Rec Equity Workgroup Phase 1 Fiscal Year 2020-21

Scope

The Arts + Rec Equity Workgroup Phase 1 was charged with developing actionable recommendations to serve as first steps in Arts + Rec efforts in support of DEI. Work group members collectively identified three areas of focus that have impact on the entire department for an initial six-month phase of research and recommendations.

Below is a summary of the recommendations from the workgroup:

Staff Training Recommendations (Updated July 2022)

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 in the fall of 2021
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

Status Update (July 2022):

Walnut Creek Arts + Rec partnered with Be The Change Consulting to offer three customized trainings for all of its staff fin the fiscal year 2021-21 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.

Equitable Programming Tool Recommendations

External Communications Recommendations (Updated July 2022)

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, anduse 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

Status Update (July 2022):

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.

Arts + Rec Equity Workgroup Phase 2 Fiscal Year 2021-22

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) Try to 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

Personal Impact

Members of the Arts + Rec Equity Workgroup Phase I have seen meaningful personal impact from engaging in dialogue, learning, and action planning. Participants used these words when asked how participating made them feel:

Participants in Phase I of the workgroup, used these words when asked what they liked most about participating:

A+R equity workgroup: what they liked most about participating

Connect with Walnut Creek Arts + Rec

If you'd like to learn more about our efforts, contact us at artsrec@walnut-creek.org.