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Projecting Anti-Racism: Asking for Free Labor

Posted By Anaheed Saatchi, Thursday, July 16, 2020
Asking for Free Labor

Developing anti-racist businesses, organizations, philanthropic ventures and so on, requires considerable long-term investments in labor and education. The nature of working towards a future without racism is complex, nuanced, place-specific, and emergent (ever-evolving). Companies that have recently decided to pursue “becoming anti-racist” have much work to do.

 

The trending phenomena of Black, Indigenous and People of Color (BIPOC) being solicited for free labor has spiked since the uprisings around the United States in defense of Black lives. Industry professionals in all sectors have been put on the defensive: where they do not know how to--or do not want to-- pursue an internal review of their operations and so they post a black square, virtue signaling solidarity without real change. They might also contribute to the flooded inboxes of BIPOC and JEDI experts without offering to hire them.

 

In the act of asking for “advice”, the result is often harmful. It is extractive and perpetuates the narrative that anti-racist work can be an afterthought and not the driving force behind our socioeconomic pursuits.

 

You are not the only gym, brand, publication, club, team or, well, anyone in any industry, really, to decide now is a good time to make some changes. You are not the only one to track down that person who seems to be doing this kind of work, either professionally or because they have invested in their community. In fact, you are one of countless others who email them, or worse, direct message them on Instagram, with a paragraph explaining who you are and how dedicated you are to making changes before asking them to chat. No mention of compensation, no acknowledgment of their work as work.

 

This looks like something a lot of BIPOC have seen before - the image of a white person or institution extracting information without really doing any labor or investing anything themselves. This becomes devastating. The practice of understanding these racial optics is an anti-racist practice. Are you perpetuating a pattern of harm? Can you learn to see the bigger picture?

 

These solicitations lead to burnout for BIPOC and while you may be thinking, “it’s just a conversation,” or, “well, the person I messaged seemed happy to help,” you need to consider your own impact.

 

It is essential to understand that these are not casual conversations for non-white people. There is an extreme lack of perspective from the industry when it comes to the harm that befalls BIPOC put in these positions of having “friendly conversations” with industry members in the early stages of unlearning their own racism. Know what you’re asking: this is trauma.

 

You wouldn’t expect an engineer to build you a bridge for free, so it is not appropriate to ask a BIPOC person for their guidance without compensation. And no, a punch pass to your gym doesn’t count as currency. If you don’t have the budget to pay someone, then tap into the deep pool of online resources to educate yourself further. What you’ll invest, instead, is your time until you’ve restructured in such a way that you are able to afford hiring a consultant for your business.

 

Read/Follow/Learn:

Books

Resource Guide

Resources for Climbers of Color: For Allies

 

Instagram Accounts

 

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It is great that so many brands, organizations, and individuals are committing to social justice work - provided they follow through. But as you do, remember that no one owes you emotional labor. No one owes it to you to educate you. This includes people who do advocacy work. • Asking people to give you the emotional labor of explaining their lives is not the same thing as "lifting up our voices." Asking people to share their trauma and provide solutions so that people don't harm them again is not giving someone a platform. . There is one phrase I find particularly demeaning: "I want to pick your brain". My brain is not here for you to pick apart and use whenever and however you want. My knowledge and experience is not a resource to be extracted - my body is not a resource to be extracted. • Here are some tips when asking for free labor (i.e., information), even from advocacy groups: 1) Google is your friend. Most organizations have a website where your questions have been answered. I promise lots has been written online. Have a general understanding before you ask for more info. 2) Introduce yourself. It sounds basic but you'd be surprised how infrequently it happens. Say hello. Introduce your name and a bit about who you are and why you have questions. It shows respect and that you aren't taking the time for granted. 3) Be specific. Asking general questions takes more time to sort out exactly what you're asking. Also see 1# 4) Its ok that you don't know. You don't have to apologize. Please stop apologizing. 5) Offer something back. Give a sincere thank you. Share their work, and credit them when you use the info they gave you. Best of all, pay them for their time and expertise, whatever you can afford. • What do you wish people would do when asking for emotional labor? • [ID: an image of mountains in a purple hue, text overlaid in all caps reads "Asking for emotional labor is not giving someone a platform"]

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I've been trying to think through the next step for this account and where I've landed is to post activities/reflections/guided lessons for practicing different conflict skills, as well as ideas for how to start small in engaging in healthy growth-based conflict routinely. If that interests you - stay tuned! Image text: We cannot be both anti-racist and fully conflict avoidant. Our learned behaviors are often in tension with anti-racist values, which is why our best intentions are often at odds with what we actually say and do in the moment. If my homegrown conflict strategy is to avoid or walk away from conflict, how can I challenge the most insidious forms of white supremacy—those that live within myself and people close to me? Once I identify that I have learned to avoid conflict at the expense of practicing anti-racist values, I become responsible for learning new skills and strategies. Confronting racism is necessary; therefore our anti-racism depends on the practice of conflict skills and the healing of traumas and insecurities that stand in the way of action. Conflict Skills: sitting with discomfort, directness, confidence, curiosity, listening, honesty, patience, speaking toward growth rather than shame, openness rather than defensiveness, self-reflection, etc.)

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And this is why I wasn't down with hwhite and non-Black folks posting their black squares on social media when: 1) you weren't vocal to begin with and now you want to participate in a national blackout where you get a free pass to continue saying/doing nothing? 2) radio silence and crickets from you all since the black Square. This is performative. 3) I see many of you going right back to "normal" by rock climbing outdoors, centering yourselves in this movement, and asking for free labor from Black and Indigenous people (like we all aren't being inundated right now with requests for advice and action from brands, companies and individuals. Do you think you're truly the only one?) 4) you all are already tired and taking breaks from activism after approximately 2 minutes, citing your mental health, while Black and Indigenous people who have been keeping this tempo for years continue to disproportionately do this work. Do you think our mental health isn't suffering? Do you think we haven't known loss, grief, trauma, racism, and on top of that we still do this work daily AND know how to not act a fool and go outside without masks and climb and travel in the middle of a pandemic? What is wrong with you all! 5) Some of you didn't even post a Black square. You're still climbing away uninvolved and unbothered. If you think anyone is impressed by you using your white privilege and disposable income and generational wealth to focus on climbing rocks in the middle of a Civil Rights uprising and global pandemic then you are sorely out of touch with reality. I believe in my community to do better and this isn't it. Everyone who posted a Black square but isn't following up with action AND SELF EDUCATION, this is your call in. I am not sugarcoating how I feel for your comfort. I know you all can do better and I hold you to higher standards. We need everyone on board doing this work, not just a select few who are the most impacted by inequality & systemic racism. BOOKS BY BLACK WOMEN TO AT LEAST SELF EDUCATE: ⬇️⬇️⬇️ Me & White Supremacy (Layla Saad) So You Want to Talk about Race (Iljeoma Oluo) The New Jim Crow (Michelle Alexander) Eloquent Rage (Brittney Cooper)

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Prioritize this labor. Pay for this labor. Hire a facilitator, guide, or coach to help you along your journey. Just make sure you appreciate the skill and expertise involved in this work, as well as the toll it takes on the educators.

 

Anaheed Saatchi Head ShotAbout the Author

Anaheed Saatchi is a queer and non-binary writer and community organizer. They cover themes of social justice, diaspora, the outdoors industry and identity politics. In 2018, they co-founded the rock climbing initiative BelayALL, based on the unceded territories of the səl̓ilwətaɁɬ təməxʷ (Tsleil-Waututh), Skwxwú7mesh-ulh Temíx̱w (Squamish), and šxʷməθkʷəy̓əmaɁɬ təməxʷ (Musqueam) nations. Examples of their work can be found in Alpinist Magazine and online at Melanin Base Camp.

 

Tags:  climbing culture  community development  company culture  diversity  employee engagement  human resources  JEDI  leadership  staff training 

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Projecting Anti-Racism: Highlights from Flash Foxy’s Stronger Together Episode with Abby Dione

Posted By Anaheed Saatchi, Wednesday, June 24, 2020
Shelma Jun and Abby Dione

As the months continue to pass, it is increasingly evident that our climbing industry is not likely to return to ‘normal’. For some, this might signal sadness and loss. For others, an opportunity has presented itself to finally address and change some very real and damaging aspects of the industry. This is the first in a series entitled, Projecting Anti-Racism, intended to unpack some of the important and complex messages that are coming out of the Black Lives Matter uprisings. Each post will highlight at least one resource and give recommendations for individuals and companies within the climbing industry to take action. The end goal will be for the climbing industry to treat this work as if it were a passionate climbing project requiring patience and perseverance. That said, here is Part I of the series!

 

COVID-19 has slowed us all down, and we are all witnessing, at the very least, the movement taking place in ensuring that Black lives matter. Instead of feeling nostalgic about that old ‘normal,’ we can re-build the climbing industry as anti-racist and decolonized.

 

The recent push for “Justice, Equity, Diversity, and Inclusion” (JEDI) within the climbing industry took a lot of labor on the part of the Black, Indigenous and People of Color (BIPOC) communities. And yet, these words have been absorbed into the social media buzz without long-term structural changes within organizations.

 

Right now, climbing gyms have the opportunity to take action and be accountable for how their spaces have been exclusive. Brands can work to dismantle their white hierarchies. Each individual within the industry, as well as each corporate entity, can practice being introspective, accountable, and active in establishing a new status quo: one that is anti-racist and adaptive in accordance with the Black Lives Matter mandates.

 

If you have chosen to make your career in the climbing industry, then you are operating under a system that was built by white people for white people. If you’re looking for a place to start helping to dismantle that system, and rebuild something better, then the following is a great resource to help you along your path.

 

 

The latest episode of “Stronger Together,” from the Flash Foxy Instagram page offers an insightful conversation between Flash Foxy founder Shelma Jun and Abby Dione, the owner of Coral Cliffs Climbing Gym in Fort Lauderdale, FL.

 

These two phenomenal women share in their love of climbing and discuss complex and nuanced topics. They describe what makes a space welcoming and truly diverse, how to get started in addressing structural racism, and how to take meaningful action.

 

The content of this video is essential learning if you are a gym owner or work at a brand that is just getting started in adopting anti-racist policies and practices. However, anyone in the industry will benefit from tuning in. The conversation felt replenishing for me as someone who writes primarily about these themes and loves climbing.

 

I have summarized five key points just to get the ball rolling:

 

1. Learn. Take the initiative yourself and learn about the ways institutional racism has operated. Then, apply it to the climbing industry. Do not go straight to non-white folks and have them take on the challenge of enlightening you. There are plenty of resources online and countless books written on the subject.

 

2. This needs to be a long-term commitment and the work needs to be done consistently. Both women aptly state throughout the video: this is work. The ‘low hanging fruit’ of social media posts or ads featuring non-white people does nothing to change the structure of racist organizations. Begin by asking, “who are the players in your organization?” If you look around at who is present, and who holds decision-making power, is there a severe lack of representation? Acknowledging and unpacking the problem is the first step before the real work begins.

 

3. This is too much work for one person. Do not dump all of this labor onto one individual at your organization, it’s too much. Ultimately, the company’s vision needs to shift and become anti-racist so that everyone is able to operate under a shared vision.

 

4. Don’t let the fear of making mistakes stop you from trying. Mistakes are to be expected if we can agree that learning how to be anti-racist is a long-term practice instead of a simple shifting of gears. Your BIPOC community understands that there will be blunders along the way, what matters is remaining accountable and working together to get back on track!

 

5. Ultimately, this work is going to benefit everyone. This point gets repeated in the video and I am so glad because it often goes unacknowledged, which is: a company that is anti-racist is an environment for everybody. With enough perspective and persistence, dismantling racism is going to uplift everyone. From there, our shared love of this amazing sport can really shine--and we can be proud to be a part of the industry that connects more people to climbing.

 

If you found this post useful, stay tuned for Part II of Projecting Anti-Racism!

 

Anaheed Saatchi Head ShotAbout the Author

Anaheed Saatchi is a queer and non-binary writer and community organizer. They cover themes of social justice, diaspora, the outdoors industry and identity politics. In 2018, they co-founded the rock climbing initiative BelayALL, based on the unceded territories of the səl̓ilwətaɁɬ təməxʷ (Tsleil-Waututh), Skwxwú7mesh-ulh Temíx̱w (Squamish), and šxʷməθkʷəy̓əmaɁɬ təməxʷ (Musqueam) nations. Examples of their work can be found in Alpinist Magazine and online at Melanin Base Camp.

 

Tags:  climbing culture  community development  company culture  diversity  leadership  workplace diversity 

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Where to Begin with Diversity, Equity, and Inclusion Initiatives

Posted By Emma Walker, Friday, January 4, 2019
Diversity, Equity, and Inclusion Puzzle

There’s a lot of talk in the climbing industry lately about diversity, equity, and inclusion (DEI): What will it take to get more people tied in? How can we make climbing more accessible to a larger, more diverse audience? If you know where to begin, incorporating DEI initiatives into your gym’s practices is more approachable than you might think.

 

Offer basic instruction

“When I first walked into a gym,” says Kriste Peoples, “it looked like everybody else automatically knew what they were doing. I never saw any kind of promotion that said, ‘If you’re new to climbing, we’ll show you the ropes!’ That feeds this notion that climbing is really exclusive.” Peoples instructs Women’s Wilderness’ Girls Lead for Life program, a weekly after-school climbing and leadership program for girls. When Peoples started climbing, she didn’t know much about what gear she needed or to how to tie a figure-eight, and she felt intimidated by the lack of information available for newbies. Offering a short class—even a free community night—on how to tie in would have gone a long way. “In my opinion, this is just good business,” Peoples laughs.

 

Partner with Local Organizations

Representation matters. That’s why climbing organizations like Brown Girls Climb (BGC) and Brothers of Climbing were created: so climbers of color would have opportunities to climb in safe spaces. Monserrat Matehuala, a member of the BGC national leadership team (and co-founder of the group’s Colorado chapter), recently helped run a DEI training for Earth Treks in Golden. “Gyms are gatekeepers for the rock climbing community,” she says, lauding Earth Treks for its commitment to DEI. “They’re often the first contact new climbers have with the community, so it matters that they feel welcome there.” Facilities who reach out to the local chapters of these organizations and create space for them—hosting nights when members of those groups have free or reduced-cost gym entry, for example—tells climbers of color they’re welcome all the time.

 

Watch Your Language

Using inclusive language, says Matehuala, is one easy way to make all your members feel welcome. “There’s a difference between being welcoming and being inclusive,” she explains, using greeting language as an example. Matehuala suggests using a non-gendered greeting—“Hello! How’s your day going?”—rather than one that assumes a member’s gender, like “Hey man!” or “Thanks, sir!” She cites the often-used shortening for the word carabiner (many climbers say “biner”) as an example: it may sound innocuous, but that shortening sounds exactly like an ethnic slur. “It’s hard to break a habit, but as educators, it’s really important,” Matehuala explains. Many gyms are choosing to incorporate that change into their learn-to-climb curricula, she says, which has the added benefit of minimizing the jargon new climbers must learn. Another quick step: Take a look at the imagery around your gym, including ads for upcoming clinics and posters of climbers on picturesque routes. If all the photos you see are of white climbers, it’s time for an overhaul.

 

Train Yourself and Your Staff

Ready to take the plunge? Consider hosting a DEI training for your staff facilitated by someone like BGC or the Avarna Group. If it’s not feasible to bring a facilitator to you, the Avarna Group and others are offering some excellent DEI workshops and conference sessions at the 2019 CWA Summit!

 

It's also important to make professional development resources available to your staff, model inclusivity, and have regular conversations about the importance of DEI. BGC has a number of resources available on their website, and James Edward Mills’ The Adventure Gap and Carolyn Finney’s Black Faces, White Spaces are excellent primers on the importance and value of DEI in the outdoors.

 

Emma Walker Head ShotAbout Emma Walker

Emma Walker is a freelance writer, editor, and an account manager with Golden, Colorado-based Bonfire Collective. Emma earned her M.S. in Outdoor and Environmental Education from Alaska Pacific University and has worked as an educator and guide at gyms, crags, and peaks around the American West.

 

Tags:  climbing culture  community development  company culture  diversity  leadership  management  staff training  workplace diversity 

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Cultivating Space: 10 Steps to Create and Maintain Cultural Relevancy

Posted By Elyse Rylander, Monday, November 26, 2018
Cultural Relevancy

Hello CWA world!

 

Before we go any further, I want make a confession...I do not at all consider myself a climber. I know, I know. You're probably wondering "well then why on Earth is she writing a blog post for the CLIMBING Wall Association?!" This is a fair question, so I'll tell y'all a little about myself first and then we'll dive into this month's topic of cultivating inclusive gym spaces, which is in fact something I know a fair bit about.

 

My name is Elyse Rylander and I use she/her pronouns. I was born on Sauk, Meskwaki, Miami and Ho-Chunk ancestral land (otherwise known as Southern Wisconsin), and took my first canoe trip down the Wisconsin River at the tender age of four weeks. From then on, all of my summers and winters were spent outside canoeing, kayaking, camping, or downhill skiing with my family. In 2006 I started working as an outdoor educator and then paddle sport retail associate. From there I moved to Alutiiq ancestral land (a.k.a. Valdez, AK) where I guided sea kayaking and camping trips in the summers and worked at a climbing gym on Suquamish and Duwamish ancestral land west of Seattle on Bainbridge Island in the winter.

 

Throughout these years I founded and grew my non-profit, OUT There Adventures, whose mission is to connect the queer community, primarily queer young people, and the outdoors. OTA has now completed four years of programming and also birthed the LGBTQ Outdoor Summit, of which we just held the second annual gathering on Ohlone and Coastal Miwok land north of San Francisco. It is at the intersection of this work around equity, and in particular queer equity, in the outdoors that I have also found myself consulting for the last year as a Partner of The Avarna Group and working with many amazing outdoor organizations and companies committed to furthering outdoor pathways to equity for all.

 

I was privileged to come of age in the outdoor industry, and it has been fantastic to see the growth in equity work happening in that time, with the most profound change happening in the last few years. While I will always have a bias towards paddle sports, it was my time running youth programs at Island Rock Gym that gave me insight into the amazing potential climbing gyms have to continue to create pathways to equity across all outdoor interests.

 

As they say, with great power comes great responsibility, which means you may be wondering exactly how your gym can engage in this work further. So let's dive in.

 

Step One: Define the work.

The words diversity, equity, and inclusion get tossed around with immense frequency, which means their meanings can vary across time and place. At The Avarna Group we have crafted definitions for these words, and others, that we find work well in the context of outdoor spaces, so without further ado, here they are:

 

Diversity: The differences between us – based on which we experience advantages or encounter barriers to opportunities and resources.

 

Inclusion: Celebrating, valuing, and amplifying voices, perspectives, styles, values, and identities that have been marginalized.

 

Equity: An approach based on fairness to ensuring everyone has equal access to the same opportunities; recognizes that advantages and barriers exist. Equity is not the same as equality.

 

Cultural Competence: Your ability to interact effectively across various dimensions of diversity; to flex with difference.

 

Cultural Relevance(y): What you do and how you do it is relevant to more people and communities.

 

If that has your head spinning, don't worry. Sometimes folks find this framing helpful:

 

Inclusion is what we do.
Equity is how we do it.
Cultural competence is what we need to do it well.
Diversity & cultural relevancy are outcomes.

 

Take some time to sit with those definitions, and then allow yourself to critically analyze where you and your gym are in terms of engaging with these concepts. This will help you further uncover some of the why's, what's, and how's of this work.

 

Step Two: Get Right With Yourself

This work truly begins and ends with all of us. Without taking the time to assess our own privileges, lived experiences, and biases, cultivating spaces of true inclusivity becomes near impossible. Just like one has to become acutely aware of their strengths and limitations as it relates to climbing, the same logic must be applied to each of our own individual strengths, but more importantly our blind spots. So take the time to be challenged and humbled, to make mistakes, to correct those mistakes, to make even more mistakes, and then repeat the whole process.

 

Step Three: Bring It to Work

Since companies and institutions are made up of lots of people, the next logical step in the process after we've all done the hard work of assessing our individual biases is to bring that knowledge to our places of work. This can take many forms, including one of the first steps of simply noticing who is accessing your gym spaces and what the demographic similarities are amongst those members/customers.

 

Step Four: Consider the Consumer Experience Continuum

It can seem overwhelming to look at an entire business and try to parse out exactly what, where, and how equity work can occur. It can be helpful to think of the possibilities along a continuum wherein we begin with a consumer's first touch point with the gym and end with that consumer turning into a member or a staff person. How does that experience look and feel different for someone based on their identity? How is that process leaving out portions of potential new customers or employees?

 

Step Five: Marketing

For new members or first-time users, the first interaction they may have with your company is through your website or your social media accounts. Looking at these mediums through the lens of an underrepresented person can provide immense insight into how your gym may initially be perceived.

 

Step Six: Hiring and Retention

Earlier I broke down some of the biggest buzzwords as it relates to creating inviting spaces for more identities, including the idea of diversity. You may have noticed that The Avarna Group prefers to frame these concepts in relation to each other in a way that specifically notes that diversity is not the thing we lead with, but rather an outcome of all the other good work we do. Many times we have seen companies and organizations attempt to solve their diversity problem by hiring "diverse" people, and many times we have seen these organizations thus exacerbate the problem. Consider not only how to bring in staff with different identities and lived experiences, but how to actually keep them there for the long run.

 

Step Seven: Built Environment

Consider the messages that are being sent by your facility’s physical space, or built environment. We are seeing progress in this arena around gender inclusivity, and specifically the neutralizing of bathrooms, locker rooms, etc. Beyond this, consider what images are seen once a customer is inside. Who is being represented and who is not? What sort of culture is perpetuated by what you hang on your walls? If your gym is still in the planning stages, how can its location and layout play a role in welcoming in new communities?

 

Step Eight: Programs

I founded an organization whose soul purpose is to provide outdoor opportunities/programs for people who often self-select out of such spaces because of their identities. As a result of my experiences, I cannot stress enough how significant it is to be able to offer ways for underrepresented identities to come together in a space that was created by them and for them, sometimes exclusively away from other more privileged identities. The next question for your gym is to consider what programs are already offered and how they can be made more truly inclusive for any identity. Sometimes we see this manifest through partnerships.

 

Step Nine: Partnerships

Just like climbing partners, good business partnerships can be hard to come by. However, partnerships offer climbing gyms, and the industry, some of the greatest potentials to continue to shift the paradigm. I would highly encourage your gym to not even consider going down this road until you've done some serious work on the previous eight steps. If you invite a new community or group into your space in hopes that they will light the DEI way for you, you will undoubtedly cause great damage that may set the whole process back years. If you feel you're ready to engage in this work authentically, with humility and initially ratchet back expectations of rapid increases to the bottom line, then my next piece of advice is to think big and outside the box.

 

Step Ten: Rinse and Repeat

Simply put: repeat. There will never be an arrival at perfection as it relates to equity because the conversation continues to evolve along with our needs as humans. It is imperative to understand that this work needs to be constantly reflected upon and reworked in order to remain true and relevant. But don't worry, just like we've learned to grow and get better with new gear or new techniques that help us reach new heights, so to will we learn how to grow and get better with this set of skills and tools.

 

Elyse Rylander Head ShotAbout Elyse Rylander

Elyse holds a B.A. in Communication Arts, Gender Studies, and LGBT Studies from the University of Wisconsin. She is also a Master of Arts in Adventure Education candidate at Prescott College. Elyse has been an outdoor educator and guide since 2006 and has taken thousands of youth and adults on outdoor adventures across the Midwest, West Coast and Alaska. Elyse founded and currently runs OUT There Adventures and is the co-organizer of the LGBTQ Outdoor Summit.

 

Tags:  climbing culture  company culture  diversity  workplace diversity 

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Closing the Gender Gap: What Climbing Can Learn from the Tech Industry

Posted By Eva Kalea, Tuesday, June 19, 2018
Updated: Tuesday, June 19, 2018

**Note: This article was originally posted on Medium.

 

 

At the CWA Summit this year, I kept hearing one recurring question: how can we hire and retain more women, particularly in management and routesetting?

 

This is something I’ve looked into extensively and what I found is that the tech industry has learned some hard lessons on the importance of gender parity and how to start working towards it.

 

I’ve collected some of the most compelling lessons here to share with others in the climbing industry. Let’s work together to create a truly inclusive and diverse climbing gym culture — one that reflects the communities we serve.

 

Keep in mind that while I focus here on gender equality, the same principles also apply for equality across all identity markers, including race, sexual orientation, religion, etc.

 

Why hiring women should be a priority

A significant percentage of the climbers in our facilities are women. We need staff at all levels — including managers and routesetters who understand women as customers, how we climb, and how to set routes that are fun for us.

 

Lessons from the AI field:

 

“If we don’t get women and people of color at the table …we will bias systems. Trying to reverse that a decade or two from now will be so much more difficult, if not close to impossible. This is the time to get women and diverse voices in so that we build it properly, right? And it can be great. It’s going to be ubiquitous. It’s going to be awesome. But we have to have people at the table.” —Fei-Fei Li, Chief Scientist of Artificial Intelligence and Machine Learning at Google

 

Research from the Kellogg School of Management and McKinsey Global Institute suggests that diverse teams perform better, make better decisions, and are more profitable.

 

Women are outpacing men when it comes to earning bachelors and graduate degrees. Your company’s ability to attract and retain top talent will be predicated on being an appealing and friendly place for women to work.

 

Surveys from the Pew Research Center suggest that women in male-dominated companies face more gender-based discrimination and more difficulties in advancing their careers than at gender-balanced companies.

 

How to hire + retain more women

Make gender equality a core value and set concrete goals with measurable impacts. Stating that you value diversity is not enough — make sure you’re actively working towards it. And remember that this isn’t a one-off project: revisit the issue at predetermined intervals to make sure you’re making progress towards your goals.

 

Don’t lower your standards

 

“Lowering standards is counter-productive — the idea that “it’s hard to hire women engineers therefore we won’t hold them to such a high standard” is noxious. It reinforces the impression that women aren’t good at engineering (writer’s note: for us, insert managing, climbing, routesetting), which is obviously a downward spiral.” —First Round

 

Read the tips below and get creative! Breaking a mold is difficult and requires thinking outside the box you have been operating in.

 

Take a look at the recruiting process

 

Talk to everyone who’s involved in recruiting and hiring and let them know that hiring and retaining women is an important goal for the company.

 

Make sure that women are represented in your marketing materials and any graphics that are being used to promote job openings: women have to see themselves represented in your media in order to connect with you as a company. Beyond that, make sure that women are involved in the hiring process. We all have unconscious biases and preferences for people who remind us of ourselves. Men who are hiring may subconsciously prefer male candidates. Similarly, having women involved may help female applicants feel more at ease during the interview process.

 

If you aren’t seeing as many women applicants as you would like, talk to women and find out why they’re not applying.

 

Advertise in the right places

 

Make your employees your ambassadors: have them spread the word about job openings and let them know that hiring women is a priority for the company.

 

Research where women find out about job opportunities and where they get their media, then post ads there. You can also reach out to online communities for women and underrepresented genders like Flash Foxy, Alpenglow Collective, Brown Girls Climb, Indigenous Women Climb.

 

Hire women at the entry level

 

Like many other climbing gyms, The Cliffs (where I work) seeks to promote from within whenever we can and offers opportunities for our staff to grow with the company. This makes it even more important that gender parity starts from the ground up, since the people getting promoted to shift supervisor and ultimately to positions in gym and corporate management often start out as general belay or front desk staff.

 

Provide training

 

With routesetting in particular, finding qualified routesetters is tough already, and finding routesetters who are women may seem impossible. In the tech world, Etsy launched “Hacker Grants,” which provide need-based scholarships to women enrolling in Hacker School, a 3-month course designed to teach people how to become better engineers.

 

Although these women may have been risky hires due to a lack of hands-on experience, putting them through Hacker School groomed their hard skills while allowing Etsy to work with them closely over the course of several months. This program has been a success for Etsy, and they’ve hired several women out of the Hacker School.

 

If your facility has the resources, consider offering a training program for routesetters or providing scholarships for women who want to attend a routesetting course.

 

Hire women at mid-level, even if they may not have much experience in the climbing/outdoor industry

 

In the tech industry, bootcamps produce thousands of graduates a year, with a significant percentage being women. These graduates may have entry-level coding skills, but mid-level professional skills: you won’t have to teach them how to manage teams, write professional emails, and stick to budgets and deadlines.

 

In the climbing industry, we can look for career changers who have cut their teeth in other sectors, but are passionate about climbing and looking for opportunities in a fast-growing industry.

 

Take a look at your employee benefits + perks

 

Make sure that your employee perks and benefits appeal to women by talking to the women who already work for you.

 

Paid parental leave, flex time, the ability to work from home, and medical benefits that cover family planning and prenatal care support employees who are (aspiring) parents.

 

Promote women

 

Having women at all levels of your company, particularly in upper management, provides staff with the opportunity to have women as mentors, role models, and knowledge-keepers. You’ll also send the strong message that women are not only hired, but also promoted within the company, which will help attract motivated female candidates.

 

Further, research shows that companies with more women in management have less sexual harassment.

 

Retaining women

It’s lonely being the only woman

 

Etsy found the most success when there were either zero or two women engineers on a team. “If there’s only one, she’s a woman engineer as opposed to just an engineer.” Keep this in mind, particularly with routesetting: hiring two female routesetters will likely increase the chances of them both sticking around, since they won’t be alone on a male-dominated team.

 

Preventing + addressing harassment

 

Create space for people to share their experiences in the workplace and take their concerns seriously. Implement a zero-tolerance policy when it comes to harassment.

 

Research shows that traditional sexual harassment training doesn’t work. In a recent article, The New York Times broke down several methods that work in addressing harassment, including empowering bystanders to intervene, encouraging team members to speak up in support of marginalized colleagues, promoting more women, encouraging reporting of harassment, and providing training seriously and often.

 

At The Cliffs, we had the opportunity to work with Alicia Ortiz for our inclusiveness and diversity training. She’s an incredible facilitator who is the Education Director for Let’s Be Clear. I highly recommend her for your training needs if you’re based in the Northeast. The Avarna Group also provides trainings and resources on equity, inclusion and diversity.

 

Culture

 

Make sure women feel supported, even if they are the minority on a team. Create a “calling in” culture where team members feel empowered and responsible for letting each other know when behavior or language they use is unacceptable. Be aware of microaggressions — words or actions with undertones of sexism, racism, or any other “-ism” — which may be subtle or imperceptible to the casual observer, but can compound over time to have serious effects on mental health and quality of life. (See: How Microaggressions Are Like Mosquito Bites)

 

For more resources on “calling in,” microaggressions, and other social justice issues, check out Everyday Feminism and The Avarna Group.

 

“Patience is a requirement. Habits are hard to break, and your culture may favor the incumbent majority until you get closer to parity.” — Tech Crunch

 

Check in regularly with women who are on male-dominated teams and conduct exit interviews with employees who quit. Is the culture friendly for women? Are there other issues affecting employee satisfaction that should be addressed? Knowledge is power. Letting go of defensiveness (even though it sucks to learn that your culture may be unfriendly to women) allows you to gain a true perspective on what is happening and take steps to address it.

 

If you’ve read this far, you’re on the right track! But thinking about gender equality is not enough. Write down three actions you’re going to take and share it with your team. Keep each other accountable! Feel free to share your thoughts below as well.

 

Read More

TechCrunch: How to recruit, hire and retain female engineers

 

SocialTalent: Emma Watson: Your New Recruitment Guru — How to: Attract, Source and Recruit Women

 

First Round: How Etsy Grew their Number of Female Engineers by Almost 500% in One Year

 

TechCrunch: There’s a simple solution to tech’s gender imbalance…hire more damn women

 

 

Tags:  diversity  human resources  women  workplace diversity 

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