Asking for participation from equity-deserving groups can be challenging if they face, or have experienced the impacts of, discrimination. In addition, no equity-deserving group or individual within an equity-deserving group is the same. There is no one-size-fits-all approach to involving them in climate adaptation.
How can you involve equity-deserving groups in climate adaptation work in ways that are considerate and inclusive of their needs?
Here are some tips to help you get started.
Understand the lived experiences of equity-deserving groups.
Many equity-deserving groups experience burdens that create barriers to their involvement in climate adaptation work. Before seeking to involve equity-deserving groups, it is important to take the time to understand their experiences within both the broader community and with your organization, and how that experience may impact their motivation or ability to engage. For example:
- Some groups may be distrustful due to past or current harms.
- Some groups may be struggling to meet their basic needs and therefore may not have the capacity to participate.
- Some groups may have been excluded and overlooked in decision making and thus not want to participate.
Clarify the level of participation you are looking for.
Being clear on what type of involvement you are looking for helps maintain transparency and set clear expectations. In doing so, you can help members of equity-deserving groups or organizations who represent them understand their role and the impact of their contributions.
Evaluate your organization’s capacity to engage equity-deserving groups.
Not every organization can do everything, and it's better to do less but do it well than it is to over-commit and not be able to achieve your goals. Because of that, doing an honest assessment of the resources and capabilities of your organization is an important step to take before seeking to involve equity-deserving groups. Here are some examples of steps you can take:
- Review your current staff resources.
- Consider what skills and training are needed for engagement with equity-deserving groups.
- Assess the available budget for engagement activities. For example, can your organization provide an honorarium to Indigenous individuals?
- Be transparent about your limitations with community partners.
Work with local organizations.
In some cases, equity-deserving groups may be represented by local non-profits, advocacy groups and community organizations. Reaching out to those organizations can help alleviate some of the demands placed on equity-deserving groups. These organizations often have deep community connections and understand local needs. Here are some examples of good first steps:
- Identify organizations that work with or represent different community groups.
- Schedule initial meetings to discuss your climate adaptation goals.
- Understand barriers to participation (timing, location, language, childcare needs).
- Ask how they typically engage with their communities.
- Attend community events to learn and build relationships with different members of the community.
Find out what works for them.
Every equity-deserving group is different, and assumptions about engagement can lead to ineffective approaches and, in some cases, can risk causing further harm. Instead, directly asking members of equity-deserving groups or organizations that represent them about their preferences for participation will help you come up with engagement approaches that are respectful and accessible. Examples of respectful and accessible engagement approaches may include:
- Go to where people are, rather than asking people to participate in stand-alone engagement events. Work with partners to incorporate engagement into other community events or gatherings.
- Provide multiple opportunities for engagement (in-person and virtual, different times of day) and have childcare available.
- Compensate participants for their time through an appropriate honorarium or gift card to a local business.
Check in and report back.
Involving equity-deserving groups in climate adaptation work should be an ongoing process, not a one-time event. Regular communication helps build a trusting relationship and creates opportunities to learn and improve. For example, you could create structures for: