Diversity, Equitability and Inclusiveness Values

The Plainfield Park District (“District”) commits itself to diversity, equity, inclusion, and belonging because these values make us a thriving community for all people. Creating a mutually respectful, multicultural and equitable environment does not happen on its own; it must be intentional.

We believe in equity and we will work to break down systems of oppression, including racism, sexism, homophobia, xenophobia, and other forms of bias and hate. We reject racial and social barriers that limit and divide us, and we reject bias towards any group of people.

Plainfield Park District is an organization that welcomes, respects, and encourages the contributions of all people regardless of race, color, ethnicity, national origin, relation, age, sex, sexual orientation, gender identity or expression, marital and/or family status, language, mental and/or physical ability, military status, economic class, immigration status, foster status, body size, criminal history, or any other characteristics that are often used to divide people.

This makes diversity, equity, inclusion, and belonging (DEIB) everyone’s responsibility — that of every employee throughout the District. This enables everyone at Plainfield Park District to reach their full potential and help us innovate to create a healthier community.

We strive to make these values reflected in our everyday practices and priorities, including fair treatment and equal access for fun, adventure, learning, and growth through recreational programs and parks.

The Diversity, Equity, Inclusion & Belonging Policy, along with our DEIB Roadmap, sets out the principles and requirements by which Plainfield Park District will enhance diversity, equity, inclusion and belonging throughout the organization. The policy is applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity. The Policy applies to all employees and anyone conducting work on behalf of Plainfield Park District. Our DEIB strategy is based on a 5-year strategic roadmap to accelerate how we provide health and wellness solutions to an increasingly diverse community.

Our DEIB roadmap starts with our people. It starts with helping them discover ways of working that foster a sense of inclusion and a deep sense of belonging—for themselves, for their teams, and for Plainfield Park District. In parallel, we strive on building a diverse workforce by attracting, developing and retaining employees. We believe that through having a diverse workforce, we will be employing the best talent and leveraging diverse and unique skills and perspectives.

It is also critical to embed DEIB into our operations to better serve the needs of our diverse patrons and constituency. We are dedicated to DEIB through the District’s mission, vision, and values. The Mission of the District “seeks to enhance lives through equitable and accessible exceptional recreation opportunities for all.” Through our vision we challenge our agency to “aspire to be innovative, diverse, and inclusive in administration, recreation and preservation.”  We wish that Plainfield Park District is for every person to use their unique experiences and backgrounds together. The established values of the District hinge DEIB in that the District:

• Recognizes and understands that diversity in the community brings great richness to the quality of life within our District.
• Is committed to expanding our awareness of and sensitivity to the importance of diversity.
• Continues to create an inclusive and welcoming parks system for all our residents and visitors to enjoy facilities, amenities, and programs.
• Continual commitment to actively lead, partner, and support community initiatives that promote structural change

We utilize these tailoring tools and resources and otherwise mitigating systemic barriers to enable everyone to reach their full potential. It requires purposeful action every day.

Every employee is responsible for:

• Respecting the dignity and diversity of all people.
• Creating an inclusive environment that is free from discrimination, harassment and bullying.
• Enhancing their awareness of potential unconscious bias and how that might hinder our ability to be more inclusive and collaborative with one another.
• Focusing on conscious inclusion to be more intentional with their actions to drive diversity, equity, and belonging.
• Committing to an individual goal as part of annual goals and objectives setting to help Plainfield Park District meet our DEIB responsibilities.

Leader Responsibilities:

• Leaders are accountable for specific DEIB responsibilities and for achieving DEIB outcomes as part of their departmental development and offerings.
• Ensuring that employment-related decisions are free from discrimination.
• Setting departmental DEIB goals to foster diverse representation and an inclusive environment within their teams.
• Engaging in conscious inclusion and other behaviors that promote equity.
• Mitigating potential unconscious bias in employment decisions and talent practices (including performance and development, compensation, hiring).