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'25 Diversity Education Institute Sessions

Creating a Comprehensive DEI Plan

Keynote

Speakers
  • Roni Weiss - Executive Director
    Roni Weiss is the Executive Director of Travel Unity, a 501(c)(3) focused on increasing diversity in the world of travel through individual and community empowerment. He was born in Long Island, New York and grew up in Snohomish County, Washington, north of Seattle. At the age of 10, Roni began attending Edmonds Community College (now Edmonds College), receiving his Associate’s of Arts and Science with Honors at the age of 12. He graduated from Lynnwood High School at the age of 15, then attended the University of Washington, receiving double Bachelor’s of Arts degrees in Drama and English at the age of 18. Through years of world travels, Roni visited 70+ countries, including every country in Europe, six of seven continents, and taught English in Italy, France, Taiwan, and Chile, both to youth and professionals. In 2011, Roni founded RW Social, a marketing and consulting company for the travel industry and nonprofits. From 2011 to 2016, Roni worked with Africa Travel Association (now Africa Tourism Association), assisting with and speaking at ATA’s events in NYC, DC, and multiple African countries. In 2013, RW Social launched the New York Travel Festival, an event focused on innovation and sustainability in the world of travel, which served as the genesis for Travel Unity, where he now serves as Executive Director. Roni lives in Westchester County, NY with his partner, Lauren, and their four children.
Summary
In this keynote address, Roni Weiss, Executive Director of Travel Unity, will go beyond the basics of diversity, equity, and inclusion (DEI) to uncover how organizations can fully integrate DEI into their operations. Attendees will explore actionable strategies aligned with the three pillars of Travel Unity's DEI Standards—workforce, community, and customers—ensuring that DEI is not just an initiative, but a core part of an organization’s structure and decision-making. Learning Objectives: 1. Understand how to balance public-facing DEI commitments with internal frameworks for lasting impact. 2. Identify best practices for embedding DEI into staffing, marketing, and experiential design. 3. Explore strategies to diverse communities and customers.

Building Your Own Agency Plan

General Session

Speakers
  • Roni Weiss - Executive Director
Summary
This interactive workshop will guide participants through the process of developing a tailored DEI plan for their organizations. Using Travel Unity's DEI Standards as a foundation, attendees will assess current practices, set measurable goals, and put DEI into action. Through hands-on exercises, participants will build strategies for fostering inclusive environments that resonate with staff, customers, and the communities they serve. Learning Objectives: 1. Evaluate current organizational practices against Travel Unity’s DEI Standards to identify strengths, gaps, and areas for growth. 2. Develop measurable DEI goals and actionable strategies that align with organizational missions and community needs. 3. Craft a clear, compelling narrative to communicate DEI goals and strategies within an organization.

Recruiting and Retaining Employees in 2025

Breakout #1

Speakers
  • Jackie Throop - Director
    Jackie has a long history with HR Source. As a staff member from 1996 – 2002, she focused on training and started Interim HR, now known as Outsourced HR and Recruiting Services. She then spent many years with a member company focusing on Employee Benefits and HRIS. Jackie returned to HR Source in 2020 and now leads the Outsourced HR and Recruiting team. Jackie is always anxious to share her many years of HR experience with our members!
Summary
In today’s evolving job market, attracting and retaining top talent requires a fresh approach. This session will explore how to build a diverse applicant pool, implement merit-based hiring strategies, and understand what employees truly seek from employers in 2025. Gain actionable insights to strengthen your hiring practices, foster an inclusive workplace, and boost retention in an increasingly competitive landscape. Learning Objectives: 1. Understand what a diverse applicant pool really means and how to cultivate one. 2. Learn how to ensure fair, skills-based hiring while securing the best candidate for the role. 3. Discover what today’s workforce values most and the strategies to keep them engaged and committed.

Neurodiversity in Recreation

Breakout #1

Speakers
  • John McGovern - Principal in Charge
    John N. McGovern leads the Accessibility Practice at The W-T Group, LLC. He formed the Practice in 2008 after a local government career that started in Albuquerque and saw decade-long roles at WSSRA and NSSRA. Everywhere he worked, his duties centered on ensuring that parks and recreation services were accessible to and inclusive of people with disabilities. NRPA appointed him to serve on the three federal advisory committees that developed the parks accessibility content for the 2010 Standards for Accessible Design. In 2009, the Department of Justice wanted to better understand how parks and recreation agencies implement the ADA and he was asked to Washington DC to train enforcement staff regarding parks and recreation. Always an active member of IPRA, he served on the Joint Legislative Committee for 18 years and was co-chair in 2003 when the 5-8 levy was removed from the PTELL aggregate. McGovern of course recognized the moral obligation for local governments to serve people with disabilities, but wondered if there was a legal obligation to do so. To answer that question, he earned his law degree in the evening division at Loyola University of Chicago School of Law while working as Executive Director at WSSRA. He graduated at about the time the debate about the ADA was picking up in Congress, and has been involved as an implementer and consultant since those days. His status as a practitioner, consultant, attorney, and one who is personally familiar with neurodiversity gives him a rich perspective on equity.
Summary
What is neurodiversity? This session nibbles at the complex collection of conditions that comprise neurodiversity. We will explore how being neurodiverse can change your career, and discuss how being neurodiverse can change the way we implement the mission of improving the quality of life for all people. Importantly, we will discuss workforce impacts including how to interact with and support neurodiverse coworkers. The session closes with resources to help on our journeys. Learning Objectives 1. Attendees will be able to define neurodiverse conditions 2. Attendees will be able to discuss the perspective of neurodiversity related to programs and services 3. Attendees will be able to identify at least three ways to support and interact with neurodiverse coworkers

Difficult DEI Conversations

Breakout #2

Speakers
  • Brent Scarpo - Speaker
    Brent Scarpo has over thirty years of experience as an author, professional keynote speaker, intuitive life coach, healer, producer, writer, director, and casting director in Hollywood, California. His professional journey is studded with notable achievements, having worked on iconic films like THE SHAWSHANK REDEMPTION, THAT THING YOU DO, and MATILDA. In addition, Scarpo won The Today Show’s writing contest, EVERYONE HAS A STORY, where his story, THE RED BALLOON, was chosen out of 100,000 entries. It is the basis for his new book, The Red Balloon – Transforming Your Life One Inspirational Story at a Time. He is actively engaged in presenting numerous professional speaking and training programs for corporate America and educational institutions, which have significantly impacted more than two million participants. Brent teaches live and online workshops on spirituality, soul awakening, goal setting, and manifesting your best life. He is also a game show guru who has appeared in five major television game shows, most recently winning his showcase on The Price is Right. Brent lives with his dog, Sophia, and splits his time between Palm Springs, California, and Miller, Indiana.
Summary
Organizations across the country are implementing formal diversity, equity, and inclusion (DEI) programs to harness the power of difference and mutual respect. However, the success of these programs depends on real people engaging in meaningful communication and collaboration every day—among peers, supervisors, teams, customers, and colleagues. It requires the courage to initiate difficult conversations and the willingness to challenge assumptions. This training will equip participants with key skills to actively engage in DEI efforts, fostering awareness, inclusivity, and advocacy in their professional and personal interactions. Learning Objectives: 1. Learn to listen deeply—both to spoken and unspoken messages—and cultivate curiosity to recognize potential biases and broaden perspectives. 2. Practice reframing situations by considering alternative viewpoints, challenging assumptions, and detecting unintended consequences. 3. Discover how to engage with diverse perspectives, recognize systemic preferences, and advocate for equity through allyship and inclusive decision-making.

Demystifying DEI from a Research Perspective

Breakout #2

Speakers
  • Mariela Fernandez - Faculty
    Dr. Fernandez is an Associate Professor for the Department of Recreation, Sport, and Tourism at the University of Illinois at Urbana-Champaign. Her research examines the environmental injustices impacting urban communities. Most of her work has focused on Latinxs of Mexican descent. Her recent projects explore possible solutions to: (a) address limited access to green spaces in Latinx communities while minimizing instances of gentrification and (b) improve community engagement and representation.
  • Jeremy Robinett - Faculty
Summary
Through a presentation, informal conversation, and an open invitation to ask questions of scholars in the field of inclusion, attendees will gain an understanding of what diversity, equity, and inclusion (DEI) entails. Attendees will learn how researchers operationalize terms and identities within the DEI umbrella (e.g. disability, race, ethnicity, sex, gender, equity, inclusion, etc.). By the end of the session, attendees will be familiar with terms, research trends, and resources that can help them better serve their communities. Learning Objectives: 1. To educate attendees about what DEI is compared to how it is sometimes presented in mainstream society. 2. To clarify how terms used to describe identities intersect and are meaningful in everyday interactions 3. To provide attendees with resources they can use to gain knowledge and accurate information related to issues of diversity, equity, and inclusion.

Gender Identity and Recreation Policies

General Session

Speakers
  • Jeremy Robinett - Faculty
    Robinett joined the RPTA faculty as an instructor in 2014. He was promoted to associate professor in 2021. In addition to his teaching duties, Robinett is the advisor for the department's graduate program and event planning and management minor, and is an active community volunteer.
Summary
Attendees will be provided with a review of recent legislation and literature exploring the intersections of gender identity and recreation policy through the lens of a scholar in the field of inclusion. The presentation provides an opportunity for attendees to ask questions and to gain a deeper understanding of how sex, gender identity and expression, and sexual orientation intersect to shape the everyday realities of individuals and communities negotiating recreation policies. By the end of the session, attendees will be familiar with terms, trends, and resources that can help them better serve their communities. Please note: the presenter is not an attorney nor will he be providing legal advice Learning Objectives: 1. To educate attendees about how sex, gender identity, gender expression, and sexual orientation intersect in lived experiences. 2. To gain an understanding of how recent laws and policies related to sex and gender may affect recreation policies. 3. To provide attendees with resources they can use to gain knowledge and accurate information related to gender identity.

Roundtable: The Opposition to DEI - Resource Review and How Can NRPA Support You?

Closing Session

Speakers
  • Autumn Saxton-Ross - Chief Education & Equity Officer
    Saxton-Ross, a D.C. resident and mother of two, received her Ph.D. from the department of Sociology at Howard University, preceded by a master’s degree in Public Health Education and Promotion from the same institution and undergraduate work in exercise science through The George Washington University. First developing a love of the outdoors through her grandmother’s yard and city parks in her hometown of Kansas City, Missouri, Saxton-Ross’s research, academic and professional interests continue to focus on social and physical environments and their influences on physical activity, opportunity and resources — specifically in Black and urban populations — along with the health benefits of parks and green spaces. Her life’s work concentrates on improving the health of communities through engagement, activity, education, exposure and opportunity, truly believing that “a healthy life is lived better outdoors.”
Summary
As Diversity, Equity, and Inclusion (DEI) initiatives face increasing opposition across the country, park and recreation professionals are encountering new challenges in advancing equity within their agencies. In this interactive discussion, NRPA’s Chief Education & Equity Officer wants to hear from you. We will start with a review of NRPA resources and then transition to a conversation. How is opposition to DEI affecting your work? What support, resources, or advocacy do you need from to navigate these challenges? This session will provide a space for open dialogue, allowing participants to share experiences, voice concerns, and help shape NRPA’s future DEI efforts to better support the field. Learning Objectives: 1. Understand legislative and political landscape impacting diversity, equity and inclusion 2. Identify 2-3 actions you and your agency can take to continue doing the work 3. Share 1-2 suggestions of how NRPA can support your and your agency to continue the work
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