Developing your Why: An Assessment of WAFWA Member States’ DEI Journey
Strategic Priority
Expanding Relevancy and Engagement - Implementing and/or Expanding Diversity, Equity, and Inclusion Efforts
Project Description
This project aims to gather baseline information about the diversity, equity, and inclusion (DEI) efforts of natural resource agencies and other public organizations in the western region of the United States and Canada through a survey. Researchers understand the importance of biological diversity: healthy ecosystems flourish with diverse organisms that are adaptable and resilient to disturbances and change. Similarly, diversity in our organizations can lead to increased resiliency, innovation, and relevancy to the constituents they serve. Due to changing demographics in the population (e.g., more people of color or with multiple ethnic backgrounds) and a shift in wildlife value orientations (i.e., fewer traditionalists and an increase in mutualists), DEI efforts have never been needed greater in natural resource agencies.
Project Facts
- Federal Award Number: F22AP00687
- Organization Name: Western Association of Fish And Wildlife Agencies
- Organization Status: NGO classified as 501(c)(3)
- State: Idaho
- Obligation: $74,586
- Start Date: 01-01-2022
- End Date: 04-01-2023
Results
This project developed and administered a customized Diversity, Equity, and Inclusion Self‑Assessment Questionnaire (DEISAQ) across participating Western Association of Fish and Wildlife Agencies, generating the first comprehensive baseline of DEI strengths, challenges, and opportunities within the WAFWA network. Sixteen of 24 agencies participated, contributing nearly 1,700 responses representing a broad cross‑section of staff demographics. Analyses found the survey tool to be highly reliable and identified notable strengths in community awareness, collaboration with culturally diverse communities, and policies supporting inclusive staffing practices—such as ADA accommodations, hiring bilingual staff, and integrating DEI into mission statements. At the same time, the assessment revealed consistent growth needs, including increasing diversity in leadership, strengthening recruitment pipelines, improving internal communications, expanding staff training, cultivating relationships with culturally diverse organizations, and enhancing outreach to underrepresented groups. Extensive qualitative feedback highlighted strong support for DEI among many staff, alongside meaningful concerns and misunderstandings that limit progress. The report concludes with actionable recommendations focused on enhancing the DEI Task Group, strengthening community linkages, sharing best practices, improving hiring and development pathways, and using these baseline findings to guide long‑term organizational change across WAFWA member agencies.
