Writing Inclusion into the Outdoors
With input from Josephine Collingwood
In May 2024, Mary-Ann Ochota presented an OWPG Zoom on Writing Inclusion into the Outdoors. This hugely popular event was open to members and non-members, and its success has inspired us to organise more public OWPG events in the future. By making the event open to all, we can put subjects front and centre for discussion and action, and also raise awareness of the OWPG and our community.
The Zoom recording can be viewed on the OWPG YouTube channel, or for members via the OWPG website.
Is there a problem with inclusivity?
Yes! Research by the British Mountaineering Council indicates that there are significantly fewer climbers, mountaineers, and walkers from ethnically diverse backgrounds or with disabilities than in the wider population.
As outdoor professionals, we need to acknowledge that tackling this is our responsibility. We have the power to change whose stories are told, how people are represented, and what ‘normal’ looks like.
Inclusion and privilege
Inclusion isn’t about ‘letting’ people join the group, publication, or community – or conducting a token ‘diversity-wash’ by including photos of some non-white people in your next guidebook. Truly inclusive practice is about bringing diversity into decision-making, leadership, and the development of ideas.
The idea of ‘privilege’ is often misunderstood. It might be more useful to think about ‘unearned advantage’. I don’t use a wheelchair, so I can turn up at any venue and confidently assume that there will be a toilet I can use. I didn’t earn that advantage – but I certainly benefit from it. Your privilege impacts whether you’re safe, welcome, included, and able to fully participate.
There’s nothing wrong with being white, middle-class, or able-bodied – it’s what you do with those unearned advantages that matters. Make things fairer and weaken the systems of (dis)advantage.
Share power: time, money, energy, literacy, mobility, leisure, connections, spaces, travel, and opportunities.
Change behaviour: pay attention, intervene, speak up, take the initiative, do ally and advocacy work.
So what should I do?
First up is a critical audit: uncover your personal and organisational preconceptions and stereotypes. Identify areas that require change, and create a vision of where you’d like to get to.
Ask – is diversity a subject we cover, or is it part of our DNA? Have a solid, consistent editorial stance – for example, don’t run a ‘top hikes for beginners’ feature, and then an opinion piece complaining about ‘hordes’ of new walkers.
Freelancers should do this audit too. Who are my regular trail buddies and photographic subjects – are they representative of wider, diverse society? If not, how can I widen my network? Are there times I could pass work to someone else? Could I share the credit and co-write? Rather than fighting over crumbs, why not work together to share a loaf?
Representation
Don’t just use an image or interview with someone from a minority group when you’re running a feature on diversity. A person with a visible minority characteristic should never have to justify their inclusion.
Beware of ‘trauma porn’ and ‘inspirational’ stories, particularly about people ‘overcoming’ disability or hardship. Don’t exploit someone’s life experience for an easy hook.
Don’t just ask someone about the aspects of their identity or story that make them a minority. Your interviewee may want to talk about how they prepare for a bikepacking trip.
Do you put the ‘fit and fancy’ and ‘wealthy and healthy’ features at the front of your publication, and then tuck the ‘diversity and other stuff’ in the back? Are you unintentionally demonstrating that you value different people differently?
Language
Beware language that excludes. For example, ‘Good evening, everyone’ is more inclusive than ‘Good evening, ladies and gentlemen’.
Is a route labelled as ‘easy’? A value-neutral description – for example distance – is informative for everyone, and more inclusive for people who might not find the route easy.
Ways of describing people are contested. For example, some people like POC (People of Colour). Others don’t. Best practice – ask the people you’re working with what language they like to use.
Submissions
Submission guidelines should be clear and transparent. This levels the playing field for people new to the business who don’t already know the secret rules of success, or might not be considered a ‘trusted’ pair of hands yet.
Can you work with other publications to develop a mentoring programme, or supported and properly paid internships?
Hidden disabilities may affect a person’s work patterns and availability. Don’t make assumptions – be open, work together to establish what support they need and what you can offer.
Remember that pitching is a vulnerable place for people and even more so if they’re in a minoritised group. Ask – am I gatekeeping? Or gate-dismantling?
It might not be easy to find and nurture a team of diverse reviewers, feature writers and photographers. But invest all the time and resource that you can.
Reviews
Do you only review high-end kit that comes with a hefty price tag? Who are your reviewers? Do you have a white, slim man as your default and then sometimes run ‘diverse’ reviews that feature kit for women, plus-sized people, and everyone else? Does a white man usually review the elite kit?
Accessibility
Include basic accessibility information as default in guidebooks and articles: public transport access, ramps and steps, toilets and accessible facilities. Include captions, alt text and image descriptions in social media posts. Use an accessibility guide to make sure you’re following design guidelines.
Clients and brands
If you don’t like the values that a brand or publication is demonstrating, point it out. You’re using your privilege as an insider to good ends here. Explain clearly what your concerns are, and invite dialogue. If it comes to it, consider refusing the work and explain why you’ve declined.
This is the start
We can’t do it all at once. But we can do something right now to start the journey.
The OWPG needs to advocate for outdoor professionals on these issues. We must now conduct that critical audit of our organisation and sincerely ask: what are we going to do, and what do we need to say – and to whom – to really make a difference? The work starts here.
With input from members of All the Elements Network
Thanks. I learned a lot from the Zoom session and this sums it up very effectively.
Thank you for sharing this! As a mixed heritage, disabled and neurodivergent woman I can testify that the barriers are there and we need allyship along with "special measures" to remove the barriers. Thank you