Diversity, equity and inclusion in health and fitness programming

Diversity, equity and inclusion (DEI) is a concept and practice that any type of organization — schools, corporations, nonprofits, health systems and more — can use to recognize differences and promote a welcoming environment regardless of someone's age, race, ethnicity, ability or disability, religion, sexual orientation, or culture. 

It's often used as a way to encourage collaboration and diversify hiring practices, but DEI isn't confined to organizational strategy initiatives; it should also have a place in fitness programming as well.

Here are top steps toward incorporating DEI principles into any type of health, wellness and fitness effort.

Understand DEI's importance

According to the Health & Fitness Association, the first step in implementing DEI is to acknowledge that it matters, both for the fitness industry in general and also for your specific programming and day-to-day practices.

A major aspect of DEI is understanding health equity and how social determinants of health can affect fitness access. The Kaiser Family Foundation notes that these include factors like socioeconomic status, education, employment, social support networks and physical environment. Simply put, social determinants are the conditions in which people are born, grow, live, work and age, the foundation suggests.

Any of those can have an effect on access and outcomes. For example, the Centers for Disease Control and Prevention notes that racial and ethnic groups have unequal rates of physical activity, in part due to difficulty with social and environmental supports.

Acknowledge possible biases

Recognizing social determinants can help to break down biases, according to the IDEA Health & Fitness Association, which notes that everyone has biases that can hinder and sometimes harm the decision-making process. When members of a fitness center have a bias around disability, for example, it can lead to programming or even just equipment placement and accessibility that excludes those members.

Bias may show up in subtle ways as well. For example, there may be lack of programming for a variety of generations, or posters about strength training options may be put up in the men's locker room but not the women's. Or it could be more overt, such as hiring practices that emphasize a certain age, gender and demographic — greatly reducing the representation within a fitness space.

Four questions to ask related to DEI

Every fitness center and program will have unique aspects to DEI based on their membership, but some questions to ask related to DEI for health and fitness can include:

1. Is every area of a fitness center accessible to someone with disabilities, or if that's not possible, have accommodations been made to ensure that fitness programming can be delivered in accessible locations?

2. Do all members feel welcome and safe? Or has member feedback reflected any challenges with some members feeling more welcomed than others?

3. Are your hiring practices based on supporting the diversity of your membership? If so, does that include multilingual hiring and instruction to expand your programming reach?

4. What is your feedback mechanism? Is it easy for members and staff to provide honest, anonymous opinions about the limitations they might see in your programming?

In a commentary on the importance of DEI, Business Leadership Today noted that DEI "provides a conceptual framework for supporting the full participation of all, particularly underrepresented members of society and champions fair treatment." That's as true in a fitness center as it is for an office, school, or warehouse.

Utilizing DEI can help give your fitness programming more direction, while supporting your members and staff in a meaningful and important ways. 

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