“During the summer, I talk with those staff about how they can grow in leadership, and which positions they might want next summer.” —Kelsey Paterson, director of Ponderosa, Mt. Hermon (Felton, California)


Diversity of Future Staff God’s Word tells us in Revelation 7:9 that every nation, tribe, people and language will be gathered at the throne of God. Paul Coty, vice president of field ministries and development at Young Life, said, “Whether you go from the tower of Babel to the upper room, diversity has always been part of the heart of God’s kingdom.” Regarding Revelation 7:9, Coty noted, “I don’t believe theologically that we’re supposed to wait until we get to heaven to do that. It’s a kingdom mandate now.” As we look at the United States in recent years, there


have been significant ethnic shiſts in its population. For example, in Texas, the Hispanic population is now the state’s largest demographic group. In California, no race or ethnic group constitutes a majority of its population, according to the 2022 American Community Survey. No matter where your camp is located, the communi-


ties you serve will continue to become more diverse. Terefore, our camp staff must reflect the diversity of those we wish to serve. For campers from minority ethnic groups, seeing staff members who look like them in leadership positions can be empowering, showing them that they belong and can aspire to similar roles, contributing to their sense of identity and self-worth. Sean McFeely, executive director of Oasis Ministry


Ventures (Lake Hughes, California), has spent 37 years in Christian camping, primarily with a focus on serving non-dominant cultures. Having diversity on his staff matters “because we’re reaching Southern California, one of the most diverse areas in the U.S.,” McFeely said. For example, more than 130 languages are spoken in the L.A. Unified Public School District. “If we want our camps to reflect the diversity of our


country, our staff is a good place to start,” McFeely stated. “It’s more likely that you can recruit diverse campers if you have a diverse staff.”


September/October 2024 www.ccca.org 21 Reaching into communities where people don’t look


like you can be intimidating for some people. McFeely suggested building relationships with churches and ministries in the areas you hope to recruit from. Coty pointed out that intentionality is key to grow-


ing representation of different races and ethnic groups on your staff. “Without a plan, there are no intentional steps. Without intentional steps, you have something that is aspirational at best.” But it won’t be something that happens quickly or easily. Coty added, “Tis is not like turning a light off and on. It’s a process that has multiple layers and takes many years.” An important aspect to note, when it comes to


hiring diverse staff, is the importance of having more than one person on your team who looks different than everyone else. Because a person of color has likely had different life and cultural experiences than your white staff members, it’s important for that per- son to have at least one other staff member that they can relate to. Coty explained, “Tere will be certain pain points or frustrations that others won’t under- stand. You need to have somebody else they can relate to who looks like them and understands them.” McFeely recommends these books as tried and


true resources for training on diversity: Ministering Cross-Culturally by Sherwood G. Lingenfelter and Marvin K. Mayers, Te Ten Lenses by Mark Alexander Williams and Gracism by David A. Anderson. 


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