- Author: Elizabeth Moon
- Author: Andrew Lyons
We were thrilled to attend the 2023 Land-Grant Partners Summit [https://landgrantpartners.org/events/land-grant-partners-summit-october-12-13-2023] last week in Denver. The focus of this national meeting was to bring together people who have been working within land-grant universities to strengthen support for Native American students and Tribal Colleges and Universities (TCUs), and explore the opportunities to work together. Splitting into four working groups, each group explored meaningful short and long-term strategic actions to collaborate and share resources with commitments to continue meeting over the next six months.
The Summit was held immediately before the 2023 FALCON [https://www.falcontribalcollege.org/annual-conference] (First Americans Land-Grant Consortium) Conference, another great conference which brings together hundreds of administrators, faculty, extension educators, researchers and students who work on land grant programs at TCUs and share program successes. Both meetings were amazing. While FALCON has been around for 19 years, this was only the second national meeting of the Land-Grant Partners consortium, and it was our first time at either event.
What's with the dates? We felt in good company being with so many people working in land grant institutions. What land grant institutions have in common is a mission to support communities, agriculture, and natural resources through research and extension. However it was immediately apparent that most of the presentations, and even the conferences themselves, were structured around the three classes of land grant institutions which have become known by the year that federal legislation provided the initial funding: 1862, 1890, and 1994.
The 1862s are land grant universities that were established by the 1862 Morrill Act. This act gave ‘public lands' to every state, most of which was sold to create endowments for universities with programs in agriculture and engineering. Today, these are mostly the big state schools, like the University of California or Penn State, where Cooperative Extension programs are run from. The 1890s are historically Black Colleges and Universities, which Congress had to establish through separate legislation because the 1862 schools discriminated against people of color. Finally, more than a hundred years later, Congress provided funding in 1994 to support Tribal Colleges and Universities, collectively known as the 1994s or TCUs.
source: USDA [https://www.nifa.usda.gov/sites/default/files/2022-06/NIFALGUs_MapREV_AI0522_508.pdf ]
Why all the fuss?, you might ask, about the three categories of land grant institutions? Well, the sad reality is that although 1862s, 1890s, and 1994s all have similar missions, there are enormous gaps in how much funding they receive from federal and state sources. Not surprisingly, this results in unequal levels of resources for research and extension, and fewer programs for Native Americans and people of color. This is precisely the nut the LGP and FALCON alliances are trying to crack.
Land-Grant Partners Summit
Most of the attendees at the LGP Summit were from 1862 institutions, with a handful of TCUs, federal agencies, and federally funded programs. Many 1862s are trying to do a better job serving Native Americans. This is in line with their mission to serve the entire public, and in recognition that there has been a huge gap for generations. Since 2020, the call for 1862s to try harder has grown louder, informed by research detailing how they got their start by selling millions of acres of stolen Indian land (Lee at al, 2020), and widespread interest in dismantling structural inequality.
Everyone attending the LGP Summit knew this history, and although it needs to be told to a lot more people the focus of the Summit was looking forward. It was exciting to be with so many kindred spirits, to hear what other 1862s are doing, and think about how we can be more effective working together than individually. Some of the leaders in the movement include The Ohio State, which has started a program to reach tribes that were forcibly removed from Ohio, and South Dakota State University, which has diverted funding from its Morrill Act lands to support Native American students and collaborations with Tribal Colleges,
Sponsors and Collaborators of the 2023 Land-Grant Partners Summit
Although the University of California is not at the head of the pack when it comes to spearheading reconciliation and collaboration with Tribes, the ball is definitely rolling. It was wonderful to connect with new and old UC colleagues from UC Berkeley, UC Davis, and UC ANR, to hear what everyone is working on, and think about how we can work together more effectively. There are no shortages of ideas, and many faculty, students, and programs across UC are already doing amazing work to foster understanding and provide support for Native American students and other underserved populations. However the goal will not be reached through the work of a few individuals. Rather, we need to shift UC as an institution - its policies, priorities, governance, incentive structure, and culture - so that the hard but rewarding work of healing and learning from Tribes is not the exception but the norm.
From left to right: Phenocia Bauerle (UC Berkeley), Michelle Villegas-Frazier (UC Davis),
Rosalie Fanshel (UC Berkeley), Elizabeth Moon (UC ANR), Andy Lyons (UC ANR), Kase Wheatley (UC Davis)
Making Space for Native Voices
A cross-cutting theme expressed in many sessions was the importance of including Native Americans as co-equal partners in designing and developing university programs and policies. Without Native voices at the table, and in meaningful leadership roles, we run the risk of planning programs with the same paternalistic processes that are well intentioned but ultimately fail to produce results. This is hard work, particularly within a university setting where administrators and academics are used to thinking a certain way, and doing things a certain way. But by learning from others, working together, and listening to those our institution owes a debt to, we can become a better university.
- Author: Elizabeth Moon
Creating and building space for all members of the ANR community is an important tenet for our organization. Strong strides have been made in building out policy and procedures to build out equity and inclusion. As with any change, there are still pathways that need to be developed both as an organization and as individuals within the ANR community.
One change I would like to recommend is a shift from the acronym DEI to Equity, Diversity & Inclusion and limiting the use of the acronym EDI. DEI as an acronym has become weaponized politically and socially within our nation, oftentimes with some individuals not even understanding the actual meaning of the words the acronym represents. Another reason for the shift encompasses the need to highlight what is most important to having a culture of belonging.
If we start with “diversity” (meaning a multitude of lived experiences from a variety of cultures, religions, sexual orientation, gender, race, ethnicity, and ability) it may not lead to a sense of belonging. Research has shown that many public and private organizations have been increasing the number of hires to achieve parity within a community and have not put structures and policies in place to retain those diverse candidates - being an only or one of a few can be emotionally taxing to those employees. Diversity needs to exist within an equitable framework to be meaningful and sustainable.
The order of words often has a psychological impact on how individuals perceive and approach an idea. Starting with “equity” we prime our conversations to prioritize working to dismantle the barriers and providing access to historically marginalized communities and individuals. We highlight fairness and justice and ensure all have a fair opportunity to thrive in their communities. Also, by saying the full words and moving away from the ease of the acronym, gives a listener a nano-moment to digest the meaning of each word and limits the barriers brought on by the exclusive nature of acronyms.
“Inclusion” is the outcome of equity and diversity. We are able to create communities and programs where our full ANR community feels valued, respected and able to contribute their full self.
For many striving to create change, there is also an emphasis on “justice”. Many differing acronyms place justice at the front or end. Placement depends on what is being highlighted in the organization and where an organization can begin their work. Justice focuses on rectifying past and present wrongs, which often leads back to equity and the dismantling of systems and barriers.
Equity, Diversity, Inclusion (and Justice) are all vital and mutually reinforcing. When all these interconnected pieces come into balance this is where the sense of belonging forms a connected foundation. Belonging becomes the ultimate center we strive to build through our efforts in Equity, Diversity & Inclusion. Thinking of a spirograph, different sizes of circles and colored pencils all working simultaneously to create a kaleidoscope of interconnected circles, this is how we can collaborate to continuously make steps to achieving greater belonging.
I am excited to build even more collaborations across ANR as we work to achieve our vision enabling all Californians to thrive.
DEI ADVISORY COUNCIL - CALL FOR NOMINATIONS
Nominations are being accepted until October 17. to fill one vacancy on the Diversity, Equity and Inclusion (DEI) Advisory Council.
Nominate yourself, a colleague, a direct report or other UC ANR staff or academic member.
Prior to completing the nomination, please confirm the nominee's interest in participating in the Council. Review member expectations and the Council's Mission Statement and Vision at https://ucanr.edu/sites/PSU/files/358281.pdf
Membership criteria:
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Experience and/or interest in advocating for change and moving forward DEI work.
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Experience and/or interest in navigating/negotiating for organizational change in UC ANR.
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Membership aims to represent the diversity of the UC ANR community and state of California, specifically including representation of marginalized racial, ethnic, gender, sexual orientation, and ability groups.
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Membership includes a mix of staff and academics, represents a cross-section of UC ANR offices and programs, and geographical distribution (north/south, urban/rural).
Submit nominations to deiadvcouncil@ucanr.edu with the subject line, “Nomination for DEI Advisory Council”.
For more information, contact Keith Nathaniel at kcnathaniel@ucanr.edu or Jairo Diaz at jdiazr@ucanr.edu.
- Author: Elizabeth Moon
July steeped us in some record high temperatures which led me to do some deep thinking in front of fans and out on the lakes with my kayak.
I have been thinking and starting to research about the impact of curiosity in the workplace. How does HOW we ask questions and approach conflict shift when curiosity is centered; further ruminating on how this may also intersect with creating a stronger sense of inclusion and belonging among employees at UC ANR.
Initial research points towards curiosity being a way to deepen relationships and create empathetic active listening which can often allow conflict to be solved constructively with the ability of each member in the conflict to see the perspective of others. Professional conflict is often a catalyst for creative innovation. A former collaborator on applied improvisation in the office led attendees in a mantra of 'Through becoming comfortable with the uncomfortable, pushing beyond my mental boundaries and seeing others' boundaries, I will find the opportunities to lead us through our big goals.'
When conflict is interpersonal and negative emotions are rising, curiosity has the capacity to lower these tensions. So, what is the language to engender this curiosity within a negative conversation with co-workers or managers? How do we move ourselves and the other person into the curious zone? Here are three possible steps that may help:
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Take a breath. Breathing in through your nose and out your mouth 4 - 5 times helps to bring the physiological responses to conflict to a more manageable level.
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Reframe and mirror the words or situation back to the person you are speaking with, “So if I understand you correctly……..”
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State your position or idea. “My perspective is that ….” or “My understanding is….” or “The way I was approaching this was….”
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Now get curious. “Tell me about your perspective on….” or “How does what you are saying relate to the work we need to do?” or “Please share why you felt the need to say ….”
These are a few beginning thoughts on how curiosity could be a catalyst for engendering a shift for yourself in approaching conflict. Let me know your feedback if you try this out in the office - what was the impact or response from colleagues. I am ‘curious' to learn more about the possible intersection of curiosity and belonging in the workplace.
ON THE ROAD in JULY
Heading north this month I was honored to join Greg Ira, Director of the Environmental Stewards Program, to support a facilitation discussion around issues of Equity, Diversity & Inclusion in environmental education at the 30th Anniversary of the California Environmental Education Interagency Network (CEEIN) hosted at Granite Bay State Park. Learning about the history and impact of this network and the partnerships that have been created and are still being developed brought back memories of my time in K12 education and the impact these types of programs and partnerships had on the students I taught.
Walking down to the Valley Conference room in Davis, the HR team warmly invited me to join their all staff meeting. Grouping into tables of 3-5 colleagues, each member brainstormed ways to articulate and operationalize our ANR Principles of Community. One team even created a rap song which they shared with the group.
Glenn County UCCE Staff: Christine Kampamann, Betsy Karle (County Director), Lea Eddy, Jamie Marron, Jamie Ott (Tehama County), Curt Pierce, Rachel Lee (Director UC ANR Publications), Becky Wheeler-Dykes, Sheron Violini (Associate Director Government & Community Relations)
Traveling north up to Glenn County UCCE, I road tripped with Rachel Lee (Director UC ANR Publications) and Sheron Violini (Associate Director of Government & Community Relations) to join Betsy Karle, County Director, and her team at their monthly staff meeting. We laughed and connected over stories of our favorite summer memories. Each member collaborated and shared their expertise of how we may want to operationalize the ANR Principles of Community (A visual of a three-legged race) and articulated some simplified buckets to group the more detailed points already written. Most importantly, I learned about their community and the positive impact they are each having with youth, farms, and ranches.
For each person I met this month, thank you for sharing yourself and your experiences, helping me to practice my ‘curiosity muscle'.
CONTACT
Interested in sharing ideas and challenges? Please visit the following feedback form: https://forms.gle/AWCinz3MYWGhzH5n9
Wish to discuss an issue directly with me, email: emoon@ucanr.edu , call 530-883-1174 (Ext 1612) or connect with me in-person.
- Author: Elizabeth Moon
Celebrations abound in June: Graduations- Juneteenth- Pride Month - ANR postcard contest winners!
For myself, I look forward to this time to reflect on an academic/fiscal year and the promise of a summer to dive deeper and set the pathways for creating more opportunities to grow.
JUNETEENTH
With Juneteenth next week, I am looking forward to reflecting with our Black and Allied Employees Resource Group on their Webinar on June 14 (10:30 - 12:00 pm) to hear from Dr. Mary Blackburn and Dr. Keith Nathaniel.They will describe their journeys in agriculture and extension, how their experiences shape their work, and how their lives connect to present patterns of inequity that are commonly believed to be a thing of the past. (zoom: https://ucanr.zoom.us/j/99024484120?pwd=b3hkeXBiMEhRNWJ1a1VrOWhVdHZFdz09 | Meeting ID: 990 2448 4120 | Passcode: 092774)
If you happen to be in the Bay area here is a list of 200+ Black-owned restaurants I helped to curate last year: 200+ Black-owned Restaurants Across The Bay Area.
PRIDE
In celebration of Pride, Ricardo Vela created this video celebrating the strides that have been made so far for LGBTQ+ rights. I also want to recognize that while we celebrate the advancements made, it is important to continue the progress and act to protect these rights. https://youtube.com/shorts/5CeomH5adO0?feature=share
2023 POSTCARD CONTEST WINNERS (photos of the postcards will be published soon).
- ThomasHarter, PHD, Department of Land, Air, and Water Resources, Cooperative Extension
- Picture: Muted Colors of Browns and Blues
- Matthew Rodriguez, 4-H Youth DevelopmentAdvisor (Nevada, Placer, Sutter, Yuba)
- Picture: Heart with the words Diversity, Equity & Inclusion
- Elizabeth Bezark, Customer Service & Project Assistant, Business Operations - Davis
- Picture: Two trees in yellows and blues with roots intertwined with the words Diversity, Equity, Inclusion
- Bridgette Alvarez, Program and Events Specialist, Program Support Unit
- Picture: Earth with many people holding hands
- KelseyDugan, 4-H Community Education Specialist,UCCE San LuisObispo
- Picture: Ink drawing of crops with the words Diversity & Inclusion not just for enhancing our crops & soil
- SaoimanuSope, Digital Communication Specialist, Strategic Communications
- Picture: A variety of hairstyles with vibrant colors of blues, yellows, pink, brown and black
STATUS UPDATES
This will be a monthly update of ideas and challenges shared anonymously with me and the status of these requests.
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Learning Resource
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Gender Unicorn by Trans Student Educational Resources (An educational, interactive resource exploring the spectra of gender identity, gender expression, sex assigned at birth, and emotional and physical orientations.
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Once I have our website up and running there will be a special link to resources such as this.
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Webpage Language Change Request
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Worked with HR and Changed our Diversity Gender Inclusion page to the title: LGBTQIA+ Inclusion
Other requests submitted have been resolved through personal conversations with leadership and/or I am actively working with others to find ways to address the challenge shared.
DO YOU HAVE AN IDEA OR CHALLENGE?
Interested in sharing ideas and challenges? Please visit the following feedback form: https://forms.gle/AWCinz3MYWGhzH5n9
Wish to discuss an issue directly with me, email: emoon@ucanr.edu , call 530-883-1174 (Ext 1612) or connect with me in-person.
- Author: Elizabeth Moon
Welcome to the TOGETHER@WORK Blog. This is Elizabeth, UC ANR's director of workplace inclusion and belonging. In this new blog, we will celebrate our community; engage in deeper learning around issues of equity, diversity and inclusion; and communicate how UC ANR is moving towards aligning values, behaviors and policies to uplift practices of inclusion and belonging.
I am energized by the passion and collective dedication I have experienced connecting with ANR employees across the organization. Many have shared their personal stories, suggestions, and work being done/completed on issues encompassing equity, diversity, inclusion and belonging.
Attending the statewide conference, meeting with many of you – engaging in conversations of learning, laughter and moments of true connection – solidified my gratitude for joining the ANR community. During the conference, a good number of colleagues took up the call to respond to a long survey around the historical, current and future focus for work within my role.
Another group shared their artistic talents in visualizing inclusion and belonging at ANR. We are currently hosting a final survey for everyone to choose their top six entries to be highlighted on our upcoming Inclusion & Belonging website, as well as published as postcards for us to share within and outside ANR.
VOTE HERE BY JUNE 1: bit.ly/ANRPostcardContest2023
One theme that has been shared many times with me is the idea of connection and shared values of community. To learn more and gain expertise and recommendations, I have begun to travel to UCCE and REC sites to meet with staff and academics. This past week I traveled to the South Coast REC in Irvine and the Imperial County UCCE office in Holtville. What an honor to engage in these communities – learning more about the research and community work and seeing in person how deep relationships are built across California.
The colleagues I met with shared their top three moments of their experience in this past year. For example, Jose Vallejo (Community Education Specialist) shared the joy of returning to his elementary school and walking in and seeing his teachers and working alongside children in his old classroom and truly connecting with them through games and hands-on activities to teach more about healthy choices.
In this and other shared stories, what I heard was the commitment to create spaces for human flourishing. As I continue to meet with ANR colleagues throughout the state to revitalize and refresh our Living Principles of Community and gain a deeper understanding of how these continue to be operationalized within the work we do, I believe our mission to build out inclusive, diverse, equitable and culturally competent workplaces will continue to successfully grow and achieve success.
Interested in sharing ideas and challenges? Please visit the following feedback form: https://forms.gle/AWCinz3MYWGhzH5n9
Wish to discuss an issue directly with me, email: emoon@ucanr.edu, call 530-883-1174 (Ext 1612) or connect with me in-person.
