Posts Tagged: Equity
The 4-H Program Leaders Working Group has published a series of fact sheets titled “Thriving with an Equity Lens.” While the fact sheets are written for 4-H professionals, the information is applicable to all of UC ANR's work with communities.
“These fact sheets provide information and recommendations on how to foster a sense of belonging for marginalized youth, list staff competencies needed to engage a youth population, and offer recommendations for culturally adapting program evaluations,” said Fe Moncloa, 4-H youth development advisor for Santa Clara County.
“Programming with an equity lens necessitates having an understanding of these concepts at the same time: paying attention to multiple systems of oppression, knowing the past and present cultural histories of your target population and having the ability to shift practices on the spot.
“The information on these fact sheets will hopefully help you have a greater understanding of the cultural histories of diverse populations and support you to offer culturally responsive programs.”
The first fact sheet defines many terms used to talk about diversity, inclusion and equity.
The 11 fact sheets cover the following topics:
- Intro: Thriving Through an Equity Lens
- Immigrant and Refugee Youth
- LGBTQ+ Youth
- Youth Experiencing Homelessness
- Youth in Foster Care
- Youth with Disabilities
- Youth Living in Poverty
- Youth Mental Health and Wellbeing
- African American Youth
- Latinx Youth
- American Indian/Alaskan Native (First Nations) Youth
All of the “Thriving with an Equity Lens” fact sheets are posted at https://access-equity-belonging.extension.org/resources/fact-sheets.
VP Glenda Humiston has appointed 11 ANR people to an initial two-year term as founding members of the Diversity, Equity and Inclusion (DEI) Advisory Council for UC Agriculture and Natural Resources. This appointment is effective retroactively from Nov. 1, 2020, through Oct. 31, 2022.
In a Jan. 29 ANR Update, Humiston wrote:
I am convening this advisory council to support DEI efforts that UC ANR staff and academics have undertaken to improve working environments within UC ANR, as well as to improve quality of life for marginalized populations living in the state of California. Diversity is one of our core values and developing an equitable and inclusive society is one of our public values. This Council is a commitment by UC ANR leadership to take division-wide action on the existence and impact of longstanding discrimination within our Division, as well as in our efforts throughout the state.
I am asking the founding members to recommend a formal charter to document the objectives, organization and functions of the council. While the initial appointment for all founding members is two years, the intent is for members to have staggered appointments to allow for turnover and continuity. I ask that the Council work to develop the Charter and an agenda for an initial meeting with myself, AVP Powers and AVP Tran by June 30, 2021.
Council members include
- Elaine Lander
- Esther Mosase
- Fadzayi Mashiri
- Gail Feenstra
- Katherine Soule
- Keith Nathaniel
- Laura Snell
- LeChé McGill
- Mohammed Yagmour
- Ricardo Vela
- Ron Walker
Welcome to ANR's 21-Day Anti-Racism Challenge!
Sept. 14–Oct. 5, 2020 ucanr.edu/21days
ANR employees, along with other UC locations and thousands of other people across the US and beyond, are committing to deepening understanding of, and willingness to confront, racism for 21 consecutive days.
Diversity scholar Eddie Moore, Jr. created the 21-Day Challenge to encourage a deeper understanding of race, privilege, supremacy, power and oppression. Why 21 days? Some say it takes 21 days to create a habit. The intention of this initiative is to support ANR employees in developing “effective social justice habits” to effect meaningful change.
People at Food Solutions New England Sustainability Institute (FSNE) were inspired by his work and the work of Debby Irving and Marguerite Pennick-Parks to adapt the 21-Day Habit-Building Challenge to their food system network. FSNE has been organizing and hosting the Challenge every year since 2015.
ANR has adapted FSNE's February 2020 21-Day Equity Challenge titled “Beyond Words: to Action and Resiliency” to make it easy for employees to independently dive into their own examination of the program or to create a cohort of ANR employees with whom to share the experience.
Through a look at the food system challenge developed by FSNE, we will distinguish that racism is expressed through institutions, cultures and behaviors instead of personal character defects. Uncovering inequities and injustices will assist each of us in broadening our understanding and compassion and grow our engagement towards anti-racism and toward the experiences of Black Americans.
In examining the Black experience, we will consider our own personal layers of privilege and those of all marginalized people, keeping in mind marginalized colleagues, clientele, community members or maybe even family members. Marginalized people include and are not limited to age, class, ability, immigration status, race, sexuality, spirituality, gender, gender expression, ethnicity, culture, gender expression and identity and generation.
Most importantly the challenge will help us discover the many ways we can individually and collectively promote a more just and equitable food system for all. It will also prompt us on ways we can work as individuals, with others at ANR, with marginalized clientele, within our communities and families to dismantle these systems everywhere.
The 21-Day Challenge takes place Sept. 14, 2020, through Oct. 5, 2020.
You and a group of 6 to 8 ANR colleagues with whom you'd like to explore and learn with.
- Reach out to a group of ANR colleagues and form a cohort of 6-8 participants.
- Create a set of Group Agreements (example) that foster a secure space for discussion.
- Refer to the assignments listed below and consider how often you will meet (ex., once/week) via phone or Zoom to discuss what you learned, or whether you will share thoughts via some type of chat system such as Slack or Microsoft Teams.
You do not need to complete every single reading and every single assignment to reap benefits. Do what you can.
As mentioned above, the activities of ANR's Challenge are based on FSNE's February 2020 21-Day Equity Challenge titled “Beyond Words: to Action and Resiliency. We are entering this examination of inequities in the food system to:
Prework - Getting prepared
The post at this link provides suggested “pre-work” to prepare you before you start your journey. Think of it as stretching before a jog or a softball match. Note – you will not receive daily email prompts as suggested in the post. You and your cohort will work through the listed activities independently.
2020 Racial Equity Challenge Launch Webinar (57:45)
Feel free to view the recorded webinar that took place at the start of the March 2020 21-Day Racial Equity Habit Building Challenge.
Day 1 – Monday, Sept. 14 Racial Identity Formation
Understanding the process of racial identity development is important for self-awareness, relationship-building, and work for equity. We are, all of us, wonderful mashups of identities, and experiences. Refer to the post at this link to reflect specifically on where you are in the different stages of racial identity development.
Day 2 – Tuesday, Sept. 15 Racial Socialization
Socialization is a process we all undergo – it is how we develop values, habits and attitudes and learn to function in the world. Understanding the process of socialization can help us understand how we came to where we are in our views of race and racism in the food (and other related) systems and what we are willing and “able” to do to work for justice.
Day 3 – Wednesday, Sept. 16 Indigenous Food Ways
In her book Sacred Instructions: Indigenous Wisdom for Living Spirit-Based Change, Penobscot lawyer, activist and teacher Sherri Mitchell (Weh'na Ha'mu Kwasset) writes, “One of the most important things we can do for ourselves, our children and the future of the planet is to decolonize our minds and ways of life.”
Day 4 – Thursday, Sept. 17 Food and Farm Workers
The very foundation of our food system in the United States is grounded in slavery. This started with the system of plantation slavery in the Southeast, moved into indentured servitude and share cropping and has continued over time with “agricultural exceptionalism,” which has left farmworkers out of labor protections over time.
Day 5 – Friday, Sept. 18 Whiteness and Anti Blackness
Gita Gulati-Partee and Maggie Potapchuk, in an article titled “Paying Attention to White Culture and Privilege: A Missing Link to Advancing Racial Equity,” write “Processes aimed at racial equity change can overlook the privileged side of inequity.” Work for racial justice in our food and other systems must include naming and de-centering whiteness, white privilege, and white superiority/supremacy, which racism is designed to protect and uphold.
Day 6 – Saturday, Sept. 19 Catch -Up and Reflections
While reflecting on the first week's prompts, we invite you to take some time to get quiet and reflect. Is there anything that you see differently based on your participation so far? What images come to mind? How does this impact how you think about your life, work, volunteerism, studies in food systems or your relationship to food? Is there anything you are inspired to do differently?
Day 7 - Sunday, Sept. 20 Week One Catchup and Reflections
Part of grounding in the reality of racism and other forms of oppression is not simply about thinking, but also honoring our emotional and embodied reactions. There is important information in our feelings and bodies that dominant professional culture can often marginalize. As you reflect on this week's prompts and resources, what emotions come up? What do you sense in your body? What does that tell you? What can you learn from that?
Day 8 – Monday, Sept. 21 Internalized Racism
Of the four levels of racism (internalized, interpersonal, institutional, and systemic) internalized can be the hardest to see and is often the hardest to talk about. And yet for healing to happen, what is otherwise unseen must be named. Internalized racism can manifest as internalized racial inferiority on the part of Black, Indigenous and People of Color and as internalized racial superiority for White people.
Day 9 – Tuesday, Sept. 22 Interpersonal Racism
Though some would believe otherwise, interpersonal racism is very real. We are seeing more visible evidence of this in the time of COVID19, including escalating attacks on Asian and Asian-American communities. Everyone, and especially White people, have a role in calling out racism and bigotry, and this can be a hard thing for some people to do. Even if it is not difficult to do, it can be difficult to do in a way that is ultimately productive, inviting someone who has said or done something that perpetuates racism to change or to consider changing.
Day 10 – Wednesday, Sept. 23 Institutional Racism
Institutional racism shows up in both formalized and informal ways, from Human Resources policies that privilege white dominant norms of “professionalism” to cultures that instill a sense of belonging to those who feel more comfortable in norms of whiteness (go back to the prompt from Day 5 to dig back into this).
Day 11 – Thursday, Sept. 24 Structural Racism and New Narratives
Poet and novelist Ben Okri wrote, “Beware of the stories you read or tell; subtly, at night, beneath the waters of consciousness, they are altering your world.” Systems scientist Sally J. Goerner has added, “The stories we tell ourselves about how the world works form our greatest survival tool.” Stories hold tremendous power in our world, work, and lives. Writer Chimamanda Adichie notes: “Stories have been used to dispossess and to malign. But stories can also be used to empower, and to humanize. Stories can break the dignity of a people. But stories can also repair that broken dignity.”
Day 12 – Friday, Sept. 25 Structural Racism & the Racial Wealth Gap
As Inequality.org puts it, “Systemic and structural racism has contributed to the persistence of race-based gaps that manifest in many different economic indicators. The starkest divides are in measures of household wealth, reflecting centuries of white privilege that have made it particularly difficult for people of color to achieve economic security.” This gap means that many Black and Indigenous people and communities and People and Communities of Color are more at risk financially than White people and communities at times of disruption. And with respect to the food system, it means having less access to the means to purchase land, start a business, etc.
Day 13 – Saturday, Sept. 26Catching Up and Reflections
Take some time to catch up on this past week's prompts. Reflect on the different approaches we have explored so far for addressing the different levels of racism (internalized, interpersonal, institutional, structural) and white superiority/supremacy.
Day 14 – Sunday, Sept. 27 Reflection
As with last weekend, we invite you to find some quiet time (if possible and desirable) to get centered and to consider the past two weeks of your participation in the Challenge. Check in with yourself. What do you sense/feel? How are you physically? Intellectually? Emotionally? Spiritually? What are these sensations telling you?
Day 15 – Monday, Sept. 28 Reparations
The National Black Food and Justice Alliance, along with growing numbers of regional and local groups, including white “accomplices,” are calling for reparations of land and resources to Black and Indigenous people to account for decades of extracted wealth.
Day 16 – Tuesday, Sept. 29 Equitable & Liberation Forms of Food System Governance
Government and governance have both been and continue to be forces for perpetuating and exacerbating racial inequities. By governance, we mean “the processes of interaction and decision-making among actors involved in collective problem-solving that lead to the creation, reinforcement, or reproduction of social norms and institutions.” Governance happens through government, and also through organizations, communities, markets and networks.
Day 17 – Wednesday, Sept. 30 Sovereignty & Self Determination
Someone at a Food Solutions New England Network Team meeting once said, “Equity within fundamentally dehumanizing systems is not what the goal is.” Rather, equity is tied to “liberation” (from racism, othering, white supremacy, patriarchy, extractive forms of governance and economics) when it lifts up food sovereignty and self-determination.
Day 18 – Thursday, Oct. 1 Raising the Next Generations
Each generation is hopefully building on the work of those that came before. We certainly see that up and coming generations seem to be more aware of what is wrong in our food and related systems and are determined to create something better. And this is ideally about multi-generational work …maybe four generations to carry the work forward.
Day 19 – Friday, Oct. 2 New Patterns, New Vision
At FSNE, we believe that vision and imagination are powerful “leverage points” in systems for finding a path forward beyond oppressive structures and extractive mindsets. And we know we are in good company! In her book Emergent Strategy, adrienne maree brown writes that we are engaged in an “imagination battle”, that the current conditions are the result of someone's imagination, a de-humanizing and domination-oriented view. There are so many other alternatives, if we would be bold, broaden our view, and band together with one another to create new living and life-affirming stories.
Day 20 – Saturday, Oct. 3 Week Three Reflections
What are your main takeaways from the Challenge? Where are you now compared to before you started? How do you feel? What new knowledge or insights do you have? What hopes?
Day 21 – Sunday, Oct. 4 Closing Reflections
Today's prompt builds on yesterday's reflection about how the Challenge has guided you to think and act differently, perhaps more boldly, on this journey of racial equity and justice.
How will you put any of your new commitments into action, starting as soon as Monday, October 5? What kinds of support do you need to do so? Do you have those supports or can you organize them into being, perhaps with help from others? Please share your comments here. You have an option to share anonymously in this survey. We really want to hear your responses!
In my ANR Update message on Feb. 8, I shared a report released in January by the Huron Consulting Group on the UC Office of the President's (UCOP) organizational structure. President Napolitano's goal in commissioning that review was to improve the effectiveness and efficiency of UCOP, while aligning its work to best support the university's core mission.
As I mentioned last month, Huron offered options that we believe would harm ANR's ability to deliver our mission of research and extension and to bring UC to local communities in every part of California. We identified several issues with both options, chief among those were adding layers of administration between ANR and the UC president as well as between ANR and the public we serve. Those additional layers would likely increase administrative costs and reduce funding for program delivery. At the president's request, we have developed an alternative proposal that would strengthen ANR's ability to deliver our mission while also serving the needs of UCOP for better financial management and administrative efficiency.
A challenge we have faced for years is that about half of our budget flows through UCOP while we manage the remainder directly. ANR is the only major operating division at UCOP that directly conducts research and program delivery, with hundreds of employees throughout California deploying over $200 million in resources. This has caused a great deal of confusion for auditors and often led to budget cuts during calls to reduce UC administrative overhead. Our recommendation places the entire ANR budget into one operating unit/location within the UC Chart of Accounts and allows for more transparency to the public. It also improves ANR's opportunities to stabilize our funding, rebuild our academic footprint and enhance program delivery.
Unlike the institutions used as examples in Huron's report, there is no one flagship campus serving as California's land-grant institution; instead, the entire UC system is responsible for the land-grant mission. To effectively deliver that mission, ANR is structured as a large statewide operating unit administering over 300 Memoranda of Understanding with a wide array of public and private sector partners, including deployment of resources on multiple campuses across the UC system and in close partnership with local governments in every county. The Huron report recognized that housing ANR within one campus was suboptimal and could create perceptions of favoritism and inequities between the campuses. Our proposal calls for a collaborative relationship; injecting competition and administrative layers would not serve the UC system nor our stakeholders well.
Separating ANR's budget and FTE from UCOP offers many advantages to both entities. Under the proposal we have offered, the ANR vice president continues to report directly to the president, the ANR governance structure does not change and no people or infrastructure would be moved. The proposal does agree with the Huron recommendation that ANR funding should be changed to state appropriations and that reconnecting the UC Natural Reserve System to ANR offers improved research opportunities for both entities. We believe these changes would best achieve the president's objectives to better align UCOP support functions to campuses while enhancing the systemwide and statewide functions of a vital outreach and engagement arm of the university.
The president continues to analyze the different options before her to ensure UCOP is best serving the UC system as well as all Californians for the long term. We are excited to work closely with President Napolitano to strengthen UC as a premiere research and extension institute by giving these vital programs room to grow and better serve the critical needs of California's economy and communities. I will continue to keep you apprised as our discussions unfold.
Gabriel Torres joined UCCE on Feb. 1, 2018, as an area viticulture advisor in Tulare and Kings counties.
Prior to joining UCCE, Torres was a postdoctoral researcher in the Department of Nematology at UC Riverside developing an integrated pest management strategy for controlling the most prevalent nematode species in grape vineyards in California. Torres evaluated rootstock resistance, chemical and biological compounds, and anaerobic soil disinfestation methods. Torres conducted most of the nematode experiments under the supervision of UC Cooperative Extension specialist Andreas Westphal.
From 2014 to 2016, Torres was a leader of the plant pathology program for the Colombian Oil Palm Natural Research Centre (CENIPALMA) in Bogota, Colombia. There he developed and guided projects aimed at solving disease problems of the oil palm crop in Colombia, including bud rot, lethal wilt, and basal stem rot.
He completed a Ph.D. in plant pathology from Michigan State University and a B.Sc. in agronomy from Universidad de Caldas, Manizales, Caldas, Colombia.
Torres is based in Tulare and can be reached at (559) 684-3316 and email@example.com.
Lund named grape advisor for Madera, Merced and Mariposa counties
Karl Lund joined UCCE on Jan. 8, 2018, as an area viticulture advisor in Madera, Merced and Mariposa counties.
Prior to joining UCCE, Lund was a trial specialist at Syngenta Flower, where he designed and conducted floriculture research trials under both greenhouse and garden conditions for a wide variety of flowering plants, specifically focused on the development of fertilization recommendations and nutrient profiles. In 2016, Lund was a technology development representative at Monsanto, where he worked with seed distributors and local farmers to plant, maintain and evaluate pre-commercial varieties of lettuce, bell peppers and spinach.
Lund spent many years teaching and conducting research in viticulture. Starting in 2008, he worked in the laboratory of Andy Walker at UC Davis, where he ran a project looking at the phenotypic and genetic diversity of phylloxera in Northern California, and trying to understand the genetics of phylloxera resistance in hopes of breeding new phylloxera resistance rootstocks for California. His research helped identify new feeding types of phylloxera in Northern California and connected those feeding types to genetic groups. He also identified new sources of broad phylloxera resistance to be used in breeding phylloxera-resistant rootstocks.
As a postdoc in the Walker lab, Lund looked at drought avoidance in grapevine rootstocks. Insights from this work may be useful in the creation of more drought-tolerant rootstocks. In addition to his research, he was a teaching assistant for several UC Davis classes. Lund wrote a book chapter on grapevine breeding in the western United States and lectured at Cal Poly SLO for the 2015-2016 academic year.
Lund completed a B.S. and a Ph.D. in genetics at UC Davis.
Based in Madera, Lund can be reached at (559) 675-7879, ext. 7205 and firstname.lastname@example.org.
Kansal joins CSIT as portfolio and project manager
Namita Kansal recently joined the Communication Services and Information Technology as a portfolio and project manager.
Some of the projects she is working on include assessing the network status of all UCCE sites in California to inform strategic decisions to fund and prioritize the UCCE sites that urgently need network upgrades, portfolio-level reports to inform strategic, operational and funding decisions for the Web IT team, a change management process for the entire IT team, and a project plan and funding estimates for the ANR website redesign.
Before joining ANR, Kansal was a project manager at the UC Davis School of Medicine, working to operationalize strategic initiatives, program development and project management.
She earned a masters in public administration and a master in arts from Syracuse University.
Kansal is based at the ANR building in Davis and can be reached at (530) 750-1207 and email@example.com.
The American Society of Agricultural and Biological Engineers has selected Ali Pourreza, UC Cooperative Extension specialist in the Department of Biological and Agricultural Engineering at UC Davis, to receive the Sunkist Young Designer Award.
This award recognizes and honors ASABE members under 40 years of age for outstanding contributions to the advancement of the agricultural engineering profession and to stimulate professional achievement.
Sponsored by Sunkist Growers, Inc., the Young Designer Award recognizes the development of a technical plan that influences agricultural engineering progress, as evidenced by use in the field.
Pourreza developed a polarized imaging technique to detect accumulation of starch in citrus leaves as an early indication of citrus greening disease or huanglongbing (HLB).
“The polarized imaging technique was primarily used for early citrus greening detection, that is a major disease of citrus with no known cure,” said Pourreza. “Early detection of citrus greening is important because growers can prevent further spread of the disease before the entire orchard gets infected. The polarized imaging technique can also be used in other applications that involve the detection of starch or sugar.”
He also developed the Virtual Orchard, which uses aerial imagery and photogrammetry to create a 3-D image of an orchard.
“Knowledge about tree geometry such as individual canopy cover, volume, height and density is important for growers to understand variability within their orchard and make timely decisions about irrigation, nutrient, pest and disease, etc.,” Pourreza said. ”Virtual Orchard is an affordable technology that makes this information accessible for growers. Information extracted from the Virtual Orchard can be used to apply variable rate inputs in a site-specific manner according to the prescription maps that identify the application rate at different locations of an orchard.”
The award will be presented to Pourreza during the ASABE annual meeting in July in Detroit.
UC ANR receives award for extending high-speed broadband
CENIC has awardedUC ANR its 2018 Innovations in Networking Award for Broadband Applications. The award recognizes work to extend high-speed broadband to University of California researchers in rural communities across California by connecting UC ANR sites to the California Research and Education Network (CalREN),
Gabe Youtsey, chief innovation officer; Tolgay Kizilelma, chief information security officer; and Tu Tran, associate vice president for business operations, were recognized as project leaders.
“You can't do big data with dial-up internet speed,” said Jeffery Dahlberg, director of the UC Kearney Research and Extension Center. “Before this upgrade, our internet was slower than my home internet speeds. Now we have speeds more like you will find on UC campuses.”
In addition to the RECs, Highlander Hall, home to News and Information Outreach in Spanish and the Citrus Clonal Protection Program, is now connected to CalREN. Elkus Ranch (the environmental education center for Bay Area youths), the UC ANR building in Davis and 30 UC Cooperative Extension sites are in the process of being connected.