Tagged With "Diversity, Equity and Inclusion"

eXtension has updated virtual.extension.org with a collection of resources related to Diversity, Equity, and Inclusion. This is just the start, if you have other similar resources to share, we invite you to submit them to contact-us@extension.org . In the midst of the COVID-19 pandemic, the eXtension Foundation launched virtual.extension.org to create a national resource site for Cooperative Extension professionals. The purpose of this site was and still is to help Extension professionals...

182 Extension professionals came together recently for a panel discussion on diversity, equity, and inclusion for social race relations (mind), community leader input (community), and Extension leadership input (institution). Dr. Shatomi Luster-Edward, Regional Director, Urban West Regional Office, University of Missouri Extension, Dr. Lindsey Lunsford, Sustainable Food Systems Resource Specialist, Tuskegee University, and Krystle J. Allen, Extension Associate (Emergency Preparedness &...

"Diversity is being asked to the party...inclusion is being asked to dance." Bozoma Saint John " Diversity Wins: How Inclusion Matters " from McKinsey & Company

Some mistakes leaders make... Putting themself ahead of others; not being self-aware and/or self-reflective. Betraying others' trust Being certain; (Re)acting too fast Not living up to their own values; inauthentic Overly enamored with their own vision; arrogance If it seems like it's all about you, you're in the gig for the wrong reason. It shouldn't be all about the leader. Trust must be present for there to be betrayal. This is the worst & perhaps hardest for people to recover from.

Great post and so true, especially, being certain is a very common trait among leadership in my organization. Being certain to the point that not really listening.

Yes, leadership that exhibits dictatorship, micro-managment, and self-seeking ambitions and goals is out-of-date, out-of-touch, and out-of-style. It doesn't work!!

What Title IX Training program do you-all use for Master Gardener and/or 4-H Adult Volunteers, to complete mandatory anti-bias and anti-harassment training? We have no choice but to use a very long tedious online set of modules by a 3rd party HR company called EverFi. The MG's loathe it. I blasted thru it to get it off my to-do list, but didn't agree with 75% of it, just did it to be done. Do you have any other Title IX training packages to suggest to our HR/Civil Rights office?

On Tuesday, June 29 th Extension Professionals took part in a virtual chat to discuss and share how they incorporate Diversity, Equity, and Inclusion (DEI) into their position descriptions. The chat was attended by professionals from across the country and facilitated by LeChé McGill, the Human Resource Business Partner at UC ANR. The attendees in this chat were at various levels and stages of incorporating DEI into position descriptions, yet everyone had a strong desire to engage in the...

Please consider participating in this research project for experienced community researchers. Contact Skye Kelty with any questions or to get further information. skye.kelty@rutgers.edu.

The College of Agriculture, Health and Natural Resources (CAHNR) at the University of Connecticut (UConn) invites applications for the position of Associate Dean for Extension and Diversity with appointment as Full Professor with tenure in a CAHNR Department related to the candidate’s academic discipline. We are seeking an inspirational, dynamic, and visionary individual to provide exemplary College-level leadership in two important areas: Extension and Justice, Equity, Diversity, and...

The College of Agriculture, Health and Natural Resources (CAHNR) at the University of Connecticut (UConn) invites applications for the position of Associate Dean for Extension and Diversity with appointment as Full Professor with tenure in a CAHNR Department related to the candidate’s academic discipline. We are seeking an inspirational, dynamic, and visionary individual to provide exemplary College-level leadership in two important areas: Extension and Justice, Equity, Diversity, and...

We’re excited to share a new podcast episode about the important work of the Extension Collaboration on Immunization Teaching & Engagement (EXCITE) program. EXCITE is creating a framework that will model new ways for the Cooperative Extension system to engage and reach Extension programs across all three regions. The EXCITE team has developed practices to ensure that under-represented regions are included in the design of the new system-wide effort and that their institutions will be...

This year the Impact Collaborative hosted professionals from Cooperative Extension and beyond to discuss various topics of interest at Dynamic Discussions. Together we have explored new ideas, gained new perspectives, and discussed the future of Extension. This year's conversations included misinformation, community resilience, Coming Together for Racial Understanding Experience, moving on from Extension's traditions, implementing DEI work, workforce development, recharging Extension's...

Two important resources about Diversity, Equity, and Inclusion (DEI) have been reissued by the Extension Foundation in a flipping book format. Both publications define DEI and provide a vast array of information and resources, including links to frameworks, presentations, websites, videos, and more. They are an invaluable resource for Extension professionals seeking to learn more about DEI and how to incorporate best practices in their work. The 1st edition was created by Dr. Shatomi...

This well-written and insight-filled article has my mind whirling on a Monday morning! Such excellent work, thank you for sharing and modeling.

This is great, do you have the direct link to part 1 please?

The 1862 land grant institutions face a large task to move beyond their troubled legacy and meet the needs of contemporary people of color. To address racial inequities in extension, we embarked on educational and institutional change activities. We share three key lessons: the need to take time for building relationships of trust, to tailor individual communication about diversity, equity, and inclusion work for different colleagues, and to re-think the sources of expertise in extension work.

The 1862 land grant institutions face a large task to move beyond their troubled legacy and meet the needs of contemporary people of color. To address racial inequities in extension, we embarked on educational and institutional change activities. We share three key lessons: the need to take time for building relationships of trust, to tailor individual communication about diversity, equity, and inclusion work for different colleagues, and to re-think the sources of expertise in extension work.

The 1862 land grant institutions face a large task to move beyond their troubled legacy and meet the needs of contemporary people of color. To address racial inequities in extension, we embarked on educational and institutional change activities. We share three key lessons: the need to take time for building relationships of trust, to tailor individual communication about diversity, equity, and inclusion work for different colleagues, and to re-think the sources of expertise in extension work.

Thanks for the feedback! I have edited all three posts now to include links to the other ones. You can find Part 1 here: https://connect.extension.org/...-equity-in-extension

I was trying to prepare a presentation around a similar topic the other day. Thanks for sharing.

This is not an easy tightrope to walk -- being uncomfortable and even offended can lead to shutting down and distancing from DEIB matters and conversations, but it can also lead to questioning, learning, and growth. Some of us, particularly people who are like myself (white, cis-gender, middle-class) are less familiar with discomfort and may be more resistant -- we're accustomed to having our way be the "normal." I think there are benefits to affinity groups as a more familiar space to take...

I appreciate the suggestion of training in smaller groups. In Extension, we like to train on culture inclusion during conferences. The message gets diluted in big rooms - it is the nature of a big room. Big rooms tend to lead to group think. Thank you!