Diversity & Inclusion

Creating multicultural change on campus (1st ed.) (2020)

• R. L., Reynolds, A. L., & Mueller, J. A. (2014). . San Francisco, CA: Jossey-Bass[STD1] .  

Extension master gardener volunteers of the 21st century: Educated, prosperous, and committed (Winter 2020)

• Dorn, S. T., Newberry, M. G., Bauske, E. M., & Pennisi, S. V. (2018). Extension master gardener volunteers of the 21st century: Educated, prosperous, and committed. HortTechnology, 28(2), 218-229. 

  • https://journals.ashs.org/horttech/view/journals/horttech/28/2/article-p218.xml

CREATING SAFE SPACES WITHIN EXTENSION PROGRAMS (2019)

• Duke, A. 2014. Creating safe spaces within Extension programs. Journal of Extension 52, 6: 6YOY5. https://www.joe.org/joe/2014december/tt5.php 

DIVERSIFYING THE VOLUNTEER BASE: LATINOS AND VOLUNTEERISM (2014)

• •  Hobbs, B. B. (2001). Diversifying the volunteer base: Latinos and volunteerism. Journal of Extension [On-line] (39)4. Article 4FEA1. 

FROM TRANSLATION TO CULTURAL RESPONSIVENESS: A GARDEN PROGRAM'S EVOLUTION IN UNDERSTANDING EDUCATOR'S PERCEPTIONS OF SPANISH-LANGUAGE RESOURCES (2014)

• • Aubrecht, A., & M. Eames-Sheavly. (2012). From translation to cultural responsiveness: a garden program's evolution in understanding educator's perceptions of Spanish-language resources. Journal of Extension [On-line]. (50)4. Article 4FIB3.  

DIVERSITY, EQUITY AND INCLUSION BEST PRACTICES FOR EXTENSION MASTER GARDENER COORDINATORS: GUIDANCE FROM THE EMG NATIONAL COMMITTEE (2021)

• Amy Freidig, University of Wisconsin-Madison Division of Extension; Katherine Garland, University of Maine Cooperative Extension; Vanessa Venturini, University of Rhode Island Cooperative Extension; Jan Zientek, Rutgers University

• https://drive.google.com/file/d/1vTxwJ10k9VUFeSIsLyS-of9zhGz7I33Q/view?usp=sharing 

DO'S AND DONT'S - RACE, ETHNICITY AND GENDER (REG) DATA COLLECTION: GUIDANCE FROM THE EMG NATIONAL COMMITTEE (2021)

• Amy Freidig, University of Wisconsin-Madison Division of Extension; Katherine Garland, University of Maine Cooperative Extension; Vanessa Venturini, University of Rhode Island Cooperative Extension; Jan Zientek, Rutgers University

• https://drive.google.com/file/d/1FfzAd6Mo9glxDc2ZhSZgPzZ0MrAnLkej/view?usp=sharing 

OUTREACH ACTIVITIES AND RACE, ETHNICITY AND GENDER DATA COLLECTION: GUIDANCE FROM THE EMG NATIONAL COMMITTEE (2021)

• Amy Freidig, University of Wisconsin-Madison Division of Extension; Katherine Garland, University of Maine Cooperative Extension; Vanessa Venturini, University of Rhode Island Cooperative Extension; Jan Zientek, Rutgers University

• https://drive.google.com/file/d/1UWHno8lwSYB8Lf7bSyu62LW2iGW6j4zL/view?usp=sharing 

Responding to Microaggressions and Bias. (2021)

• Diane Goodman, dianegoodman.com

• https://dianegoodman.com/wp-content/uploads/2021/05/Responding-to-Microaggressions-and-Bias-Goodman332.pdf  

  • This is a toolkit for responding to microagressions as a target or bystander.  It gives examples of what to say when confronted with bias in the moment, in order to create a more inclusive culture.

 Facing Racism in a Diverse Nation: A Guide for Public Dialogue and Problem Solving. (2019)

• C. Abdullah & S. McCormack, Everyday Democracy, www.everyday-democracy.org

• Download the guide: https://www.everyday-democracy.org/resources/facing-racism 

  • A six-session discussion guide to help all kinds of people take part in meaningful dialogue to examine gaps among racial and ethnic groups and create institutional and policy change.

 BEYOND RACE: DIVERSITY AND INCLUSION AS THE ENGINE OF OPPORTUNITY (2019)

• Artis, Laura. Oral presentation at: Extension Master Gardener National Coordinators’ Conference; 2018 August 6-10; Madison, WI. https://zoom.us/recording/play/3glya7j3dP_H3jXLguy86LAoq4ys86dO5sL_cSNRlaZUhTg09BLJOFI5E4HbQdac?startTime=1533736851000

  • Exploring diversity constructs and how such efforts incorporate inclusive mindsets for tomorrow’s evolving population. Understanding how measurements of compliance create access and opportunities for broad conversations and act as a change agent for the 21st Century. Discoveries of national findings and highlighting state’s organizational effectiveness to ensure the implementation of insightful educational exchanges. How do we strategically design a model Master Gardener Program through collaborative discussions, implementing change, yield parity in programs for all demographics and expand outreach for measurable results? Individuals will have the opportunity to engage such conversations with panelist to isolate the fundamentals challenges of program participant’s and what advisory approaches facilitate strategic planning. 

DIVERSITY, EQUITY, & INCLUSION (2020)

• Davis, Dalicia, and Pabon, Eva. Oral presentation for EMG National Discussion Webinar Series, April 15, 2020.

• EMG National Committee DEI Team update on strategies for improving DEI in your EMG program and ways you may get involved with this committee.  

ENGAGING MILLENNIALS (2019)

• Futa, Ben, and Meliska, Elin . Oral presentation at: Extension Master Gardener National Coordinators’ Conference; 2018 August 6-10; Madison, WI. https://youtu.be/chjR-pfZ1Zk. 

  • Engaging new audiences is a constant and evolving challenge. Audiences are more diverse in their interests, tastes, and preferences when it comes to how they invest their time and money, and this presents a unique challenge for inspiring new audiences to care about horticulture. Discover how Allen Centennial Garden is actively developing strategies for engaging with nontraditional gardening audiences, particularly young adults. 

INCLUSIVE IDEAS (2019)

• Freidig, Amy. Oral presentation at: Extension Master Gardener National Coordinators’ Conference; 2018 August 6-10; Madison, WI. https://youtu.be/chjR-pfZ1Zk 

INCLUSIVE MASTER GARDENER PROGRAM (2019)

• DeBlieck, Susan, and Dalicia Davis. Oral presentation at: Extension Master Gardener National Coordinators’ Conference; 2018 August 6-10; Madison, WI.at https://youtu.be/pZ851uAYV_w 

  • A conversation about increasing the reach of the EMG program to increase inclusivity. Based on research, the average Iowa Master Gardener is graduate-degree, middle-income, retired, white female. How can we change the MG training and our definition of volunteerism to expand the program to include people of color? How can we change the program to increase access to the program for people experiencing low-income? 

LOCATION, LOCATION, LOCATION: VOLUNTEER DIVERSITY DRIVING PROGRAM DEVELOPMENT (2019)

• Zientek, Jan. Oral presentation at: Extension Master Gardener National Coordinators’ Conference; 2018 August 6-10; Madison, WI.  https://youtu.be/z5PjRIilxJw. 

  • In 2001 the Rutgers Master Gardener program (96% white women above the age of 65) hardly reflected the population of Essex County (9% white, 52% female and 11.5% older than 65.) Volunteer demographics began to influence who was being served by Rutgers Cooperative Extension such that in 2003 very little programming was offered in the urban communities of the county. We worked to recruit volunteers from underserved communities, offered scholarships, provided transportation with modest success: non-white participation in the program increasing to 10% of active volunteers by 2005. Beginning in 2010 the location of the training program alternated between the suburbs and Newark, the largest city in the county, and student diversity increased to 20-25%. With a more diverse volunteer population we are offering a wider variety of programs, reaching a wider audience within the county, especially in poorer, underserved communities and increasing volunteer engagement, and an unexpected outcome – increased county funding.