14 pages, The implementation of urban school-based agricultural education programs has been a topic of growing interest. The literature indicates that urban programs are increasing in numbers and yet also presents unique challenges in implementation and programming. This case study examined a program which had traditional programmatic elements but in an urban community. The program utilized some traditional elements such as a barn with livestock and greenhouse focused on floral production. The program also layered elements of non-traditional programs including an emphasis on DEI work, deemphasizing the FFA, and curriculum to food production in the greenhouse. The implications of this case study for urban program design are important in that there is no one size fits all in programming for urban programs.
4 pages, The Covid-19 pandemic has been highly disruptive to Extension programming. Online programming has emerged as one of the primary approaches for maintaining engagement with the communities and populations Extension serves. Some have even suggested that it might become the default programming method, even after it is safe to return to in-person programming. In this commentary, I discuss some of the current limitations and challenges inherent in online-only programming -- ones that are often overlooked by Extension personnel. Further, I discuss key factors that Extension personnel should take into account when considering online programming for any future professional efforts.
18 pages, This study aimed to describe school-based agricultural education (SBAE) teachers' attitudes regarding inclusion, diversity, and equity (IDE) and prioritize the need for IDE-related professional development. A series of survey questions were used to describe the sample of SBAE teachers and their attitudes toward IDE and inclusive teaching practices. Most participants agreed that their programs should create an inclusive environment where all students can benefit from their program, have equal opportunities, and demographically mirror their school's student population. However, the profession remains split on whether there are problems with IDE and whether changes are needed. This response is likely the result of today's polarized culture. The Borich Needs Assessment Model was used to determine the perceived level of importance and ability of SBAE teachers regarding 11 professional development statements related to IDE. All professional development needs were assessed and ranked using mean weighted discrepancy scores (MWDS). The top three IDE-related professional development need areas among SBAE teachers were (a) tapping into students' lived experiences (cultural capital) when teaching, (b) identifying curriculum resources to enhance inclusivity, and (c) advocating for minority students.
10 pages, Barriers to the successful implementation of diversity, equity, and inclusion (DEI) education and outreach initiatives are being documented across higher education institutions as DEI policies and protocols are gaining attention. Despite growing attention to promote DEI in higher education institutions, there remains a need to examine barriers preventing DEI efforts in a systematic way, particularly in Extension education contexts to formulate strategies to promote DEI. We present an expert, consensus-based framework to identify the most salient barriers to successful DEI implementation in Extension. We also discuss opportunities for Extension practitioners to overcome salient barriers with tailored mitigation strategies.
Carroll, Devon E. (author), Stevens, Carrie A. (author), Stripling, Christopher T. (author), Sorochan, John C. (author), and Brosnan, James T. (author)
Format:
Journal article
Publication Date:
2021-12-01
Published:
United States: American Association for Agricultural Education
Location:
Agricultural Communications Documentation Center, Funk Library, University of Illinois Box: 204 Document Number: D12422
18 pages, Women are a traditionally underrepresented demographic in the turfgrass industry. As the industry faces labor shortages, increased recruitment and retention of women to the field may reduce labor issues. The purpose of this descriptive study was to explore the lived experiences of 13 female leaders in the turfgrass industry representing diverse job titles, years of experience, and geographic locations. The objective of this research was to promote change within the turfgrass industry and subsequently increase female recruitment efforts by identifying barriers faced uniquely by women and influences on female leadership success. To discover this information, participants engaged in 30-to-90-minute semi-structured interviews with the central research question, “What lived experiences have shaped your career in the turfgrass industry?” Transcriptions of interviews were open-coded and used to develop six main themes: (a) career paths, (b) mentorship involvement, (c) leadership styles, (d) challenges, (e) opportunities for personal growth, and (f) opportunities for industry growth. Interviewed women proved to be vibrant leaders in the industry and faced similar challenges in their journeys to leadership including inappropriate peer conduct, difficulty building a family, and overcoming stereotypes. Women sustained career success by engaging in self-efficacy through educational development, mentorship, and personal growth. These findings can be used by both women and men in the turfgrass industry to improve current culture for women
Online from organization website. 2 pages., Describes steps being taken or planned for governance of SEJ, membership diversity, representation, allyship, and funding in the interest of achieving racial equality within SEJ and in the news industry at large.
4 pages., Article # 6COM1, via online journal., To develop more inclusive programs, Extension professionals should attend to self-awareness, communication, and program structure. We suggest engaging in reflection and examining word choices and program decisions to make programs more welcoming to all members of the communities we serve. Extension professionals should incorporate these practices in their work to meet the needs of increasingly diverse communities.
13 pages., Article # 6FEA1, via online journal., Professionals in Extension who develop intercultural competence are better prepared to meet the needs of multicultural populations. This article addresses University of California Extension's formation of an intercultural competence professional development initiative. We describe our use of an integrated conceptual framework that includes Hammer's Intercultural Development Inventory (IDI) and Kotter's eight-step organizational change process to institutionalize the initiative. IDI pretest and posttest results indicate that California 4-H professionals are more culturally competent. The impact of the initiative also is reflected in the significant growth (151% increase) in Latino youth participation in 4-H. We provide recommendations for replicating our effort.
