Fostering a culture of equity, diversity, and inclusion in the Canadian agricultural economics profession

Abstract

The Canadian agricultural economics profession, like much of society, is faced with the important challenge of how to effectively achieve aspirational goals of equity, diversity, and inclusion (EDI). I argue that the Canadian agricultural economics society (CAES) will benefit from integrating EDI into our core mission and key activities. I focus on a select set of issues that I believe will further this effort. Given the critical role of scholarly merit and merit‐based systems and processes in the CAES mandate and activities, I also explore how meritocracy and scholarly merit can be aligned with EDI principles. The paper concludes with suggestions and recommendations for consideration by the CAES.

The Pleasures and Pitfalls of Delegating Administrative and Leadership Tasks

“…Thus, it is tempting to want to match the task requirements to the person's abilities. However, for many academic institutions, it is becoming standard practice and in some cases a requirement to integrate EDI policies and principles into the organization's activities and practices to help accomplish the institutional mission and mandates (Yiridoe 2021). This development is prompted by growing public sensitivity and recent outcries about injustices and inequities in society in general and mirrored in academic institutions, with growing calls for higher education institutions to do more to promote more equitable and inclusive work and learning environments (Yiridoe 2021).…”

“…Chairs have a critical role to play regarding addressing gaps in diversity and inclusion when delegating tasks, as the chair's job often involves working and engaging directly with colleagues within their unit. Although it is important for chairs to support and encourage participation of members from racial minorities and other underrepresented groups, what is more important is a need to accomplish this institutional objective without overburdening minority members and, in particular, making them feel that their minority identity is the reason why they have been selected to participate (Yiridoe 2021). Instead, the chair can highlight a minority member's abilities and perspectives that can enrich and strengthen the work or task outcomes.…”