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Category: Anti-Racism Work
In this hour-long discussion Sagdrina Jalal, Anti-Racist Farmers Market Toolkit Lead Facilitator and FMC Project Manager Rachael Ward discussed the origins of the partnership structure that has supported the toolkit’s creation, why anti-racism work is important for all farmers market organizations to engage with, and plans for continuing to grow and adapt the toolkit.
A Toolkit for managers of businesses, created by Stanford University, to help managers
This toolkit created for OFMA by Allinee “shiny” Flanary, (http://shinyshiny.org/ ), director of markets for the Come Thru Market in Portland Oregon, offers action-oriented tools and framing for managers who wish to center antiracist practice in their farm direct work.
This research centered on the question: How does white supremacy culture play out in the food insecurity and food access space in the United States? To become anti-racist, food system actors must understand how white supremacy culture narratives function to center whiteness across the food system, effectively reinforcing systemic racial inequality and by extension disadvantaging BIPOC people. We discuss how whiteness holds white ideals as universal, how whiteness fuels power in decision-making, and how whiteness defines foods as either good or bad.
Oregon Farmers Market Association recently released results from its 2020 census of farmers markets in a webinar titled “What Happened at Oregon Farmers Markets in 2020.” This presentation holds interesting stats about sales, attendance, and vendor level trends. It also dives into subjects like how Oregon farmers markets responded to COVID-19, widespread wildfires, and calls for racial justice in their communities during 2020.
Click the image below to watch a recording of the webinar.
This podcast episode of Food X Design (an IDEO Podcast) digs into the decades of intentional policies that have created today’s inequitable food system. Plus, why language matters when talking about the challenges we face, and how agency is key to creating new food systems that work for Black, Indigenous and People of Color.
This tool offers an expansive list of metrics that U.S. food system practitioners and food movement organizations can use to hold ourselves accountable for progress towards a more equitable food system. The metrics are either currently in use or are recommended by food system practitioners and food movement organizations in the United States. They are described, cited, and organized by themes: food access, food and farm business, food chain labor, and food movement.
“If we are not acting to change the system, we are complicit, casting our silent vote to maintain the status quo.” The following food sovereignty action steps were compiled by the Soul Fire Farm community and Northeast Farmers of Color Alliance.
It is divided into seven sections #1 Policy Platform, #2 Individual Actions, #3 Reparations, #4 Alliance Building, #5 Internal Organizational Transformation, #6 Grantmaking and Funding, and #7 Self-Reflection and Education. This document is designed for anyone who has ever asked, “How can I help make the food system more just?”
This toolkit is a starting point. It aims to orient and incite members toward preliminary consciousness-raising and direct action. This toolkit does not detail a universally applicable pathway toward resolving pervasive racialized oppression; it is an initial resource for people who are overwhelmed by the breadth and depth of the problem, and need help determining how to start dismantling racism in their communities.
How to talk about what’s going on with your team
“Acknowledge to your whole team what’s happening and why it matters. If there’s one lesson we’ve learned from the pandemic, it’s that who we are outside of work can’t be separated from who we are at work. And yet, many of us have mastered the art of compartmentalization. Sometimes, our privilege enables us to set aside horrific news and go about our days as usual. Often, compartmentalization is a survival mechanism. And for many Black staff, managers, and leaders, it is a suffocating performance of professionalism. As a leader or manager (especially if you’re not Black), merely naming what’s happening can help lift the burden of pretending that everything is okay.”