RESOURCE LIBRARY
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Category: Employment
Conflict Resolution Guide for Farmers Markets
This Guide was developed after the completion of the 3-year project Reducing Tensions on Market Day: Training Farmers’ Market Organizers and Service Providers on Conflict Resolution and De-escalation Strategies, funded by Northeast SARE.
The three-year Maine/Vermont series was held over a 3-month period during farmers markets “off-season” months winter /early spring). The state leaders for each state invited up to 6 markets, taking variables in account around market operation (small v large; paid manager vs unpaid; member-run vs board-run) to ensure a wide yet synchronistic grouping. Market attendees were required to sign a commitment for two members of each market to attend all meetings (i.e. board, vendor, and/or paid market manager where applicable) and in implementing action steps.
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New Hire Checklist
This New Hire Checklist from Williamsburg Farmers Market offers a structure for the process of hiring for a new market position.
Sample Job Description: Token Coordinator
This job description for the Williamsburg FM in Virginia offers a sample for hiring.
Popular Phrases Translated into Arabic and Spanish
Michigan Farmers Market Association created two-pages of helpful farmers market and SNAP-related phrases (some Michigan-specific) translated into Arabic and Spanish.
Food Sovereignty Action Steps
This document is designed for anyone who has ever asked, “How can I help make the food system more just?” 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.
Effective Communication in the Cultural Marketplace
Chapter 6: Happy Vendors, Happy Managers from the Washington State Farmers Market Management Toolkit provides excellent background reading for considering ways communication and culture intersect at the market, including with immigrant vendors.
Farmers markets as a strategy for improving food environments pp 54-60
When designed effectively, supported by knowledge and an
understanding of the food-environment concept, government
policy and fiscal measures can positively influence what food
is available to consumers and lead to healthier dietary choices.
The food-environment concept, for example, has been crucial
to understanding and tackling food insecurity and food apartheid, as
described in this chapter.
Oregon Farmers Market Association 2020 Census Results
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.
Measuring Racial Equity in the Food System: Established and Suggested Metrics
From the Michigan State University Center for Regional Food Systems.
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.
Includes a PDF Guide and link to a webinar introduction to the guide.
The Management Center: Equity and Inclusion
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.”
