Fall 2023
Opening acknowledgment from the All-Colleague Conference
By Dominic J. Ledesma
The following acknowledgment was delivered during the plenary session of Extension’s All-Colleague Conference in November 2023.
In this state, like many others, there is a long and complicated history involving the displacement of Indigenous peoples, which has included the dispossession of Indigenous lands. The story of our Land-Grant University System, and the legacy of institutions like ours, has been built on these lands.
Today we are physically located on the ancestral lands of the Ho-Chunk Nation. As we know, however, Extension in Wisconsin has a statewide presence. Thus, it is incumbent upon us to certainly acknowledge the fact that there are 12 sovereign nations located within the geo-political border that is today known as the state of Wisconsin. Another fact that is sometimes overlooked within Wisconsin’s higher education system is that this state is home to not just one, but three Land-Grant Universities, which include the College of Menominee Nation and Lac Courte Oreilles Ojibwe University.
Indigenous peoples are the original stewards of these lands. It is our collective responsibility to continue learning about the ways in which policy, forced removal, colonization, settler colonialism, treaty rights, and self-determination continue to shape historical and present-day relations between sovereign Native Nations and institutions like ours. And thinking beyond notions of land occupation from a present perspective, we must also acknowledge some of the painful and discomforting truths about Extension’s legacy and our early educational and training programs.
For example, in 2010, The Journal of the Gilded Age and Progressive Era published an article entitled, Agricultural Extension and the Campaign to Assimilate the Native Americans of Wisconsin,1914-1932.” In the article, Dr. Angela Firkus argues how Wisconsin’s Agricultural Extension Services and the Office of Indian Affairs collaborated on a campaign to “modernize” the state’s Native populations. The goal of agricultural educational training through the Indian Farmers’ Institute and other spaces in the early 20th century were delivered with a purpose: to encourage Native populations to adopt commercial, sedentary, farming lifestyles that incorporated Western-based techniques and research for growing crops and raising livestock. It is perhaps not unsurprising from Firkus’s research that the campaign’s efforts during this period were welcomed and received by Wisconsin’s Native populations with mixed results. In some cases, Extension’s support for residents was compatible with community priorities and issues. In others, what Extension offered and encouraged was incompatible with the lifeways and economies of Native populations in Wisconsin.
Examples of historical research like this article serve to describe an unquestionably complicated past—not just for the University of Wisconsin-Madison, but for the Division of Extension specifically. Acknowledging painful or discomforting truths about parts of our history, in my view, can also help reflect the Division’s expressed commitment to “know better, do better, and know how to do better.” A commitment to know better, do better, and know how to do better is what I believe to be true about Extension professionals and what I know to be true about our Division commitment to research, service, and outreach. We understand that it is not up to us to decide what a community needs or wants. Rather, it is up to us to ensure that what we have to offer and contribute is both compatible and in alignment with support requested by communities we aim to serve.
We are proud of the partnerships and projects that currently support our Division’s long-standing relationships with Native Nations in different parts of the state, yet we also recognize that there’s more work to do. Additionally, we acknowledge the need to continually explore resources, opportunities, and issues with communities that promote priorities, needs, and goals in mutually respectful and mutually reinforcing ways.
As I conclude, I will share that strengthening existing relationships with Native Nations as well as expanding relationships with Native Nations is and will continue to be a priority for the Division. This has been a clearly identified priority throughout the strategic planning process. Thus, we are excited to engage you on this topic more during our time together. Thank you.
For additional research on the topic of race and race relations during the historical development of Extension and the U.S. Land-Grant University System, please click here.
Update from African American Black Employee Resource Group (AABERG)
Employee Resource Groups (ERGs) play a crucial role in nurturing connections and promoting inclusivity within an organization. They serve as a connection between underrepresented groups and the broader workforce. While it's worth noting that many ERGs have traditionally been exclusive, some have adopted a more inclusive approach, welcoming employees who share a passion for advocating inclusivity and equal opportunities.
This year, the African American Black Employee Resource Group (AABERG) has been dedicated to building a sense of community through its 3rd annual "Black Voices Matter" series. This series provided a platform for leaders of ERGs and Historically Black Colleges and Universities (HBCUs) to lead discussions on the importance of creating safe spaces for colleagues to thrive. These discussions covered topics ranging from mental health challenges in minority workspaces to the role of gender and gender expression in our work culture.
Here's what some attendees had to say about these sessions:
● One participant shared, "This was quality academic content and, more importantly, a personal connection. These are real stories that need to be heard and understood."
● Another attendee remarked, "This was a very informative session related to better understanding the work of Employee Resource Groups. I most appreciated the dialogue related to identifying allies.”
As the year progressed, AABERG expanded its horizons by hosting a thought-provoking session on geographical diversity and its profound impact on inclusivity. This emphasized how embracing geographic diversity contributes to cultivating a healthier work culture. Additionally, AABERG presented a marketing series focused on effectively engaging with diverse audiences.
Throughout the year, AABERG has hosted opportunities for professionals from diverse backgrounds to come together and engage in meaningful dialogue. The objective has always been to foster a deeper understanding of how we can collectively create a more positive and inclusive work environment through open and constructive conversations.
Intake Analysis Project: Understanding OAIC’s work and impact through data
By Dominic J. Ledesma
Since the fall of 2019, a core component of OAIC’s work has been centered on supporting and improving the quality of Extension's programs and services, with of course, a central focus on matters of accessibility, equity, and inclusivity. We manage this core function of our team through the OAIC Support Request (OSR) intake process.
Over the past 6 months, OAIC has been conducting an in-depth analysis of our internal intake data. While our team regularly leverages our unit-level data to inform practice, the Intake Analysis Project that is underway represents the most comprehensive look at the data since OAIC was established.
The objective of the Intake Analysis Project is to critically examine the scope and depth of our unit’s work. It is intended to help further refine, evolve, and improve our operational model with respect to not only our priority needs as a unit, but the priority needs of educators and specialists who carry out Extension programs and services statewide. Here is what the Intake Analysis Project includes:
• Longitudinal summary of intake data
Purpose: To examine broad trends over time, including requests by type, Institute, geography, and other characteristics
• Analysis of multilingual artifacts
Purpose: To better understand the range of existing translations, and for the purpose of working with Institute/Program leadership to develop a more coordinated strategy
• Pre-support and post-support analysis of the project consultation space
Purpose: To explore the value and impact of offering tailored, client-centered support vis-à-vis project consultations
• Customer feedback survey
Purpose: To receive feedback directly from colleagues that we have supported through our unit’s support services
The data collection and analysis phase are near completion. We are excited to then interpret and analyze the findings as a team in December. The final project report will include a set of recommendations relative to key challenges and opportunities reflected within the data. As a part of this process, we aim to make the data available to Associate Deans and Institute/Program leadership for continued engagement and discussion.
I want to extend a personal thank you to Rick Mills, Deanna Schneider (ETS), Christian Schmieder and Allison Rogers (Data Governance Team) for their support on this effort!
First-Ever Extension ERG/TF Summit
By Amari Mbongwo
The Office of Access, Inclusion, and Compliance (OAIC) planned a first-ever Summit for members of Extension’s Employee Resource Groups and Task Forces (ERG/TF) in early June. Over 50 participants attended the Summit, which was made possible through support from the College of Menominee Nation and Extension’s Dean’s Office. The two-day event was held at the College of Menominee Nation (CMN) in Keshena, WI. Members of Extension’s Native American Task Force and an ad hoc group of approximately 8 members from different ERGs/TFs helped plan the Summit’s agenda and activities.
The purpose of the Summit was to: 1) bring together members of Extension’s ERG/TFs, 2) serve as a designated work meeting for each ERG/TF to advance their individual goals and priorities, 3) promote a collective identity of ERGs/TFs as an integral part of the Division of Extension, and 4) learn about the history, structure, and activities of the College of Menominee Nation, which is one of the two tribal colleges in Wisconsin that also hold Land-Grant University status.
Kathryn Boryc Smock, the State Program Manager of Extension’s FoodWIse Program, stated that having the summit at the Menominee Nation provided all in attendance a unique and important experience.
“It was a really unique and important experience to be welcomed to the Menominee Nation by Jennifer Gauthier [former Menominee County/Nation Community, Natural Resources, and Economic Development Educator]. The experience provided a really special environment for us to connect with each other and to learn about and connect with the place,” said Boryc Smock.
Extension educator and a member of the Asian Pacific Islander Desi American (APIDA) Employee Resource Group, Kula Yang, said the Summit had a positive impact on building community within our Division. “For diverse groups of people to come together, talk about important topics surrounding culture, race, ethnicity, as well as build relationships too with other extension educators. See what they’re doing, hear about their stories, their roles,” Yang said.
Activities during the Summit included a travel tour of Menominee Nation, a panel discussion featuring ERG/TF leadership, and a Q&A called “Past, present, and future directions.”
“The opportunity to be in the Menominee Nation and just to learn more about the culture, we had some really meaningful visits that Jennifer organized for us. So we had a chance to visit a local organization,” said Boryc Smock.
The Summit opened with a blessing by an elder. The initial plenary session also included remarks from members of CMN’s leadership, Chris Caldwell and Brian Kowalkowski, and Dean Karl Martin. Their remarks talked about the importance of creating spaces to learn and grow with and from one another. The Summit also included place-based learning activities like visiting the site of a local non-profit (https://www.medicinefish.org/) that focuses on youth and community development initiatives. Their mission and work are driven by efforts that center Indigenous knowledge and lifeways. The place-based learning opportunities, in addition to the meeting spaces held at CMN, helped participants network and engage in strategic planning.
OAIC functions as the executive sponsor for Extension’s Resource Groups (ERGs) & Task Forces (TFs). They represent a safe and supportive space for colleagues and allies to connect around a shared identity/affiliation. There are currently five ERGs African American Black Employee Resource Group (AABERG), Asian Pacific Islander Desi American Employee Resource Group (APIDA), Latinx Employee Resource Group (LERG), LGBTQ+ Employee Resource Group, Veteran Employee Resource Group (VERG). There are also two TFs, Latinx Task Force (LTF) and Native American Task Force (NATF).
The purpose of ERGs/TFs are to:
● Share resources that support Extension’s research and educational outreach mission
● Serve as an advisory resource to Extension leadership on critical issues that influence Extension’s relationships with specific Wisconsin communities
● Sponsor professional learning opportunities for audiences that are both internal and external to the Division
● Support the efforts of Divisional committees and workgroups
● Inform practice around strategies that support culturally responsive and linguistically appropriate programming
The structure, goals, priorities, and activities vary by group. Each ERG/TF is self-organized and self-directed by Extension professionals.
Reflections from the Road
By Kim Waldman, Compliance Coordinator & Equity Strategist
OAIC is meeting with 17 counties across 5 Areas for civil rights reviews this fall. As the review season nears its close, here are some reflections from the road.
Context is key. As part of each review session, staff utilize a variety of empirical data in order to 1) describe the unique characteristics of the community(ies) in which their work is situated and 2) articulate who is served and who is underserved by their programming. By highlighting specific examples from their work, educators explain how these factors inform the ways in which they build relationships, conduct outreach, and develop programming to reach new audiences.
Conversations increase awareness and synergies. The data and examples are launching points for questions, dialogue, and an exchange of ideas about what resources and strategies have been or could be used in ongoing efforts to make programming more accessible and equitable. In many cases, conversations that began with data sets end with new perspectives, insights, and cross-programmatic awarenesses.
There is great value in sharing spaces where our colleagues work. When we meet with colleagues in their local offices, conversations and reflections extend well beyond the floor of compliance and whether we’re meeting our federal non-discrimination obligations. Colleagues and the review team alike learn from and with one another. In these dedicated spaces, we collectively identify ways to continue moving forward as we enhance the overall quality and reach of our programs.
Looking Back to Summer’s WIIP Showcase Event
By Stepha Velednitsky
On Friday, August 25th, Extension’s 16 Wisconsin Idea Internship Program (WIIP) interns gathered to showcase the results of their summer projects. There were over 50 people who attended the Showcase Event that was held in the Alumni Lounge of the Pyle Center.
The projects highlighted below are just a few of the ones that encapsulate Extension's commitment to expanding access – both access to professional growth opportunities for UW-Madison’s student community, and access to Extension resources and support for all communities in Wisconsin.
As we look back on everything that the WIIP program has achieved over the summer of 2023 and beyond, we celebrate our fantastic interns. We also applaud the mentors who generously offered their time and expertise to develop the next generation of leaders building bridges between UW-Madison, Extension, and the vibrant communities of Wisconsin!
The Wisconsin Idea Internship Program (WIIP) is a partnership between the Division of Extension and the Division of Diversity, Equity, and Educational Achievement (DDEEA).
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Diversity is a source of strength, creativity, and innovation for UW-Madison. We value the contributions of each person and respect the profound ways their identity, culture, language(s), background, experience, status, abilities, and opinion enrich the university community. We commit ourselves to the pursuit of excellence in teaching, research, outreach, and diversity as inextricably linked goals.
The University of Wisconsin-Madison fulfills its public mission by creating a welcoming and inclusive community for people from every background - people who as students, faculty, and staff serve Wisconsin and the world.
For inquiries related to this publication or if you would like to make a financial gift to support the OAIC’s work, please contact oaic@extension.wisc.edu.