As we look to 2021, hopefully burgeoned by plentiful crops and improved grain prices, it seems fitting to assess where our sector is at with our most important resource — people — and where we intend to go.
How does agriculture’s score card look when it comes to diversity, equity and inclusion?
Unfortunately, the answer to this is, not good. It’s time we do something about it.
In recent years, agriculture has been criticized over the low number of women in leadership and power positions and our historic treatment and lack of recognition of women on farms.
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We have also seen many female-focused initiatives with the goals of supporting each other, networking and building confidence. But, have these efforts had any impact? Have they resulted in more women feeling secure in the workplace, free from harassment and sexism, and with access to the same opportunities as their counterparts?
Our own experiences say “no.” We have both experienced pushback when trying to raise this issue with our professional peers, essentially being told to be quiet and keep our “social issues” to ourselves.
The numbers reflect this attitude.
As of last year, only 12 percent of the national and provincial agricultural organizations in Canada had female board chairs or presidents. More than two-thirds of these organizations have no female board members. Furthermore, according to a recent survey, 61 percent of women in agriculture surveyed have experienced blunt sexism in the workplace, and many women are speaking out about the harassment they’ve faced at agriculture-related trade shows.
It’s time to go further and embrace the full meaning of diversity by including race, sexuality, ability, age and religion in the conversation.
The numbers for black, Indigenous and people of colour (BIPOC) working in the agriculture sector also reflect non-inclusivity.
Despite the fact that there’s a growing population of Canadian farmers that identify as Indigenous, Metis and Inuit, only three percent of Canada’s Indigenous people work in agriculture, forestry, hunting and fishing.
Furthermore, people of colour make up only 8.6 percent of the workforce in natural resources, the agriculture sector and related production occupations.
We don’t have numbers available for the LGTBQ+ community in agriculture.
We know diversity and inclusion are imperatives for thriving workplaces and industries.
Multiple studies have shown that more diversity within organizations results in increased profits, stronger creativity, innovation and better risk management and decision making.
It also increases the strength and resiliency of human capital.
All of this means that our organizations and our sector will be more successful when we fully embrace diversity and inclusion.
So, as we look bravely to 2021 and assess where our sector is at, we are left with one conclusion: the time for platitudes is over.
Now is the time for change and bold moves that are within our reach.
It starts with real conversations and more productive dialogue with engaged and diverse voices and leaders from across our sector.
This is why we are launching The Diversity Imperative, a podcast on this topic, later this month.
Canada depends on our sector to help drive economic recovery post COVID-19. The world depends on our sector to produce healthy and clean food, sustainably, at a time when a large chunk of our workforce and leadership is nearing retirement age and we are facing a growing labour gap.
We simply cannot do this without a vibrant workforce led by progressive leaders.
The time for “shining the light” on this is over. We are ready to dig into this conversation and ask that you join us.
Hannah Konschuh is vice-chair of the Alberta Wheat Commission and Erin Gowriluk is executive director of Grain Growers of Canada.
