Vision
Create a Relational Approach to Dismantle Systems of Oppression
Our vision of the AAG is a vibrant, welcoming, and just professional organization of geographers that centers justice, equity, diversity, and inclusion (JEDI) and commits to recognition, dignity, belonging, and engagement of all people.
The AAG and its members will work within our organization and across the discipline of geography to actively dismantle systems of racism, colonialism, patriarchy/sexism, cis heteronormativity, ableism, classism, nationalism, and other forms of oppression such as those rooted in religion, ethnicity, nationality, and immigrant status.
We take seriously the goal of creating a relational approach to dismantling oppression, discrimination, and marginalization that addresses multiple and intersectional barriers to inclusion and equity.
We believe that by integrating JEDI principles collaboratively, we can build and strengthen relationships within and beyond our discipline through time, which will enrich opportunities to heighten awareness of geography’s relevance in solving urgent real-world problems in an inclusive and just way.
Goals
Three overarching goals to enhance diversity, promote equity and foster a more inclusive culture in the AAG
The AAG Council, Executive Director, staff, and the AAG JEDI Committee will work closely to operationalize three overarching goals to enhance diversity, promote equity and foster a more inclusive culture in the AAG:
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Advance AAG leadership capabilities to enable adoption of JEDI principles and progress toward JEDI goals.
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Establish effective tools for members and geography departments to support JEDI initiatives.
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Integrate JEDI into programs and services within the AAG, geography departments, and the geography discipline.
The JEDI strategic plan recommends actions that the AAG, as an organization, should undertake over the next three years to achieve these goals.
JEDI Working Groups
We are operationalizing the aims of the JEDI strategic plan into seven subcommittee working groups from the JEDI Committee. The AAG Executive Director and staff will support JEDI Working group members in identifying appropriate tactical plans to achieve the desired results.
We will undertake regular audits of AAG’s general governance structures (e.g., Executive Committee, AAG Council, Regional Division boards, headquarters/staff) to identify and address any systemic or structural barriers to achieving JEDI excellence. Regular audits would ensure agility to act, transparency of processes, and continuity of focus through leadership transitions.
- Governance Audit
- Policies
- Meeting Agendas (Executive Committee, Council)
- Equity Audits
- Departmental JEDI Award
We will recommend recruitment and retention practices be established to increase the proportion of members from formerly excluded groups and institutions (e.g., MSIs, HBCUs, HSIs, Community Colleges, and Tribal Colleges) across professional and academic spheres.
- Equitable Fee Structures
- AAG Membership: Recruitment & Retention Strategy
- Recruitment & Retention Practices
- Increase Proportion of Members
We will collect qualitative and quantitative data on members in categories that describe their diverse identities, research specialties and institutional affiliations.
D&I Collection and Management — We will collect qualitative and quantitative data on members in categories that describe their diverse identities, research specialties (e.g., geographic subfields, AAG specialty groups), departmental affiliations (e.g., geography, geosciences, etc.), and institutional affiliations (e.g., 4-Year college, research university, Community College, MSI, HBCU, K-12).
D&I Data Analysis — We will analyze these data to find strengths and gaps, to identify intersectionalities, and opportunities for synergies. We would share these results via dashboards, the JEDI webpage, and reports. Data will also be shared with specialty groups to enhance and support their own JEDI advancement efforts.
State of D&I Reports — We will create and share with membership an annual “state of D&I in geography” report that will capture our progress towards JEDI mission and priorities, including the results of the most recent organizational equity audit.
We will maintain an interactive JEDI webpage, a social media presence on multiple AAG platforms, and will share JEDI information and publicize opportunities for JEDI-related engagements.
Interactive Web — We will maintain an interactive JEDI webpage as part of the broader AAG website to promote JEDI in Geography and enable two-way communication (e.g., a dedicated email address, anonymous suggestion box) between AAG members, specialty group leaders, JEDI committee members, and AAG staff.
Social Media — We will maintain a social media presence on multiple AAG platforms (e.g., dedicated hashtag(s) on AAG Facebook, Twitter, Instagram pages) to share JEDI-related news and generate discussion among AAG members, specialty group leaders, JEDI committee members, and AAG staff.
AAG Newsletter — We will share JEDI information and publicize opportunities for JEDI-related engagements within the monthly AAG Newsletter.
We will use advocacy as a tool to advance geography as a discipline and apply our collective expertise.
We will work with the JEDI Committee to conduct regular webinars, forums, and will develop an evaluation tool for healthy departments and programs.
JEDI Webinar Series — We will work with the JEDI Committee to conduct regular webinars that spotlight work and experiences in the JEDI arena (e.g., panel discussions, scholars doing JEDI research, student experiences, department experiences, specialty groups).
Leadership Summits — We will provide forums to support the professional development of current and future leaders in academic and professional geography. Through the exchange of ideas, best practices, and resources, these will promote knowledge, skills, and competencies to lead toward greater justice and equity.
Departmental JEDI Evaluation — In collaboration with the Healthy Departments Committee, we will develop an evaluation tool for departments and programs (including those based at MSIs, HBCUs, HSIs, and Tribal Colleges) to assess their own status, policies, practices, and progress toward JEDI success. This tool can also help external program reviewers identify opportunities for improvement related to JEDI matters.
We will integrate formal JEDI listening sessions in all our annual and regional meetings to promote optimal and actionable dialogue.
DEDICATED GROUPS
Join a working group today and help shape our work