Asfa Advisory Board Virtual Meeting 12 14 September And 23 November 2022

This document presents the report of the 2022 ASFA Advisory Board Meeting (ABM), which took place virtually from 12 to 14?September, with a final session on the ASFA business model taking place on 23 November. Though ASFA has been in a period of transition since the need for a new business model was identified in 2018, progress has been made in recent years in the areas of technologies, with the launch of OpenASFA and migration of the Subject Vocabulary to AGROVOC, and communications, with working groups now meeting regularly and the ASFA magazine published twice yearly. Despite these improvements, doubt remains as to ASFA’s future with a need to prove the usefulness of the information network in an age of rapidly changing technologies and demands from users for information to be free and quick to access. Discussions on these topics, as well as the financial situation, were held at the 2022 ABM with decisions taken that will help ASFA adopt a new business model. These decisions include approval of a revised partnership agreement, improvements to the ASFA regional networks and working groups as well as support for training, communications and promotional materials that will help ASFA to launch a recruitment drive in 2023 and to re-engage with currently inactive partners.

The 47th bi-annual Meeting of the Aquatic Sciences and Fisheries Abstracts (ASFA) Advisory Board was hosted by the University of Malaysia Terengganu and took place from 22 to 26 September 2019 in Terengganu, Malaysia. The Meeting was attended by 34 participants from: 21 National ASFA Partners, 1 UN ASFA Partner, 2 International ASFA Partners, 2 Collaborating Centres and the ASFA Publishing Partner. This meeting was a key milestone in gearing the ASFA transition towards a new business model, with many changes already proceeding. Partners showed support for ASFA’s future direction and plans, and committed to contributing their skills, expertise and time as far as their capacities allow. A number of major changes were approved by Partners, including a new Publishing Agreement and new FAO project to administer the ASFA Trust Fund. Overall, the progress made at the meeting ensures ASFA is on track to adopt its new Business Model by the end of its 50th Anniversary year (2021). This contains the Minutes of the meeting and the working documents (Annexes 1-19).

The interwoven futures of humanity and our planet are under threat. Urgent action, taken together, is needed to change course and reimagine our futures.

Social justice is a matter of life and death. It affects the way people live, their consequent chance of illness, and their risk of premature death. We watch in wonder as life expectancy and good health continue to increase in parts of the world and in alarm as they fail to improve in others.

In today’s world – whether viewed through a lens of educational attainment, economic development, global competitiveness, leadership capacity, or social justice and equity – diversity is not just the right thing to do, it is the only thing to do! Following the era of civil rights in the 1960s and ‘70s, the 1990s and early 21st century have seen both retrenchment and backlash years, but also a growing recognition, particularly in business and the military, that we have to educate and develop the capacities of our citizens from all levels of society and all demographic and social groups to live fulfilling lives in an inter-connected globe.For higher education that means not only increasing the numbers of diverse students, faculty, and staff, but simultaneously pursuing excellence in student learning and development, as well as through research and scholarship – in other words pursuing what this book defines as strategic diversity leadership. The aim is to create systems that enable every student, faculty, and staff member to thrive and achieve to maximum potential within a diversity framework. This book is written from the perspective that diversity work is best approached as an intellectual endeavor with a pragmatic focus on achieving results that takes an evidence-based approach to operationalizing diversity. It offers an overarching conceptual framework for pursuing diversity in a national and international context; delineates and describes the competencies, knowledge and skills needed to take effective leadership in matters of diversity; offers new data about related practices in higher education; and presents and evaluates a range of strategies, organizational structures and models drawn from institutions of all types and sizes. It covers such issues as the reorganization of the existing diversity infrastructure, building accountability systems, assessing the diversity process, and addressing legal threats to implementation. Its purpose is to help strategic diversity leaders combine big-picture thinking with an on-the-ground understanding of organizational reality and work strategically with key stakeholders and allies. This book is intended for presidents, provosts, chief diversity officers or diversity professionals, and anyone who wants to champion diversity and embed its objectives on his or her campus, whether at the level of senior administration, as members of campus organizations or committees, or as faculty, student affairs professionals or students taking a leadership role in making and studying the process of change.This title is also available in a set with its companion volume, The Chief Diversity Officer.

7 Ways to reinvent your favorite ingredients with more than 120 new, exciting and tasty recipes Naked Chef television personality Jamie Oliver has looked at the top ingredients we buy week in, week out. We’re talking about those meal staples we pick up without thinking – chicken breasts, salmon fillets, ground beef, eggs, potatoes, broccoli, mushrooms, to name but a few. We’re all busy, but that shouldn’t stop us from having a tasty, nutritious meal after a long day at work or looking after the kids. So, rather than trying to change what we buy, Jamie wants to give everyone new inspiration for their favorite supermarket ingredients. Jamie will share 7 achievable, exciting and tasty ways to cook 18 of our favorite ingredients, and each recipe will include no more than 8 ingredients. Across the book, at least 70% of the recipes will be everyday options from both an ease and nutritional point of view, meaning you’re covered for every day of the week. With everything from fakeaways and traybakes to family and freezer favorites, you’ll find bags of inspiration to help you mix things up in the kitchen. Step up, 7 Ways, the most reader-focused cookbook Jamie has ever written.

This volume addresses the role of chief diversity officers as coordinating and integrating diversity leaders in higher education and other sectors.Having established in a companion volume the parameters for an effective diversity strategy, the authors address such questions as: What is a chief diversity officer? How might we create dynamic chief diversity officer infrastructures? What models of CDO structure exist in the academy? What misperceptions often confound the work of officers and the institutions they work within? What key competencies are necessary to lead as a CDO? How does the CDO role compare across higher education, non-profit, and corporate sectors? And how might the role serve as an important contributor to a collaborative vision for change and transformation in the academy?This book begins by delineating the evolution of the chief diversity officer role in the academy. Drawing on extensive qualitative and quantitative research on CDOs conducted for the purposes of this volume, it describes how the scope and responsibilities are variously defined at the organizations where the position has been created, and offers insights into the complexities and challenges of the role.On the basis of this data and the literature on organizational design and change management, the authors define the requisite skills, knowledge and background to be effective, review the alternative organizational and governance structures under which CDOs operate, and in so doing present the Chief Diversity Officer Development Framework as a basis for recruiting candidates, for structuring the position to succeed, and for providing prospective and incumbent CDOs with a realistic sense of the scope of the role.This title is also available in a set with its companion volume, Strategic Diversity Leadership.