“Agriculture is being challenged to use resources more efficiently—to reconcile economic realities with stewardship of the environment,” says Dr. Charles Sanchez. He has been an associate research scientist at the College’s Yuma Agricultural Center for five years. For the second time, he currently is also the acting superintendent of the Center.

He describes his research program as largely developing water and nitrogen management systems for vegetables and citrus crops, and reducing or eliminating salinity in the soil. “Fertilizers may adversely affect the environment,” he says. “We’re working to reduce their impact. “Our basic studies start with careful monitoring of nitrogen transport in the soil’s vadose zone to discover any problems. Then, we’re developing testing standards for plant tissues and the soil. Another research facet is examining the placement and timing of fertilizers to enhance their use by the crops. And we’re trying to control the release of fertilizers with new technologies.” Irrigation management is also paramount to conserve water, which is vitally important in the desert, of course. Sanchez says many problems can be traced to less than optimum water management, so he’s working to improve irrigation efficiency.

Sanchez is a native of New Mexico; in fact, his family has lived there since Spanish Colonial days. His great-great-grandfather served in the Territorial Legislature when Arizona and New Mexico were part of the same Territory. His maternal grandfather was an Extension county agent; both grandfathers were farmers. Sanchez earned his Bachelor’s and Master’s degrees at New Mexico State University, in Las Cruces, and his doctorate at Iowa State University, in Ames. For four years, he was on the faculty at the University of Florida before coming to Arizona.

Do improved living standards lead to greater empowerment of women—or is it the other way around? The United Nation’s Development Programme’s Report gives two indexes of societal development, ranking 174 countries. The Human Development Index (HDI) considers overall quality of life, measured by income, life expectancy, education, and literacy. The Gender Development Index (GDI) adjusts these factors for sex. The study concluded, “No country treats its women as well as its men.” Canada ranked the best in HDI, but only ninth in GDI, where Sweden was ranked first. The United States ranked second in HDI, but tied with Australia for fifth in gender equity.

Even the best diversity program can take years to sink in, says Cheryl Francis, FMC (a $4 billion manufacturer) vice president. “We have a strong command-and-control orientation. Our chair is trying very hard to change that, and the diversity effort fits in nicely, but you can’t just flip a switch. A lot of it is people changing their behavior, and that takes time.” Elaine Fuerst, a diversity consultant, says diversity training may miss its target altogether. She tells the story of a man who asked her, after a day of training, and said, “Tell me, do you girls think it’s really all that bad here?”

Reality: Race, gender and national origin are factors to be considered in hiring. So is hiring veterans or admitting children of alumni or considering athletic abilities.

Myth: It’s all about quotas.

Reality: Relevant and valid job or educational qualifications are not to be compromised, according to federal law.

Myth: Affirmative action leads to reverse discrimination.

Reality: Cases claiming reverse discrimination are rare. Less than 2 percent of cases before the EEO relate to these claims. A Rutgers University study found reverse discrimination is not a significant problem.

Myth: Pay differences between women and men are not due to discrimination.

Reality: According to research by the National Research Council, one-half to one-fourth the earnings differential could not be explained by legitimate differences in education, training, experience, and job characteristics.

• Commit yourself to Achieving justice, reducing bias, cultural competence and diversity as value-added.

• Learn about your cultural self. Be aware of the myths, values, beliefs, and prevailing ideas that shape you. Your culture was designed to help you succeed and survive in a certain environment. Keep what works and adapt as environments change.

• Learn about others. Be curious about difference; look for the potential it brings. Notice what you do and say that creates confusion, stiffening, and reluctance in people different from you.

• Create understanding and demand respect for your own culture. Help outsiders learn how your culture functions from an insider’s point of view.

• Be an actor, not a victim. When you have power, use it to everyone’s advantage.

“The ADA and Reasonable Accommodations for People with Psychiatric Disabilities” Ingram Communications, (510) 475-7239. $4.95 + $0.50 S&H

“The Sexual Harassment Awareness Audit” George, Bette, Joyce Kaser, Arleen LaBella. Item D-0218-A. HR Press, P.O. Box 28, Fredonia, NY 14063. $3.95 $6 S&H

“The Psychology of Tokenism: An Analysis” Judith Long Laws, Sex Roles, 1 (1975): 51-67