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ArticleNourishing the Future: Reflections on the Follow-up to the African Fertilizer and Soil Health SummitSummary: In the wake of Africa's escalating food security crisis, marked by chronic undernourishment and stunted growth in children, a transformative approach to fertilizer use and soil health is paramount. Despite past efforts like the Abuja Declaration, fertilizer usage in Africa remains critically low, contributing to poor crop yields and persistent hunger. The recent African Fertilizer and Soil Health Summit has reignited hope with a comprehensive Action Plan aimed at integrating fertilizer use with sustainable soil health practices. This article delves into the necessity of deep and hyper-localization in policy and practice, advocating for tailored, evidence-based approaches to boost agricultural productivity. 12 is Professor in Michigan State University’s Department of Agricultural, Food, and Resource Economics (AFRE), Senior Co-Director of AFRE’s Food Security Group (FSG), and Director of the Feed the Future Innovation Lab for Food Security Policy Research, Capacity, and Influence (PRCI) funded by USAID A cursory glance at the latest data on “Africa’s food and nutrition” reveals a grim reality: hundreds of millions are undernourished. According to the Food and Agriculture Organization (FAO), over 282 million Africans are chronically undernourished—a number exacerbated by the back-to-back effects of the COVID-19 pandemic and the Russia-Ukraine war, which have added tens of millions to this tally. The continent’s food security crisis is further underscored by the fact that over a billion people cannot afford a healthy diet, with children disproportionately affected; approximately 30% of African children are stunted due to malnutrition. The fundamental driver of this crisis is the widespread poverty that makes so many unable to obtain the food they need, whether through their own production or through the market. Yet there is no question that the continent's inadequate food production capabilities, and the failure of these capacities to keep up with population growth, is a major contributor to the crisis. A significant factor in this inadequate and slowing growing production capacity is low use of fertilizers and the poor health of soils across Africa. Compared to other regions, African countries use minimal amounts of fertilizer, resulting in lower crop yields and perpetuating cycles of hunger and malnutrition. In recognition of this fact, and under the auspices of the African Union, the African continent just held a successful African Fertilizer and Soil Health Summit (AFSHS) in Nairobi. Featuring wide attendance of political and food systems leaders across the continent together with development partners, the Summit captured and fueled their commitment and enthusiasm to improve the lives of African farmers and consumers. A key contribution of the Summit was to harness this commitment to an Action Plan that provides a strong basis for addressing the continent’s longstanding agricultural productivity crisis. A major reason that Summit participants emerged optimistic of progress is the specificity of the continental Action Plan and its understanding that fertilizer, if it is to drive sustainable intensification, must be integrated into a broad package of reformed policies and programs focused on soil health. Yet we have been here before. The Abuja Declaration on Fertilizer for the African Green Revolution, signed by 14 African heads of state and released during the African Fertilizer Summit of 2006, set lofty goals for increased fertilizer use and productivity growth on the continent. Yet results have been disappointing at best. On the one hand, fertilizer use per hectare (ha) of arable land has grown 79% since 2006, nearly double the growth rate of South Asia, comparable to the rate in Latin America and the Caribbean, and vastly higher than East Asia’s growth of only 8%. Yet this growth cannot be considered surprising since it started from an extremely low base; the result is that levels of fertilizer use in Sub-Saharan Africa today remain a small fraction of those in any other region of the world – 23 kg/ha compared to 207 kg/ha, 187 kg/ha, and 312 kg/ha, respectively, in Latin America and the Caribbean, South Asia, and East Asia (World Bank Databank). And use today is less than half the target of 50 kg/ha that the Abuja Declaration set for 2015. Regarding productivity, while cereal yields nearly doubled from 2006 to now, this growth is less than half that achieved in every other region of the developing world during this time. This means that African agricultural productivity has fallen even further behind the rest of the world since Abuja. The message is clear – Africa needed a big push to do major catch-up growth in fertilizer use, soil management, and yields, and failed to achieve it. Partly as a result, after at least two decades of declining hunger and malnutrition, both have been on the rise on the continent in recent years. What needs to be different this time? A useful lesson in life and in work is that one should not expect different results while continuing to do what we’ve done in the past. This lesson can be hard to learn, especially for the large bureaucracies – governments, large bilateral and multilateral development partners, and even the international agricultural research community - that are central to generating a productive response to the 2024 AFSHS. So, what needs to change if we want, this time, to see the kind of transformational change that is needed in Africa’s agricultural production practices if the continent is to sustainably nourish its population and pull its people out of poverty? This note suggests that obtaining different results this time – achieving sustained and effective action for improved fertilizer use and soil health - requires a much more profound localization of approach, and that this localization requires important changes in how governments, their development partners, and other stakeholders behave. Specifically, we argue for two different but complementary approaches: deep localization in the process of policy and programmatic design and in how research to support that process is conceived and carried out; and what some call hyper localization in technical recommendations for farmer practices on their fields. These two ideas – deep localization and hyper localization - need to be brought together to reinforce each other and jointly drive the design and implementation of a new and much more effective generation of policies and programs to achieve rapid and sustained growth in African agricultural productivity The rest of this note explains what we mean by deep localization and hyper localization, why we believe that they need to go hand-in-hand in the follow-up to the AFSHS, and what they imply about how governments and development partners, including applied researchers in the global north and global south, need to change the attitudes and approach they bring to their work. Hyper Localization Hyper-localization is a popularized term that refers to the scientific concept of “4R” in soil nutrient management – right source, right rate, right time, and right place (Fixen, 2020; Reetz et al., 2015). The messages is that one needs to apply the right kind of nutrient in the right formulation and needs to apply it at the right rate and at the appropriate time, based on the specific field receiving the nutrient. Hyper-localization thus refers to the technical aspects of nutrient use and emphasizes customization to a farmer’s specific field. We offer four comments in this regard. First, localized fertilizer recommendations are important across the world, since soil characteristics can vary quite a lot across countries, across regions in a country, across fields, and even within a field. The rapid rise of “precision agriculture” in industrialized countries, in which a digital soil map of a farmer’s field linked to GPS technology that varies the blend applied by the machinery to match the soil map, is a clear indicator of the importance of highly localized fertilizer use to farmer profitability. Second, much more localized application may be especially important in Africa, since this continent seems to present substantially higher variability over space in soil characteristics than other regions of the world (Suri and Udry, 2022). Together with large variability over space in transport infrastructure, crop and fertilizer prices, and access to markets, this agroecological heterogeneity drives extremely large variation in returns to fertilizer (Suri, 2011). Third, fertilizer policy in Africa has failed to come to terms with this heterogeneity through its decades-long “one-size-fits-all” approach. Too often, a sharply limited set of fertilizer formulations is provided nationally, often through government programs at subsidized prices. Given the heterogeneity just discussed, this is a recipe for poor profitability and low farmer adoption despite very high programmatic expenditures. Fourth, implementing a 4R approach – enabling farmers to apply the fertilizer that their field needs, in the right amount and at the right time - requires that farmers have “access to knowledge, all needed fertilizers, and related services” (Reetz et al., 2015). In other words, farmers need to know what to apply, they need to be able to get it, and they need to be able to access knowledge and inputs for complementary practices such as improved seeds and organic practices crucial to sustainable use of chemical fertilizers. We see two key reasons why all but a tiny fraction of farmers in Africa do not have this kind of access. One is that, since at least the days of structural adjustment in the 1980s, African governments have dramatically under-invested in rural extension systems and in the soil testing and related agroecological profiling that would allow at least some evidence-based variation in fertilizer recommendations. New technologies promise to reduce the cost of generating improved and spatially disaggregated knowledge of soil characteristics, but these need to be linked to functioning research and extension systems to be put to use for African farmers. The second key reason that farmers don’t have this kind of access relates to fertilizer and broader agricultural input policy in much of Africa. Private sector fertilizer distribution through markets in principle holds the prospect of providing farmers with greater choice in what they use, but national fertilizer policies frequently undermine these channels (Jayne et al., 2018). Heavy reliance on imported formulations exacerbates this problem, though this is beginning to change due to a large increase in domestic blending of fertilizers. The bottom line is that moving towards more localized fertilizer recommendations and practice is crucial if Africa’s productivity crisis is to be reversed, and requires greater public investment in data and data systems linked to strengthened rural extension, together with policy and programmatic reform to facilitate a flexible private sector response to farmer input needs. Deep Localization and “nth-best solutions” A recurring problem in Africa and many developing countries is the promotion of “showpiece” legislation and programs that mimic what outside experts consider “best practice” but that are never implemented (Pritchett, Wilcock, and Andrews, 2013). Africa must avoid this in its follow-up to the AFSHS. Rather than passively following outside advice, African countries need to marshal their own capacities and use their own processes, as imperfect as they may be, to develop action plans that are put into action, are able to appropriately evolve over time, and are informed by strong, local empirical evidence. This can happen only through a deeply localized process in which stakeholders are engaged in an iterative process of analysis, design, dialogue, negotiation and bargaining, and redesign. This process – indeed, development of workable policies and program in any country anywhere in the world – is an unavoidably messy social and political process. Empirical scientific input is crucial to good outcomes but is not and cannot be the main driver of what emerges. Indeed, the outcomes that emerge, based on iterative dialogue and political compromise, are typically far from what a researcher would consider “best”. We refer to them as “nth-best solutions”, meaning they are the best available solution given the technical, social, and political dynamics and constraints of the system one is operating in. Far from failure, the development and implementation of such nth-best solutions is a sign of progress in a country’s ability to develop its own approaches that are feasible, “effective enough”, and can be maintained and improved over time. Attitudes and behavior need to change We have argued that the follow-up at country level to the AFSHS must involve deep localization, that is, a determination by local stakeholders simultaneously to seek out the best technical advice while subjecting it to the messy bargaining and “deal making” inherent in any authentic design of workable policies and programs that countries can own and take responsibility for. We have further argued that this follow-up must come to terms with Africa’s huge heterogeneity in agroecology, infrastructure, and market access, and generate an approach that allows for hyper localized solutions. These solutions will be possible only through recommendations that are more suitable to farmers’ particular fields combined with greater access by farmers to the knowledge, inputs, and services needed to pursue these recommendations while adapting them based on their own knowledge. Achieving this will require simultaneously increasing public investment and reforming policies and programs to allow greater private sector response to farmer needs through functioning markets. If African countries are able to do this, we believe they will generate policies and programs that, while far from what might be considered technically “best”, nonetheless stand a far greater chance of being implemented and adapted as needed, to impressive cumulative effect over time. We suggest that attitudes and behavior by all parties will have to change to make this approach possible. African governments will need to show keener interest in locally generated empirical information even as they promote a highly stakeholder-engaged process of policy and programmatic design that may generate outcomes far from what many consider technically best. Local analysts need to understand and accept the fundamental social and political nature of this process while figuring out how to engage with that process and make their research understandable and relevant to decision makers. The international research community must commit to working in equitable partnerships that involve giving up the right to drive the research agenda. And donors need to recognize that things may take longer working this way and that countable and reportable outputs may be fewer but that outcomes – the changes that matter to people’s lives – should be greater. Change is hard. Admitting that the way we as a global development community have approached empirically informed policy and programmatic change for many decades needs serious rethinking is especially hard. But by focusing on equitable partnerships and accepting what, on any reasonable reflection, is so obvious – that policies and programs simply must adapt to local political and social realities even while striving to be as effective and efficient and equitable as possible – this change is possible. We know how to proceed – let’s get on with it! References Liverpool-Tasie, LSO, B. Omonona, A. Sanou, W. Ogunleye, (2015). “Is Increasing Inorganic Fertilizer Use in Sub-Saharan Africa a Profitable Proposition? Evidence from Nigeria”. Food Policy, 67, 41-51. https://doi.org/10.1016/j.foodpol.2016.09.011. Burke, W., T.S. Jayne, J.R. Black (2017). “Factors explaining the low and variable profitability of fertilizer application to maize in Zambia”. Agricultural Economics, 48(1), 115-126. https://doi.org/10.1111/agec.12299. Laajaj, R., K. Macours, C. Masso, M. Thuita & B. Vanlauwe (2020). “Reconciling yield gains in agronomic trials with returns under African smallholder conditions”. Scientific Reports, 10, 14286. https://doi.org/10.1038/s41598-020-71155-y. Jayne, T.S., NM Mason, WJ Burke, J Ariga (2018). “Taking stock of Africa's second-generation agricultural input subsidy programs”. Food Policy, 75: 1-14. https://doi.org/10.1016/j.foodpol.2018.01.003. Fixen, P. (2020). “A brief account of the genesis of 4R nutrient stewardship.” Agronomy Journal, 112: 4511-4518. https://doi.org/10.1002/agj2.20315. Reetz, H., P. Heffer and T. Bruulsema (2015). “4R nutrient stewardship: A global framework for sustainable fertilizer management”, Chapter 4 in Dreschel et al., eds, “Managing Water and Fertilizer for Sustainable Agricultural Intensification”, International Fertilizer Industry Association (IFA), International Water Management Institute (IWMI), International Plant Nutrition Institute (IPNI), and International Potash Institute (IPI). Paris, France, January 2015. ISBN 979-10-92366-02-0. Pritchett, L., Woolcock, M., & Andrews, M. (2012). “Looking Like a State: Techniques of Persistent Failure in State Capability for Implementation”. The Journal of Development Studies, 49(1), 1–18. https://doi.org/10.1080/00220388.2012.709614.By: Baboki Gaolaolwe-MajorMonday, Jul 8, 2024AGRI-FOOD SYSTEMS+1
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ArticleADVANCED DEGREES COMMENCEMENT CEREMONY - SPEECH BY BOLAJI BALOGUN, CEO, CHAPEL HILL DENHAMLadies and gentlemen, distinguished faculty members, proud parents, spouses, friends, family, and most importantly, the 2024 Advanced Degrees graduating class of MSU, Good Afternoon. I am delighted to be here with you today and I am humbled to have this honour and privilege. Thanks to Dan Kelly, the Chair of the Board and the Trustees; President Kevin M. Guskiewicz; Congratulations and MSU is in thoughtful hands; Interim Provost & Executive Vice President Thomas D. Jeitschko; Senior Vice Presidents; Vice Presidents; Deans, and in particular, Vice Provost Steven D. Hanson, Dean of International Studies and Programs, who I met in Nigeria in September 2022. Thank you for your kind letter at the passing of my father, Michael Olasubomi Balogun, in May 2023. Dean Judith Whipple, Acting Dean, Eli Broad College of Business and Graduate School of Management, who have graciously hosted me during this visit – and other Senior Administrators of this great institution. I must acknowledge Soji Adelaja, John A. Hannah Distinguished Professor in Land Policy and Chairman of the Board, at Chapel Hill Denham. I commend the Professors and faculty who have dedicated themselves to producing the graduates seated in the hall today. To the parents, spouses, partners, children, family, friends and loved ones of today’s graduates, your support is truly commendable. As a father, I understand the commitment and sacrifice you have made financially and through advice and mentoring. My wife and biggest cheerleader, Kemi and 2 of our children, our daughters Michele & Marianne – are seated somewhere in the stands. Our other children, Michael, Michaela & Matthew, I wish they were here. I must mention my late Mum, Professor Wale Osisanya, Professor of English at the University of Lagos, where she was on the faculty for 35 years and gave everything for my educational foundation and values. She always hoped that after my Economics degree at the London School of Economics, I would do a Masters degree and then go get a Doctorate. Not quite the way you imagined, Mum, but nevertheless, I hope you are proud. To today’s graduates, I congratulate you heartily and you have worked very hard to earn your degrees from a leading research university with a stellar global reputation, especially in Africa. I commend your collective spirit, dedication, and perseverance, which we are celebrating today. For many when we think about MSU, we see an institution that epitomises the power of education to change lives. Given its rich tradition as a land grant university, academic excellence, innovative research, vibrant community spirit and commitment to global engagement, MSU is an impressive institution. It is also the US University most engaged with Africa, through the work of the Alliance for African Partnership. I have spent the last couple of days on the sprawling, East Lansing campus interacting with faculty and students here, what has made an impression on me, is the commitment to produce well-rounded individuals who are equipped to make meaningful contributions to society. Your time at MSU has equipped you with more than just knowledge and a Doctorate. It has provided you with a diverse set of perspectives, practical learning, innovation, all of which are invaluable as you embark on your next steps. You are in that less than 1% of people globally who have a Doctoral degree and you are both lucky and at the same time under pressure to provide the less well read 99% of us, some leadership. And so what right does this Nigerian and African, who did not get a Doctoral degree, have to share these thoughts with you? Some of you may be wondering “What next?”. Armed with your MSU PhD or Doctoral degree, please allow me to share today no more than 4 pieces of advice or life lessons, a potential pathway that might make the next few years and your actions, decisions, and investments have a real impact. First piece of advice - Work Hard and Enlarge your Influence. Second piece of advice - Work Smart and Live a Life of Significance. Third piece of advice - Spend Time with your Loved Ones and Travel a lot with them, as Travel is the Enemy of Ignorance. Final piece of advice, I want to speak to you about something that I truly believe will be a part of your future but only a few of us have it in our contemplation – We all need an Africa plan. Work Hard and Enlarge your Influence – You will find that you only have 25-35 years to work hard before you start getting old and tired. Do not waste those years of your prime and use these years to enlarge your influence or your coast by being the very best version of whatever you do. I believe that a few things make us truly influential – Knowledge, Success, Innovation, Entrepreneurship, Relationships and Charity. Work Smart and Live a Life of Significance – The quickest path to these things, I have just spoken about is to work not just hard but smart and live a life of meaning or purpose or significance. You need not be a wealthy entrepreneur or banker or tech entrepreneur or investor or property owner or farming business owner or politician or creative genius or sports star, to live a life of significance. It is a choice that you make whether in a long career in academia or in medicine or in charitable work or not for profit or in God’s work, or as a spouse, father, sibling, mentor that your life will be impactful in your community, state, country or the world and that when you finally bow out, it is said that you lived a life of significance. Spend time with your loved ones and travel a lot with them, as travel is the enemy of ignorance. This time is truly priceless, and you cannot make up for it or reinvent it at the end of your career or later in life. Travel together and see the world and not just visit New York, Washington DC, Los Angeles, Dallas, Boston, Nashville, and Atlanta. Latin America and the Caribbean are a short hop away from you. Europe and the UK offer something different history and culture wise, but you have only lived a well-rounded life, when you have travelled to or in Asia, the Middle East, Israel, and Africa, especially Nigeria. Now, when I speak of Africa, I am not referring to a singular country or big village, where everyone knows everyone as some believe. Rather, I am speaking about 54 countries with diverse cultures, languages, and governments. Let me also clear this up that stepping out of any African airport does not mean having to dodge lions, elephants, and the occasional cheetah. Yes, the wildlife in Africa is unmatched and impressive, but you are more likely to experience a traffic jam and lots of colour, on your daily commute. As a financier I am going to speak to you about Africa in numbers… Demography is destiny – Africa is 10% of the world’s population today but when you retire later this century, it will be 1/3rd of the world’s population. That population will not be isolated from you, and already, Africans have migrated across the world and will be integrated with every major economy globally. 1 in 4 babies are African … 1 in 10 babies are Nigerian … today. By 2100, the share of the world’s babies born in sub-Saharan Africa is forecast to reach 55% from 30% in 2021. This transition is inevitable. 401(k) - When you start accumulating your 401(k) you will find that you are immediately invested in Africa, as every major global company s already there. Coca-Cola and Pepsico are available throughout the continent, as are Visa and Mastercard, Microsoft, Amazon, Google, Meta are investing. The largest American REITs American Towers and Equinix (DC’s) are huge in Africa. All the major resource companies are in Africa. By the time you retire, I predict your 401(k) will have African home-grown brands like MTN, Dangote, Access, Flutterwave, behemoths. AfCFTA - The African freezone is the largest of its kind covering 54 countries and by the 2nd half of this century, a third of the world’s population. Goldman Sachs research estimates AfCFTA will be 50% larger than the EU by 2075 but that analysis excludes Africa’s diaspora or international GDP which, like Mexico, could easily represent 11 to 12x diaspora remittances; that is 40% of total African spending power today. Infrastructure multiplier – We are taught that infrastructure has a huge multiplier impact on GDP and in creating jobs and opportunities. But the impact of the first or early infrastructure investments in your community … electricity, mobile phones, internet access, roads … is much larger than simply upgrading your 4G coverage to 5G. Basic infrastructure is unleashing a continent and growth rates will reflect that. Climate - If Africa develops like the US, or the rest of the OECD and G20 has with the same carbon per capita, it will destroy the world’s climate targets. In order to build a low carbon development path, Africa requires capital and know-how along with its abundant renewable resources for the energy transition. We are taught that risks are balanced, like a bell curve. Positives and negatives. In hindsight, the development of China, India, or Indonesia, over the last 25 years has been inevitable. Population growth, low leverage, low dependency ratios, high growth, cheap valuations has made this an asymmetric bet. Africa is no different today. Africa can feed the world, resource, and power large parts of the world, support the world, entertain the world and, in NBA terms, beat the world! Africa’s narrative about Africa, is becoming more reflective of its truth, and the continent is rapidly emerging a global powerhouse. Africa has 65% of the world’s arable land and 60% of the world’s uncultivated land, as well as 10% of the world’s internal renewable fresh water. When one considers this alongside the increasing focus on sustainable agricultural practices, Africa can solve the food security challenges within the continent and globally with expertise in biotechnology, agricultural sciences, land policy and supply chain management. Africa is home to 30% of the world’s mineral reserves but accounts for just 10% of global mining exploration spend, there are significant, unverified additional reserves across the continent. The continent is home to around 65% of EV minerals lithium, cobalt, graphite, manganese etc. Africa's untapped potential for renewable energy sources, is compelling. Africa is home to 60% of the best solar resources globally, yet only 1% of installed solar PV capacity. A small part of the Sahara could power the EU or the world. Africa's wind resource potential is as high as 59,000GW and hydro- power potential is 1,750 GW. Over 60% of Africa’s population is under the age of 25 and is the driver of growth. The economic rise of China and India were the first great shocks of this century. Africa’s rising youthful tide will most likely drive the next seismic shift. Africa is changing so rapidly it is becoming hard to ignore. The world is becoming more African, said a recent New York Times headline. The world is changing, and we need to reimagine Africa’s place in it. As you start on this new journey, remember that with every change, there are always opportunities to explore. Be bold, resilient, embrace diversity, show empathy, stand strong, and always strive for a more equitable and prosperous future for all. There might be times you fail, or face challenges that seem insurmountable, but your indomitable Spartan spirit has been nurtured within these halls of learning and I hope that you will find the strength to keep moving and succeed. Today, you are not just advanced degree graduates of Michigan State University; you are global citizens, poised to make a difference in the world. Congratulations, Class of 2024. The world is yours to shape, and to improve. Never forget that the impossible is the untried, so please go out and make a difference. Thank you all and God speed.By: Baboki Gaolaolwe-MajorFriday, Jul 5, 2024CULTURE AND SOCIETY+1
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OpportunityAssociate or Full Professor of International History and PoliticsThe Graduate Institute of International and Development StudiesGeneva, Switzerland invites applications for a full-time position at the rank of ASSOCIATE OR FULL PROFESSOR of INTERNATIONAL HISTORY AND POLITICS with a specialisation in European History – “Europe and the World” starting on 1 September 2025 or on a mutually agreed-upon date. The Graduate Institute of International and Development Studies is seeking to recruit an Associate or Full Professor of International History and Politics for the Pierre du Bois Chair “Europe and the World”. Candidates must hold a Ph.D. in history. They must have an outstanding teaching and research track record and be able to make a significant long-term contribution in the field “Europe and the World”. The selected candidate will be appointed as the Pierre Du Bois Chair. They must show an openness to comparative analyses and an interest to innovate from a methodological point of view. We prioritise candidates whose expertise is linked to Europe’s historical relationships and interactions with the rest of the world. We are particularly interested in candidates who work on1) the history of European imperialisms, empires and colonialism2) aspects of transnational history connecting Europe and other parts of the world (including but not restricted to the circulation of ideas and the impact of migratory flows)3) the impact and interaction of developments in Europe (broadly understood) with global security The successful candidate will teach postgraduate courses and supervise master’s theses and doctoral dissertations in the Department of International History and Politics. They will also be called upon to teach classes and supervise master’s theses in the Graduate Institute’s Interdisciplinary Programme. The ability to work with colleagues from the other disciplines researched and taught at the Institute – International Economics, International Relations & Political Science, Anthropology & Sociology, and International Law – is expected. The teaching language is either English or French. Prior knowledge of French is not required, but the successful candidate is expected to acquire at least a passive knowledge of it within two years of being hired. Candidates are required to submit a motivation letter, a CV and a list of publications. Long-listed candidates will be asked for additional documents, including three reference letters. Application deadline: 12 August 2024 To apply: https://erecruit.graduateinstitute.ch/professeurs/ Please note that applications received by post will not be considered. For more information, candidates are encouraged to consult the Institute’s website, as well as the site of the Department of International History and Politics:https://www.graduateinstitute.ch/https://www.graduateinstitute.ch/international-history-politics The Institute is an equal opportunity employer and value diversity. We do not discriminate on the basis of age, marital status, disability status, race, national origin, colour, gender, sexual orientation or religion. Contact: https://erecruit.graduateinstitute.ch/professeurs/ Website: https://erecruit.graduateinstitute.ch/professeurs/ Primary Category: European History / Studies Secondary Categories: World History / Studies Posting Date: 06/11/2024 Closing Date 08/11/2024By: Jayden HewittTuesday, Jun 25, 2024EDUCATION
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OpportunityUniversity of Pennsylvania, Wolf Humanities Center Mellon Postdoctoral Fellowship in the HumanitiesThe Wolf Humanities Center awards five (5) one-year Andrew W. Mellon Postdoctoral Fellowships each academic year to scholars in the humanities who are no more than five years out of their doctorate. Preference will be given to candidates not yet in tenure track positions whose proposals are interdisciplinary, who have not previously enjoyed use of the resources of the University of Pennsylvania, and who would particularly benefit from and contribute to Penn's intellectual life. The programs of the Wolf Humanities Center are conceived through yearly topics that invite broad interdisciplinary collaboration. For the 2025–2026 academic year, our topic will be Truth. During their appointment, Wolf Humanities Center's Postdoctoral Fellows are required to teach one course rostered in one or more of the humanities departments or programs in Penn's College of Arts & Sciences (not the Wolf Humanities Center) and must participate in the Center's weekly Mellon Research Seminar (Tuesdays, 12:00–1:30). Fellows also collaborate on the planning of a public symposium on the Center's annual topic, participate in professional development workshops, and are appointed a faculty mentor. The 2025–2026 Fellowship appointment is twelve months (July 1, 2025—June 30, 2026) and carries a minimum stipend of $66,300, a $3000 research fund, and discounted health insurance. The PhD (and its international equivalent, such as the DPhil) is the only eligible terminal degree, and applicants must be humanists or those in such allied fields as anthropology or history of science. Ineligible categories include an MFA or any other doctorate such as EdD, social scientists, scholars in educational curriculum building, and performing artists (note: scholars of performance are eligible). Scholars who received or will receive their PhD (or DPhil) between May 2020 and September 2025 are eligible to apply. Scholars who received or will receive their PhD from the University of Pennsylvania during our noted window of eligibility are welcome to apply. The fellowship is open to all scholars, national and international, who meet eligibility requirements. International scholars outside of North America are appointed under a J-1 visa (Research Scholar status). The Wolf Humanities Center reserves the right to revoke the offer if the recipient is unable to meet this condition. Upon receiving the award, finalists who have not received their PhD must provide a letter from their department confirming that they have completed, or will complete, all requirements (i.e. dissertation defense) by June 30, 2025. A finalist’s failure to meet this deadline will result in the offer being withdrawn. Fellows are required to be in residence for the term of the fellowship. Contact: Sara Varney, Associate Director, Wolf Humanities Center Website: https://wolfhumanities.upenn.edu/postdoc Primary Category: Humanities Secondary Categories: Ancient HistoryArt / Art HistoryClassical StudiesHistory of Science, Medicine, and TechnologyLanguagesLiteratureMusic and Music HistoryPhilosophyReligious Studies and TheologyWomen, Gender, and SexualityWorld History / StudiesComparative Literature Posting Date: 06/10/2024 Closing Date 11/03/2024By: Jayden HewittTuesday, Jun 25, 2024EDUCATION
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OpportunityStanford University Associate Director of Program in Feminist, Gender, and Sexuality Studied(Hybrid) The School of Humanities and Sciences (H&S) is the foundation of a liberal arts education at Stanford. The school encompasses 24 departments and 25 interdisciplinary programs. H&S is home to fundamental and applied research, where free, open, and critical inquiry is pursued across disciplines. As the university’s largest school, H&S serves as the foundation of a Stanford undergraduate education no matter which discipline students pursue as a major. Graduate students work alongside world-renowned faculty to pursue and shape foundational research that leads to breakthroughs and discoveries that shed new light on the past, influence the present, and shape the future. Together, faculty and students in H&S engage in inspirational teaching, learning, and research every day. Program Description: The Program in Feminist, Gender, & Sexuality Studies (FGSS) seeks an Associate Director (AD). FGSS offers a PhD minor that is open to all students currently enrolled in a doctoral program at Stanford. FGSS also offers an undergraduate major, secondary major, and minor, and an interdisciplinary honors program that is open to undergraduates in all majors. FGSS teaches students to analyze how ideas about and experiences of gender and sexuality impact and are shaped by societies, individuals, and institutions. Through interdisciplinary curricula, research, and practical experience, our students learn critical gender and sexuality studies methodologies. Reporting to both the Faculty Director (FD) of FGSS and its Director for of Finance and Operations (DFO), the AD manages the programs’ day-to-day academic and administrative operations. The AD works closely with the FD to sustain the development and expansion of the undergraduate and graduate programs and leads the implementation of programmatic, curricular, and administrative priorities. The AD advises undergraduate and graduate majors, minors, and honors students in the pursuit of their academic and research trajectories. The AD also works closely with FGSS-affiliated faculty to facilitate and enhance FGSS academic and research needs. Additionally, the AD fosters connections and engagement with faculty, post-docs, lecturers, researchers, artists, and varied constituents engaged in intellectual and creative work in feminist, gender, and sexuality studies within and beyond the university. Candidates for the position should hold a Ph.D. in any discipline, with significant focus on themes in feminism, gender, and/or sexuality. At least two years of teaching experience with significant focus in feminism, gender, and sexuality. Candidates should also exbibit the following competencies: a growth mindset, excitement about learning new skills, capacity to adapt to change, project management, organization, and attention to detail, familiarity with the higher education landscape, and aptitude in working collaboratively within a team and with varied constituencies. The AD’s time will be focused in approximately 50% teaching, advising, and curricular administration (2-3 courses) and 50% devoted to initiating and implementing program development, strategic initiatives, event planning, and financial oversight. The incumbent will: ·Manage the programs’ day-to-day academic and administrative operations in collaboration with FD, DFO, and other Stanford employees. ·Advise undergraduate and graduate students, including the capacity to advise undergraduate honors theses. ·Create and/or collaborate in the development of curriculum and make recommendations for course improvements in coordination with the FD. Manage the coordination of FGSS course offerings and assist in the recruitment of faculty and other instructors to offer courses. ·Coordinate and assist with the hiring and coordination of lectures, post-docs, and other instructors as needed. ·Assist the FD in developing and implementing strategic planning, academic and public outreach programming, financial management and annual budgeting. ·In consultation with the FGSS Financial Manager, monitor expenses, budgets, and finances of the program. Make recommendations on funding based on program spending. ·Oversee and administer FGSS activities by evaluating academic programs, making recommendations that impact policies and programs, and coordinating and implementing changes. Other duties may also be assigned. This is a 100% FTE, two-year fixed-term position. It will be based on the Stanford campus and will be considered for a telecommuting option (a hybrid of working on-site and off-site), subject to operational needs. This position is fixed-term for two years with possible renewal. If you believe that this opportunity is a match for your knowledge, skills, and abilities, we encourage you to apply. Thank you for considering employment opportunities with the School of Humanities and Sciences. Please submit a CV; up to a 2-page cover letter outlining interest in the job, the skills, aptitudes, and qualifications that align with the position; three letters of reference and referees’ contact information are also required (please email the letters of reference directly to Maritza Colon at maritza.colon@stanford.edu). CORE DUTIES: ·Oversee and administer research activities by evaluating academic programs, making recommendations that impact policies and programs, and coordinating and implementing changes. ·Collect and analyze data, create reports, review and explain trends to determine program effectiveness; formulate and evaluate alternative solutions and/or recommendations to achieve the goals of the program. ·Teach and/or assist in the teaching and administration of courses. Create and/or advise in the development of curriculum. Make recommendations for course improvements. ·Write and edit content for proposals, peer-reviewed publications, and other program activities under the general direction of PI. Assist with the development of research grants, (i.e., may suggest new funding opportunities, write portions of grants, and/or summarize data for grant support). ·Represent the program or function as the key contact and subject matter expert within the department, unit or school and develop communications for internal and external constituencies. Organize and/or participate in outreach activities such as events, partnerships, fundraising, training, and conferences. Lead workshops and facilitate meetings. ·Monitor expenses, budgets, and finances of the program. Make recommendations on funding based on program spend. ·May oversee and train student workers. EDUCATION & EXPERIENCE: Bachelor’s degree and two years of relevant experience or combination of education, training, and relevant experience. Advanced degree may be required for some programs. Program administration and or research experience may be required. PREFERRED EDUCATION & EXPERIENCE: Advanced degree and two years of relevant experience in area of specialization or combination of relevant education, training, and/or experience. KNOWLEDGE, SKILLS AND ABILITIES: ·Demonstrated oral, written, and analytical skills, exhibiting fluency in area of specialization. ·Ability to oversee and provide direction to staff. PREFERRED KNOWLEDGE, SKILLS AND ABILITIES: ·PhD required ·Ability to develop program partnerships and funding sources. ·Ability to manage budgets and develop financial plans. ·For teaching jobs, advanced degree or certification may be required for some programs. WORKING CONDITIONS: ·May work extended hours, evenings or weekends. ·May travel locally. ·Occasional overnight travel. The expected pay range for this position is $70,000 - $99,000 per annum. Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs. At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website (https://cardinalatwork.stanford.edu/benefits-rewards) provides detailed information on Stanford’s extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process. Why Stanford is for You: Imagine a world without search engines or social platforms. Consider lives saved through first-ever organ transplants and research to cure illnesses. Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with: ·Freedom to grow. We offer career development programs, tuition reimbursement, or audit a course. Join a film screening or listen to a renowned author or global leader speak. ·A caring culture. We provide superb retirement plans, generous time-off, and family care resources. ·A healthier you. Climb our rock wall, or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits. ·Discovery and fun. Stroll through historic sculptures, trails, and museums. ·Enviable resources. Enjoy free commuter programs, ridesharing incentives, discounts and more. The job duties listed are typical examples of work performed by positions in this job classifications and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned. Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources at stanfordelr@stanford.edu. For all other inquiries, please submit a contact form. Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. Contact: Apply for this position directly through Stanford Universty Careers website: https://careersearch.stanford.edu/jobs/associate-director-of-program-in-feminist-gender-and-sexuality-studies-hybrid-opportunity-25693 Job code 4111. Requisition ID 103526. Website: https://careersearch.stanford.edu/jobs/associate-director-of-program-in-feminist-gender-and-sexuality-studies-hybrid-opportunity-25693 Primary Category: Women, Gender, and Sexuality Secondary Categories: None Posting Date: 06/13/2024 Closing Date 07/15/2024By: Jayden HewittTuesday, Jun 25, 2024EDUCATION
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OpportunityAmerican Council of Learned Societies Program Officer of Buddhist Studies (3-year, remote)ACLS Mission and Overview Formed a century ago, the American Council of Learned Societies (ACLS) is a nonprofit federation of 81 scholarly organizations. As the leading representative of American scholarship in the humanities and interpretive social sciences, ACLS’ core principle is that knowledge is a public good. As such, ACLS strives to promote the circulation of humanistic knowledge throughout society. In addition to stewarding and representing its member organizations, ACLS employs its endowment and $34 million annual operating budget to support scholarship in the humanities and social sciences and to advocate for its central role in the twenty-first century. Overview of department For many decades, ACLS has extended its reach beyond the borders of the United States. ACLS International Programs (IP) currently operates the Luce/ACLS Program in China Studies, the Robert H. N. Ho Family Foundation Program in Buddhist Studies, and the Summer Institute for the Study of East Central and Southeastern Europe. IP advances humanistic studies through fellowships and grants, by building communities of scholars in the world areas and disciplinary fields in which we work, and by partnering with funders, learned societies, and communities to strengthen global academic relations. Job Summary The Program Officer, reporting to the Director, and under the mentorship of the Senior Advisor for Buddhist Studies, will help design, implement, evaluate, and improve activities supporting scholars of Buddhist Studies and the communities in which they work. The Program Officer will help lead new programmatic work focused on community engaged research, increase connections with emerging scholarly networks in Asia and around the world, and expand the resources we offer to our growing network of international scholars through social media and events. This position is funded by a grant from The Robert H. N. Ho Family Foundation Global. Continued employment is contingent on the renewal of grant funding. Responsibilities include but are not limited to: Program design, convening, and research With the Director and Senior Advisor, design and implement new activities as part of the Program in Buddhist Studies, including (but not limited to): A review of the Translation grant program in light of advances in machine translation and AI language models, drawing on internal and external expertise. A new, multi-year project on community engaged research, teaching, and translation with the goal of producing a public facing product. Develop and implement programming, competitions, and events for scholars, including workshops for international applicants, manuscript development workshops, and convenings and retreats for Fellows and mentors Coordinate activities with other ACLS departments as necessary, including US programs, IDEA, communications, events, and finance International engagement and network-building Oversee outreach to Fellows, Grantees, mentors, and other scholars and specialists in Buddhist Studies to support program design, network-building, and collaboration Research, develop and implement communications and social media strategies to increase engagement and applications from scholars based in Asian institutions Build and develop global, regional, and local alumni networks and scholarly communities Partner on joint programming with learned societies, Buddhist organizations, and other funders in the US and around the world Program management Help operate and improve all aspects of the annual application, selection, and award process, in collaboration with the IP Team Support the recruitment of peer reviewers, mentors, Buddhism Public Scholars host institutions, and other specialists in Buddhist Studies Draft and review program-related content as needed, including application materials, website text, and announcements Review and analyze reports submitted by Fellows and grantees and help prepare sections of ACLS proposals and reports Qualifications: PhD in humanities or interpretive social sciences Expertise and academic training in Buddhist knowledge and traditions Excellent writing and communication skills, including the capacity to write clearly for a range of audiences Excellent planning abilities, organizational skills, and attention to detail Facility both for working collaboratively with a team and for working independently Willingness to travel occasionally to events in the United States and abroad (2 to 6 times per year), to work in intensive, off-site conditions, and accommodate different time zones Proficiency in MS Office, particularly Word and Excel Preferred Qualifications: Training and experience in publicly engaged research, community outreach, and the dynamics of collaboratively produced research and translation Interest or experience in machine translation, AI language models, and translation Experience living, working, or studying in Asia Interest or experience in event planning, marketing, or communications Administrative experience in non-profit organizations, government agencies, or foundations, especially those that conduct open-call, merit-based, fellowship competitions Office policy and salary Staff are expected to be available during ACLS’s normal hours of operation, from 9am-5pm ET. Salary range: $80,000 - $92,000 Please apply here. Contact: https://acls.bamboohr.com/careers/52?source=aWQ9NDM%3D Website: None Primary Category: Asian History / Studies Secondary Categories: Cultural History / StudiesReligious Studies and Theology Posting Date: 06/12/2024 Closing Date 09/10/2024By: Jayden HewittTuesday, Jun 25, 2024EDUCATION
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OpportunityCornell University, History Mellon Postdoctoral FellowshipWith the sponsorship of the Society for the Humanities, the Department of History invites applications for a two-year Mellon Postdoctoral Fellowship position beginning August 1, 2025. The fellowship carries a stipend of $62,000/year. We seek a scholar with a PhD in History who is also grounded in theoretical and methodological public history approaches, in particular Museum Studies, Historic Preservation, or digital history. This position will involve developing new directions in public history teaching and research, and joining an interdisciplinary group of scholars and students whose projects focus on historic sites, digital media, museums, libraries, archives, and/or local communities. Geographic area and historical era open, but we prefer candidates who focus on climate or energy history, African American women’s history, or LGBTQ+ history in the Americas. The postdoc will teach a lower-level and an upper-level course each year that engage with public history topics and methods (involving, for instance, monuments, museums, oral history, historic preservation, walking tours, historically engaged performance, or documentary film). These courses would emphasize applied forms of historical engagement by undergraduates such as conducting archival research, learning and practicing oral history methods, developing curatorial skills, actively engaging with local and global individuals and communities, and asking theoretical questions about history as a process of knowledge production. The postdoc would play a central role in the Public History Initiative (PHI) and the Critical Inquiry into Values, Imagination, and Culture (CIVIC) initiative, by offering interdisciplinary courses and programming (such as lecture series) relevant to their specific field. Applicants eligible for the Mellon Postdoctoral Fellowship for the 2025-26 and 2026-27 academic years include those who have received the Ph.D. degree after August 1, 2021 and no later than June 30, 2025. Applicants who do not have the Ph.D. in hand at the time of application must include a letter from the committee chair or department stating that the Ph.D. degree will be conferred before the term of the fellowship begins. International applicants are welcome to apply, contingent upon visa eligibility. Application materials must be submitted via Academic Jobs Online position #27746 by October 1, 2024. Contact: Michael Williamson mdw84@cornell.edu Website: https://academicjobsonline.org/ajo/jobs/27746 Primary Category: Public History Secondary Categories: African American History / StudiesEnvironmental History / StudiesWomen, Gender, and Sexuality Posting Date: 06/14/2024 Closing Date 10/01/2024By: Jayden HewittTuesday, Jun 25, 2024EDUCATION
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