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The Future of Farming is in Our Hands

in Current Issue/Land Stewardship/Organic Community/Organic Standards

The 2023 National Farmers Union Convention

By Michelle Tsutsumi

I’m still synthesizing all that happened at the 54th National Farmers Union (NFU) Convention in Ottawa and it was a lot! Coincidentally, Rebecca Kneen and I attended as NFU members. I’m grateful that we can continue to percolate on it together and share some of our takeaways here. The NFU is Canada’s national farm organization committed to family farms. Promoting agroecology and food sovereignty, NFU’s work centres farmers, eaters, and the earth, and is embedded in social and economic justice in Canada and internationally (NFU is one of the founding members of La Via Campesina!).

Having followed NFU’s work on farmland access and seed sovereignty for a while, I was not prepared for the range of issues that NFU is open to tackling, nor the intensity of the resolution process. Huge shout out to the resolutions committee that vetted 11 resolutions before the conference and another nine that came in over the span of the three-day convention. As full as the days were, NFU took good care of its members and provided a thorough orientation to the resolution process at the top of day one. I registered too late to be able to vote; however, I learned a lot from witnessing the discussions and navigating how voices were heard from the floor and from online delegates.

Out of the many resolutions that were passed, I was impressed with how bold some of them were. For example, members voted unanimously for the NFU to support Palestine and call for a permanent ceasefire, there was unanimous support for an Indigenous Solidarity Strategy, and unanimous support for advocating that all migrant workers have access to health care upon arrival in Canada. There’s a lot of process here that would be useful to Organic BC in developing its advocacy platforms, with resolutions from members leading to policy development by the organization, then advocacy supporting those policies. It’s engaging, wide-ranging and really gets members involved. The process is very careful and thoughtful. The outcomes are exciting and useful across a wide range of issues.

Woven between resolution sessions were reports and panel conversations on topics such as: Confronting Power, Organizing for Change, and Creating the Future We Want. All of these panels were jam-packed with relevant information. A standout talk was given by Gabriel Allahdua, a former migrant farm worker from St. Lucia who is currently an Outreach Worker with migrant workers across Ontario and author of the book Harvesting Freedom, which was released this year (I read it on the plane to Ottawa and highly recommend it). The single most important action he urged is to give migrant workers status, so that they are eligible for the same protection as all other Canadian workers. This is an excellent starting point for Organic BC’s own policy for advocacy on migrant workers.

The keynote was given by Fatima Syed, an award-winning climate journalist with The Narwhal, and she provided a detailed overview of what happened in Ontario over the past few years in relation to the greenbelt. All I can say is thank goodness for dedicated investigative journalism! Ontario is losing 319 acres of farmland—every day. Without the investigative journalism, Ontario would be losing a significant portion of the greenbelt in addition to that. 

Before the local food feast, members of the Indigenous Solidarity Working Group facilitated a learning circle. This was a powerful exploration of our relationship with the land and water close to where we live, how colonialism has benefited my people, how I have been impacted by colonialism, and imagining what a food system 50 years from now looks like when we are in good relationship with land and water. The connections and conversations with the people at my table continue beyond the convention.

NFU has several active committees and working groups. I am joining the Farmland Access and Action Committee, as well as the International Programs Committee that stewards the Indigenous Solidarity Working Group and Migrant Worker Solidarity Working Group. Stay tuned to learn more about Organic BC’s participation in the NFU.

The NFU Region 8 serves BC and is actively recruiting new members. It’s already very active on BIPOC and Indigenous issues.

Michelle Tsutsumi grows food in Secwepemculecw at Golden Ears Farm with a lot of support from family and friends. She is a facilitator, focusing on Cultivating Safe Spaces and sociocracy to build in practices that allow us to listen deeply so that we can make decisions from a place of safety, connectedness, and belonging.

Featured image: Brian MacIsaac, Rebecca Kneen, Michelle Tsutsumi, and Jamie Kneen at the NFU Convention. Credit: Jamie Kneen.

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Building Bridges

2023 BC Organic Conference Recap By Stacey Santos Mentorship. Perseverance. Kindness. Relationships. More than words, these ideas were penned and

Op-ed: Towards a National Agricultural Labour Strategy That Works for Farmers and Farm Workers

in 2023/Organic Community/Organic Standards/Winter 2023

By the National Farmers Union

For decades, Canada’s farm numbers have been going down, farm size has been increasing, and more farms have come to rely on hired workers as a consequence. The ongoing loss of farms and the current shortage of farm labour have the same root cause: a cost-price squeeze that results in inadequate returns to the work of farming, whether done by the farm operators or farm workers. Paying high prices for inputs and receiving low prices for commodities results in farmers subsidizing their farms with off-farm jobs, pressure to keep wages to farm workers low, the exit of skilled people from the sector to pursue more remunerative and less precarious sources of income, and a lack of new entrants to replace retiring farmers.
Yet, there are many young people who would like to make farming their life’s work. They are interested in having good jobs on farms and/or operating their own farms. Canada is a wealthy country and has the ability to ensure they have rewarding careers—if we have an Agricultural Labour Strategy that is designed to ensure farm labour is properly compensated, safe, and dignified.

We reject a view that seeks to reduce labour costs by maximizing the use of technology (robots, automation, self-driving tractors, etc.) and adopting a “just-in-time” approach to the employment of Temporary Foreign Workers (TFWs). Canada’s National Agricultural Labour Strategy must recognize the full humanity of farmers and farm workers, the role and meaning of work in their lives, and the multiple contributions to a healthy society that result from the dignity of work. In other words, the people who work on their own farms or as employees on farms are not merely “productive units” that enable input companies, commodity traders, and food processors to maximize their profits.

The crisis in farm labour goes beyond a labour shortage that threatens Canada’s food production capacity. It is also an alarm bell for Canada to heed before we lose the essential skills and knowledge carried by the people who do the work of agriculture.

We in the NFU believe we need an Agriculture Labour Strategy that respects and values the work of farming—whether it is done by farmers or farm workers.

Are labour shortages having a negative impact?

The failure of the agri-food sector to provide returns to labour has resulted in a loss of farms, and an inability of the agriculture and agri-food sector to reliably attract and retain needed workers. This worsens the farm income crisis, accelerates rural depopulation, and contributes to a decline in the quality of life for rural residents. These factors drive a vicious circle of decline. When farmers on small and mid-sized sustainable farms are unable to secure a liveable income, they are unable to hire farm workers at competitive wages. The long-term loss of farmers depletes the pool of local people with the required skills. Retired farmers have become an important but time-limited source of labour on the prairies where farm size has increased dramatically. If and when there is nobody available to hire, work goes undone, resulting in higher risks, more farm stress, lower production, higher costs, and lower incomes. A lack of labour also inhibits farms from adopting or continuing practices that are better for the land but take more time.

Labour shortages also mean existing workers (including farm owners) work for longer hours and must cover a wider range of tasks. The strain that results often induces undercompensated, skilled farm workers to leave the sector, further worsening the loss of farm productivity.

Carrying flats of strawberries. Credit: Tim Mossholder.

Has the supply and demand related to agricultural workers changed in recent years?

With the exception of the supply managed sectors, Canada’s agriculture markets are structured to keep prices paid to farmers as low as possible. This is due primarily to the monopoly power of the main agri-business corporations purchasing commodities, and is reinforced by trade agreements and export policies that require Canadian products to compete at home and abroad with those produced in countries with much lower wage rates and weaker labour standards. The “demand” for labour is tightly linked to the ability to pay, thus the leakage of Canada’s food dollars to multinational corporations elsewhere reduces the amount of revenue available in our own food system that could support a larger number of farmers and farm workers.

The supply of agricultural labour in Canada is constrained by low wages and working conditions, discouraging young people from pursuing agricultural careers. While trade agreements allow Canada to easily import low-priced agricultural products, workers’ mobility to come here, and to move within Canada, is tightly controlled at the border and by the rules governing TFWs. In addition, the restrictions on TFW mobility and their lack of rights contribute to the undervaluing of farm labour across the board.

How can we help keep workers in the agriculture and agri-food sector, and better support the recruitment and retention of under-represented groups?

Many farm workers are racialized and/or are from disadvantaged communities that are under-represented in better-paying sectors of the economy. The Farm Labour Strategy needs to increase equity within the sector, and between agriculture and other sectors of the economy, with policies that ensure both farmers and farm workers are able to earn livable incomes.
All farm workers in Canada should have the coverage they need under provincial and territorial labour laws, including the right to associate and form a union.

All TFWs in agriculture should be entitled to permanent residency status. Many TFWs have been coming to Canada seasonally for over 30 years. If we want to keep these workers in the agriculture and agri-food sector and attract even more high-calibre, skilled foreign workers, we need to ensure they have access to and can benefit from all the rights and protections afforded to Canadian workers.

Globalization has entrenched an imbalance between farm product prices and the living wage level required for farm workers in Canada. A Basic Income Guarantee and/or changes to the Employment Insurance (EI) system are needed to address this problem. The EI system should recognize the seasonality of agriculture work and the need for a year-round livable income for farm workers. With a liveable year-round income, people employed as farm workers could continue the essential task of growing food for Canadians without worry of seasonal income loss, climate change disruptions (drought, fires, etc.) and without increasing food costs for consumers.

Improving Business Risk Program design to ensure labour intensive operations have adequate support and a Guaranteed Basic Income program that takes into account the specifics of agricultural work should be explored so that all agricultural producers can continue the essential task of growing food for Canadians.

In addition to low wages, our farm worker members consistently voice how a lack of quality, affordable, and conveniently-located housing is a major deterrent for remaining in the sector. Canada must invest in rural public housing; rural schools; rural public transit; and child-care facilities. More investment in rural health care and more affordable access for both farm operators and farm workers to supplementary health and dental benefits and workers’ compensation insurance is also needed.

Small and medium enterprises in local food processing should have priority for grants to allow them to upgrade their facilities to improve working conditions in order to attract and retain skilled workers. The benefits of such support go beyond the success of the enterprises themselves, as smaller operations which are distributed across Canada generally have a greater net impact on their local economies and regional food security by providing both jobs in the community and value-added revenue for local producers.

Do most workers have the skills they need to be successful?

Some agricultural production and processing jobs go unfilled because there are not enough people with the necessary training. Improved training programs, funding to support on-farm training, and recognition of skills acquired in previous work situations would help close this gap. This is particularly true for small and medium enterprises in the food processing sector, such as provincially licensed abattoirs. For example, in BC, the only training program for meat cutters graduates 12-14 new butchers a year. This post-secondary institution (Thompson Rivers University) reports that after five years, only two of those graduates will still be working in the industry. A recent study by the BC Abattoirs Association estimates that the need for trained meat cutters is 200 immediately; and another 400 will be needed within two years.

The NFU Ontario report, Reframing the Farm Labour Crisis in Ontario, notes that farmers identified the need for Human Resource management training, with upwards to 60% saying that they didn’t have the time or knowledge to provide a variety of HR policies to their staff. In the same report, farm workers identified a number of top agricultural skills they wished to acquire, including training on soil health and amendments, weed and disease identification, horticultural and crop care, irrigation, livestock care, training for construction and infrastructure, tractor & heavy equipment use, and marketing and customer service.

How can agriculture help ensure workers have the skills needed for transition to a more resilient and adaptable economy?

Canada needs publicly-funded financial support for transitioning to more climate-friendly agricultural methods, including research into agronomic methods that are not input-dependent and hiring agronomists to provide free and reliable extension services to promote best management practices. The NFU recommends establishing a new Canadian Agriculture Resilience Agency to deliver coordinated research and extension to support a just transition to profitable, low-emission, climate adaptation.

The Agricultural Labour Strategy also should provide financial support for on-farm training. Most farmers learn how to grow food while on the farm. Government financial support for both farm employers as “trainers” and for farm workers as “trainees” for on-farm training/education will enable farmers to share best environmental farming practices.

With increasing automation and use of digital technology in farm machinery, the government needs to promote on-farm innovation by assisting farmers and farm workers to access open source information, share their own knowledge, skills, and creativity to create and use appropriate technologies while strengthening social relationships within their enterprises and communities.

Are automation and labour-saving technologies being adequately utilized?

Farmers take many factors into consideration when deciding whether to adopt new technologies. A better question might be ‘do automation options fulfill the expressed needs of farmers?’ More automation with bigger machinery risks increased soil compaction, reducing water infiltration and holding capacity in soil, and making farms less resilient to weather extremes we’re now experiencing on a regular basis due to the climate crisis. Farmers highly value their autonomy as decision-makers, which automated technologies can impinge upon. For example, proprietary computer systems mean the farmer is dependent on dealers’ technicians to make repairs, adding costs and delays that can have major consequences.

Are there barriers to the development and adoption of automation and labour-saving technologies?

High capital costs of automation may exceed potential savings for small and medium sized producers and processors. Automation may reduce farmers’ ability to adjust operations in response to unexpected situations or conditions. Reliance on Artificial Intelligence and algorithms programmed into machinery has the potential to generate landscape level errors, hazards, damage and losses when the automated system fails to comprehend the complexity of the situation and applies the wrong solutions.

Energy costs and emissions from automation can increase GHG emissions when it involves replacing human energy with fossil fuel energy; sustainable farming methods often require more, not less, labour inputs.

Automation can be used for worker and farmer surveillance with unacceptable implications for privacy, fairness, and autonomy. For example, the world’s largest farm machinery company, John Deere, is also investing heavily in big data applications and has entered into partnerships with seed and commodity trading corporations that exacerbate the power imbalance between farmers and the companies they deal with.

The United Food and Commercial Workers (UFCW) reported in 2020 on the technological tools greenhouse employers use to monitor migrant farm workers on the assembly line. UFCW observed that the assembly-line workers who do not achieve quota are docked pay or have their shifts reduced. The use of surveillance to increase productivity of farm workers is an unacceptable level of control. It is not only incompatible with worker dignity, but can create occupational health and safety problems from repetitive strain and overwork, as documented in Amazon warehouses.

Are there barriers to expansion of automation and labour-saving technologies in the processing sector?

Solving the abattoir labour shortage is extremely important for livestock farmers, but increased automation cannot replace skilled, trained workers. Rather than investments in automation technologies we need the government to invest in the expansion of butchery training programs and support for small-scale, local, and regional abattoirs.

We need an employment and immigration program that allows livestock producers, butchers, and meat-cutters access to temporary foreign workers who are given pathways to permanent residency so abattoirs and livestock producers can benefit from their skills year-round.

The severe shortage of trained butchers threatens the viability of small and medium sized cut-and-wrap facilities, and a special immigration program to fast-track skilled butchers to be employed in provincially inspected abattoirs and community butcher shops is urgently needed.

Increased capacity in these enterprises is needed to address unacceptable delays and bottlenecks that are constraining the ability of farmers to serve growing demand from customers who wish to buy locally raised livestock.

What gaps in labour market information need to be filled?

We need to know more about the differences in income, profits, wages, etc. between large corporate operations and smaller, family-run farms. We need to know whether—and by how much—larger operations are actually able to increase what they pay their workers.

We need data on wage averages or range of wages paid across the agri-food sector, especially in provinces like Ontario, where primary agricultural workers are not regulated by minimum wage laws.

What priority solutions should federal and provincial/territorial governments pursue to address labour shortages?

Canada needs to provide Permanent Residency for All Temporary Foreign Agricultural Workers.

All farm workers need to be guaranteed labour rights, including the right to unionize.

A Basic Income Guarantee, along with Employment Insurance reform (increasing rates and eligibility for all those who labour in the agricultural sector), wage subsidies, and/or increases to minimum wage rates are urgently required to ensure farmers and farm workers can have economically and socially sustainable careers producing food for Canadians.
Rural, agricultural work will be more attractive if the government invests in rural services and amenities, including affordable and conveniently-located public housing; affordable childcare; schools; health care services and access to affordable supplementary health and dental benefits; inter-community public transit; and other cultural and recreational amenities.

What government service, programming and/or engagement related to labour, needs to be immediately changed?

Open work permits for all Temporary Foreign Workers: until the government creates a dedicated immigration stream for agricultural workers, all TFWs should be issued open work permits which will allow them to change employers if necessary. They should also be granted all the rights and privileges of Canadian workers under provincial and territorial labour laws. Farm workers frequently experience low wages, poor working conditions, precarious employment, lack of needed services for quality of life, discrimination, and at times mistreatment and threats of violence. Enduring such conditions should not be the price of working in Canada for anyone, including TFWs.

Canada needs an agricultural labour strategy that puts the people who labour – farmers and farm workers – at the centre. It must start with policies that ensure the price farmers receive for the product will return to the producer the cost of production, including a reasonable return on investment, management and labour. This principle holds whether the buyer is a commodity trader operating internationally, a food processor serving the Canadian market or supermarket owners buying local produce: all need to pay prices that allow their suppliers to maintain safe and equitable working conditions for all farmers and workers.

nfu.ca

The National Farmers Union is a voluntary direct-membership, non-partisan, national farm organization made up of thousands of farm families from across Canada. Founded in 1969, the NFU advocates for policies that promote the dignity, prosperity and sustainable future of farmers, farm workers, their families and their communities.

Featured image: Workers in the field on a rainy day harvesting strawberries. Credit: Tim Mossholder.

Further reading:

Reframing the Farm Labour Crisis: nfu.ca/wp-content/uploads/2021/07/Reframing-the-Farm-Labour-Crisis-NFU-O-Farm-Labour-Study_compressed.pdf

Canadian Farm Resiliency Administration: nfu.ca/wp-content/uploads/2020/02/CFRA.25.02.pdf

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Fairness as Migrant Justice

in 2021/Fall 2021/Organic Community/Organic Standards

By Susanna Klassen

The organic sector has many roots, and has been strengthened by a diversity of movements and ideas. Though rarely acknowledged, the sector was given a significant boost in the late 1960’s when hundreds of thousands of Mexican farm workers mobilized millions of consumers in the United States to boycott the conventional grapes and lettuce they were working to produce.(1) The boycotts were organized by the United Farm Workers under the leadership of Dolores Huerta, Cesar Chavez, and others, in collaboration with allies like the Black Panther Party. The protest was a response to the hazardous working conditions caused by unsafe applications of toxic pesticides. This was around the same time that the organic food movement was starting to gain traction among both farmers and consumers, and the boycotts bridged struggles for farm worker justice with the interests of health and social justice-minded consumers—a boon for the organic market in North America.(2)

We often hear about the influence of organic pioneers, such as Sir Albert Howard, and how their commitment to soil health helped shaped the organic sector. However, there are other movements, including the struggles for justice and labour by agricultural workers, without which organic agriculture would not be what it is today. The Canadian organic sector is anchored to some of these social justice roots through the organic principle of “Fairness,” which includes explicit reference to farm workers, and is “characterized by equity, respect, justice, and stewardship of the shared world, both among people and in their relations to other living beings.”(3) But, despite the inclusion of the Fairness principle in the introduction to the Canadian Organic Standards, the standards themselves do not contain a single requirement relating to social fairness, including for workers.

Today, the wellbeing of farm workers has once again been elevated in the public consciousness. The devastating impacts of COVID-19 shone a light on many of the ugliest parts of our food system, including insufficient access to protective equipment, deadly incidence of disease, and xenophobia experienced by essential farm workers, many of whom are racialized migrants.(4) The climate crisis also continues to threaten the health and safety of farm workers—look at the recent heat wave in the Pacific Northwest—and has already been deadly.(5)

Migrant workers are uniquely vulnerable due to their precarious and temporary status in Canada. Since migrant workers’ ability to work and remain in the country is tied to a single employer, they cannot easily leave unjust, abusive, or dangerous working conditions the way that workers with residency or citizenship status can. Despite regulations that are meant to guarantee minimum standards and conditions of employment, migrant workers’ access to these limited rights and benefits is effectively curbed by the risks associated with exerting them. Meanwhile, poor enforcement and follow up by regulatory bodies means that employers often break rules and cut corners at the expense of workers.

While not all organic farms hire paid workers, increasingly, more labour-intensive organic farms do hire temporary foreign workers through either the Seasonal Agricultural Worker Program (SAWP), or the Primary Agriculture stream of the Temporary Foreign Worker Program (TFWP). While we don’t know how many migrant workers are employed on organic farms, we know that organic farms in Canada use more labour than conventional farms in general. There is not good data specific to migrant labour on organic farms, but preliminary analyses of a survey I conducted of BC vegetable growers and publicly available data suggest that organic farms utilize migrant farm workers at a rate that is similar to conventional farms.

Numbers aside, it is clear that organic farms are not exempt from the structural inequities faced by migrant farm workers. Instances of abuse, neglect and unfair treatment of migrant workers have been documented on organic farms in Canada. These include several complaints of underpaid wages and poor conditions at Golden Eagle Blueberry Farm in BC, or the tragic death of two migrant workers at Filsinger’s Organic Foods & Orchards in Ontario. While these examples may seem extreme, many experts have pointed out that unfair conditions for migrant workers are not the result of a few “bad apples,”(6) but rather a system that disempowers and devalues migrant workers in favour of a flexible and dependable labour force.(7)

In recognition of these realities, and the lack of any requirements in the Canadian organic standards to enact the organic principle of “Fairness,” several organic community members have been asking what can be done to improve fairness in organics as it relates to labour. These efforts have included a petition to the organic standards review process for social fairness standards put forward by Organic BC’s own Anne Macey, in collaboration with Janine Gibson and Marion McBride.(8) While these proposed standards were not voted on by the Technical Committee (which governs the standards revision process) in the 2020 revision process, the committee has committed to discussing it again in 2025.(9) Additionally, several directors of the Organic Federation of Canada are already working on revising the proposed social fairness standards, which include but are not limited to standards relating to farm workers.

Another approach to embodying the principle of fairness, however, is to look to migrant workers and migrant advocacy organizations themselves and ask how the organic community could contribute to migrant justice demands in Canada. Together with other experts and advocates, and in light of exacerbated inequities caused by COVID-19, these groups have called on the federal and provincial governments for structural changes to the TFWP, including:

  1. Regularized/resident status for all migrants upon arrival and an end to repatriations;
  2. Granting of open work permits to migrants;
  3. Improved protections and benefits;
  4. Improved procedures to follow-up on complaints from workers;
  5. Stronger mandates and supports for employers;
  6. Improved inspection regimes;
  7. Improved access to information for workers; and,
  8. Improved representation of migrant organizations in planning and implementation of supports.(10), (11)

Another important issue that has been raised by groups like Fuerza Migrante (including during a session about Fairness and Solidarity with Migrants at the 2020 COABC conference) is the lack of worker voices in, and knowledge about, their own employment contracts. It is important to note that the changes that migrants and migrant advocacy organizations are seeking are much broader than the organic sector, and most are focused on structural and systemic changes to the temporary foreign worker programs, including how they are regulated and governed.

The theme and purpose of this fall issue to “harvest wisdom” from beyond the BC organic sector presents a valuable opportunity to contemplate how the organic community fits into a larger landscape of demands for change within and adjacent to the food system. Aided in part by the values-based grounding to the principle of Fairness, it seems that the organic community has made progress towards viewing labour generally, and migrant workers specifically, as inherently part of organic agriculture. But as of yet, migrant justice demands (including improved representation of migrant justice organizations in planning and decision-making) are not yet centred in the sector’s approach to Fairness.

Perhaps the sector can continue to explore what can be done to achieve Fairness through organic standards in addition to considering how they might advance migrant justice priorities. Treating migrant justice as the core of the Fairness principle seems like a good place to start.

Susanna is a PhD Candidate at the University of British Columbia. Her PhD research is about the contributions of organic agriculture to food system sustainability with a focus on labour and agroecological diversification. This article draws from a collaboration with Fuerza Migrante, a migrant worker collective, and a forthcoming publication by Susanna, Fuerza Migrante, and Hannah Wittman called “Sharing the Struggle for Fairness: Exploring the Possibilities for Solidarity & Just Labour in Organic Agriculture.”

Feature image: Credit: Fuerza Migrante

References:

  1. Araiza, L. (2009). “In Common Struggle against a Common Oppression”: The United Farm Workers and the Black Panther Party, 1968-1973. The Journal of African American History, 94(2), 200–223. doi.org/10.1086/JAAHv94n2p200
  2. Obach, B. K. (2015). Organic Struggle: The Movement for Sustainable Agriculture in the United States. The MIT Press.
  3. ifoam.bio/why-organic/principles-organ ic-agriculture/principle-fairness
  4. Migrant Workers Alliance for Change. (2020). Unheeded Warnings: COVID-19 & Migrant Workers in Canada.
  5. aljazeera.com/economy/2021/7/15/what-choice-do-we-have-us-farm-workers-battle-deadly-heat-wave
  6. Hennebry, J. (2010). Not just a few Bad Apples: Vulnerability, Health and Temporary Migration in Canada. Canadian Issues / Thèmes Canadiens, Spring, 73–77.
  7. For a more in-depth article about temporary foreign worker programs and the organic sector, see the following piece from the BC Organic Grower by Robyn Bunn, Elise Hjalmarson, and Christine Mettler, collective members of Radical Action with Migrants in Agriculture (RAMA) Okanagan: bcorganicgrower.ca/2017/04/tem porary-migrant-farm-workers-in-bc
  8. Anne Macey wrote an article for the Canadian Organic Grower about Fairness in Organics, which you can find here: cog.ca/article/opin ion-fairness-organic-agriculture
  9. CGSB. (2020). Organic production systems: General principles and management standards (National Standard of Canada CAN/CGSB-32.310-2020). Canadian General Standards Board. publications.gc.ca/site/eng/9.854643/publication.html
  10. Migrant Rights Network. (2020, May 7). Status for All – for a Just Recovery from COVID-19. migrantrights.ca/statusforall
  11. Haley, E., Caxaj, S., George, G., Hennebry, J., Martell, E., & McLaughlin, J. (2020). Migrant Farmworkers Face Heightened Vulnerabilities During COVID-19. Journal of Agriculture, Food Systems, and Community Development, 1–5. doi.org/10.5304/jafscd.2020.093.016

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Winter Work: the Mexico Myth

in 2019/Farmers' Markets/Grow Organic/Organic Community/Past Issues/Winter 2019

Anna Helmer

Here’s a question I hear a lot: So, what are you going to do now that winter is here and there is no more farming? Leaving aside the irony that I most often hear it while selling potatoes at farmers’ market, not to mention its (alarming?) assumption that farming is not a full year occupation, why do I struggle to find a good answer? I start with an earnest assertion that there is plenty of farm work to do and as I move on to mumbling something about markets, a ripple of uneasiness passes through the thought process and I begin to lose the thread of my theme, which as always has to do with me being a hard-working farmer. My answer becomes yet more bumbly and borderline indignant as I try to cling to and insist upon this image. A little tension develops in the space between my eyes.

The tension tells a truth and the truth is that for certain there are farm related tasks that I ought to be doing right now, and I have not been doing them. In the process of answering the question eventually I am going to get to the part where I have to explain that I have been choosing baking, reading, and in fact a whole bunch of things over farming. It will become clear that farm work is coming second, or perhaps even dead last, on my list of things to do. I resist telling people about that, however, because I don’t want them to think they are right, that there is no farming in the winter.

It’s not like there’s nothing to do. Oh my, no. It just means that most of the farm work is not due until spring. The weekly mandatory work consists of attending the winter market and servicing a few restaurant orders. This I can do in my sleep, having done around 1,000 markets lately and perfected the art of weighing out 50lb boxes of potatoes. It’s the only work with any immediate urgency and even that has been reduced to a whimper.

This long deadline is a problem. Spring is so far distant as to be ephemeral. As a deadline it seems ignorable. It is, however, firm. Anything not done by spring will not get done at all. I will be behind before I even get started. I am aware of the consequences yet struggle to produce.

It may be just a function of this particular week, which is featuring deliciously short, slushy, and dusky days. The wood shed is full, prompting lavish firewood usage which in turn demands I read in front of it. Then there is the seasonal requirement to bake cookies. I am not the least interested in: pruning raspberries, clearing a fence line, re-lining the drum washer, washing and sorting 10 tons of potatoes outside…

That work can wait. Or so I tell myself.

In two days, I will be at market again, and someone is going to ask me the question, and that flicker of irritation is going to betray my uneasiness about a lack of productivity. I really need to heed the warning. I need to do some of the farm work on that long deadline list.

My advice to myself is to do a farm job every day. We farmers get to measure work-life balance over the course of a year, rather than a day. It’s a privilege and the steep price is that you need to muster some motivation when it is hard to come by.

So I started small today and ordered next year’s carrot seed. Some would think this is early, but obviously I am partial to a variety and will need to know as soon as possible if it is not available. I ordered 300,000 seeds, which is mathematically more than we need, but allows for the fact that I have been planting carrots for several years now and made a whole variety of mistakes that have resulted in needing more seed.

And wouldn’t you know it, that led to some other jobs getting done that I hadn’t even listed yet. Because I had the farm binder open to compare last year’s order, I noticed that the field notes were not up to date, which led me to check field sizes—a source of on-going angst at our organic inspections. For some reason, although the actual farm boundaries have not changed in 125 years, when we list the fields on the organic application, we can’t settle on their actual size. Dad’s notes say one thing and mine say something slightly else. Drives inspectors crazy and causes an embarrassing amount of confusion.

“Get the field size sorted out” is an absolutely essential job that might not have been done before our spring inspection. Thank goodness I ordered the carrot seed today.

Anna Helmer farms in Pemberton with her parents and other family and has finally eaten more cookies than potatoes.

Feature image: Frosty farm fields. All photos: Anna Helmer

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Workplace Safety Doesn’t Come Naturally

in 2019/Organic Community/Tools & Techniques/Winter 2019

Lennea Durant

A solid health and safety program is important for any agriculture business, but workplace safety doesn’t always come naturally. Often safety practices are implemented after the fact, once a worker has been injured. There are over 26,000 agricultural workers in British Columbia and 550 organic farms operating in the province.(1) Between 2013 and 2017, 641 agricultural workers were seriously injured and seven killed in work-related incidents.(2)

AgSafe is BC’s agriculture industry health and safety association and works with farmers and ranchers to improve workplace health and safety practices. Wendy Bennett, AgSafe’s executive director says that the most common causes of injury are falls from ladders, musculoskeletal injuries (MSI) caused by repetitive tasks and poorly designed ergonomic work spaces, injuries from slips, trips and falls, injuries involving tractors, and injuries involving animal handling.

“Organic farming is not exempt from common farm work hazards,” says Bennett. “While organic agriculture workers may not be at risk of exposure to synthetic fertilizers and agri-chemicals like other farm workers might be, there are still many other hazards that all agricultural workers face.”

Bennett explains that the role of AgSafe is to help employers in BC’s agriculture industry develop strong health and safety programs. AgSafe consultants and advisors work with employers to create and review their health and safety plans, protocols and procedures, and identify and address issues.

“Our office is in Langley, but our consultants and advisors work in all regions of the province. Our services include site-specific safety program development and safety education. We also have a wealth of resources available on our website.”

AgSafe is a Certificate of Recognition Certifying Partner and offers a Certificate of Recognition program for large and small employers. The Certificate of Recognition is a voluntary incentive program that recognizes and rewards employers for implementing an effective safety management system. Employers who participate in the program could receive a WorkSafeBC incentive payment of up to 10% of the assessment premiums paid in the prior year.

Origin Organic Farms, also known as OriginO was the first organic vegetable grower in B.C. to be receive a Certificate of Recognition. The employer worked closely with AgSafe, making use of their safety advisors and other resources moving through the process.

With operations in Delta and Langley, OriginO is an organic vegetable greenhouse employing over 100 workers to produce red, yellow, and orange peppers, long English cucumbers, and numerous varieties of tomatoes.

Justin Hochstrasser, administrator for OriginO, believes it is important to have a health and safety program, especially for a large workforce, in order to have structure. “With a large number of workers, health and safety matters cannot be coordinated and resolved effectively without a dedicated worker safety program,” says Hochstrasser.

At OriginO all levels of staff are encouraged to report any activity or condition which is unsafe, or has the potential to become a safety hazard. The staff works hard to ensure that all equipment is properly maintained and that workers follow safe work procedures.

This is a company policy which has strengthened the company’s safety culture and Hochstrasser says it conveys to everyone that safety is top priority at the workplace. Completing the Certificate of Recognition program in 2016 “validated everyone’s hard work and gave us a sense of recognition for achieving a higher standard of occupational safety,” said Hochstrasser. Participating “was an easy decision—our company already had the framework in place and fulfilling requirements meant following Occupational Health & Safety Regulations which we are supposed to do anyway!”

“Organic operations are not allowed to use any harmful chemical inputs for our product. Organic certified pesticides have lower hazard ratings and pose less health risks to our staff. Therefore, organics is not only good for the consumer, it is safer for our workers as well,” stated Hochstrasser.

Wendy Bennett says that OriginO is a leader in work place safety, not only for the organic farm community, but for all of B.C. agriculture employers.

AgSafe recently launched the Safety Ready website, a free self-assessment web tool designed to assist organizations with the development and review of their health and safety program, and determine their readiness for a Certificate of Recognition program audit: safetyready.agsafebc.ca

For more information about AgSafe services or agriculture workplace safety call 1-877-533-1789 or visit:

agsafebc.ca

AgSafe (formerly FARSHA) is the non-profit health and safety association for agricultural producers in British Columbia. For over 25 years AgSafe has provided site-specific education, consultation and resources to agricultural employers and associated industries in B.C. AgSafe also offers a Certificate of Recognition program for large and small employers.

References
12016 Census of Agriculture for B.C.
22016 WorkSafe BC Annual Report: Work-related death claims by subsector 2007–2016

Photo credit: AgSafe

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Fairness as Migrant Justice

By Susanna Klassen The organic sector has many roots, and has been strengthened by a diversity of movements and ideas.

Ecological Farm Internships and the Law

in 2018/Organic Community/Winter 2018

Charles Z Levkoe and Michael Ekers

Originally published by Ecological Farmers Association of Ontario in “Ecological Farming in Ontario”. This is part 4 of a 4 part series on research into unpaid farm labour. While the research was conducted with farms in Ontario, much of the findings likely carry over to BC. In 2017, the authors published a workshop report on Ecological Farm Internships that is available for download here: www.foodandlabour.ca/results-and-reflections.

This article is the fourth in a series that describes the increasing trend of non-waged interns working on ecological farms across Ontario. In this article we explore some of the legal implications of these practices and the ensuing concerns from farmers and interns across the province. This article should not, under any circumstances, be considered legal advice and we recommend that the appropriate government departments or legal specialists be contacted regarding specific questions. Also, the laws surrounding farm internships in Ontario are extremely vague. We do not try to determine whether these internships are legal or not, as we are ill-equipped to do so as non-lawyers, but we do attempt to highlight the legal landscape as we understand it and the gaps and ambiguities that deserve further legal research

In previous articles, we established that ecological farm internships offer many things to trainees (e.g., knowledge and skill training), farmers (e.g., support for ecological food production) and the broader food movement. However, the legality of these labour arrangements in Ontario remains uncertain, especially after cases have been settled elsewhere in which unpaid interns were awarded back-wages. For example, in 2013, two farm interns in British Columbia claimed their work arrangement did not meet provincial employment standards and settled out of court for several months’ worth of back-wages. This case caused significant concern for farmers across the country using non-waged interns.

There have been increasing government crackdowns on (non-agricultural) internship programs throughout North America. According to the Ontario Ministry of Labour, between September and December 2015 employment standards officers found that of 77 workplaces that had interns, almost a quarter did not meet legal requirements under the Employment Standards Act (ESA). As a result, many Ontario farmers have been deeply concerned that their use of non-wage interns could be judged in contravention of the law. One farmer commented, “I worry sometimes because there are some farms who aren’t doing things properly with payroll and that’s the type of thing that could end with crackdowns that affect all of us”. A farmer and non-profit director explained, “Some farmers are surprised when I suggest that there’s a risk because they are technically breaking labour rules and relying on the good will of the intern and the internship going well to avoid litigation down the line”.

In Ontario, there are two main areas of legislation that impact farm internships. First, the ESA sets out the rights and responsibilities of both employees and employers and contains fairly clear guidelines to what makes an internship. In short, if you perform work that is of benefit to another person or business, you are considered an employee and therefore entitled to rights under the ESA such as minimum wage. One exception to these rules is for trainees; however, these cases have very restrictive conditions. According to the Ministry of Labour, if an intern receives training used by employees, they would also be considered an employee unless the following six conditions are met:

  • The training is similar to that which is given in a vocational school.
  • The training is for the benefit of the intern. You receive some benefit from the training, such as new knowledge or skills.
  • The employer derives little, if any, benefit from the activity of the intern while he or she is being trained.
  • Your training doesn’t take someone else’s job.
  • Your employer isn’t promising you a job at the end of your training.
  • You have been told that you will not be paid for your time.(www.labour.gov.on.ca/english/es/pubs/internships.php)

In addition, farmers taking on interns should be clear on whether they meet regulatory compliance guidelines in Ontario. Aside from the ESA, employers must be in compliance with the Workplace Safety and Insurance Act (WSIA) and the Occupational Health and Safety Act (OHSA). As operators will know, the Workplace Safety and Insurance Board (WSIB) administers the WSIA and delivers no-fault workplace insurance and all agricultural employers must provide coverage to their employees. The OHSA also sets out a number of rights and duties for employers and workers. Compliance includes providing mandatory information about health and safety on the farm and the right to refuse work if it is believed to be dangerous.

The second area of legislation is the agricultural exemptions to the ESA. In general, farm workers involved in primary production (e.g., planting crops, cultivating, pruning, feeding, and caring for livestock) are not covered by some employment standards including minimum wage, hours of work, overtime, general pay with holidays and vacation (of note, this is different for harvest workers and landscape gardeners). However, one farmer noted that when interns do anything other than primary production, they may be on shaky legal ground: “If they’re going to a farmers’ market and manning a stall and working independently, it gets murky”. According to the Ministry of Labour, anyone whose work is related to the harvesting, canning, processing, or packing of fresh vegetables or fruits, or their distribution is entitled to all minimum ESA standards (www.labour.gov.on.ca/english/es/pubs/factsheets/fs_agri.php).

The legislation varies slightly in each province. In Alberta farm owners and related family members are excluded from occupational health and safety laws, but not waged workers. In British Columbia, all agricultural workers are entitled to minimum wage and vacation time. It should be stressed that there is a considerable uncertainty around internship law and agriculture exemptions to labour standards and at this time there is no detailed account of how these areas of law intersect.

Surrounding these legal details, there is an ethical question that many farmers and interns have raised about the value of labour and fair compensation. A labour lawyer noted, “There’s quite a tension there. How do you ensure protection, because, say somebody dies or gets seriously injured on one of these farms? [Employment laws] came in the early part of the late 19th Century as a means to protect vulnerable workers from exploitation and set a floor so people could live”. While there are many benefits that emerge from ecological farming, most farms are businesses and farmers derive various benefits as owners. Anyone doing work on a farm is contributing to the value of that business and deserves compensation. This is especially important for new farmers building the skills, knowledge, and financial (or other) capital to eventually start their own farm business. The best advice we have heard is to always pay minimum wage and ensure employers and interns are adhering to all provincial legislation.

There are a number of government programs farmers can access to help support new farmer training and internships. The following are three good options:

Green Farm Internships (Agriculture and Agri-food Canada): Part of the Agricultural Youth Green Jobs Initiative, this program offers up to 50% of the cost of hiring young workers (up to $16,000 per intern) for environmental activities, services, or research that will benefit the agriculture sector.

Career Focus Program (Service Canada): This program supports 4-12 month agricultural internships for recent graduates of a qualified post secondary program.

Rural Summer Jobs Service (OMAFRA): The program provides wage subsidies for rural and agri-food businesses that employ summer students ages 14-30.

If you would like more information on this research project, to comment on these issues or contact us, please visit our website:

foodandlabour.ca

Dr. Michael Ekers is an Assistant Professor in Human Geography at the University of Toronto Scarborough. His work mobilizes social and political theory and political economic approaches to understand the making of different environments and the cultures of labour in environmental spaces. 

Dr. Charles Levkoe is the Canada Research Chair in Sustainable Food Systems and an Assistant Professor in Health Sciences at Lakehead University. He has been involved in food sovereignty work for over 15 years in both the community and academic sectors. His ongoing community-based research focuses on the opportunities for building more socially just and ecologically sustainable food systems through collaboration and social mobilization.

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Food Justice and The Face of Ecological Farm Interns in Ontario

in Fall 2017/Organic Community

Charles Z Levkoe and Michael Ekers

Originally published by Ecological Farmers Association of Ontario in “Ecological Farming in Ontario”. This is part 3 of a 4 part series on research into unpaid farm labour. While the research was conducted with farms in Ontario, much of the findings likely carry over to BC.

This article is the third in a series that describes the increasing numbers of non-waged interns working on ecological farms across Ontario. As farmers welcome those seeking seasonal farm experiences as a way to share knowledge and skills and to meet labour demands, our research has been exploring the broader implications of these trends. In this article, we look at who exactly is being trained to farm through ecological farm internships and the potential impact on the future of food and farming.

Opportunities for non-waged internships are typically promoted on environmental-related websites and passed on through word-of-mouth. Despite being openly available, there is an extremely narrow demographic of individuals who take on these positions. Likely unsurprising to most farmers, the vast majority of non-waged interns in Ontario are young, white women (and some men) that come from relatively educated and affluent backgrounds. As one farmer exclaimed, “White, middle-class, female, educated, suburban, that was almost all of our interns. Out of the 21 interns we have had, I think we only had four men over the last three years.” The only major exception is interns working on urban farms who are almost exclusively young people of colour with diverse and sometimes poor economic backgrounds.

This demographic trend raises questions about who is being trained as the next generation of ecological farmers. When asked why so many non-waged interns were white, one farmer responded, “Well, have you seen the society I live in? It’s predominately white and these are the people who have the opportunity to be able to leave their home and not work.” Taking four to eight months away from paid employment and living in a rural community can be extremely isolating and demands a high level of economic and cultural privilege. Reflecting on the potential discomfort of being a person of colour working on a rural farm, an urban intern commented, “In many places, you would be the only person of colour amongst the army of white people.”

The apparent exclusivity of internships correlates with observations of food movements more broadly. For example, commentators have observed that many promising alternative food initiatives such as purchasing organic food boxes, shopping at farmers’ markets, and participating in community supported agriculture projects tend to be dominated by white people. Our study has suggested that many of the social characteristics of consumer-based food movements are being reproduced on farms through internship programs.

This highlights the barriers to entry and the subsequent education, training and other privileges that are part of the experience. Further, the limits to participation may hinder opportunities for building a more inclusive ecological farming sector that has the potential to impact the broader food system. Much like non-agricultural internships, structural inequalities ensure that the few jobs available go to those who can afford to work without a wage. This means that only specific groups of people are able to build strategic relationships and gain experience towards a particular career path, in this case farming. Many farm operators acknowledged this reality; for example, one farmer lamented, “Not paying interns limits the demographic of people who are able to work on organic farms and learn the trade.” The concern here is that ecological farm internships may be promoting a particular kind of farmer, further limiting the diversity of alternative food movements more broadly. Recognizing this problem, a farmer commented, “I’m not saying the farmers are racist and not selecting people of colour to be interns . . . It’s racism in its latent form, where people are just not comfortable going there.” The point highlighted here is that questions of race and farming are not as much about intentions, but about the effects and who is being trained to farm (or not) and in the places that training happens.

The industrial food system has a deep history of systemically mistreating people based on their ethnicity and ‘race’. In respect to agriculture, commentators argue that we tend to romanticize an agrarian narrative specific to white communities while ignoring the contributions and struggles of people of colour in food production. In North America, people of colour own less farmland, operate disproportionately fewer farms, and make less income from farm work. The solution is not simply to encourage young people of colour to move to rural communities to work as farm interns. As one urban farmer suggested: “It is not enough to just bring people of colour onto farms without recognizing the history and current situation of slavery and sharecropping.” These comments from an urban farmer suggest that addressing the exclusivity of ecological farm internship programs must begin with a conversation that acknowledges ways that the Canadian agricultural system has been established and maintained on the backs of unpaid and low waged racialized and gendered labour.

While there are no immediate solutions, farmers and interns had many suggestions of ways to tackle these challenges. First and foremost, it was suggested that farmers looking to train interns and engage more deeply with issues of labour justice should consider offering paid internship opportunities. This would ensure that a wider diversity of people interested in agriculture as a career path could participate in ecological farm training experiences and that labour is valued. People of colour aspiring to farm are highly likely to find themselves working and learning on urban farms so it is crucial that urban-based programs be as substantive as some of the ‘opportunities’ available outside of cities.

Training people from diverse backgrounds through paid internships not only expands the pool of new farmers, but also brings new ideas into the ecological agricultural sector and opens marketing opportunities to new populations. Finally, farmers suggested building partnerships with agricultural and food movement organizations that are tackling issues of social justice such as Black Creek Farm, FoodShare, Afri-Can Food Basket, and FarmStart. Through networks, ecological farmers can be part of robust social movements that address the structural problems of the dominant food system and society more broadly.

If you would like more information on this research project, to comment on these issues or contact us, please visit our website: foodandlabour.ca.

Dr. Michael Ekers is an Assistant Professor in Human Geography at the University of Toronto Scarborough. His work mobilizes social and political theory and political economic approaches to understand the making of different environments and the cultures of labour in environmental spaces.

Dr. Charles Levkoe is the Canada Research Chair in Sustainable Food Systems and an Assistant Professor in Health Sciences at Lakehead University. He has been involved in food sovereignty work for over 15 years in both the community and academic sectors. His ongoing community-based research focuses on the opportunities for building more socially just and ecologically sustainable food systems through collaboration and social mobilization.

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Squaring the Circle? Education, Work, and Farm Internships

in Organic Community/Summer 2017

Michael Ekers and Charles Levkoe

Originally published by Ecological Farmers Association of Ontario in Ecological Farming in Ontario, Volume 37, Issue 2. This is part 2 of a 4 part series on research into unpaid farm labour. While the research was conducted with farms in Ontario, much of the findings likely carry over to BC.

Are agricultural internships and volunteer positions strictly about addressing farms’ labour needs or are they a new model of farmer education and social movement building that is taking place beyond the confines of urban centres and post-secondary institutions?

On the one hand, there is no doubt that forms of non-traditional labour are about work. There are many cases in which interns are working upwards of 60 hours a week on farms performing the labour that would normally be associated with a paid employee. On the other hand, farm interns often receive a tremendous amount of hands-on experiential education in everything from organic growing methods and farm finances to marketing produce and farm lifestyles (such as homesteading and rural living). Many, but not all, walk away from internships feeling invigorated and connected to a vibrant food movement.

Can the circle, that is, education and social movement building, be squared with the reality that internships are often work, and, at times, underpaid (or even unpaid) work? This has been a key question we have been examining through conversations with interns and farmers connected to the issue.

In our first article, we noted the relatively meager gross revenues of many farms that work with interns and volunteers in Ontario, but this is a trend that stretches across Canada and beyond. Cheap food policies, ever escalating land costs and labour intensive forms of farming make alternative food production a difficult economic proposition. As readers will know, a tremendous amount of work goes into planning, planting, growing, weeding and harvesting organic food and several people we spoke with suggested that interns and volunteers have become a replacement for the work that chemicals typically perform on conventional farms.

Financially precarious farm businesses are meeting their intensive on-farm labour demands through the non-waged work of interns and volunteers.

A farmer, who also works for a non-profit organization linking potential interns and farm hosts, suggested that internships are primarily about labour: “One thing that is common to all of the farms [using interns], if they are being honest, whatever they’re motivations are, they’re solving a labour challenge on their farms.” From this perspective, financially precarious farm businesses are meeting their intensive on-farm labour demands through the non-waged work of interns and volunteers.

While the question of labour clearly matters in the arrangements established between farmers and interns, the issue cannot be reduced to such a simply economic rationale. The benefits of an internship frequently far exceed monetary considerations and this is what contributes to the vibrancy of the experience for many workers and hosts, but not all. One farmer explained “The intern system is a really good one, and I think one that has value for both the farmer and the intern. Does the accommodation, good healthy food from the soil and the learning experience not have value too? What price can be put on fostering friendships and community? Intern and apprentice programs go far beyond what the intern provides to the farm.” Similarly, another farmer lauded the same benefits while stressing that “a paid position would be less likely to be a vehicle for change.” There is no doubt that internships defined by mutuality and reciprocity are a form of movement building and provide a valuable form of education, but does paying a wage necessarily detract from these facets of farm internships?

In many cases, our observations and our discussions with interns and farmers suggested that the most substantive internships were the ones that most closely paralleled what would be traditionally associated with work. When an internship looked like work, and felt like work for the interns, but was coupled with careful instruction, many non-waged farm workers reported receiving a robust education. When the internships were less structured and when the work was not overly demanding, such arrangements appeared to be more of an ‘experience’ rather than a nuanced and embodied form of education and work. This creates several interesting contradictions that are worth reflecting on.

Interestingly, many farmers stated their farm operations became more viable at a financial and functional level when they started to pay their interns and/or made the decision to hire paid workers.

Several farmers suggested that the relationship between education and work is a zero sum game in which dedicating more time to education means less work is accomplished. This, in turn, justifies the lack of pay because the benefits are non-monetary in substance. However, this is not necessarily the case if the internships that closely parallel farm work are the ones delivering a substantive and quality education to the interns. But this scenario also raises a thorny issue as farm owners and operators are open to the critique that ‘if it looks like work, it should be paid like work’. Nevertheless, some farmers have responded, “we don’t even pay ourselves, how can we pay our interns?” In contrast, others explained that “internships are inter-generationally unjust” and “that everyone should make a living wage”.

Interestingly, many farmers stated their farm operations became more viable at a financial and functional level when they started to pay their interns and/or made the decision to hire paid workers. Furthermore, they told us that expectations were clearer between interns and farm operators, workers were more productive and the farmers reported spending far less time re-training each new group of interns and volunteers while also mediating on-farm social dynamics.

These reflections leave several lingering questions. First, were the farms that transitioned away from interns able to achieve this because of their earlier reliance on non-waged workers? Second, have organic and agroecological farms that have moved towards paid workers been able to maintain their ‘alternative’ character, that is, community orientations and the commitment to social movement building?

In our next installment we will look more deeply into the social identity of ecological farm interns and the ways that this may have broader impact on the future of the food movement. If you would like more information on the project, to comment on these issues or contact us please visit our website: foodandlabour.ca.

Dr. Michael Ekers is an Assistant Professor in Human Geography at the University of Toronto Scarborough. His work mobilizes social and political theory and political economic approaches to understand the making of different environments and the cultures of labour in environmental spaces.

Dr. Charles Levkoe is the Canada Research Chair in Sustainable Food Systems and an Assistant Professor in Health Sciences at Lakehead University. He has been involved in food sovereignty work for over 15 years in both the community and academic sectors. His ongoing community-based research focuses on the opportunities for building more socially just and ecologically sustainable food systems through collaboration and social mobilization.

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