About Me

Suzanne Nievaart is a writer based in Victoria, BC, Canada. She is an immigrant settler from the Netherlands. She lives in original, unceded and traditional territory of the Swenghwung, currently known as the Songhees First Nation, who are a linguistic subset of the Lekwungen, of the Coast Salish people.  Acknowledging the territory is to recognize the myriad ways that our larger colonial communities are implicated in the ongoing impacts on Indigenous people and to work towards a more intersectional approach to challenging power and privilege.

Suzanne has a background in both the social sciences and the arts. She holds an M.A. in Latin America Studies and a B.Sc. in Social Anthropology and Sociology from the University of Amsterdam. Suzanne has over 20 years of experience in the performing and visual arts, and over ten years of experience in research, writing, and visual documentation in collaboration with NGOs, community-based organizations, and Indigenous communities in Chile, India, the Netherlands, and Canada.

With Tom Deiters, she made “Toxic Tears”, a film about farmer suicides and the impacts of the green revolution in India. Her passion for the social sciences, research and writing is infused with a relentless curiosity about humanity and a dedicated capacity for complex analyses of social phenomena. Suzanne is the proud mother of one beautiful young boy, whom she is gratefully raising in this breathtaking, peaceful corner of the world: Victoria, BC, Canada.

Interests:
* decolonization/decolonial dialogues
* policy analysis
* sustainability/sustainable development/CSR
* environmentalism and environmental impact assessments
* ethnic identity and multiculturalism
* migration/refugees/exile
* gender
* children and youth
* addictions and mental health
* domestic violence
* health care policy
* chronic disease
* Latin America/North America/Europe
* parenting, families, reproductive health
* occupational health
* agricultural health/organic farming/GMOs
* social movements and political protest
* travel/tourism

2 responses to “About Me

  1. Michael Major

    Hello Suzanne, I’ve just finished reading the Vancity 8 page brochure “Vote now and choose what comes next.” and I am appalled. Vancity is justifying its policy of targeted recruiting of “recommended” candidates for credit union directors based on an advisory to do so originating in the BCFSA. This policy is strongly exclusionary in that it wrongly focusses recruiting on executive staffing priorities and it presumes equivalency between executive staffing priorities and credit union member priorities for organization direction. The “Vote now” document identifies the priorities for recommended candidates and let’s face it, the culture and democracy of Vancity such as it is, almost ensures that anyone who is not recommended will be most unlikely to be elected unless they have very strong name and character recognition in the wider community. The priority characteristics for recommendation are: 1, professional financial industry experience, particularly in lending and treasury; 2, risk management expertise; 3, complex business experience including examination of financial reports in relation to strategic and financial business plans; 4, digital transformation experience. These identified characteristics are all C-suite executive staff hiring priorities, which may have significant relevance to credit union operations and which should perhaps inform board deliberations, but the directorial & navigational priorities of the organization and its perception of its environment and opportunity are probably better not being identical to the executive staff priorities. In my view of Vancity during the last 50 years, the organization has unfortunately become increasingly staff focussed rather than member focussed. The board function is perceived by the staff on the other hand as largely advisory, collaborative and ancillary to the executive function, and that a strong board addressing significant challenges to the organizational survival, membership values and community outreach of credit union, risks conflict with echelon staff priorities and particularly their career development opportunities within the narrow and insular field of Canadian financial institutions. My point here is that your having not been executive staff vetted and recommended, better allows you to raise the issues of organizational governance and navigation which are submerged and to some extent frustrated within a board dominated by staff priorities. Understanding this and that the requirement for a board which is tolerated by staff and knows its own separate careerist place is both an opportunity and source of frustration for a community and member activist. I hope you are elected, and that you may see a worthwhile opportunity for repositioning and swinging Vancity from staff priorities to membership and community priorities. I am going to vote solely for you. Good luck.

    \\Michael Major

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