Abstract. The geosciences are one of the least diverse disciplines in the United States, despite the field's relevance to livelihoods and local and global economies. Bias, discrimination, and harassment present serious hurdles to diversifying the field. These behaviors persist due to historical structures of exclusion, severe power imbalances, unique challenges associated with geoscientist stereotypes, and a culture of impunity that
tolerates exclusionary behaviors and marginalization of scholars from
underserved groups. We summarize recent research on exclusionary behaviors that create hostile climates and contribute to persistent low retention of diverse groups in the geosciences and other science, technology, engineering, and mathematics (STEM) fields. We then discuss recent initiatives in the US by geoscience professional societies and organizations, including the National Science Foundation-supported
ADVANCEGeo Partnership, to improve diversity, equity, and inclusion by
improving workplace climate. Social networks and professional organizations
can transform scientific culture through providing opportunities for
mentorship and community building and counteracting professional isolation
that can result from experiencing hostile behaviors, codifying ethical
practice, and advocating for policy change. We conclude with a call for a
reexamination of current institutional structures, processes, and practices
for a transformational and equitable scientific enterprise. To be truly
successful, cultural and behavioral changes need to be accompanied by
reeducation about the historical political structures of academic
institutions to start conversations about the real change that has to happen
for a transformational and equitable scientific enterprise.
Geoscience organizations shape the discipline. They influence attitudes and expectations, set standards, and provide benefits to their members. Today, racism and discrimination limit the participation of, and promote hostility towards, members of minoritized groups within these critical geoscience spaces. This is particularly harmful for Black, Indigenous, and other people of color in geoscience and is further exacerbated along other axes of marginalization, including disability status and gender identity. Here we present a twenty-point anti-racism plan that organizations can implement to build an inclusive, equitable and accessible geoscience community. Enacting it will combat racism, discrimination, and the harassment of all members.
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