Academic leaders must support inclusive scientific communities during COVID-19

Maas, Bea; Grogan, Kathleen E.; Chirango, Yolanda; Harris, Nyeema C.; Liévano‐Latorre, Luisa Fernanda; McGuire, Krista L.; Moore, Alexandria C.; Ocampo‐Ariza, Carolina; Palta, Monica M.; Perfecto, Ivette; Primack, Richard B.; Rowell, Kirsten; Sales, Lílian P.; Santos‐Silva, Rejane; Silva, Rafaela Aparecida da; Sterling, Eleanor J.; Vieira, Raísa Romênia Silva; Wyborn, Carina; Toomey, Anne

doi:10.1038/s41559-020-1233-3

Cited by 55 publications

(45 citation statements)

References 8 publications

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“…Although the present study focused on gender inequalities in editorial boards, we reinforce that other minorities, as researchers from the Global South and persons with disabilities, also are underrepresented in editorial boards. Diverse and inclusive teams tend to be more productive and conduct high-impact research ( Maas et al, 2020 ).…”

Section: Discussionmentioning

confidence: 99%

“…Policies and initiatives that promote gender balance can act at different levels: publishing companies should adopt policies that promote actively women inclusion in editorial boards; editors can promote women inclusion in their workplaces, and academy members should value women's work and improve work conditions to ensure that women can occupy leadership positions. Some activities that can be executed by all academic members should include an equal distribution of communal tasks, recognition of individual and communal work, and strengthening of diversity, equity, and inclusion measures in academic spaces ( Maas et al, 2020 ). Furthermore, academic leaders can promote actions that ensure retention in a scientific career, as securing funding, scholarships, and other resources ( Maas et al, 2020 ), and promoting grants designed to support academics with families ( Staniscuaski et al, 2020 ).…”

Section: Discussionmentioning

confidence: 99%

“…Some activities that can be executed by all academic members should include an equal distribution of communal tasks, recognition of individual and communal work, and strengthening of diversity, equity, and inclusion measures in academic spaces ( Maas et al, 2020 ). Furthermore, academic leaders can promote actions that ensure retention in a scientific career, as securing funding, scholarships, and other resources ( Maas et al, 2020 ), and promoting grants designed to support academics with families ( Staniscuaski et al, 2020 ). As women achieve more security and stability in their academic careers, they improve their life quality and can compete more equally with men for leadership positions.…”

Section: Discussionmentioning

confidence: 99%

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Pervasive gender bias in editorial boards of biodiversity conservation journals

Liévano‐Latorre

Silva

Vieira

et al. 2020

Biological Conservation

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Women are underrepresented in professional spaces, particularly at leadership positions. In science, the participation in editorial boards of journals is evidence of a high reputation within a specialty or field. Therefore, female presence in editorial boards can be used as a proxy for female presence and leadership in academic spaces. Here, we assessed the gender composition in editorial boards of 31 biodiversity conservation (BC) journals included in the Web of Science and obtained information on current and past editorial boards of these journals. We found pervasive gender bias in the editorial boards of the main scientific BC journals. Current editorial boards were composed of 1251 editors, of which only 28.7% were women. Nevertheless, gender biases are becoming smaller over time. Our projections indicate that BC journals may achieve gender balance in their editorial boards by the year 2038. We argue that a diverse and inclusive editorial board has greater chances to propose innovative solutions to conservation problems . Thus, the academic community, editors and journals must take proactive measures to achieve gender balance. Given that most editors are men, hiring women still depends on them; and these men need urgently to take their share of responsibility and be actors of change. More broadly, journals and science decision-makers must commit to their importance in the movement and start, for example, to hire and support women's work.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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Pervasive gender bias in editorial boards of biodiversity conservation journals

Liévano‐Latorre

Silva

Vieira

et al. 2020

Biological Conservation

Self Cite

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“…This was exemplified by national and world events that occurred in the summer of 2020. The social work classroom was not spared from the stress associated with navigating life during the time of COVID-19 (Maas et al, 2020). Nor was it unaffected by the uprisings across the nation which occurred in response to the killing of George Floyd (Sobo et al, 2020).…”

Section: Confronting Challenging Topicsmentioning

confidence: 99%

PLEASE be with me: benefits of a peer-led supervision group for early career social work educators

Wenocur

Page

Wampole

et al. 2020

Social Work with Groups

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Junior social work faculty members face numerous challenges in adapting to their roles and preparing for continued work in academia. Many of these challenges center around the tasks of teaching and advising. Peer-led, mutual support groups offer an accessible and effective approach to facilitating growth. Such groups offer support that addresses several common challenges facing new faculty, primarily by helping to combat isolation, and facilitate group attachment. The article draws from literature on mutual aid groups; and provides several examples illustrative of group processes from a model version of the group.

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“…Even in its initial days, the project's inclusive design rapidly allowed intercontinental and cross-sector collaborations, including with early-career scientists [25]. These collaborations have also broken silos between scientists and other ocean explorers (people who visit the ocean professionally, recreationally, or as tourists) and allowed for two-way conversations and alliances.…”

Section: Beyond Covid-19mentioning

confidence: 99%

A framework for mapping and monitoring human-ocean interactions in near real-time during COVID-19 and beyond

Ward-Paige¹,

White²,

Madin³

et al. 2020

Preprint

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The human response to the COVID-19 pandemic set in motion an unprecedented shift in human activity with unknown long-term effects. The impacts in marine systems are expected to be highly dynamic at local and global scales. However, in comparison to terrestrial ecosystems, we are not well-prepared to document these changes in marine and coastal environments. The problems are two-fold: 1) manual and siloed data collection and processing, and 2) reliance on marine professionals for observation and analysis. These problems are relevant beyond the pandemic and are a barrier to understanding rapidly evolving blue economies, the impacts of climate change, and the many other changes our modern-day oceans are undergoing. The “Our Ocean in COVID-19” project, which aims to track human-ocean interactions throughout the pandemic, uses the new eOceans platform (eOceans.co) to overcome these barriers. Working at local scales, a global network of ocean scientists and citizen scientists are collaborating to monitor the ocean in near real-time. The purpose of this paper is to bring this project to the attention of the marine conservation community and researchers wanting to track changes in their area. As our team continues to grow, this project will provide important baselines and temporal patterns for ocean conservation, policy, and innovation as society transitions towards a new normal. It may also provide a proof-of-concept for real-time, collaborative ocean monitoring that breaks down silos between academia, government, and at-sea stakeholders to create a stronger and more democratic blue economy with communities more resilient to ocean and global change.

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Academic leaders must support inclusive scientific communities during COVID-19

Cited by 55 publications

References 8 publications

Pervasive gender bias in editorial boards of biodiversity conservation journals

Pervasive gender bias in editorial boards of biodiversity conservation journals

PLEASE be with me: benefits of a peer-led supervision group for early career social work educators

A framework for mapping and monitoring human-ocean interactions in near real-time during COVID-19 and beyond

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