“Enriching Lives within Sedimentary Geology”: Actionable Recommendations for Making SEPM a Diverse, Equitable and Inclusive Society for All Sedimentary Geologists

Abstract

Innovative science benefits from diversity of thought and influence at all waypoints along the scientific journey, from early education to career-length contributions in research and mentorship. Scientific societies, like the Society for Sedimentary Geology (SEPM), steward their innovators and the direction of the science, thereby defining the societal impact and legacy of a discipline. They are uniquely positioned to promote the representation and success of all scientists, including those from minoritized groups or populations, through proactive advocacy, and inclusive mentorship, awards, and leadership. We introspectively review available records of SEPM, to identify areas for growth and begin a dialogue about how the society and its members can work together to better reflect our community. In the last decade, SEPM has seen a decline in membership, while representation and recognition of members from underrepresented groups has remained low. Awards and honors have overwhelmingly gone to men, even in the last ten years, and very few women or people of color are in leadership roles. We provide recommendations for swift actions that SEPM and its members should undertake for the society to become a diverse, inclusive, and equitable environment where all scientists thrive. The systemic changes needed will take continuous effort, which must be shared by all of us, to build an enduring legacy that we can all be proud of.

Uniting to Advance Diversity, Equity, and Inclusion in a Pandemic and Post-Pandemic World

“…This collective work is of long-term impact because it strives to free the system of flawed stereotypical notions, unconscious bias, problematic elitism, cronyism, other unacceptable prejudice, and overt negative conduct associated with inhibiting, demeaning, diverting, forcing or creating fear in others (e.g., unwanted intrusion, practical jokes, gossip, innuendo, gaslighting, blocking of opportunities, assigning menial tasks, overloading, taking or not giving credit for peoples' work and ideas, shouting / swearing / unspoken gestures, or other verbal / physical aggression and abuse linked to harassment, bullying, and / or victimisation). Such contributions, wider published works, and the guidelines of major government and professional bodies prove that we are very far from alone in our convictions to bring about positive professional reforms to improve friendliness while eradicating racism and other bias (see Jermak, 2018;Greider et al, 2019;Agarwal, 2020;Brazil, 2020;Breaking Barriers, Changing Culture, ENAR, Research Integrity, Science Europe, and University Challenge Reports;Cech and Waidzunas, 2021;Devakumar et al, 2020;Dzombak, 2020;EC Diversity and Inclusion Charter;EGU DEI Special Issue, 2020;Fernandes et al, 2020;McKinnon and O'Connell, 2020;Powell et al, 2020;Tager, 2020;van Zyl et al, 2020;and Woolston, 2020 -plus further published examples may be requested of your libraries). In support of the needs of the diversity, equity, and inclusion (DEI) remit in the near term EAG and its community plan to deliver a range of activities such as those pervading the 2021 Goldschmidt Conference and a co-sponsored session at EGU.…”

Equality, diversity, inclusion: ensuring a resilient future for geomorphology

“…Like other organizations, the BSG has developed a Meetings Code of Conduct and a Professional Ethics Policy to deter any harassment, bullying and discrimination, but there may be other actions that can be taken to further engender a welcoming, inclusive culture in geomorphology (cf. Fernandes et al ., 2020).…”