How to Be an Ally to Women in Fisheries Science

Crandall, Chelsey; Baumann, Jessica; Cooney, Patrick; Croteau, Amanda C.; Croxton, April; Flaherty-Walia, Kerry E.; Kerns, Janice A.; Kraus, Richard T.; Morales, Nia

doi:10.1002/fsh.10565

Cited by 8 publications

(9 citation statements)

References 27 publications

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“…Addressing systemic discrimination requires a sustained commitment from all facets of society membership. For instance, the labor of leading JEDI initiatives tends to be taken on by URMs, and the long-held, institutionalized nature of discrimination means that it often goes unseen and unacknowledged by unaffected members (Crandall et al, 2021). Leadership and members can take action by recognizing these ongoing inequalities, engaging in education and organizational stock-taking, and by acting as proactive allies (Crandall et al, 2021).…”

Section: Accounting For Unequal Barriers To and Opportunities For Adv...mentioning

confidence: 99%

Pathways to Justice, Equity, Diversity, and Inclusion in Marine Science and Conservation

Johri

Carnevale²,

Porter³

et al. 2021

Front. Mar. Sci.

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Marine conservation sciences have traditionally been, and remain, non-diverse work environments with many barriers to justice, equity, diversity, and inclusion (JEDI). These barriers disproportionately affect entry of early career scientists and practitioners and limit the success of marine conservation professionals from under-represented, marginalized, and overburdened groups. These groups specifically include women, LGBTQ+, Black, Indigenous, and people of color (BIPOC). However, the issues also arise from the global North/South and East/West divide with under-representation of scientists from the South and East in the global marine conservation and science arena. Persisting inequities in conservation, along with a lack of inclusiveness and diversity, also limit opportunities for innovation, cross-cultural knowledge exchange, and effective implementation of conservation and management policies. As part of its mandate to increase diversity and promote inclusion of underrepresented groups, the Diversity and Inclusion committee of the Society for Conservation Biology-Marine Section (SCB Marine) organized a JEDI focus group at the Sixth International Marine Conservation Congress (IMCC6) which was held virtually. The focus group included a portion of the global cohort of IMCC6 attendees who identified issues affecting JEDI in marine conservation and explored pathways to address those issues. Therefore, the barriers and pathways identified here focus on issues pertinent to participants’ global regions and experiences. Several barriers to just, equitable, diverse, and inclusive conservation science and practice were identified. Examples included limited participation of under-represented minorities (URM) in research networks, editorial biases against URM, limited professional development and engagement opportunities for URM and non-English speakers, barriers to inclusion of women, LGBTQ+, and sensory impaired individuals, and financial barriers to inclusion of URM in all aspects of marine conservation and research. In the current policy brief, we explore these barriers, assess how they limit progress in marine conservation research and practice, and seek to identify initiatives for improvements. We expect the initiatives discussed here to advances practices rooted in principles of JEDI, within SCB Marine and, the broader conservation community. The recommendations and perspectives herein broadly apply to conservation science and practice, and are critical to effective and sustainable conservation and management outcomes.

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Section: Accounting For Unequal Barriers To and Opportunities For Adv...mentioning

confidence: 99%

Pathways to Justice, Equity, Diversity, and Inclusion in Marine Science and Conservation

Johri

Carnevale²,

Porter³

et al. 2021

Front. Mar. Sci.

View full text Add to dashboard Cite

show abstract

“…Although a bit dated, it begs the question “How much support do you have in your workplace for families and mothers? Does early career family support exist in your institution?” Crandall et al (2021) points out that the Federal Pregnancy Discrimination Act is in place to prevent discrimination against pregnant women; however, this act does not require that hazardous workplaces alter job duties. Crandall et al (2021) and Burdett et al (2022) suggest that workplace inequality could be diminished by ensuring maternity/paternity leave and increasing post‐pregnancy support.…”

Section: What Can We Do?mentioning

confidence: 99%

Widening Cracks in an Already Leaky Pipeline

Zipp

2022

Fisheries

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“…Does early career family support exist in your institution?" Crandall et al ( 2021 ) points out that the Federal Pregnancy Discrimination Act is in place to prevent discrimination against pregnant women; however, this act does not require that hazardous workplaces alter job duties. Crandall et al ( 2021 ) and Burdett et al ( 2022 ) suggest that workplace inequality could be diminished by ensuring maternity/paternity leave and increasing post-pregnancy support.…”

Section: We Must Support Mothers and Familiesmentioning

confidence: 99%

“…A male majority over the age of 35 is demonstrated in marine and fi sheries science, suggesting that there is a loss of later career individuals who identify as female (Burdett et al 2022 ). I will not dedicate space convincing you that social and institutional barriers exist, but instead refer you to the Crandall et al ( 2021 ) article "How to Be an Ally to Women in Fisheries Science." This piece did a thorough job of presenting the evidence of continued verbal and institutional bias against women that continues to siphon off young promising professionals.…”

Section: My 2022-2023 Outlook For Afsmentioning

confidence: 99%