Perspectives of interpersonal interventions at conferences to promote broader inclusion

Abstract

Conferences require a variety of interpersonal interactions starting with conference inception, leadership development, and progressing through organization, the dynamics of invitation, and participation. Thoughtful reasoning along with social connections at the interpersonal level are exemplified in the conference setting where ideas are exchanged and knowledge is shared. This engagement within a welcoming (warm) climate that promotes all voices being heard is essential in broadening inclusion for developing and recognizing a diverse cadre of scientists. Broader inclusion at the interpersonal level can be examined by applying the framework of the social cognitive theory, which considers interpersonal interactions based on many individual personal factors while engaging in an environment and impacting behavior. In this perspective, we share anecdotal experiences from our own involvement hosting (together with colleagues) four small, topically focused Chapman conferences between 2011 and 2016 as part of the American Geophysical Union (AGU). To promote broader inclusion and ethnographically observe outcomes in the conference environment, we look retrospectively at interactions of organizing leadership and participants with respect to diversity, e.g., geographical and cultural diversity, perceived gender, ableism, and disability. Focusing on interpersonal relationships within the conference environment, we highlight where interpersonal interactions and the climate that results can impact inclusive behavior. It is through observation and recognizing the successes and pitfalls that we identified potential key intervention targets.

Women Leadership in the AGU Chapman Conference Series: Convener Impacts on the Science Program Committee

“…While this action of boycotting can itself be a form of advocacy, it could also raise a dilemma in our opinion in that non‐participation itself can potentially counteract diversity. Furthermore, boycotting may not always be the answer, because there can be several reasons why an all‐male convener team exists, such as women stepping down from leadership due to over commitment in other areas (Else, 2019), as we also experienced in our own conferences (Smith‐Keiling & Keiling, 2023). There are fewer justifications for an all‐male SPC with more members.…”

“…One aspect within multi‐culturally diverse conference leadership invites leadership to develop interpersonal relationships beyond homophily. Then, with these diverse intersections in mind, we can consider key intervention points to broaden diversity not just at the participation level but at leadership (Smith‐Keiling & Keiling, 2023).…”

“…Our involvement in hosting four AGU Chapman conferences within the span of time analyzed provided both a motivating factor and a useful lens from within in understanding how leadership might provide an influencing factor on broadening diversity (Smith‐Keiling & Keiling, 2023). To ensure there was not bias, we examined the data with and without our conferences included.…”

“…To our knowledge, this relationship has not been closely investigated despite its potential downstream negative ramifications, such as an all‐male SPC with a deterrent effect on potential conference participants, versus a potential for positive outcomes with broader inclusion. In fact, through our own involvement in hosting four Chapman conferences, we saw the value of understanding how both leadership roles could enhance representation and be used to promote diversity through deeper interpersonal interventions (Smith‐Keiling & Keiling, 2023). Motivated by this experience, the study outlined here was important as a first step in collecting data in order to see how our work fit into the context of Chapman conferences overall.…”