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Group participants: Kiki, Aurelie, Matthew, Alexis, Andy, Roy, Lars, Yeung, Jody

Benefits of a diverse community

Different views

Not everyone has same background. Exposed to a range.

There is research suggesting greater productivity with diverse backgrounds.

OTOH productivity is not the only reason for this.

Diversity not only of gender and race but also condition ie single mother.

For climate science the ones who stand to lose the most are not at the table. Not good/equitable.

Want the best people doing things and if only a small subset of people are invited that is a disservice to the endeavor of discovering things.

This also holds in recruiting. A greater pool.

Role models in senior positions can inspire future generations to participate.

E.g. Alaska coastal communities - same indigenous people are always invited to participate. So individuals not only are asked to represent a whole community which is not a bloc but also have to serve disproportionately much more on committees etc. There is an analogue in departments e.g. women and people of color are asked to serve on committees disproportionately.

Gets people out of intellectual ruts.

In visual imagery and other media representations, diversity shows that everyone can do it not just the majority.

Trust. People who look like me do this too. And they are asking questions that are of interest to me.

Avoids echo chambers by having a broader range of stakeholders in the room. E.g. indigenous communities.

Suggestion for a power hour or a session with science questions of interest to indigenous speakers. Careful to avoid tokenism.

Learning more and challenging our implicit biases. Being broad on what those biases are.

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Grad school doesn’t pay enough and life in student cities is expensive 

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Grad school doesn’t pay enough and life in student cities is expensive 

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Challenge: particularly for internationals (visa, application fees, test fees); but generally very little money compared to level of education

Solution: making application free; supporting students to move and/or getting started; generally raises => unionizing is a valuable tool to tackle these issues

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Programs - pieces of advice and mentoring shared with potential applicants

Diversity Officer - don‘t put the work of making the environment more inclusive on the shoulders of the underrepresented, less privileged groups

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Positive discrimination in hiring process

With rejection offer advice on how to improve

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Problem: you Need decent sample sizes To do statistics, but at the Moment we are Not very diverse

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Bring in diverse students for undergraduate summer internships

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Bring in diverse students for undergraduate summer internships

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Different Labs and different countries are less well equipped than others to finance fieldwork and conference/networking opportunities 

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Different Labs and different countries are less well equipped than others to finance fieldwork and conference/networking opportunities 

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Solution attempts:

1) being open science advocates and support data sharing opportunities since fieldwork is expensive

2) incorporate people from different institutions into our own networks to make every opportunity count

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Reach outside network

Awareness in oceanography of reaching out to other groups

Be accepting of differing reasons for entering the field

Awareness of the lack of diversity but not as a reason to do nothing

Expanding the definition of who is a part of oceanography

High school students

Bring in families and communities to expand diversity. Outreach not only to students but also their network or community to make them aware that oceanography is a viable career

Don't assume everyone fits the mold of having a connection to the ocean or the outside

Potential on-ramp coding does not mean only working for Microsoft and google. Coding for oceanography

Seagoing oceanography not being able to swim as a barrier Safety at sea is inclusivity at sea. Knocking down the "rugged" oceanographer stereotype.

Early career MPOWIR, polar impact, black in science, Chief scientist training cruises, apprentice style programs (avoiding the mini-clone)

Global connections, how do we promote connections, VISA restrictions meet where all can go, pay for travel, more virtual meetings but inequities internet, ONR support for international collaboration (Taiwan and India)

Support network for underrepresented groups, burden on individuals, need institutional recognition of being a minority and the work that entails, not having work fall disproportionately on minority mentors, working together on common issues

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Diversity Vision in application process, but what about Senior faculty? What are the incentives?

Group leaders have to set an example

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Start earlier - in school, in poorer communities

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Increase awareness of situations/environments that are less inclusive or may be hostile to certain groups (going to bar after fieldwork)

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Increase awareness of situations/environments that are less inclusive or may be hostile to certain groups (going to bar after fieldwork)

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Inclusion of new perspectives

Equity

Different POV of the world

New insight into ideas

Ensure pleasant, productive working environment

Welcoming, varied place

Diversity is basis of everything

Creative

Keep research open - Give everyone equal opportunities, ensure fairness

Keeps things interesting

See yourself in others - representation matters

Overcoming own biases even if they are subconscious

Creates a safe space and empathy for each other

Helps understand individual needs rather than your owN

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No clear feeding structure to attract diverse PO grad students 

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No clear feeding structure to attract diverse PO grad students 

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Problem: PO researchers typically interact with undergraduates in earth science programs, but that’s not necessarily the profile of the PO grad student who gets accepted into programs (eg sufficient math background)

Solution: don’t expect the required math, but rather implement well equipped math programs and teach what’s required when entering grad schools; acknowledge that not every PO Phd/PO problem requires an applied math background

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Actively recruit from minority serving institutions 

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Actively recruit from minority serving institutions 

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Meeting Hours during family-friendly times

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Actions that are effective to promote inclusivity.  training that is mandatory, initiatives that train 

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Actions that are effective to promote inclusivity.  training that is mandatory, initiatives that train 

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success of initiatives is top down, is top driven

Directed from top down, or at least people in power positions should be on board

Mandatory for PIs

Lysis is a good example

Training in compassion, soft skills

Need consequences for mildly bad behavior

Bottom up pressure to change the status quo, also in line with what people need

Communicate about ways to improve things especially if you have enough power

It takes effort

Inclusivity being formalized

Planning for issues

Explicit code of conduct

Eg on a ship training, first aid for inclusion

Ensure people have access to spaces, cheaper equipment, open source code, allocation of resources

Sharing resources , partnerships

Creating a community, someone needs to help to create that community for newcomers

Summary: creating an inclusive environment takes effort and resources.

Training can be successful. Having a structure to make places and spaces inclusive and engender communication. Structure is needed. And consequences are needed for bad behavior.

mandatory targeted training where persons in power have genuinely invested leadership goes a long way.

Eg time to think, lysis, code of conduct , ship training , plan for conflict

Commit to creating a diverse inclusive community

Take action to share resources, open source code, share equipment, create partnerships