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Position Statement DRAFT
Position Statement DRAFT Removing Barriers to Career
Progression for Women in the
Geosciences
GSA members are invited to submit comments and sugges-
tions regarding the following Position Statement draft by
15 Feb. 2018 at www.geosociety.org/PositionStatements.
STATEMENT
The Geological Society of America (GSA) strongly endorses
the right for all to work in a safe and supportive environment
where trust, respect, equity, fairness, accountability, and justice as lower salaries, lower performance reviews, less mentoring,
are honored. Data reveal that women are underrepresented in
the geoscience workplace and women of color even more so.
Women frequently face systemic challenges: They are often
paid less than men for the same jobs; receive fewer professional
awards to recognize their accomplishments; are disproportion-
ately burdened by service roles; are disadvantaged if they fol-
low alternative career paths due to life circumstances; and often
are perceived as less competent than males with identical
accomplishments and qualifications. In addition, women of
color experience the double bind of gender and racial discrimi-
nation, which provides additional challenges to equity. GSA is
committed to policies, programs, and services that will ensure
the success of women in the geoscience professions.
Purpose
This position statement (1) affirms the pressing need for a
change in professional culture so that all people are welcomed,
supported, and thrive in the geoscience profession, and for poli-
cies that aspire to the highest standards of conduct as a profes-
sional society; (2) advocates for resolving implicit and explicit
biases and the elimination of harassment, including bullying
and sexual misconduct in the workplace; and (3) recommends
elevated personal and professional responsibility and evidence-
based policies that extend beyond civil and legal remedies, to
promote inclusive, safe, and productive environments in the
geoscience classroom, office, laboratory, and field.
RATIONALE
Underrepresentation of Women in the Workplace
Women account for 47% of the United States workforce, but
only 28% of geoscientists and environmental scientists.
Furthermore, in the geosciences women hold only 15% of full
professor positions despite earning 43% of doctoral degrees.
Women of color represent less than 5% of geoscience degrees
and less than 1% of all geoscience faculty positions, despite
minority women comprising 18% of the United States popula-
tion. The geoscience profession, and society at large, cannot
afford to lose this human capital if we are to remain at the fore-
front of discovery and innovation critical to understanding
Earth and its interactions with human society.
44 GSA Today | January 2018
Summary of Systemic Challenges to the Success of Women in
the Geosciences
Research indicates that women routinely face more challenges
in career advancement than men. The recommended reading list
at the end of this document provides the research foundation that
supports the rationale for this position statement. Challenges faced
by women include both “push” and “pull” factors. Push factors are
those that nudge women out of their chosen career paths; e.g., a
negative culture toward women in STEM, implicit bias, micro-
aggressions, and other subtle hostilities; and the less subtle sexual
harassment, harassment in general, and bullying. Inequities such
fewer opportunities for informal networking within a male-domi-
nated field, and diminished opportunities for professional rewards
and recognition are well documented. Pull factors impact women
by pulling them away from the workplace. For example, women
are more likely than men to bear a disproportionate burden of
familial responsibilities, particularly when the workplace lacks
family-friendly policies and flexible career paths for women. Dual
career situations may also disadvantage women (the male partner
is more likely to have more lucrative compensation). Research
shows that women with children are far less likely to enter a ten-
ure-track position compared to men with children; whereas
women without children are roughly as successful as men with
children in obtaining tenure-track positions.
Pressing Need for Resolving Implicit and Explicit Biases
Implicit and explicit biases are beliefs and associations that
impact our perceptions and decision-making processes. These
biases result from prevailing stereotypes in society and can
include race, gender, age, religion, appearance, disability, etc. To
ensure equity in the geoscience community, these biases must be
acknowledged and proactively addressed by the entire geoscience
community. The consequences of such biases are numerous and
well-documented in both STEM and non-STEM fields. Women
are far less likely than men to receive glowing letters of recom-
mendation and are more likely to receive negative teaching evalu-
ations compared to equivalent males. They are perceived as less
competent than men with similar qualifications, and are more
likely to be assigned manual labor and supporting roles rather
than big picture ideas and leadership. Women make up a dispro-
portionately small percentage of reviewers for geoscience jour-
nals. Research also suggests that male co-authors are perceived as
having contributed more than female co-authors. In addition,
women are more likely than men to be criticized for assertive
behavior—women who negotiate higher salaries are perceived as
“bossy” or “too aggressive” compared to men. Women also hesi-
tate to accept leadership positions because of the negative stereo-
type of aggressiveness associated with such positions. This is
compounded by the observation that women have less access to
senior leaders, even though mentorship by senior leaders is con-
sidered essential for professional success. Women and minorities
are also less likely to receive enthusiastic Ph.D. mentorship com-
pared to white male students and are underrepresented in the