Page 65 - i1052-5173-30-10 + Annual Report

who are expected to reach out and bridge the 2. Practice inclusive pedagogy. Just like we ence, v. 11, p. 292–295, https://doi.org/10.1038/
s41561-018-0116-6.
actualities of our lives and the consciousness engage with scholarly literature to inform Bromery, R.W., et al., 1972, Minorities in the geo-
of our oppressor. … Whenever the need for our understanding of our geological sub- sciences: American Geological Institute: Geo-
some pretense of communication arises, those fields, a vast literature on DEI exists that times, v. 17, no. 2, p. 23–24.
who profit from our oppression call upon us to can inform our efforts in this space. Start Crenshaw, K., 1989, Demarginalizing the Intersec-
share our knowledge with them. In other a for-credit seminar or reading group to tion of Race and Sex: A Black Feminist Critique
words, it is the responsibility of the oppressed ignite and continue the conversation. of Antidiscrimination Doctrine, Feminist Theo-
ry and Antiracist Politics: University of Chicago
to teach the oppressors their mistakes” (Lorde, 3. Become a DEI leader. Organize for change Legal Forum, v. 1989, v. 1.
1984, p. 114). Rather than rely on this limiting, and get involved on your own campus Dinno, A., 2017, Homicide rates of transgender indi-
exploitative model, we must anticipate the (see efforts by graduate students at viduals in the United States: 2010–2014: Ameri-
needs of diverse communities and proactively the University of Massachusetts Amherst, can Journal of Public Health, v. 107, p. 1441–1447,
meet them. To put it differently, a coherent https://eos.org/opinions/whats -in- a-seminar), https://doi.org/10.2105/AJPH.2017.303878.
framework for inclusion need never be within a broader affinity group (see the Durso, L.E., and Gates, G.J., 2012, Serving Our
expanded to cover new groups—rather, it crit- GeoLatinas: https://twitter .com/ geolatinas), Youth: Los Angeles, California, The Williams
Institute with True Colors Fund and The Palette
ically examines existing structures that pro- or with an international professional orga- Fund.
hibit broader participation and dismantles nization (volunteer for a leadership/diver- Hearn, J., and Louvrier, J., 2016, Theories of Differ-
them. In this way, representation and inclu- sity position with, for example, GSA, the ence, Diversity, and Intersectionality: Oxford, UK,
sion fundamentally differ. For example, the American Geophysical Union (AGU), or Oxford University Press, https://doi.org/10.1093/
oxfordhb/9780199679805.013.28.
presence of an LGBTQ+ faculty member may the American Meteorological Society). Human Rights Campaign in partnership with
help LGBTQ+ students feel a sense of belong- 4. Hold institutions accountable to their Trans People of Color Coalition, 2015, Address-
ing (Yoder and Mattheis, 2015). Yet, a depart- most vulnerable members. The success- ing Anti-Transgender Violence: Exploring Re-
ment or organization does not need to hire an ful social media campaign (Tanner, 2019) alities, Challenges and Solutions for Policy-
LGBTQ+ faculty member in order to be to remove the BYU job advertisement from makers and Community Advocates: https://
inclusive of LGBTQ+ people. In fact, such an the GSA and AGU job boards because it assets2.hrc.org/files/assets/resources/HRC
-AntiTransgenderViolence-0519.pdf.
approach reduces someone along a singular was inconsistent with the associations’ Lorde, A., 1984, Age, race, class and sex: Women
axis of their identity and expects them to rep- commitments to diversity and inclusion redefining difference, in Lorde, A., ed., Sister
resent a community whose experiences are demonstrates the power that individuals Outsider: Berkeley, California, Crossing Press,
manifold. A wide variety of resources, includ- have to effect change, especially when we 192 p.
ing on-campus groups, national affinity net- uplift and amplify marginalized voices. Mattheis, A., Cruz-Ramírez De Arellano, D., and
works, and professional organizations provide All institutions have room to improve with Yoder, J.B., 2019, A model of queer STEM iden-
suggestions about making a department more regard to broadening participation, but half a tity in the workplace: Journal of Homosexuality,
p. 1–25, https://doi.org/10.1080/00918369.2019
inclusive of marginalized people. We should century of efforts to diversify the geosci- .1610632.
use them. ences have been stonewalled by myriad Núñez, A.-M., Rivera, J., and Hallmark, T., 2019,
obstacles (Bromery et al., 1972; Bernard and Applying an intersectionality lens to expand eq-
WHERE DO WE GO FROM HERE? Cooperdock, 2018). We cannot expect that uity in the geosciences: Journal of Geoscience
Geosciences departments, professional rearticulating the same tired commitments Education, v. 68, p. 97–114, https://doi.org/ 10.1080/
10899995.2019.1675131.
societies, and funding agencies are reaf- will result in a different outcome. Instead, NSF, 2019, Women, Minorities, and Persons with
firming their commitments to DEI. But the we must be bold and brave in pursuit of our Disabilities in Science and Engineering: 2019:
discourse is muddled by the lack of a shared goals. Use the principles laid out here to Alexandria, Virginia, National Science Founda-
framework for what it means and why we inform the everyday decisions that over time tion Special Report NSF 19-304.
pursue it. We have identified broadly appli- create the fabric of geoscience culture we Tanner, C., 2019, Two science societies removed
cable principles to form the core of a coher- inhabit. The responsibility to fulfill our BYU job postings over the school’s honor code
ban on ‘homosexual behavior’: The Salt Lake
ent, sustainable, and effective model of vision of diversity falls to every one of us. Tribune, 11 Nov. 2019, https://www.sltrib.com/
inclusion. There are also many hopeful and What action will you take to achieve it? news/education/2019/11/11/two-science-societies/
effective examples of how you can advance (accessed 3 Aug. 2020).
DEI goals: ACKNOWLEDGMENTS Wilson, C.E., 2014, Explanation of the Predicted
1. Leverage your position and privilege to We thank two anonymous reviewers and editor Geoscience Workforce Shortage: Geoscience
Currents, v. 93.
improve your community. Identify con- Mihai Ducea for feedback that improved the Yoder, J.B., and Mattheis, A., 2015, Queer in
texts in which you personally have power manuscript. STEM: Workplace experiences reported in a na-
and influence. Be it a meeting with admin- tional survey of LGBTQA individuals in science,
istrators, the graduate student union, or REFERENCES CITED technology, engineering, and mathematics ca-
sorority, we all inhabit spaces where our Abbott, B., Radebaugh, J., and Jensen, J.L., 2019, reers: Journal of Homosexuality, v. 63, p. 1–27,
voices are valued. Share your interest in Does our vision of diversity include social con- https://doi.org/10.1080/00918369.2015.1078632.
advancing DEI in the geosciences within servatives?: Eos (Washington, D.C.), v. 100, Manuscript received 17 nov. 2019
https://doi.org/10.1029/2019EO136069.
these spaces, and use your influence there Bernard, R.E., and Cooperdock, E.H., 2018, No revised Manuscript received 8 June 2020
to motivate others. progress on diversity in 40 years: Nature Geosci- Manuscript accepted 21 July 2020

www.geosociety.org/gsatoday 65