Exclusionary Behaviors Reinforce Historical Biases and Contribute to Loss of Talent in the Earth Sciences. Issue 3 (23rd February 2023)

• Record Type: Journal Article
• Authors: Marin‐Spiotta, Erika; Diaz‐Vallejo, Emily J.; Barnes, Rebecca T.; Mattheis, Allison; Schneider, Blair; Berhe, Asmeret Asefaw; Hastings, Meredith G.; Williams, Billy M.; Magley, Vicki
• Is Part Of: Earth's future. Volume 11:Issue 3(2023)
• Page Start: n/a
• Page End: n/a
• Publication Date: 2023-02-23
• Subjects: diversity -- retention -- workplace climate -- harassment -- discrimination -- equity; Environmental sciences -- Periodicals; Environmental sciences; Periodicals; 550
• DOI: 10.1029/2022EF002912
• Languages: English
• ISSNs: 2328-4277

Abstract

Abstract: Geosciences remain one of the least diverse fields. Efforts to diversify the discipline need to address the role of hostile and exclusionary work and learning environments. A workplace climate survey distributed to five professional organizations illustrates varied experiences of earth and space scientists over a 12‐month period (pre‐COVID). A majority experienced positive interactions in the workplace. However, scientists of color, women and non‐binary individuals, scientists with disabilities, and lesbian, gay, bisexual, queer, pansexual, and asexual (LGBQPA+) scientists more frequently experienced negative interactions, including interpersonal mistreatment, discriminatory language, and sexual harassment. Geoscientists of color were more likely to experience devaluation of their work than white scientists. More than half of women and non‐binary respondents, as well as those who identify as LGBQPA+ experienced identity‐based discriminatory remarks. Disabled geoscientists were more likely to hear negative identity‐based language than those who did not disclose a disability. Overall, 14% of all respondents experienced sexual harassment in the previous year. Rates were greatest for historically excluded groups: non‐binary (51%), LGBQPA+ (33%), disabled (26%), women (20%), and geoscientists of color (17%). A majority of geoscientists reported avoiding their colleagues and almost a third considered leaving their institution or a career change. Historically excluded groups were more likely to report opting out of professional activities with potential career consequences. To address continued exclusion and low retention in the earth and space sciences, recruitment is not enough. We need to create environments that ensure opportunities for all to thrive. Plain Language Summary: The earth and space sciences are among the least diverse fields. Efforts to diversify the geosciences often focus on recruitment. However, we have not created environments where all geoscientists can thrive. Data collected from a workplace climate survey distributed through five professional organizations illustrates the varied experiences of earth and space scientists over the previous year (pre‐COVID). A large majority experienced positive interactions in the workplace. However, scientists of color, women, scientists with disabilities, non‐binary and LGBQPA+ (lesbian, gay, bisexual, queer, pansexual, and asexual) scientists more frequently experienced negative interactions at work compared to their colleagues. Geoscientists of color were more likely to have their work devalued than white scientists. More than half of women and non‐binary respondents, as well as LGBQPA+ scientists experienced identity‐based discriminatory remarks. Disabled scientists were more likely to hear negative identity‐based language than those without a disability. Rates of sexual harassment were greatest among historically excluded groups. Historically excluded groups were more likely to report opt‐out activities that can have negative professional consequences. Key Points: Workplace experiences in the geosciences differ by gender, race and ethnicity, sexual orientation, ability status, and career stage Historically excluded groups report more negative workplace environments and negative career outcomes Diversity, equity, and inclusion efforts need to address hostile behavior effects on careers and retention in the geosciences