A Short Glossary of Inclusive Language

Craig, Susanne; Bhatt, EeShan

doi:10.5670/oceanog.2021.207

Cited by 3 publications

(2 citation statements)

References 1 publication

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“…Gender equity aims for fairness between genders, recognizing that some genders start from a place of disadvantage, with imbalances that must be addressed. Gender equality, by contrast, means providing the same to people of all genders, assuming that people of different genders experience the same advantages and disadvantages (Black 2020, Craig & Bhatt 2021.…”

Section: Introductionmentioning

confidence: 99%

Gender Equity in Oceanography

Legg

Wang

Kappel³

et al. 2023

Annu. Rev. Mar. Sci.

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Gender equity, providing for full participation of people of all genders in the oceanographic workforce, is an important goal for the continued success of the oceanographic enterprise. Here, we describe historical obstructions to gender equity; assess recent progress and the current status of gender equity in oceanography by examining quantitative measures of participation, achievement, and recognition; and review activities to improve gender equity. We find that women receive approximately half the oceanography PhDs in many parts of the world and are increasing in parity in earlier levels of academic employment. However, continued progress toward gender parity is needed, as reflected by metrics such as first-authored publications, funded grants, honors, and conference speaker invitations. Finally we make recommendations for the whole oceanographic community to continue to work together to create a culture where oceanographers of all genders can thrive, including eliminating harassment, reexamining selection and evaluation procedures, and removing structural inequities. Expected final online publication date for the Annual Review of Marine Science, Volume 15 is January 2023. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

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Section: Introductionmentioning

confidence: 99%

Gender Equity in Oceanography

Legg

Wang

Kappel³

et al. 2023

Annu. Rev. Mar. Sci.

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“…Although respondents did not highlight lack of training or opportunities as the most significant barrier to broadening participation in the ocean sciences, discussions on gatekeeping and cultural norms in the field indicated that existing opportunities are neither well communicated nor are they accessible to diverse participants. As we distinguish equity from equality (see Figure 1 in Craig and Bhatt, 2021), it is clear that a focused effort to communicate educational and career opportunities to individuals from marginalized and underserved groups is critical to overcoming this barrier to diverse participation.…”

mentioning

confidence: 99%

Community Perspectives on Justice, Equity, Diversity, and Inclusion in Ocean Sciences: A Town Hall Discussion

Meyer‐Gutbrod¹,

Pierson²,

Behl³

2023

Oceanog

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Professional and scientific societies are increasingly engaging in efforts to create a science community that manifests justice, equity, diversity, and inclusion (JEDI). However, progress assessment is challenging, and opportunities for community feedback are limited. During the 2022 Ocean Sciences Meeting, the Oceanography Society (TOS) JEDI committee led an interactive Town Hall to collect feedback from conference participants and TOS membership on three themes: challenges, initiatives, and opportunities related to advancing JEDI in ocean sciences. This Town Hall was preceded by a survey that was administered to the TOS membership. Survey respondents and Town Hall participants provided valuable observations and synthesis on the past, present, and future of JEDI work in ocean sciences. Discussion included both positive efforts and outcomes of JEDI work as well as harmful and ineffective practices. This paper synthesizes feedback received and highlights ways in which the ocean sciences community and professional and scientific societies can advance similar work. Gatekeeping, a system of implicit or explicit cultural and institutional constraints to and requirements for entry into a field, was identified as the most significant challenge to diversifying the ocean sciences. The majority of survey respondents agreed that efforts to broaden participation have been successful, and identified specific initiatives that have been effective, including the development and support of mentorship and training programs and partnerships with minority-serving institutions. Some challenges to advancing JEDI initiatives include targeted recruitment from the most “elite” institutions and “parachute science.” Respondents agreed that professional and scientific societies have an important role to play in advancing JEDI in ocean sciences. Participants discussed strategies to broaden participation, including efforts that can be employed by professional and scientific societies such as regular data collection on demographics, improved information sharing, and stricter codes of conduct at professional meetings. We conclude by summarizing some new TOS-led initiatives that are designed to promote JEDI in ocean sciences and beyond.

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All employees benefit: arguments that help increase support for affirmative action in academic careers

Komlenac,

Neugebauer,

Birke

et al. 2023

Humanit Soc Sci Commun

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The goal of affirmative action programs is to establish equal opportunities for women and men. Past research has focused on one type of affirmative action, namely quotas, and found that the implementation of quotas is often met by a backlash from employees. The current study adds to the literature by investigating fairness and importance perceptions of career development programs offered only to women at Austrian universities or the Austrian Science Fund. Using the model of attitudes toward affirmative action programs the current experimental study tested whether providing participants with information about the benefits (gain-message condition) or costs (loss-message condition) of the implementation of affirmative action programs influenced participants’ perceptions of affirmative action programs. In the current online study, the 510 participants (52.5% cisgender women and 47.5% cisgender men; Mage = 29.5, SD = 9.5) from German-speaking countries in Europe gave on average higher fairness and importance ratings to career development programs offered to all employees than to such programs offered specifically to women. Men in the gain-message condition and loss-message condition gave higher fairness ratings to affirmative action programs than did men in the control condition (i.e., men who read a text that gave no justification for the implementation of affirmative action programs). Men in the gain-message condition also gave higher importance ratings to affirmative action programs than did men in the control condition. Women were not influenced in their ratings by the justification of the implementation of affirmative action programs. Nevertheless, women’s perceptions of affirmative action programs were more favorable than men’s. When implementing affirmative action programs in organizations, providing information that explains why affirmative action is needed and how all employees benefit therefrom can increase support from men who, as seen from past research, are known to be most opposed to affirmative action.

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A Short Glossary of Inclusive Language

Cited by 3 publications

References 1 publication

Gender Equity in Oceanography

Gender Equity in Oceanography

Community Perspectives on Justice, Equity, Diversity, and Inclusion in Ocean Sciences: A Town Hall Discussion

All employees benefit: arguments that help increase support for affirmative action in academic careers

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