The Diversity–Innovation Paradox in Science

By analyzing data from nearly all US PhD recipients and their dissertations across three decades, this paper finds demographically underrepresented students innovate at higher rates than majority students, but their novel contributions are discounted and less likely to earn them academic positions. The discounting of minorities’ innovations may partly explain their underrepresentation in influential positions… Read more »

Gender-Heterogeneous Working Groups Produce Higher Quality Science

The first empirical evidence to support the hypothesis that a gender-heterogeneous problem-solving team generally produced journal articles perceived to be higher quality by peers than a team comprised of highly-performing individuals of the same gender.

Research team performance

A blog post about how we can improve the creativity and performance of research teams

Stopping Harassment and Assault

NSF’s statement on harassment and assault which includes requirements instructions on reporting misconduct.

Anti-harassment/discrimination training materials

In support of the geoscience community’s attentiveness to developing a more inclusive culture that is resistant to harassment and discrimination, a collaborative effort to develop an anti-harassment/discrimination curriculum is underway. The curriculum is designed to be engaging and educative for undergraduate students, who may have little formal training in the terminology and concepts surrounding such… Read more »

Typical physics Ph.D. admissions criteria limit access to underrepresented groups but fail to predict doctoral completion

Researchers are urging universities across the United States to find a new way to identify the next generation of scientists. A new study discovered that traditional admissions metrics for physics Ph.D. programs such as the Graduate Record Examination (GRE) do not predict completion and hurt the growth of diversity in physics, which is already the… Read more »