Interesting insights in this review from ADVANCEGeo leaders about how changes have been implemented and measured versus what is known about what is likely to be effective. It suggests some ways to move forward (both in education and measuring the changes/outcomes).
A blog post asking academics to focus on creating more inclusive environments instead of focusing on the recruitment of “diverse” candidates alone.
Lessons from the APLU INCLUDES Project. The Association of Public and Land Grant Universities has compiled evidence of promising practices for recruiting and retaining faculty from underrepresented groups.
This document is a specific list of recommendations for safer and more inclusive field experiences from the Anti-Racism Action Committee from the Department of Earth and Planetary Sciences, at the University of California, Davis.
This book provides scholars with a historical lens from which to view the higher education of Black women.
An Inside Higher Education article about the exploitation of scholars through inequities in labor in academia (cultural taxation) for faculty of color and gives career advice centered on ways to minimize the burden.
This publication details how commonly used color maps distort perception for all readers and how they may make visualizations unreadable or misleading for those with color vision deficiencies. The artilce includes recommendations for improved color mappings.
This page defines bias (explicit and implicit) microaggressions, and then aggregates resources on bias in sciences general and geosciences specifically. The page also shares resources on how implicit bias affects self-perception.
This paper presents a twenty-point anti-racism plan that organizations can implement to build an inclusive, equitable and accessible geoscience community. Enacting it will combat racism, discrimination, and the harassment of all members.
LTER Diversity Working Group report from the 2012 All Scientists Meeting.
