Workplace Climate Surveys: Creating a Greater Understanding of the State of the Profession

Ancillary Slides for Materials Presented at AbSciCon26

Chrissy Richey (crichey@seti.org)

The SETI Institute

Demographics in Planetary Science (US)

2018 NASA Workforce Data

Representation ratio for demographics survey by NASA ODEO in their FY18 relative to the NCLF for that year. By Rivera-Valentín et al. (2020).

NCLF* National Civilian Labor Force

White Papers on 2020 DPS Demographic Data submitted to the 2023 Planetary Science & Astrobiology Decadal Survey (Planetary 2023):

�1. Who is missing in Planetary Science?: A demographic study of the planetary science workforce, Rivera-Valetín et al., 2020�https://baas.aas.org/pub/2021n4i443/release/1

�2. Who is missing in Planetary Science?: Strategic Recommendations to Improve the Diversity of the Field, Rathbun et al., 2020�https://baas.aas.org/pub/2021n4i435/release/1?readingCollection=7272e5bb

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2020 Survey of the Planetary Science Workforce: https://dps.aas.org/sites/dps.aas.org/files/reports/2020/Results_from_the_2020_Survey_of_the_Planetary_Science_Workforce.pdf

Demographics in Planetary Science (US)

2020 DPS Workforce Survey

Representation ratio for demographics survey by the DPS in 2020 by job type, compared to NCLF. From: Rivera-Valentín, Edgard (2021). Demographics of Planetary Science. figshare. Figure. https://doi.org/10.6084/m9.figshare.16550517.v3�Recommended Reading: Who is missing in Planetary Science?: A demographic study of the planetary science workforce, Rivera-Valetín et al., 2020, https://baas.aas.org/pub/2021n4i443/release/1

NCLF* National Civilian Labor Force

Demographics in Planetary Science (US)

Figure by Rivera-Valentín et al. (2020), with credit also to Rathbun et a;. (2017).�Recommended Reading: Who is missing in Planetary Science?: A demographic study of the planetary science workforce, Rivera-Valetín et al., 2020, https://baas.aas.org/pub/2021n4i443/release/1

Of 301 PI-led mission proposals from 2001-2017, only 30 had female PIs and 87% of those came through PSD solicitation

-Michael New’s Diversity & Inclusion presentation to the Astrophysics Advisory Committee on April 12^th, 2018

�Data from Diversity of Science and Engineering Faculty at Research Universities (2017), Donna J. Nelson: https://pubs.acs.org/doi/pdf/10.1021/bk-2017-1255.ch002 �Copyright (2017), American Chemical Society. [33]

Gender Demographics in Academia: Female Profs, All Ranks, Top 50 US Depts

�Data from Diversity of Science and Engineering Faculty at Research Universities (2017), Donna J. Nelson: https://pubs.acs.org/doi/pdf/10.1021/bk-2017-1255.ch002 �Copyright (2017), American Chemical Society. [33]

Racial Demographics in Academia: Black Profs, All Ranks, Top 50 US Depts

�Data from Diversity of Science and Engineering Faculty at Research Universities (2017), Donna J. Nelson: https://pubs.acs.org/doi/pdf/10.1021/bk-2017-1255.ch002 �Copyright (2017), American Chemical Society. [33]

Racial Demographics in Academia: Hispanic Profs, All Ranks, Top 50 US Depts

�Data from Diversity of Science and Engineering Faculty at Research Universities (2017), Donna J. Nelson: https://pubs.acs.org/doi/pdf/10.1021/bk-2017-1255.ch002 �Copyright (2017), American Chemical Society. [33]

Racial Demographics in Academia: Native American Profs, All Ranks, Top 50 US Depts

�Data from Diversity of Science and Engineering Faculty at Research Universities (2017), Donna J. Nelson: https://pubs.acs.org/doi/pdf/10.1021/bk-2017-1255.ch002 �Copyright (2017), American Chemical Society. [33]

Racial Demographics in Academia: URM Female Profs, All Ranks, Top 50 US Depts

The CSWA Survey on Workplace Climate

Co-Authors: Kathryn B. H. Clancy¹, Katharine M. N. Lee², Erica M. Rodgers³

1. University of Illinois, Urbana-Champaign, IRB approval (#15354, University of Illinois)
2. Washington University in St. Louis

3. Space Science Institute

Clancy, K. B. H., K. M. N. Lee, E. M. Rodgers, and C. Richey (2017), Double jeopardy in astronomy and planetary science: Women of color face greater risks of gendered and racial harassment, JGR Planets , 122, 1610–1623, doi:10.1002/2017JE005256, http://onlinelibrary.wiley.com/doi/10.1002/2017JE005256/epdf.

Christina Richey

Jet Propulsion Laboratory, California Institute of Technology

Preferred Pronouns: they, them, theirs

https://science.jpl.nasa.gov/people/Richey/ �

Richey, C.R., K.M.N. Lee, E.M. Rodgers, and K.B.H. Clancy (2019), Gender and sexual minorities in astronomy and planetary science face increased risks of harassment and assault, BAAS, https://baas.aas.org/pub/2019i0206

Richey, C.R., K.M.N. Lee, E.M. Rodgers, and K.B.H. Clancy (2020), Recommendations from the CSWA Survey on Workplace Climate, White Paper Submitted to Planetary 2023, https://docs.google.com/document/d/1fLSZKOi0y75oWboPp9GOOLTgpId0fjmXT2X6YN_aJCo/edit?usp=sharing

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With Gracious Support from the American Astronomical Society!

Survey Construction and Recruitment

Over 400 astronomers and planetary scientists responded

39 questions

Administered via Survey Monkey website

January – March 2015

Adapted survey questions regarding workplace climate

Recruitment

Women in Astronomy Blog

Featured at 225^th AAS Meeting

AAS Division of Planetary Sciences

The Planetary Exploration Newsletter

The AAS Women Newsletter

Multiple Facebook groups (in community)

Several academic departments

Negative Language Heard

88% heard from peers

51.9% heard from supervisors

88% from others

39% report verbal harassment

9% report physical harassment

Responses to Harassment

27% have felt unsafe

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11% have skipped at least one professional event because felt unsafe

Safety

Regarding current position

hearing negative comments from peers and supervisors

experiencing verbal and physical harassment

feeling unsafe

Statistically significant associations

Clancy, K. B. H., K. M. N. Lee, E. M. Rodgers, and C. Richey (2017), Double jeopardy in astronomy and planetary science: Women of color face greater risks of gendered and racial harassment, �J. Geophys. Res. Planets , 122,

1610–1623, doi:10.1002/2017JE005256.

http://onlinelibrary.wiley.com/doi/10.1002/2017JE005256/epdf

Career Consequences to Climate

Women of Color face harassment in intersectional ways:

• 40% of women of color & 27% of white women in sample have felt unsafe due to gender.
• 28% of women of color have felt unsafe due to race

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• Negative climate keeps numbers low especially for women of color
• increases the risk of stereotype threat [Steele, 1997; Steele and Aronson, 1998]
• underestimation of performance [Keller and Dauenheimer, 2003; Nielsen, 2015; Shapiro and Williams, 2012]
• lack of critical mass in job searches [Valian, 1998]

Loss of professional opportunities for women generally and men and women of color

Clancy, K. B. H., K. M. N. Lee, E. M. Rodgers, and C. Richey (2017), http://onlinelibrary.wiley.com/doi/10.1002/2017JE005256/epdf

Frequency of LGBTQPAN women and gender minorities vs cis, straight women experiencing physical harassment due to sex at current workplace

Richey, C.R., K.M.N. Lee, E.M. Rodgers, and K.B.H. Clancy (2019), Gender and sexual minorities in astronomy and planetary science face increased risks of harassment and assault, Bulletin of the American Astronomical Society�https://baas.aas.org/pub/2019i0206

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CSWA Survey on Workplace Climate: Recommendations (2017)

1. Education on appropriate workplace behavior required for all employees [Clancy et al., 2014; Cortina et al., 2013]
2. Diversity and cultural awareness training necessary to raise awareness and understanding of the problems faced by women of color and other underrepresented groups [Norman et al., 2013]
3. Leaders need to model inclusive behavior and define inclusive culture [Clancy et al., 2014; Cortina et al., 2013 Settles et al., 2006]
4. When abuses are reported, “instigators should be swiftly, justly, and consistently sanctioned” [Cortina et al., 2013, p. 1600]

Initiatives to increase numbers of women of color [Norman et al., 2013]

• Build cohorts of women of color to enable creation of peer networks
• Encourage fair hiring practices to minimize implicit bias
• Incentivize departments who support women of color

Richey, C.R., K.M.N. Lee, E.M. Rodgers, and K.B.H. Clancy (2020), Recommendations from the CSWA Survey on Workplace Climate, White Paper Submitted to Planetary 2023, https://docs.google.com/document/d/1fLSZKOi0y75oWboPp9GOOLTgpId0fjmXT2X6YN_aJCo/edit?usp=sharing

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CSWA Survey on Workplace Climate: Recommendations (2019)

1. Leadership needs to prioritize the safety of their employees.
2. Institutions should conduct climate surveys & employ SMEs. These should swiftly resolve issues revealed by the surveys.
3. Institutions need to develop Codes of Conduct with clear language about what constitutes appropriate professional behavior.
4. Institutions should identify and support LGBTQPAN networking opportunities, allies, and initiate discussion of LGBTQPAN workplace concerns.
5. Institutions should ensure equal access to bathroom facilities for all genders.
6. Institutions should encourage the practice of sharing gender pronouns and using preferred pronouns.
7. Institutions should require all research partners to have inclusive LGBTQPAN policies. Conference organizers, field school directors, and observatory directors must consider travel considerations of LGBTQPAN individuals prior to selecting a site.

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Richey, C.R., K.M.N. Lee, E.M. Rodgers, and K.B.H. Clancy (2020), Recommendations from the CSWA Survey on Workplace Climate, White Paper Submitted to Planetary 2023, https://docs.google.com/document/d/1fLSZKOi0y75oWboPp9GOOLTgpId0fjmXT2X6YN_aJCo/edit?usp=sharing

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NASEM Report on Sexual Harassment (2018): http://sites.nationalacademies.org/shstudy/index.htm

Findings:

• ~50% of women faculty and staff in academia experience sexual harassment.
• Between 20-50% of students in science, engineering, and medicine experience sexual harassment from faculty or staff.
• The cumulative effect of sexual harassment is significant damage to research integrity and a costly loss of talent in academic sciences, engineering, and medicine.
• The 2 characteristics most associated with higher rates of sexual harassment are (a) male-dominated gender ratios and leadership and (b) an organizational climate that communicates tolerance of sexual harassment
• Organizational climate is, by far, the greatest predictor of the occurrence of sexual harassment, and ameliorating it can prevent people from sexually harassing others.

NASEM Report on Sexual Harassment: http://sites.nationalacademies.org/shstudy/index.htm

Recommendations:

• Leaders in academic institutions and research and training sites must pay increased attention to and enact policies that cover gender harassment as a means of addressing the most common form of sexual harassment and of preventing other types of sexually harassing behavior.
• Move beyond legal compliance to address culture and climate. Academic institutions, research and training sites, and federal agencies should move beyond interventions or policies that represent basic legal compliance and that rely solely on formal reports made by targets.
• Professional societies should accelerate their efforts to be viewed as organizations that are helping to create culture changes that reduce or prevent the occurrence of sexual harassment.

Recommendations for Institutions:

• Create diverse, inclusive, and respectful environments
• Diffuse the hierarchical and dependent relationship between trainees and faculty
• Provide support for targets
• Improve transparency and accountability
• Strive for strong and diverse leadership
• Make the entire academic community responsible for reducing and preventing sexual harassment

APS Report LGBT Climate in Physics (2016): https://www.aps.org/programs/lgbt/upload/LGBTClimateInPhysicsReport.pdf

Findings:

• The overall climate experienced by LGBT physicists was highly variable.
• In many physics environments, social norms established expectations of closeted behavior.
• LGBT physicists with additional marginalized identities faced greater level of discrimination.
• Transgender and gender-nonconforming physicists encountered the most hostile environments.
• Many LGBT physicists were at risk for leaving their workplace or school.
• LGBT physicists reported trouble identifying allies to help mitigate isolation, exclusion, or marginalization.

APS Report LGBT Climate in Physics (2016): https://aps.org/programs/lgbt/upload/LGBTClimateinPhysicsReport.pdf

Recommendations:

• Ensure a safe and welcoming environment at meetings.
• Establish written best practices
• Implement Code of Conduct
• Address the need to systematically accommodate name changes in publication records.
• Develop advocacy efforts that support LGBT equity and inclusion
• Promote LGBT-inclusive practices in academia, national labs, and industry.
• Disseminate Best Practice Guide developed by LGBT+ physicists
• Develop training program on inclusive workplace and mentorship practices
• Utilize Climate Site Visit Programs.
• Implement LGBT-inclusive mentoring programs.
• Includes creating a professional network of LGBT mentors and mentees and hosting networking events.
• Support the establishment of a Forum on Diversity and Inclusion.

LGBT+ Inclusivity in Physics & Astronomy Best Practices Guide (2^nd ed, 2018): https://aas.org/sites/default/files/2019-09/LGBTInclusivityPhysicsAstronomy-BestPracticesGuide2ndEdn_small.pdf

Recommendations:�

• Assess and address: participate in or conduct a climate survey, collecting demographic information, carrying out classroom climate assessments. Establish a departmental climate committee and/or liaison and explicit LGBT+ supportive policies.
• Break the silence and invisibility: Initiate department-wide discussions of LGBT+ concerns, highlight the scientific contributions of LGBT+ department members at all levels, join an “Out List” as an ally or LGBT+ scientist, identify LGBT+ supportive mentors, invite LGBT+ speakers to campus.
• Educate and advocate: Participate in LGBT+ friendly climate and anti-bias training, work for campus-wide LGBT+ supportive practices such as supportive first responders and gender-inclusive restrooms and accompanying signage.
• Set the example and expectations: include preferred pronouns in your email signature, invite students and/or meeting participants to share their preferred pronouns, articulate classroom environment expectations on the first day of class, speak up in response to discriminatory behavior and report where appropriate.
• Support and include: Plan gender-neutral and inclusive social events, create LGBT+ safe spaces in your department, provide equal restroom access, include LGBT+ faculty in positions of authority, provide support for participation in LGBT+ networking events, ensure LGBT+ needs are considered in dual-career hires, family-friendly policies, and benefits.

TEAM-UP Report (2020): https://www.aip.org/sites/default/files/aipcorp/files/teamup-full-report.pdf

Findings:

• The persistent underrepresentation of African Americans in physics and astronomy is due to:
• The lack of a supportive environment for these students in many departments
• The enormous financial challenges facing them and the programs that have consistently demonstrated the best practices in supporting their success
• Solving these problems requires addressing systematic and cultural issues, and creating a large-scale change management framework.

TEAM-UP Report (2020): https://www.aip.org/sites/default/files/aipcorp/files/teamup-full-report.pdf

Recommendations:

• Fostering a sense of belonging is essential for African American student persistence and success.
• To persist, African American students must perceive themselves, and be perceived by others, as future physicists and astronomers.
• Faculty encouragement, recognition, and representation were key enablers.
• Effective teaching and strengths-based approach to academic support are necessary.
• Many African American students need support to offset financial burdens and stress.
• For sustainability, academic & disciplinary leaders must prioritize creating environment, policies, and structures that maximize African American student success.

Conclusions from Chpt. 3 (State of the Profession):

• Ensuring the movement of women into the top leadership ranks (full professor and beyond) continues to be an important area needing attention.
• Racial/ethnic diversity among astronomy faculty remains abysmal.
• The number of students pursuing undergraduate and graduate degrees in physics and astronomy continues to grow, and the field is becoming more representative of American demographics, with steady increase in the number of women and Hispanic Americans. Representation of African-American students, however, remains nearly steady and alarmingly low.
• Fewer Native Americans are receiving baccalaureate degrees in Astronomy than any other physical science. Astronomy has not fully engaged with communities with a cultural stake in the places where astronomers build facilities.

Pathways to Discovery in Astronomy and Astrophysics for the 2020s: https://nap.nationalacademies.org/catalog/26141/pathways-to-discovery-in-astronomy-and-astrophysics-for-the-2020s

Conclusions from Chpt. 3 (State of the Profession):

• Leadership by the astronomy community in the past decade has produced exemplary efforts for inclusive excellence in graduate education, including the promotion and implementation of equity-based review practice for admission, evidence-based practices for mentoring, and data-driven approaches to improved program climate.
• NASA and some NSF supported observatories have implemented a trial of dual-anonymous procedures as part of its proposal merit review system, in a proactive effort to mitigate bias in proposal evaluation and selection.
• The persistence of harassment and discrimination in astronomy and astrophysics is intolerable, and must not be tolerated if the astronomy and astrophysics professions are to retain and successfully draw from the full diversity of talent available, not to mention avoiding the toxic and corrosive effects that such behaviors have on individuals, organizations, and the entire profession.

Pathways to Discovery in Astronomy and Astrophysics for the 2020s: https://nap.nationalacademies.org/catalog/26141/pathways-to-discovery-in-astronomy-and-astrophysics-for-the-2020s

Pathways to Discovery in Astronomy and Astrophysics for the 2020s (2020): https://nap.nationalacademies.org/catalog/26141/pathways-to-discovery-in-astronomy-and-astrophysics-for-the-2020s

Recommendations:

• Funding agencies should increase funding incentives for improving diversity among the college/university astronomy and astrophysics faculty.
• NASA, NSF, & DOE should reinvest in professional workforce diversity programs at the division/directorate levels with purview over astronomy & astrophysics. Because academic pipeline transitions are loss points in general, supporting the creation and continued operation of “bridge” type programs across junctures in the higher-education pipeline & into the professional ranks appear especially promising.
• NASA, DOE, and NSF should consider including diversity-of project teams and participants- in the evaluation of funding awards to individual investigators, projects, and mission teams, and third-party organizations that manage facilities.

Pathways to Discovery in Astronomy and Astrophysics for the 2020s (2020): https://nap.nationalacademies.org/catalog/26141/pathways-to-discovery-in-astronomy-and-astrophysics-for-the-2020s

Recommendations:

• NASA & NSF should continue & increase support for postdoctoral fellowships that provide independence while encouraging the development of scientific leaders who advance diversity and inclusive excellence.
• NASA, NSF, DOE, and professional societies should ensure that their scientific integrity policies address harassment and discrimination by individuals as forms of research/scientific misconduct.
• The astronomy community should, through the AAS and other major professional societies, work with experts from other experienced disciplines (such as archaeology and social sciences) and representatives from local communities to define a Community Astronomy model of engagement that advances scientific research while respecting, empowering, and benefitting local communities.

Creating IDEA initiatives in your community: �An example: IDEA WG of the PSD AGs

• The IDEA Working Group was formed in 2019.
• Grew out of Aug 2019 Outer Planets Assessment Group (OPAG) meeting
• Expanded to be cross-AG in large part because of our previous cross-AG coordination efforts
• Charged with creating an organized structure to provide and disseminate recommendations, resources, and findings associated with IDEA issues to the larger AG steering committees and to the greater planetary science community.
• The IDEA Working Group steering committee structure includes two representatives from each planetary AG, as well as members of the DPS Professional Culture and Climate Subcommittee (PCCS).

IDEA White Papers

• The EDI Working Group organized efforts around white paper creation on topics for the State of the Profession Deadline (9/15/2020). These papers heavily focused on Task 9 of Planetary2023: “[t]he state of the profession including issues of diversity, inclusion, equity, and accessibility, the creation of safe workspaces, and recommended policies and practices to improve the state of the profession”
• This effort was massively impacted by COVID-19.
• 27 White Papers (with 242 co-authors) were a part of this effort by the EDI WG and sent to the greater community as well the PSD AG SCs for endorsements. Several were also presented at conferences in the past year. List is here: https://docs.google.com/spreadsheets/d/1t5hpGpVIWokwaymDITyMaYAVWJ4viFTsXDJVwTQb9gQ/edit?usp=sharing
• All Planetary Decadal white papers: https://baas.aas.org/vol-53-issue-4

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IDEA White Papers RECOMMENDATIONS

�Our major recommendation within the White Paper introducing this topic was to strongly recommend that the Decadal Survey Panel(s) read each of the submitted papers and use those as primary citations.��*Note that we are combining these ideas to make it easier for the decadal survey panelists to find papers on specific topics. We use the summary language of the original papers and we endorse all of the information and recommendations in those papers; the ideas did not originate with us and credit should be given to the authors of the individual white papers.

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Word Cloud from IDEA WG WP Titles

https://docs.google.com/spreadsheets/d/1t5hpGpVIWokwaymDITyMaYAVWJ4viFTsXDJVwTQb9gQ/edit?usp=sharing

Origins, Worlds, and Life: A Decadal Strategy for Planetary Sciences and Astrobiology 2023-2032�https://www.nationalacademies.org/our-work/planetary-science-and-astrobiology-decadal-survey-2023-2032�

• Publicly released on April 19^th
• All Planetary Decadal White Papers: https://baas.aas.org/vol-53-issue-4

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Findings:

• Data on field identity and size, demographics, and workplace climate are lacking.
• DAPR mitigates bias in proposal selections.
• The demographics of the PS&AB community are substantially out of sync with the US demographics.
• NASA mission team demographics do not reflect the broader planetary science community.
• Tenured/high-status positions are under-populated by URC members and women.
• Participating scientist program can be vehicle to achieve a measurable and positive impact on the demographic diversity of mission teams if the imperative to do so is emphasized.
• Lack of work-life balance in the field can deter community members from staying in the field and leading NASA PSD missions.

Findings:

• Funding for EPO can provide researchers from underrepresented backgrounds the opportunity to serve as role models and provide inspiration for future generations.
• Community service & administrative duties are important contributions but ones that tend to be distributed inequitably across individuals and appear to fall disproportionately on members of particular groups.
• Codes of Conduct enable a culture of safety and inclusion.
• Engagement of Native communities require thoughtful engagement and the creation of genuine relationships that are respectful of traditions and gratitude for their contribution to the scientific process.
• Harassment and concerns for safety are most prevalent amongst groups underrepresented in STEM.

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Origins, Worlds, and Life: A Decadal Strategy for Planetary Sciences and Astrobiology 2023-2032�https://www.nationalacademies.org/our-work/planetary-science-and-astrobiology-decadal-survey-2023-2032�

• Publicly released on April 19^th
• All Planetary Decadal White Papers: https://baas.aas.org/vol-53-issue-4

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Recommendations:

• NASA PSD and NSF should make it a priority to obtain currently lacking evidence about fundamental aspects of the state of planetary science & astrobiology communities.
• NASA PSD should adopt the view that bias can be both unintentional and pervasive, and should address potential bias issues.
• PSD should regularly evaluate program that enhance participation of students and faculty from URCs.
• PSD should strengthen and expend programs aimed at educating the community about the missions proposal process, and actual mission operations, particularly to reach out to URCs.
• PSD should implement Codes of Conduct for funded field campaigns, conferences, and missions, and should expect acknowledgment of receipt and understanding.
• NASA PSD and affiliated institutions should clearly identify a Point of Contact of ombudsperson as part of the CoC.

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Origins, Worlds, and Life: A Decadal Strategy for Planetary Sciences and Astrobiology 2023-2032�https://www.nationalacademies.org/our-work/planetary-science-and-astrobiology-decadal-survey-2023-2032�

• Publicly released on April 19^th
• All Planetary Decadal White Papers: https://baas.aas.org/vol-53-issue-4

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A key outcome of this conference was to identify community-led actionable and tangible recommendations to advance IDEA (Inclusion, Diversity, Equity, and Accessibility) principles within the planetary science and astrobiology community.�

Recommendations report: https://zenodo.org/record/6656887#.YsRSnC-B3Bu

Recommendations Themes:

1. The community, funding agencies, universities, & employers should follow best practices in building authentic partnerships when working within IDEA spaces.
2. The community, funding agencies, universities, & employers should acknowledge that a vital part of “doing science” is “how we do science” which should be guided by IDEA principles and best practices.
3. Employer and funding agencies should fully support the professional endeavor of planetary science & astrobiology, including service work.

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A key outcome of this conference was to identify community-led actionable and tangible recommendations to advance IDEA (Inclusion, Diversity, Equity, and Accessibility) principles within the planetary science and astrobiology community.�

Recommendations report: https://zenodo.org/record/6656887#.YsRSnC-B3Bu

Recommendations Themes:

4. The community, funding agencies, universities, research groups, and employers should develop and implement codes of conduct with structures for accountability, as well as build a culture that adopts these codes.

5. The community should develop, and funding agencies, universities, and employers should support, a trusted hub for IDEA-related work that includes a repository for IDEA best practices, a list of opportunities and activities, and a platform that enables community collaboration.

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• Intellectual cross-fertilization is an important source of novel ideas (Burt, 2004; Stark & Verdes 2011)
• Diversity fosters better solutions to problems (Hoffman, 1958; Hoffman and Maier, 1961; Watson et al. 1993; MacLeod et al 2013)
• Diversity combats group-think (Vaughan, 1997)
• Ability to reach new groups for outreach & support (Wright et al. 1995)
• Reduces risk & adds robustness to a population (Neff 2012)�

Proportionality matters!

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Recognize that Team Diversity is valuable!

From 2017 Winter OPAG, Janet Vertesi: http://www.lpi.usra.edu/opag/meetings/feb2017/presentations/Vertesi.pdf

Tips to do better:

Proportionality Matters

Uniform Group: Minority <15%: minorities behave like majority; no diversity impacts

Skewed Group: 15-30%: Tokenism occurs�Tokenism: the practice of making only symbolic effort to do a particular thing. � -‘She only got the fellowship because she is a WOC.’�

Tilted groups: 30-50%: group gains some benefits of diversity, but backlash can occur�

Balanced groups: 50-50: traditional minorities contribute equally & at ease

30% rule: aim to have minorities make up AT LEAST 30% at each rung of organization.

From 2017 Winter OPAG, Janet Vertesi: http://www.lpi.usra.edu/opag/meetings/feb2017/presentations/Vertesi.pdf

• Collect demographic information & use it to build policies
• Diversify your network & institution
• Make sure your department/institution seminars, committees, panels, etc. have a good diversity balance (race, gender, etc.)
• Don’t reinforce stereotypes when diversifying
• Utilize the MSI Exchange: https://msiexchange.nasa.gov
• Amplify minority voices in the room during discussions
• Foster and draw on mentorship roles & responsibilities
• Work with experts in the fields in demographic �data collecting and social scientists who study �workplace climates
• Use data to change policies for the better!
• Work within your institution’s VALUES:
• JPL: Bold, Trusted, INCLUSION�https://www.jpl.nasa.gov/a-plan-for-jpl
• NASA: Safety, Integrity, Teamwork, Excellence, INCLUSION�http://www.spaceref.com/news/viewsr.html?pid=53907

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Tips to do better

• Make sure you’re aware of unconscious/implicit bias: https://implicit.harvard.edu/implicit/
• Discuss how Implicit Bias affects your daily work efforts:
• Resumes, Job credentials, Fellowships, Hiring, Awards, Promotions, Proposal Reviews
• Utilize implicit bias mitigation techniques to make for a ‘more fair’ process:
• Reviews: Use training to mitigate IB effects on the process�http://kirwaninstitute.osu.edu/implicit-bias-training/
• Move towards a Dual Anonymous method of review:�https://www.nature.com/articles/d41586-019-02064-y
• Offer and Take Bystander Intervention Training!
• http://stepupprogram.org

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Remember to account for ALL the components of IDEA when building policies: Inclusion, Diversity, Equity, and Accessibility!

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Tips to do better

• Avoid making sexual remarks when in the work environment
• Also avoid trying to make sexual advancements at folks beneath you in the power dynamic.
• LEAN IN TO YOUR DISCOMFORT
• Learn about benevolent sexism, white supremacy, mansplaining, & tone arguments & avoid these behaviors
• It’s NOT the job of marginalized community members to teach you these things. Instead, try google, twitter, social science literature, talks like this, etc.
• Know when to listen
• Don’t belittle or dismiss someone
• Understand that critiquing the system isn’t critiquing individuals in charge of the system
• Take time to learn more about systemic racism
• https://www.cnet.com/news/black-lives-matter-movies-tv-shows-and-books-on-systemic-racism/
• Avoid victim blaming
• Have policies in place that ACTUALLY help victims!
• Don’t expect a cookie when you do all of these things
• For those who have been an ally for a long time, or you are someone who has dealt personally with being harassed or assaulted, it’s okay to take breaks. Remember Self Care. Avoid Burnout.�http://www.compassionfatigue.org/pages/selftest.html

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Tips to do better

Additional Resources

1. DPS Professional Culture and Climate Subcommittee: https://dps.aas.org/leadership/climate �2. Women in Planetary Science’s Blog: http://womeninplanetaryscience.wordpress.com/blogroll/ �3. Committee on the Status of Women in Astronomy page: https://cswa.aas.org

4. Committee on the Status of Women in Astronomy Unofficial Blog: http://womeninastronomy.blogspot.com

5. Committee on the Status of Minorities in Astronomy page: https://csma.aas.org

6. Committee on the Status of Minorities in Astronomy Unofficial Blog: http://astronomyincolor.blogspot.com

7. Working Group on Accessibility and Disability (WGAD) page: https://wgad.aas.org

8. Sexual-Orientation and Gender Minorities in Astronomy (SGMA) page: https://sgma.aas.org

9. American Geophysical Union Diversity and Inclusion Page: https://ethics.agu.org/agu-diversity-and-inclusion/

10. National Society of Black Physicists: https://www.nsbp.org �11. Society for the Advancement of Chicanos/Hispanics & Native Americans in Science: https://www.sacnas.org �12. NASEM Report on Sexual Harassment in Academia: http://sites.nationalacademies.org/shstudy/index.htm �13. LGBT+ Inclusivity in Physics in Astronomy Best Practices Guide:�https://sgma.aas.org/sites/sgma.aas.org/files/LGBTInclusivityPhysicsAstronomy-BestPracticesGuide2ndEdn_small.pdf

14. TEAM-UP Report: https://www.aip.org/sites/default/files/aipcorp/files/teamup-full-report.pdf �15. Rape, Abuse and Incest National Network page on Sexual Harassment: https://rainn.org/get-information/types-of-sexual-assault/sexual-harassment �16. Step-Up Bystander Intervention Training Program: http://stepupprogram.org

�Be the change

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Definitions

IDEA/DEIA/EDI/EDIA?

• DIVERSITY refers to a broad representation of a community’s demographic mix, taking into account elements of human difference focusing on racial and ethnic groups, sexual orientation, gender, gender identity, disabilities, religion, age and perspectives arising from different backgrounds.
• Improving EQUITY promotes justice, impartiality and fairness within the procedures, processes and distribution of resources by institutions and systems. Tackling equity issues requires an understanding of the underlying or root causes of outcome disparities within our society.
• INCLUSION refers to the degree in which diverse individuals are able to participate fully in the decision- making processes within an organization or group. While a truly “inclusive” group is necessarily diverse, a “diverse” group may or may not be “inclusive.”

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*Definitions from: https://www.oregoncf.org/Templates/media/files/edi/edi_booklet_2017.pdf

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• ACCESSIBILITY is the ability to have use of or make use of facilities, technology, products, etc. by as many people as possible, including those with disabilities.�

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But I thought the E was Equality, not Equity?

Definitions

Unconscious (Implicit) Bias: the attitudes or stereotypes that affect our understanding, actions, & decisions in an unconscious manner.

This occurs regardless of the dominant group:

• Gender: Both men and woman downplay women’s contributions
• Race: Both whites and minorities downplay minorities’ contributions

http://kirwaninstitute.osu.edu/implicit-bias-training/�

Microaggressions: subtle, indirect, or unintentional acts of discrimination�

Conscious (Explicit) Bias: an intentional prejudice in favor of or against one thing, person, or group compared with another usually in a way that’s considered to be unfair.

• Sexism: a conscious bias: prejudice, stereotyping, or discrimination on the basis of sex.
• Racism: a conscious bias: prejudice, stereotyping, or discrimination on the basis of race.

Harassment (US): unwelcome conduct that is based on race, color, religion, sex, national origin, age, disability or genetic information.

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Questions?

References:

• Definitions of IDEA: https://www.oregoncf.org/Templates/media/files/edi/edi_booklet_2017.pdf
• Rathbun et al. 2017: https://www.nature.com/articles/s41550-017-0148
• Rivera-Valentín et al. (2020): http://surveygizmoresponseuploads.s3.amazonaws.com/fileuploads/623127/5489366/54-afc62c580722c2501867d394be216edf_RiveraValentinEdgardG.pdf
• Rathbun et al (2020): http://surveygizmoresponseuploads.s3.amazonaws.com/fileuploads/623127/5489366/40-eaabd2566b8aa250df28eb76bb33da26_RathbunJulieA1.pdf
• Hendrix et al (2020): http://surveygizmoresponseuploads.s3.amazonaws.com/fileuploads/623127/5489366/11-1cf06d6f8e7fb19f3dcf06778c15aa23_HendrixAmandaRDPS.pdf
• Nelson (2017): https://pubs.acs.org/doi/pdf/10.1021/bk-2017-1255.ch002
• APS Report LGBT Climate in Physics: https://www.aps.org/programs/lgbt/upload/LGBTClimateInPhysicsReport.pdf
• LGBT+ Inclusivity Best Practices Guide: https://aas.org/sites/default/files/2019-09/LGBTInclusivityPhysicsAstronomy-BestPracticesGuide2ndEdn_small.pdf
• TEAM-UP Report (2020): https://www.aip.org/sites/default/files/aipcorp/files/teamup-full-report.pdf
• Astro 2020 Decadal Survey: https://nap.nationalacademies.org/catalog/26141/pathways-to-discovery-in-astronomy-and-astrophysics-for-the-2020s
• Planetary Science Decadal Survey: https://www.nationalacademies.org/our-work/planetary-science-and-astrobiology-decadal-survey-2023-2032

Richey, C.R., K.M.N. Lee, E.M. Rodgers, and K.B.H. Clancy (2020), Recommendations from the CSWA Survey on Workplace Climate, White Paper Submitted to Planetary 2023, https://docs.google.com/document/d/1fLSZKOi0y75oWboPp9GOOLTgpId0fjmXT2X6YN_aJCo/edit?usp=sharing

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Questions?

References:

• NASEM report of Sexual Harassment (2018). http://sites.nationalacademies.org/shstudy/index.htm
• Norman, et al. (2013),  https://www.nap.edu/catalog/18556/seeking-solutions-maximizing-american-talent-by-advancing-women-of-color.
• Settles, et al. (2006), https://doi.org/10.1111/j.1471-6402.2006.00261.x.
• Clancy, et al. (2014). https://doi.org/10.1371/journal.pone.0102172.
• Cortina, et al. (2013). https://doi.org/10.1177/0149206311418835.
• Grant, et al. (2011). https://www.transequality.org/sites/default/files/docs/resources/NTDS_Report.pdf.
• Bias and Harassment slide references all found in Clancy et al. (2017): http://onlinelibrary.wiley.com/doi/10.1002/2017JE005256/epdf
• Recognizing Team Diversity Slide: Reference contained in Vertesi 2017: http://www.lpi.usra.edu/opag/meetings/feb2017/presentations/Vertesi.pdf
• Grant, et al. (2011). https://www.transequality.org/sites/default/files/docs/resources/NTDS_Report.pdf.

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Richey, C.R., K.M.N. Lee, E.M. Rodgers, and K.B.H. Clancy (2020), Recommendations from the CSWA Survey on Workplace Climate, White Paper Submitted to Planetary 2023, https://docs.google.com/document/d/1fLSZKOi0y75oWboPp9GOOLTgpId0fjmXT2X6YN_aJCo/edit?usp=sharing

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