Workshop for the Design of a Mentoring Program for Junior Women in Physical Oceanography

近年来，越来越多的妇女进入物理海洋学研究生院，目前妇女约占所有研究生的一半。 然而，担任主要调查员的妇女人数并没有反映出获得博士学位的妇女人数的增加。在外地 因此，在征聘妇女到实地工作方面似乎没有问题，问题在于留住那些受过物理海洋学训练的妇女。 这个问题并不是物理海洋学或海洋科学所独有的，而是在整个科学和工程领域都存在。 妇女在物理海洋学和其他领域取得成功的障碍是多种多样的。 这些因素包括：在生育的黄金年龄，需要将家庭与需要大量努力的事业结合起来，配偶或伴侣之间的职业目标相互竞争，以及缺乏适当的指导。 最近的研究和调查一直表明，科学成功的指标之一似乎是一个人是否有导师。物理海洋学界不能改变家庭生活的结构，也不能对科学事业的结构进行重大的组织变革，但它可以开始在指导年轻女科学家方面发挥作用。因此，这里建议启动一个社区管理的辅导方案，目的是留住更多的妇女在物理海洋学领域。 为了设计一个有效的指导方案，需要物理海洋学社区的广泛部分的投入，以及社区以外的那些专门知识集中在指导的投入。 因此，作为建立这一指导方案的第一步，将召开一个讲习班，明确设计这样一个方案的目的。 该提案的目的是为物理海洋学界设计这一指导方案，主要是作为一个试点项目，如果成功，以后可以扩大到包括海洋科学所有领域的妇女和少数民族。 更广泛的影响： 这个拟议的讲习班将重点放在留住物理海洋学领域的妇女，从而使供资机构和大学对女学生教育的投资进一步资本化。从本质上讲，这项拟议的工作旨在阻止物理海洋学领域知识资本的流失。 它还将通过帮助保留物理海洋学领域的妇女，帮助建立一支多样性与学生人口相匹配的科学工作队伍，从更广泛的意义上说，也与整个美国人口相匹配。

In recent years, women have been going to graduate school in physical oceanography in increasing numbers, with women currently making up approximately half of all graduate students. However, the number of women in principal investigator positions does not reflect the increase in the number of women attaining their Ph.D. in the field. Thus, there does not appear to be a problem with recruiting women to the field, rather, the problem lies with the retention of those that are trained in physical oceanography. This problem is not unique to physical oceanography nor to ocean sciences, rather it occurs throughout the sciences and engineering. The barriers to success for women in physical oceanography, as in other fields, are varied. These include the demands of combining a family with a career that requires a large amount of effort during prime childbearing years, the competition between the career goals of a spouse or partner, and the lack of adequate mentoring. Recent studies and surveys have consistently shown that one of the indicators of success in science seems to be whether or not an individual has a mentor. The physical oceanographic community cannot change the structure of family life nor make major organizational changes to the structure of scientific careers, however it can begin to make a difference in the mentoring of women junior scientists. Thus, it is proposed here to initiate a community-run mentoring program for the purpose of retaining more women in the field of physical oceanography. In order to design an effective mentoring program, the input of a broad segment of the physical oceanographic community is needed, as well as the input of those outside of the community whose expertise is focused on mentoring. Thus, as a first step toward the creation of this mentoring program, a workshop will be convened for the express purpose of designing such a program. The intent of this proposal is to design this mentoring program for the physical oceanography community essentially as a pilot project that, if successful, could be expanded to include women and minorities in all areas of ocean sciences at a later date. Broader Impacts: This proposed workshop, through its focus on the retention of women in the field of physical oceanography, will allow further capitalization on the investment the funding agencies and the universities have made on the education of women students. Essentially, this proposed work seeks to stem the loss of intellectual capital from the physical oceanographic field. It will also aid efforts to create a scientific workforce whose diversity matches that of the student population and, in a broader sense, that of the U.S. population as a whole, by aiding the retention of women in the field of physical oceanography.