Collaborative Research: GEODES: Geoscience Diversity Experiential Simulations

合作研究：GEODES：地球科学多样性体验模拟

• 批准号: 1645204
• 负责人: Andrea Motto
• 金额: $ 1.65万
• 依托单位: Yale University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2017
• 资助国家: 美国
• 起止时间: 2017-03-15 至 2019-02-28
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1645204&HistoricalAwards=false
• 关键词: Collaborative; Research; GEODES; Geoscience; Diversity

Part 2: Women, people of color, LGBTIQA individuals, and people with disabilities continue to be underrepresented in STEM fields, including the geosciences. The lack of diversity and inclusion of people with different identities and backgrounds in the geosciences harms the profession, by failing to recruit, retain, and nurture the best talent, and create welcoming and inclusive environments where all staff can reach their full potential. The purpose of this study is to develop and test new methods for helping geoscientists become more actively inclusive of diversity in their profession. In particular, the study aims to create at least 10 three-person geoscientist change-teams who are trained to 1) recognize and manage their own implicit biases; 2) intervene as social justice advocates when witnessing the biases of others; and 3) target critical gatekeeping decisions as a strategy to transform their home institutions. To do so, the study proposes evidence-based professional development that uses active learning techniques and is carefully evaluated for efficacy. Change teams will attend a workshop that spans three days - one day of innovative methods to address each specific aim. Day 1 will give leading-edge perspectives on implicit bias to build self-awareness in a non-threatening manner, and provide a proven, flexible framework for empathy, motivation, and successful self-regulation. Day 2 will teach a ?social-closure? perspective on institutional exclusion, that focuses on key gatekeeping processes as inclusion/exclusion decision points (e.g., search committees, annual review, promotion, graduate admissions) and offers a coherent strategy to initiate and drive institutional change. Day 3 will build upon earlier awareness and motivational work to focus on practicing effective habits for bystander interventions. An innovative aspect of this training will be the creation of an immersive virtual environment of geoscience colleagues committing various microaggressions and acts of exclusion. The conversations among participants and avatars will be based on geoscience-specific interview data, and will provide participants with a safe space to actively practice effective interventions and create new habits that promote inclusion. The study will assess participants? knowledge and beliefs via surveys and interviews after the workshop over the span of a year, and will create and moderate a peer network for mentoring and continuing education.

第二部分：女性，有色人种，LGBTIQA个人和残疾人在STEM领域（包括地球科学）的代表性仍然不足。地球科学领域缺乏多样性和包容性，无法招募、留住和培养最优秀的人才，也无法创造一个让所有员工都能充分发挥潜力的热情和包容的环境，从而损害了这一职业。这项研究的目的是开发和测试新的方法，帮助地球科学家在他们的职业中更加积极地包容多样性。特别是，该研究旨在创建至少10个三人地球科学家变革团队，他们接受培训，以1）识别和管理自己的隐性偏见; 2）在目睹他人的偏见时作为社会正义倡导者进行干预; 3）将关键的守门决策作为改造其家乡机构的战略。为此，该研究提出了基于证据的专业发展，使用主动学习技术，并仔细评估其有效性。变革团队将参加为期三天的研讨会--一天的创新方法，以解决每个具体目标。第一天将提供关于内隐偏见的前沿观点，以非威胁的方式建立自我意识，并为同理心，动机和成功的自我调节提供一个经过验证的灵活框架。第二天会教吗？社交封闭关于机构排斥的观点，侧重于作为包容/排斥决定点的关键守门过程（例如，遴选委员会、年度审查、晋升、研究生入学），并提供了启动和推动机构变革的连贯战略。第3天将建立在早期的意识和动机工作，重点是练习有效的旁观者干预习惯。这种培训的一个创新方面将是创建一个身临其境的虚拟环境，地球科学同事犯下各种微攻击和排斥行为。参与者和虚拟角色之间的对话将基于地球科学特定的访谈数据，并将为参与者提供一个安全的空间，以积极实践有效的干预措施，并创造促进包容的新习惯。该研究将评估参与者？在讲习班结束后的一年时间里，通过调查和访谈，了解学生的知识和信念，并将建立和管理一个同侪网络，以进行辅导和继续教育。