Collaborative Research: GEODES: Geoscience Diversity Experiential Simulations

第二部分：女性、有色人种、LGBTIQA人士和残疾人在包括地球科学在内的STEM领域的代表性仍然不足。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，也无法创造温馨和包容的环境，使所有员工都能充分发挥潜力，从而损害了这一行业。这项研究的目的是开发和测试新的方法，以帮助地球科学家在他们的职业中更加积极地包容多样性。具体来说，这项研究的目标是创建至少10个三人地球科学家变革团队，他们接受的培训是：1)认识并管理自己的内隐偏见；2)在目睹他人的偏见时，作为社会正义的倡导者进行干预；3)将关键的把关决策作为一种战略来改造他们的家庭机构。为了做到这一点，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。变革团队将参加一个为期三天的研讨会——其中一天讨论解决每个具体目标的创新方法。第一天将提供关于内隐偏见的前沿观点，以非威胁性的方式建立自我意识，并提供一个经过验证的灵活框架，用于移情，动机和成功的自我调节。第2天将教授“社会封闭”。对机构排斥的看法，侧重于作为包容/排斥决策点的关键守门过程（例如，搜索委员会、年度审查、晋升、研究生录取），并提供启动和推动机构变革的连贯战略。第3天将以早期的意识和激励工作为基础，重点关注旁观者干预的有效习惯。这次培训的一个创新方面将是创建一个沉浸式的虚拟环境，让地球科学的同事们进行各种微侵犯和排斥行为。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？在为期一年的研讨会结束后，通过调查和访谈来了解知识和信念，并将创建和调节一个指导和继续教育的同伴网络。

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.