Collaborative Research: GEODES: Geoscience Diversity Experiential Simulations

第 2 部分：女性、有色人种、LGBTIQA 个体和残疾人在 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，无法招聘、留住和培养最优秀的人才，也无法创造一个欢迎和包容的环境，让所有员工都能充分发挥潜力，从而损害了该行业的发展。这项研究的目的是开发和测试新方法，帮助地球科学家更积极地包容其职业的多样性。特别是，该研究旨在创建至少 10 个由三人组成的地球科学家变革团队，这些团队接受过培训，能够：1）认识并管理自己的隐性偏见； 2）当目睹他人存在偏见时，作为社会正义倡导者进行干预； 3) 将关键的把关决策作为其所在机构转型的战略。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——用创新方法来解决每个具体目标。第一天将提供关于隐性偏见的前沿观点，以非威胁性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、灵活的框架。第二天将教授“社交封闭”？关于制度排斥的观点，重点关注作为纳入/排斥决策点的关键把关流程（例如，遴选委员会、年度审查、晋升、研究生招生），并提供连贯的战略来启动和推动制度变革。第三天将以早期的意识和激励工作为基础，重点关注练习旁观者干预的有效习惯。此次培训的一个创新方面将是为地球科学同事创建一个身临其境的虚拟环境，让他们实施各种微侵略和排斥行为。参与者和化身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养成促进包容性的新习惯。该研究将评估参与者？通过为期一年的研讨会后的调查和访谈，了解知识和信念，并将创建和管理一个用于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.