GEO Opportunities for Leadership in Diversity (GOLD): Hearts of GOLD

第I部分地球科学目前在招聘和保留妇女、有色人种和残疾人等代表性不足的群体方面落后于其他STEM领域。2012年，在授予地球、大气和海洋科学的737个博士学位中，319个授予女性，只有35个授予黑人、西班牙裔、美国印第安人和阿拉斯加原住民学生。有大量证据表明，多样性在增加创新和创造力以及提高科学质量方面发挥着至关重要的作用，这一点通过在影响力大的期刊上发表文章和引文率来衡量。由于未能在我们的领域招聘和留住不同的学生、教职员工和教职员工，我们正在失去创造我们最好、最具创新性的科学的潜力。在地球科学领域招聘和留住少数群体方面的许多缺点似乎与这些群体在我们的学科、教室和工作场所面临的困难社会环境有关。我们建议为地球科学界公认的科学领袖开发和测试一项新的职业发展培训？黄金学院？旨在引发认知不和谐，并开始个人反思和变革的过程，将现有领导人转变为多样性的捍卫者。通过瞄准已经在该领域备受尊敬的资深科学家，我们的项目利用他们的声誉、网络和社会资本，将他们打造成多样性的捍卫者，有能力在其机构和更广泛的领域做出重大而迅速的文化变革。这项建议为他们提供了必要的培训，以建立公平的招聘、招聘和晋升做法，并解决？冷淡？和恶劣的气候。在黄金研究所之前几个月，将在整个地球科学领域征集提名。将根据科学和/或教育专业知识、扩大对地球科学的参与的潜力以及体现有效领导技能和行为的其他特征来挑选参与者。选择其中一个黄金研究所是对这些人在他们的工作中建立了更大的目标和价值的承认，并致力于为整个地球科学界留下多样性和包容性的遗产。黄金研究所的总体目标之一是通过异体恋理想将高级地球科学家培养为多样性领域的领导者。我们的团队将在为期两天的Gold Institute开始他们的培训，旨在引发认知失调，并开始个人反思和变革的过程，以将现有领导者转变为多样性的捍卫者。我们将与背包研究所合作，在他们多年来通过科罗拉多大学科罗拉多斯普林斯分校提供社会正义培训的基础上，开发这种培训。参与者应是来自地球科学教育和研究界广泛领域的老牌和新兴领导人，他们将表现出支持地球科学多样性和包容性努力的意愿或热忱。参与者将由同事提名，特别是以前的学生和被辅导者。研究小组将调查指导理论框架如何影响参与者之间发生的变化。目标是为该项目中出现的最佳实践提供解释和支持理由。项目团队将使用混合的定性和定量方法，利用异嗜症、感官创造和系统领导的框架，对GOLD研究所的经验、行动和结果进行解释。具体地说，该团队将寻求了解资深科学家如何能够理解他们的背景，以制定基于异嗜症的活动。此外，这些经验将被用来理解GOLD研究所以及在GOLD研究所期间形成的志同道合的地球科学家网络如何影响这些经验。最后，将特别注意地球科学与黄金研究所的活动之间的相互作用，以便能够解释将讲习班推广到整个STEM以加强所有相关学科的多样性的可能性。

Part IGeosciences currently trails other STEM fields in the recruitment and retention of underrepresented groups such as women, people of color, and people with disabilities. In 2012, of 737 doctoral degrees awarded in the earth, atmospheric, and ocean sciences, 319 were awarded to women, and only 35 were awarded to Black, Hispanic, American Indian, and Alaska-native students, combined. Substantial evidence exists to demonstrate the vital role that diversity plays in increasing innovation and creativity and increasing the quality of science, as measured by publication in high-impact journals and citation rates. By failing to recruit and retain diverse students, staff, and faculty in our field, we are losing the potential to create our best, most innovative science. Much of the shortcomings in recruiting and retaining minorities in geosciences seem to be related to the difficult social environments that these groups face in our disciplines classrooms and workplaces. We propose to develop and test a new professional development training for established scientific leaders in the geosciences ? the GOLD Institute ? designed to spark cognitive dissonance, and begin the process of personal reflection and change needed to transform existing leaders into champions for diversity. By targeting senior scientists who are already well-respected in the field, our project capitalizes on their reputations, networks, and social capital to build them into diversity champions with the power to make significant and swift cultural change in their institutions and the wider field. This proposal provides them with the training necessary to institute equitable recruitment, hiring, and promotion practices, and tackle ?chilly? and hostile climates. Nominations will be solicited throughout the geosciences several months prior to the GOLD Institute. Participants will be selected on the basis of scientific and/or educational expertise, potential to broaden participation in the geosciences, and other characteristics that exemplify effective leadership skills and behaviors. Selection for one of the GOLD Institutes is an acknowledgment that these individuals have established greater purpose and value in their work and are committed to a legacy of diversity and inclusion for the entire geosciences community.Part IIThe overarching goals of the GOLD Institute are to develop senior geoscientists as leaders in diversity through allophilia ideals. Our cohort will begin their training at a two-day GOLD Institute, designed to spark cognitive dissonance, and begin the process of personal reflection and change needed to transform existing leaders into champions for diversity. We will work with the Knapsack Institute to develop this training, building on their many years of offering social-justice training through the University of Colorado, Colorado Springs. Participants should be established and emerging leaders from a broad spectrum of the geosciences education and research communities, and they will have shown a willingness or eagerness to support diversity and inclusion efforts in the geosciences. Participants will be nominated by colleagues, especially previous students and mentees. The research team will investigate how the guiding theoretical frameworks have influenced the change that occurs among participants. A goal is to provide explanations and supporting reasons for the best-practices that emerge from this project. The project team will employ mixed qualitative and quantitative methods to provide interpretations of the experiences, actions, and outcomes of the GOLD Institute utilizing the frameworks of allophilia, sensemaking, and systemic leadership. Specifically, the team will seek to understand how the senior scientists are able to make sense of their contexts to enact activities that are grounded in allophilia. In addition, these experiences will be used to understand how the GOLD Institute, along with the network of like-minded geoscientists that was formed during the GOLD Institute, impacted these experiences. Finally, special attention will be paid to the interactions of the geosciences with the activities of the GOLD Institutes to allow for interpretation of the potential for generalizing of the workshops across STEM to enhance diversity in all related disciplines.