bias
Fostering diversity, equity, and inclusion in interdisciplinary marine science
Interdisciplinary marine science is pivotal for addressing ocean sustainability challenges. One research team asks: “does it bring together individuals and groups from diverse socio-economic, cultural, or identity backgrounds, or does it favor only certain groups?” This paper argues that minority groups still face systemic barriers, discrimination, and elitism in the field. It synthesizes three key messages: (1) diversity is essential for high-quality interdisciplinary marine science, (2) interdisciplinary research can add unique challenges for minority groups, and (3) the field risks exclusion, prejudice, and elitism without deliberate DEI action. To address this, the authors present ten recommendations for building more inclusive, equitable, and representative research communities. For them, fostering DEI is an ethical imperative for tackling pressing global ocean challenges. If we can value diverse voices, knowledge systems, and lived experiences, interdisciplinary marine science can advance more just, innovative, and impactful solutions for ocean sustainability. To learn more, click here.
Guidelines for Creating Inclusive Field Research Safety Protocols
Field research is integral to many scientific disciplines, but researchers from marginalized identities often face disproportionate risks, including discrimination, harassment, legal threats tied to identity, inaccessible field environments, and compounded challenges for those with intersecting identities. These risks can threaten physical safety, limit participation, and exacerbate inequities in disciplines such as ecology, evolutionary biology, and conservation science. This paper provides guidelines for developing inclusive field safety manuals, helping researchers recognize identity-based safety concerns, understand relevant institutional policies, and adapt example protocols to their own contexts. Overall, the authors offer a practical framework for making field research safer and more equitable for all participants. To learn more, click here.
Racism, Whiteness, and Burnout in Antiracism Movements
This article explores how the attitudes and behaviors of white racial justice activists contribute to burnout experienced by racial justice activists of color in the United States. It identifies five key ways white activists elevate this burnout: harboring unevolved or racist views, undermining or invalidating the work of activists of color, unwillingness to take action, exhibiting white fragility, and taking credit for the work and ideas of activists of color. The study reexamined interviews with 22 activists of color to specifically detail how white racial justice activists caused their burnout. Ultimately, the authors argue that these behaviors not only affect individual activists of color but also threaten the sustainability and effectiveness of racial justice movements as a whole. To learn more, click the button below.
DownloadGender, Race, and Intersectional Bias in Resume Screening via Language Model Retrieval
In this article, researchers used large language model (LLM) artificial intelligence (AI) hiring tools to screen over 500 resumes and determine whether the biases within LLMs would create gender and racial bias in resume screening. They found that AI screening tools are biased, significantly favoring White-associated names and male-associated names. To read more, click here.
People of color, we need to address our own anti-Blackness and how we may be perpetuating injustice
This post addresses how non-Black people of color can and do perpetuate anti-black racism. It provides examples of ways non-Black POCs can benefit from anti-black racism and provides tangible actions that non-black POCs can do to address their anti-blackness. The author also provides an important reminder that black liberation helps remake a more just society for everyone. For more read here.
Beyond the Trend of Decolonizing Science
This webinar explores what it means to “decolonize science” in a discussion led by Indigenous and Black scholars. They use the Thirty Meter Telescope and the mountain of Mauna Kea as a case study of colonialism in science. For more watch here.
Solutions Privilege: How privilege shapes the expectations of solutions, and why it’s bad for our work addressing systemic injustice
This blog post discusses the phenomenon of “solutions privilege”, in which people with positions of power and privilege criticize presentations about inequities as not being “solutions-oriented”. It provides examples of how people ignore solutions that are presented that involve resource redistribution, infantilize people of color and look to them to provide solutions rather than take on the challenging work themselves. For more read here.
Systemic Racism Explained
This video provides a brief, but effective explanation of how systemic racism impacts people of color in the US today by exploring the history of residential segregation and other forms of segregation limited people of color’s access to wealth. It also discusses how systemic racism is perpetuated by implicit bias. For more watch here.
Designing for access in outdoor spaces doesn’t mean paving pathways
This article discusses considerations for designing accessible outdoor spaces for people with disabilities, drawing on examples from projects making mountain bike trails, hunting land and hiking trails wheelchair-accessible in Montana. People involved in those projects emphasize that small considerations, such as the size of gates and switchbacks on trails can make a significant difference in physical access. They also challenge the notion that physically disabled people want access to a different style of recreation and say that access should not be limited to paving paths. For more read here.
Examining Equitable and Inclusive Work Environments in Environmental Education
This report explores how Environmental Education organizations are engaging in equity, diversity and inclusion practices and identifies strategies and tools on how to improve those practices. The study draws on research conducted with majority white organizational leaders and environmental educators of color and highlights a disconnect between those group’s perceptions of DEI work in their organizations. For more read here.
Leaking Talent: How People of Color are Pushed out of Environmental Organizations
This report by Green 2.0 investigates the factors that impact the retention and promotions of people of color within the environmental movement. Some of the key findings are that increasing transparency around promotion practices, focusing on employee development and incorporating justice, equity, diversity and inclusion practices into the mission improves the intention to stay for all employees, white and POC. For more read here.
Considerations for Inclusive Convenings
This document is a resource for groups holding large gatherings who hope to make them more inclusive. It offers numerous considerations to make the event inclusive for the attendees regardless of race, ability, gender, class, stage of career, religious beliefs and more. For more see attached document.
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