PROFESSIONAL ETHICS AND PRACTICES - COLUMN 175
Topical Index-Table of Contents to the Professional Ethics and Practices Columns
A topically based Index-Table of Contents, “pe&p index.xls” cov ering columns, articles, and letters to the editor that have been referred to in the PE&P columns in Excel format is on the AIPG web site in the Ethics section. This Index-Table of Contents is updated as each issue of the TPG is published. You can use it to find those items addressing a particular area of concern. Suggestions for improvements should be sent to David Abbott,
dmageol@msn.com
Compiled by David M. Abbott, Jr., CPG-04570 5055 Tamarac Street, Denver, CO 80238 303-394-0321,
dmageol@msn.com
Moving towards
representational equality in the geosciences
Efforts to increase the numbers of women, racial, and ethnic minorities (American Indian/Alaska Native, Black/ African American, and Hispanic/Latinx), and individuals identifying as LGBTQ+ in the geosciences were the subject of two articles and a webinar that came to my attention in March, “How identity shapes our scientific experience” in the February 2020 Geoscientist, the February 2020 issue of the AusIMM Bulletin, and the March 6th AGI/AGU webi- nar, “Equity in Graduate Admissions,” addressed aspects of this overall topic. In addition, Aaron Johnson’s, MEM- 2783, Executive Director’s Message on “The value of diversity” and Todd McFarland’s, CPG-11348, President’s Message, “A diverse and inclusive mem- bership will strengthen our organiza- TPG also address the issue. Subsequently, the May 2020 issue of the AusIMM Bulletin contains a report on AusIMM’s 2020 survey of women in mining.
Michele Guitard, a PhD candidate at the University of South Florida’s College of Marine Science, addressed issues fac- ing the underrepresented minorities, the LGBTQ+, and the disabled in the geosci- ences in the US and suggested some ways in which underrepresented voices can be amplified in her article, “How identity shapes our scientific experience,” in the February 2020 Geoscientist. Guitard focused on the experiences of five geosci- entists from underrepresented groups: a recently graduated black PhD, a PhD candidate who is a member of two Native American tribes, a Latinx Postdoctoral Fellow, a disabled PhD candidate, and a Postdoctoral Fellow who identifies as queer (Q+). Geoscience groups that focus on the specific needs of specific underrepresented groups include the Association of Women Geoscientists, the Society for the Advancement of Chicanos/
www.aipg.org
Hispanics and Native Americans in Science (SACNAS), the National Association of Black Geoscientists (NABG), the American Indian Science and Engineering Society (AISES), the recently formed GeoLatinas, the International Association for Geoscience Diversity (IAGD), and the American Geophysical Union’s events and activi- ties at its fall meetings for the LGBTQ+ community. The reasons why members of these various groups are underrep- resented varies from group to group. Nevertheless, getting together with peers and mentors who are members of a particular group provides both individ- ual support and group advocacy. There is further information on the International
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analogy of the senior women lowering down a ladder to help others up. Using a “net” allows more women to advance in their careers. And advancement does not mean progress towards the same goal. Different women have different goals but collectively helping each other assists in achieving each woman’s goal.
Carolyn Miller focuses on subtle changes that often have the biggest impacts such as everyday cultural norms (both words and behaviors) that rein- force a hierarchy. Miller cites the exam- ple of helping a female colleague to stop routinely apologizing as she started to voice an opinion at a meeting. The col- league didn’t recognize this apologetic habit until Miller pointed it out.
Carolyn Miller also pointed out a common gender bias in hiring; men are evaluated on the basis of their potential while women are based on their achievements. This is a subtle but important bias (see Casey Miller’s com- ments on letters of recommendation below). All applicants should be judged on potential as well as achievement.
Association for Geoscience Diversity in the next topic in this column.
The February 2020 issue of the AusIMM Bulletin,
www.ausimmbulle-
tin.com, featured several short articles about prominent women sharing their insights on encouraging and striving towards gender balance in the work- place. I was particularly struck by some of these insights.
Dr. Kirstin Ferguson uses a “fishing net” analogy in her commitment to help- ing all women to succeed rather than the
Carolyn Miller also pointed out a common gender bias in hiring; men are evaluated on the basis of their potential while women are based on their achieve- ments. This is a subtle but important bias (see Casey Miller’s comments on letters of recommendation below). All applicants should be judged on potential as well as achievement.
Whether in admissions or hiring, and whether addressing gender or racial inequities, there is ample evidence that typical evaluation and decision-making processes undermine opportunities for
Jul.Aug.Sep 2020 • TPG 43
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