scholarly journals Leveraging diversity and inclusion in the polymer sciences: the key to meeting the rapidly changing needs of our world

2021 ◽  
Vol 0 (0) ◽  
Author(s):  
Danniebelle N. Haase ◽  
Blair Brettmann ◽  
Marloes Peeters
Keyword(s):  
Emotional Intelligence ◽  
Intellectual Property ◽  
Team Performance ◽  
Polymer Science ◽  
Diversity And Inclusion ◽  
Marginalized Groups ◽  
Participation Of Women ◽  
Science Community

Abstract Diversity, equity, inclusion and belonging (DEIB) will be key to unlocking and accelerating sustainable polymer-based solutions to meet the needs of our rapidly growing world. To achieve faster innovation, we must increase team performance by embracing diversity, ensuring systems and processes within polymer science are equitable and through increased emotional intelligence (EQ), fostering inclusion and belonging. In examining the participation of women and other historically marginalized groups in publishing, intellectual property filings and society leadership, this paper highlights the gaps and the extent of the work needed to close those gaps. Additionally, we provide an opportunity for members of the polymer science community to provide their perspective on DEIB. Polymer science is for everyone and it is imperative for all to be able to make full and meaningful contributions to advance the field. To this end, we provide recommendations for cultivating a more inclusive culture in all facets of the polymer sciences.

Margaret-Ann Armour & WISEST – An Incredible Legacy in Equity, Diversity and Inclusion in STEM and the Work Still To Do

2021 ◽  
Author(s):  
Fervone Goings ◽  
Nicole L. Wilson ◽  
Ale Equiza ◽  
Lianne Lefsrud ◽  
Lisa M Willis
Keyword(s):  
Gender Discrimination ◽  
Career Paths ◽  
Engineering Science ◽  
Diversity And Inclusion ◽  
Marginalized Groups ◽  
Participation Of Women ◽  
Hands On ◽  
Hands On Learning ◽  
Women And Girls ◽  
Diversity In Stem

Dr. Margaret-Ann Armour was a visionary and leader in addressing the issue of gender discrimination in STEM. She was instrumental in creating WISEST – Women in Scholarship, Engineering, Science and Technology – in 1982 which was one of the first programs in Canada intentionally designed to increase the participation of women and girls in STEM career paths. Since then, this innovative organization has designed several programs featuring hands-on learning and mentoring that reduce barriers and empower people from underrepresented and marginalized groups to pursue education and careers in STEM fields. This review provides a template for WISEST programs, discusses their impact on diversity in STEM, and highlights the work still to be done.

scholarly journals Changing the Culture of Coastal, Ocean, and Marine Sciences: Strategies for Individual and Collective Actions

Oceanography ◽  
2021 ◽  
Vol 34 (3) ◽  
Author(s):  
Mona Behl ◽  
Sharon Cooper ◽  
Corey Garza ◽  
Sarah Kolesar ◽  
Sonya Legg ◽  
...  
Keyword(s):  
Culture Change ◽  
Positive Culture ◽  
Coastal Ocean ◽  
Collective Actions ◽  
Professional Societies ◽  
Diversity And Inclusion ◽  
Working Environments ◽  
Ocean Sciences ◽  
Administrative Leaders ◽  
Science Community

Geoscience is plagued with structural and systemic barriers that prevent people of historically excluded groups from fully participating in, contributing to, and accruing the benefits of geosciences. A change in the culture of our learning and working environments is required to dismantle barriers and promote belonging, accessibility, justice, equity, diversity, and inclusion in our field. Inspired by a session organized at the 2020 Ocean Sciences Meeting, the goal of this paper is to provide a consolidated summary of a few innovative and broadening participation initiatives that are being led by various stakeholders in academia (e.g., students, faculty, administrative leaders) at different institutional levels (e.g., universities, professional societies). The authors hope that the strategies outlined in this paper will inspire the coastal, ocean, and marine science community to take individual and collective actions that lead to a positive culture change.

scholarly journals Promoting inclusive metrics of success and impact to dismantle a discriminatory reward system in science

PLoS Biology ◽  
2021 ◽  
Vol 19 (6) ◽  
pp. e3001282
Author(s):  
Sarah W. Davies ◽  
Hollie M. Putnam ◽  
Tracy Ainsworth ◽  
Julia K. Baum ◽  
Colleen B. Bove ◽  
...  
Keyword(s):  
Paradigm Shift ◽  
Systemic Change ◽  
Reward System ◽  
Well Being ◽  
Impact Factors ◽  
Value System ◽  
Academic Leaders ◽  
Diversity And Inclusion ◽  
Marginalized Groups ◽  
Principles Of Justice

Success and impact metrics in science are based on a system that perpetuates sexist and racist “rewards” by prioritizing citations and impact factors. These metrics are flawed and biased against already marginalized groups and fail to accurately capture the breadth of individuals’ meaningful scientific impacts. We advocate shifting this outdated value system to advance science through principles of justice, equity, diversity, and inclusion. We outline pathways for a paradigm shift in scientific values based on multidimensional mentorship and promoting mentee well-being. These actions will require collective efforts supported by academic leaders and administrators to drive essential systemic change.

LANDInG (Leadership Academy and Network for Diversity & Inclusion in Geosciences): AGU’s New Program to Build, Develop, and Sustain DEI Leaders

2021 ◽  
Author(s):  
Margaret Fraiser ◽  
Billy Williams ◽  
Stephanie Goodwin ◽  
Pranoti Asher
Keyword(s):  
Professional Development ◽  
Steering Committee ◽  
Leadership Capacity ◽  
Leadership Academy ◽  
Social Scientists ◽  
Professional Networks ◽  
Cultural Shift ◽  
Diversity And Inclusion ◽  
Marginalized Groups ◽  
Leader Training

<p>An equitable and inclusive geosciences discipline requires a systemic cultural shift. Despite four decades of consideration and federal investment, persons identifying as both white and men overwhelmingly outnumber people from marginalized groups in geosciences courses of study and professions. Cultural shifts can be facilitated by leadership, and research indicates that diversity and inclusion initiatives are more often effective when championed from the top. AGU, in strong partnership with other organizations and institutions, created the LANDInG program based on the rationale that both increasing capacity for DEI leadership within the geosciences and fostering recognition for the value for DEI champions are needed to significantly improve DEI outcomes across geosciences. LANDInG comprises: (1) a sustainable DEI Community of Practice Network, to engage and support a broad representation of DEI champions within the geosciences; and (2) a DEI Leader Academy, to build the DEI leadership capacity of select cohorts of DEI champions in the geosciences through intensive, cohort-based professional development tailored for them. The LANDInG DEI Leader Academy will include opportunities for direct experience leading DEI initiatives in the geosciences. Also part of the LANDInG program will be increasing the visibility and recognition of DEI champions and leaders in order to elevate their value within the discipline. Our model for change draws from research and theory spanning social and organizational sciences, including the literatures on professional networks/mentoring, and implementing effective diversity and leader training. Our methods for enacting change are evidence-based and framed by national models for cohort-based professional development within higher education/STEM. A steering committee and an advisory board of leading DEI scholars, social scientists, and representatives of other geoscience societies will broaden the expertise and diversity perspectives over the project’s life.</p>

It's Good to Be Different: How Diversity Impacts Judgments of Moral Behavior

2021 ◽  
Author(s):  
Uzma Khan ◽  
Ajay Kalra
Keyword(s):  
Team Performance ◽  
Perspective Taking ◽  
Consumer Attitudes ◽  
Diversity And Inclusion ◽  
Corporate Diversity ◽  
The Media ◽  
Greater Good ◽  
And Behavior ◽  
Attitudes And Behavior ◽  
Positive Effect

Abstract Recently, conversation on diversity and inclusion has been at the forefront in the media as well as the workplace. Though research has examined how diversity impacts organizational culture and decision-making, little attention has been given to how corporate diversity impacts consumers’ responses to the firm. This article establishes a link between diversity and the perceived morality of market actors. A series of studies demonstrate that greater diversity (racial, gender, or national) in a corporate team leads to perceptions of greater morality of the firm and its representatives and, as a consequence, results in more favorable consumer attitudes and behavior towards the firm. This positive effect arises because consumers perceive diverse teams as possessing higher perspective-taking abilities. Since marketplace morality is concerned with the greater good, we argue that higher perceptions of perspective-taking signal that the team will safeguard the broad interests of the community rather than serve narrow interest groups. The findings have broad implications since consumers are increasingly concerned with moral consumption. Our research suggests that diversity in the workforce is not only important for team performance and social equity but can shape consumers’ sentiments and behaviors towards the firm.

Global Diversity Management Programs and Strategies at CEVA Logistics

2012 ◽  
pp. 306-321 ◽  
Author(s):  
Hale Öner ◽  
Esra Kaya ◽  
Olca Surgevil ◽  
Mustafa Ozbilgin
Keyword(s):  
Human Capital ◽  
Continuous Improvement ◽  
Diversity Management ◽  
Mentoring Programs ◽  
Life Balance ◽  
Global Diversity ◽  
Diversity And Inclusion ◽  
Participation Of Women ◽  
Employees With Disabilities ◽  
Work And Life

The main Diversity and Inclusion activities of CEVA aim at increasing the participation of women at higher echelons of the management cadre, retaining diverse talent, and increasing the number of employees with disabilities. The diversity and integration understanding is the commitment to continuous improvement in every sub-region retaining the talented human capital with a focus on work and life balance initiatives and development by mentoring programs, network groups on the intranet, e-teams, and communities on gender and disability. Although diversity is integrated at CEVA at both the regional and global levels, the main motto in implementing the Diversity and Inclusion activities is “Think global, act local.”

Researching Social Justice Aspects of Intellectual Property

2021 ◽  
pp. 671-684
Author(s):  
Lateef Mtima ◽  
Steven D. Jamar
Keyword(s):  
Social Justice ◽  
Intellectual Property ◽  
Justice Theory ◽  
Marginalized Groups ◽  
Social Justice Theory ◽  
Ip Law

This chapter provides a brief introduction to intellectual property (IP) social justice theory and guidance on how to research social justice issues in IP. Included are tips for finding social justice issues in IP law and administration; a toolkit for addressing such issues; and examples of the process in use. IP social justice examines IP law and administration to determine rules and processes that adversely affect equality with particular focus on access to IP; inclusion in the benefits that flow from IP creation, use, and exploitation; and empowerment of marginalized groups within society who are not fully benefiting from both IP they have generated and use of IP created by others. This chapter provides tips on spotting and addressing IP social justice issues both with respect to implementation and with respect to normative aspects.

Increasing team performance in a knowledge-based economy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Emotional Intelligence ◽  
Team Performance ◽  
World Knowledge ◽  
Business World ◽  
Content Type ◽  
Organizational Goals ◽  
Knowledge Based ◽  
Team Working ◽  
Knowledge Based Economy ◽  
And Control

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings In a competitive business world, knowledge has become an invaluable asset. The transfer and creation of knowledge between employees is essential for improving team performance and achieving organizational goals. An important contributing factor for knowledge sharing is emotional intelligence; the ability to identify, manage and control emotions in oneself and in others. This leads to increased positive relationships and decreased team conflict. Increased emotional intelligence leads to increased collaboration and sharing of knowledge. Team working is more successful, leading to increased team performance. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Equity for Women and Marginalized Groups in Patriarchal Societies during Forest Landscape Restoration: The Controlling Influence of Tradition and Culture

2019 ◽  
Vol 46 (03) ◽  
pp. 241-246
Author(s):  
Jack Baynes ◽  
John Herbohn ◽  
Nestor Gregorio ◽  
William Unsworth ◽  
Émilie Houde Tremblay
Keyword(s):  
Decision Making ◽  
Gender Equity ◽  
Institutional Development ◽  
The Philippines ◽  
Small Scale ◽  
Marginalized Groups ◽  
Forest Landscape Restoration ◽  
Participation Of Women ◽  
And Gender ◽  
Structured Approach

SummaryWe explore the difficulty of achieving equity for women in two forest and livelihood restoration (FLR) pilot projects, one each in Papua New Guinea (PNG) and the Philippines. We use institutional bricolage as a framework to explain the context and background of stakeholders’ decision-making and the consequent impact on equity and benefit distribution. In the Philippines, material and institutional support was initially successful in assisting participants to establish small-scale tree plantations. A structured approach to institutional development has successfully evolved to meet the needs of women, even though corruption has re-emerged as a destabilizing influence. In PNG, despite success in establishing trees and crops, the participation of women was subjugated to traditional customs and norms that precluded them from engaging in land management decisions. The capacity-building and gender-equity principles of FLR consequently became compromised. We conclude that in some patriarchal societies achieving equity for women will be difficult and progress will be contingent on a detailed understanding of the effects of traditional customs and norms on participation and decision-making.

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