11% skipped attending at least one professional event (class, meeting, conference, or fieldwork) because they felt unsafe at current role.
-
Study proposes 4 solutions to workplace race & gender inequity: 1/ code of conduct/education for all trainees and employees at all levels.
2/ Diversity & cultural awareness training on challenges faced by #WOC & URM. 3/ Leaders need to model appropriate behaviour. #marginsci
-
-
4/ Swiftly, just & consistent sanctioning for pepetrators of harassment in workplace. Moreover better support networks for
#WOC needed. -
Study is important b/c it presents primary data showing same patterns prouced in plethora of studies: race & gender impact science careers
-
There is still a reticence in equity programs in higher education and science sectors to deal with racism ALONGSIDE gender inequity.
-
Astronomy community, along with other disciplines, deals with sexual harassment & gender inequity in haphazard ways but still ignores racism
-
Hopefully this study is used to better shape policy & programs. Note that bias awareness training is bare minimum. Structural reform needed
-
Many scientific societies feel tackling gender equity is "a good start" but still see diversity & inclusion of
#POC & URM as "next step." No -
Too often, leaders think that diversity work undermines gender equity programs. This study, & MANY others, shows intersectionality matters.
-
Cannot tackle gender inequity separate to race as both impact one another & increase other issues for LGBTQIA, disabled, class & beyond.
End of conversation
New conversation -
Loading seems to be taking a while.
Twitter may be over capacity or experiencing a momentary hiccup. Try again or visit Twitter Status for more information.