IN THE NEWS -
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2022
'These
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women are changing the world' | Smithsonian Exhibit Celebrates Women in Science and Tech with 120 Life-Size Statues
February 12, 2022 - The Smithsonian will commemorate Women's History Month in March by displaying 120 life-size neon orange statues depicting women who have excelled in the fields of science and technology.
The 3D-printed statues will be displayed in the Smithsonian Gardens and in select museums in the Smithsonian network from March 5-27. A statement announcing the display called it "the largest collection of statues of women ever assembled together."
Stop Telling Women They Have Imposter Syndrome
“Imposter syndrome,” or doubting your abilities and feeling like a fraud at work, is a diagnosis often given to women. But the fact that it’s considered a diagnosis at all is problematic. The concept, whose development in the ‘70s excluded the effects of systemic racism, classism, xenophobia, and other biases, took a fairly universal feeling of discomfort, second-guessing, and mild anxiety in the workplace and pathologized it, especially for women. The answer to overcoming imposter syndrome is not to fix individuals, but to create an environment that fosters a number of different leadership styles and where diversity of racial, ethnic, and gender identities is viewed as just as professional as the current model.
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IN THE NEWS - 2021
These 4 Phrases are Sabotaging Your DEI Efforts
August 11, 2021 - Since the Diversity Tipping Point of 2020, companies are investing in commitment to Diversity, Equity and Inclusion (DEI) efforts in a way they hadn’t before. In fact, according to McKinsey & Co., companies are spending over $8 billion a year on DEI trainings and programs.
Dear Female Job Seeker: Apply for the job, ignore the 'qualifications'
August 3, 2021 - Women apply for 20% fewer jobs than men despite similar job search behaviors, according to a LinkedIn Gender Insights Report. In other words, women talk themselves out of jobs before they even apply. This makes sense given the often-cited stat: unlike their male counterparts, female professionals apply to jobs only if they are 100% qualified.
Bringing Inclusive Language into IT
July 29, 2021 - In recognition that language is essential to an inclusive and welcoming environment for everyone, the Office of Information Technology (OIT) is piloting an Inclusive IT Language Guide for the IT community at UCI.
Science Career Ads Are Disproportionately Seen by Men
July 25, 2021 - Marketing algorithms prevent many women from seeing the advertising, even though it’s illegal to target jobs to one gender.
The Shecession: How the pandemic is impacting women's careers
July 2, 2021 - In mid-March 2020, Rachel Rinaldo found herself in the same position
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August 11, 2021 - Since the Diversity Tipping Point of 2020, companies are investing in commitment to Diversity, Equity and Inclusion (DEI) efforts in a way they hadn’t before. In fact, according to McKinsey & Co., companies are spending over $8 billion a year on DEI trainings and programs.
Dear Female Job Seeker: Apply for the job, ignore the 'qualifications'
August 3, 2021 - Women apply for 20% fewer jobs than men despite similar job search behaviors, according to a LinkedIn Gender Insights Report. In other words, women talk themselves out of jobs before they even apply. This makes sense given the often-cited stat: unlike their male counterparts, female professionals apply to jobs only if they are 100% qualified.
Bringing Inclusive Language into IT
July 29, 2021 - In recognition that language is essential to an inclusive and welcoming environment for everyone, the Office of Information Technology (OIT) is piloting an Inclusive IT Language Guide for the IT community at UCI.
Science Career Ads Are Disproportionately Seen by Men
July 25, 2021 - Marketing algorithms prevent many women from seeing the advertising, even though it’s illegal to target jobs to one gender.
The Shecession: How the pandemic is impacting women's careers
July 2, 2021 - In mid-March 2020, Rachel Rinaldo found herself in the same position as roughly 20 million other working mothers in the United States: suddenly stuck without child care, or thrust into the role of homeschool teacher, and trying to figure out how to get her work done.
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May 8, 2020 - One year after publishing her viral New York Times op-ed, which put a spotlight on the lack of sponsor support for female athletes who chose to be mothers, Olympic runner and seven-time U.S. outdoor track champion Alysia Montaño is taking her #DreamMaternity movement one step further by starting a nonprofit called &Mother.
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"Helping or Hurting? Understanding Women's Perceptions of Male Allies" examines sex-based discrimination toward women in the workplace. Eden King, an associate professor of psychology at Rice and the study's senior author, said the research was prompted by an increase in the number of sex-based discrimination charges filed with the U.S. Equal Employment Opportunity Commission in recent years.
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Commitments by Community Members to Not Participate in Speaking Invitations Where Inclusiveness is Not Evident
Letter From UCAR President, Antonio J. Busalacchi
November 1, 2019
Dear Colleagues,
Recently, it was brought to my attention that Dr. Francis Collins, the Director of the National Institutes of Health, put out a statement regarding the importance of ending all-male speaking panels (aka “manels”) and his decision not to accept any speaking invitation where attention to inclusiveness is not evident.
At UCAR, we have established a formal program to support and enhance diversity, equity, and inclusion. This is real progress for our organization, and an important part of our process to be more inclusive. A significant area for us to look at is implicit bias because we know it is often the cause of exclusion of people from underrepresented groups. Since we are often not conscious of these biases, cultivating awareness of them is key to reducing their impacts be it on search committees or how we interact with colleagues.
Our commitment to a diverse, equitable, and inclusive work environment also extends to the composition of advisory panels at NCAR and UCP. In this regard, I do know that both Everette Joseph and Bill Kuo are sensitive to the importance of having those that advise us be representative of the community we serve.
When Dr. Collins issued his powerful statement, he challenged other leaders in the biomedical enterprise to join him. Although diversity within and among meteorology, oceanography, and hydrology is different than the health sciences, I accept his challenge. As a leader of this organization I will “walk the talk” and lead by example. From this point forward, I, too, will decline to serve on any speaking panels for which attention to diversity, equity, and inclusion is not evident in the composition of the panels.
If women, people of color, and other traditionally marginalized groups are passed over for panels we lose a diverse range of perspectives. Not only that, it can do real harm to careers. Failing to provide these opportunities means women and people of color cannot demonstrate they have a national or international profile. It can lead to further disadvantages with grant applications, promotions, and ultimately to selection to important bodies such as the National Academies of Sciences, Engineering, and Medicine.
It is now my turn to challenge other leaders in Earth system science to join me.
A version of this personal statement will also be posted on the UCAR web site.
Sincerely,
Tony
Antonio J. Busalacchi
President
University Corporation for Atmospheric Research (UCAR)
Letter From University of Colorado President, Mark Kennedy
I have long believed that life is a game of addition, not subtraction. And when that addition involves interacting with or surrounding yourself with people with different views, different backgrounds, different experiences, all the better.
Diversity is often viewed narrowly through a lens of race and ethnicity. While those are part of it, they are by no means all of it. Diversity to me is the sum of a variety of things – a person’s demographic characteristics, life and work experiences, viewpoints and interactions, among others. And what I have seen over and over – in my own upbringing, my educational experiences and my careers in business, government and academia – is that it is not only imperative to respect the dignity of each individual, but to recognize that diversity is a powerful asset, both personally and professionally.
The Wall Street Journal, in its article “The business case for more diversity,” noted that a diverse and inclusive culture in business provides a competitive edge. It leads to better products, more innovation, fresh ideas and a stronger bottom line.
My own experiences echo that. Homogeneous groups tend toward homogeneous ideas and strategies. Diverse groups challenge, question and view problems from different angles. They arrive at better outcomes.
Embracing diversity is the right thing. It’s an important aspect of everything we do at the University of Colorado. We strive to foster a learning, living and work environment that mirrors the society we serve and makes all feel safe and included. We also know that infusing diversity throughout our activities enriches the learning experience and makes our graduates better prepared to succeed in life.
That’s one of the reasons we recently elevated our strategic plan’s diversity working group to be the plan’s fourth pillar. Our original thinking was that diversity must be part and parcel of each of the areas we identified as focuses of planning. It needs to be. But after broad input from the university community, we agreed that it also is appropriately recognized as a pillar.
Anything judged important should be measured. Our diversity engagement survey in the field now with students, faculty and staff across our four campuses will guide our action. It will give us insight into the climate and culture on our campuses, and identify areas where we can improve.
Incidents, such as the recent racist incident on our Boulder campus, remind us that there is always work to be done in this area, and that diversity must be a constant focus. It is important for all of us to build on the work of generations before us to embrace diversity and to achieve a more inclusive environment.
All the best,
Mark Kennedy President
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Employees View Gender-Diverse Companies More Favorably
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