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

Abstract

INTRODUCTION Over the past few years, abundant news articles reporting violence against communities of color in America have spurred members of the geoscience community to pay much-needed attention to promoting belonging, accessibility, justice, equity, diversity, and inclusion in our disciplines, including in the coastal, ocean, and marine sciences (e.g., see antiracism initiatives No Time for Silence, Call for a Robust Anti-Racism Plan for The Geosciences, Unlearning Racism in Geoscience, and Black in Marine Science, among others). For years, many wellintentioned programs have invested time and resources to attract students from historically excluded groups into the coastal, ocean, and marine (COM) science workforce, with limited retention success. It has become increasingly clear that recruitment is not enough. What is urgently needed is a change in the culture that includes systematic eradication of existing paradigms and models that have perpetuated racism, inequities, and injustices in higher education. Bold new paradigms and models are needed to create working and learning climates where all can thrive, both personally and professionally. To truly take an all-hands-on-deck approach to solving the enormous environmental problems humanity now faces, the COM science enterprise needs to critically examine and evaluate the effectiveness of its traditional working and learning practices. Why would anyone want to stay in a discipline that is disrespectful, toxic, and unwelcoming? How do we expect to retain people if they don’t see others with similar backgrounds and experiences in positions of leadership and power? How can people pursue science in environments that perpetuate harassment, discrimination, and misconduct? We will all benefit by creating a scientific and professional culture that offers its workforce exciting, financially viable, REGULAR ISSUE FEATURE