Research and compile statistics​

• • Keep track ​of current situations, organization's diversity targets, what barriers marginalized groups face, what concerns they have, the affect of COVID-19 on gender balance, etc.

  • Check in at Exploration '27. How are we doing compared to 2017-2018?

• Demand that diversity topics no longer be relegated to non-technical sessions but are a part of all discussions.

  • Demand that speakers, chairs, and organizers of technical programs are diverse and represent marginalized groups.

  • Advocate for better diversity and representation of speakers

  • Share our Inclusive Conference Initiative and advocate for diversity topics as part of the main stage.

• Support parents pre- and post-parental leave

  • Propose childcare solutions at conferences and advocate for sponsorship​. Provide list of nearby childcare services nearby and support parents bringing children to conferences

  • Support and recognize that continued attendance and participation in professional development ​during parental leave promotes retention

  • Provide ways to approach and discuss with employers

• Interrogate written policies and procedures that identify bias, then suggest revised policies and evaluation criteria to be anti-discriminatory.

  • We have a Anti-Harassment Policy, Events Code of Conduct, Harassment Reporting System, and a Board Diversity Policy.​ These are regularly reviewed to ensure they are current and inclusive.

  • Continuously educate ourselves and provide resources to our members to recognize and address conscious and unconscious bias.

• Question unspoken rules.​​

  • The Board regularly notifies each other and discusses questionable job postings, promotional materials, and events.​

  • We actively call out job postings, events, and other materials that are not diverse or reflect diversity.

  • Support member to speak out and challenge norms that are falling out of favour.

• Actively promote marginalized geoscientists as journal editors, reviewers, and conference organizers

  • Actively nominate marginalized geoscientists as conference organizers, session chairs, and workshop leaders, and use our network to nominate these people for editorial and review positions.

• Address issues of workplace culture that are threats to safety, well-being, and careers, and acknowledge, address, and promote the safety and success of marginalized geoscientists and students.

  • Advocate for safe practices in both the field and office settings to better protect people and share information from other organization specializing in addressing these issues.​

  • Continue to share articles, interviews, and our experiences in the workplace and in the field, particularly in the "Career support" and "For students and young pros" Slack channels.

• Actively diversify nominations and award committees.

  • The Board occasionally is asked to nominate people for awards. We strive to nominate outstanding people from marginalized groups and question those organizations with non-diverse nominees.​

• Actively advocate and create accountability for income parity.

  • We actively discuss marginalized people's income discrepancies in industry and academia in Slack and the impact on their lives and careers​.

  • Research how to talk about and address income parity, and advocate for income parity at all career levels.

• Acknowledge the inequities inherent to fieldwork while affirming that cutting-edge geoscience happens in many different spaces.

  • Discuss and share articles and interviews about work-life balance, especially in the field while raising families. Provide tools to discuss work-life balance and advocate for geoscience careers that better support families.​

  • Include more marginalized racial, neuro-diverse, physically-diverse, and LGBTQ+ experiences in our discussions.

• Directly sponsor and hold networking events for marginalized geoscientists.

  • Share events in our Slack "Events" channel and ensure networking events for marginalized groups are promoted.​

  • Maintain contacts with other organizations and expand our network of inclusive groups.

  • Hire socially responsible vendors for our in-person events

• Publish annual reports of our activities and reflections of our members.

  • Post highlights from our Slack channels on our Twitter feed.​

  • Continue to write blog posts to summarize our yearly activities and ensure these are easily accessible in our archives.

• Acknowledge the impacts of historical and ongoing exploitation in the geosciences.

  • Contribute to identifying and recognizing historical and current ​exploitation in our field and identify ways to avoid.

• Acknowledge environmental injustice in geoscience.

  • Recognize the environmental impact our field has on the environment and support environmentally-sound geoscience practices while promoting diversity, inclusivity, and equity.​

• Post anti-racism statements publicly and accessibly, and support the addition of anti-racism into code of ethics of professional societies (e.g., PGO, EGBC).

  • Our anti-racism policy is at the top of this page and Our Friends page shows the other organizations we support.

  • Urge professional societies to also publicly support and include anti-racism, diversity, and inclusivity in their policies.

• Actively work to understand the lived experiences of marginalized geoscientists.

  • Investigate expanding into online panels and promoting discussions that are more accessible than Slack.​

  • Share articles and interviews of different experiences in industry and academia and provide support and a welcome space within Slack for people from all experiences and backgrounds.

• Identify ways we have failed marginalized geoscientists both structurally and individually.

  • Reach out to our members for their comments and feedback, and regularly reevaluate the content we share and produce.

  • Think about our individual actions in daily life and make conscious efforts to do better.