working_groups:equity4es:documents_equity4es []

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====== Equity documentation ======

===== Equity, Diversity & Inclusion at BSC =====

Links to the BSC intranet:

- [[https://intranet.bsc.es/personnel-corner/equity-diversity-and-inclusion/gender-equity-plan-gep | BSC Gender Equality Plan]]

- [[ https://intranet.bsc.es/personnel-corner/equity-diversity-and-inclusion/diversity-and-inclusion | Diversity and Inclusion ]]

- [[ https://intranet.bsc.es/personnel-corner/equity-diversity-and-inclusion/integration-sexgender-dimension-research | Integration of the gender dimension into our research ]]

- [[ https://intranet.bsc.es/personnel-corner/equity-diversity-and-inclusion/reconciling-work-and-family-life | Reconciling work and family life ]]

===== Initiatives at other universities and research centers =====

 - [[ http://genderedinnovations.stanford.edu/what-is-gendered-innovations.html | Gendered innovations ]] at Stanford University (USA). There is a page dedicated to [[http://genderedinnovations.stanford.edu/case-studies/climate.html#tabs-2 | Climate Change ]].
 
 - [[ https://www.kyodo-sankaku.provost.nagoya-u.ac.jp/research_analysis/en/outcomes.html | Unconscious Bias Training Program in Universities (video materials) ]] at Nagoya University (Japan)

- [[ https://research.pasteur.fr/wp-content/uploads/2021/04/research_pasteur-jobim-2021-pilotproject-genderspeakingdifferencesin-academia-gender-equal-and-1-1.pdf | Guidelines for STEM conference organisers ]], from the Institut Pasteur (France)
===== Litterature =====
- {{ :working_groups:equity4es:gender_and_sciences.pdf | slides}} summarizing interesting papers on the subject in a few lines

- Marin-Spiotta et al., Earth's Future, 2023: **Exclusionary Behaviors Reinforce Historical Biases and Contribute to Loss of Talent in the Earth Sciences** [[ https://agupubs.onlinelibrary.wiley.com/doi/10.1029/2022EF002912 | Open Access ]]

- Dancy and Hodari, 2022: **How well-intentioned white male physicists maintain ignorance of inequity and justify inaction** [[ https://arxiv.org/abs/2210.03522 | preprint ]]
"//6 recommendations:
1. Make the target of change people of privilege.
2. Teach people of privilege about common discourse moves that make them complicit in oppression.
3. Hold people of privilege accountable for their ignorance.
4. Make equity work the work of white men.
5. Collect, and make public, data measuring the extent of inequity in local
environments.
6. Explicitly teach skills associated with confronting oppression.
//"

- Ryan M., World view, Nature, April 2022: {{ :working_groups:equity4es:advance_equality_for_woman_nature_2022.pdf | To advance equality for women, use the evidence. }} "//These are three mistakes universities make when they attempt to improve gender equity.//"

- Liverman et al., Comment, Nature, February 2022: {{ :working_groups:equity4es:gender_bias_ipcc.pdf | Survey of gender bias in the IPCC. }} "//The IPCC needs to do more to include the expertise and voices of women, even as numbers and policies improve.//"

- Ross et al., Nature, 2022: **Women are credited less in science than men** [[ https://www.nature.com/articles/s41586-022-04966-w | Open Access. ]] "// Women in research teams are significantly less likely than men to be credited with authorship.//"


- Zhang et al., Scientometrics, 2021: {{ :working_groups:equity4es:s11192-021-04171-y.pdf | Gender differences in the aims and impacts of research. }} "//Male researchers more often value and engage in research mainly aimed at scientific progress, which is more cited. Female researchers more often value and engage in research mainly aimed at contributing to societal progress, which has more abstract views (usage).//"

- Schiebinger, 2021:  **Gendered Innovations: integrating sex, gender, and intersectional analysis into science, health & medicine, engineering, and environment** [[ https://doi.org/10.1080/25729861.2020.1867420 | Open access ]]

- Lupon et al., PLOS One, 2021: **Towards women-inclusive ecology: Representation, behavior, and perception of women at an international conference**  [[https://doi.org/10.1371/journal.pone.0260163 | Open access]]

- Popp et al., Earth and Space Sciences, 2019: **A Global Survey on the Perceptions and Impacts of Gender Inequality in the Earth and Space Sciences**  [[ https://doi.org/10.1080/25729861.2020.1867420 | Open access ]]

- Nielsen et al., PNAS - Opinion, 2017: **Gender diversity leads to better science** [[ https://www.pnas.org/doi/10.1073/pnas.1700616114 | Open access ]]

- Profeta, Intereconomics, 2017: {{ :working_groups:equity4es:profeta_intereconomics_2017_gender-equality-in-decision-making-positions.pdf | Gender Equality in Decision-Making Positions: The Efficiency Gains.}} "//women in decision-making positions may contribute to the deﬁnition of a new agenda for the organisation, including items which are typically neglected by men. For companies this can include a shift towards less risky decisions, or towards sustainability and environmental policies with longer time horizons. For policy-makers this can mean more investment in education and social needs.//"

- Rothchild, 2014, {{ :working_groups:equity4es:rothchild_2014_genderbias.pdf | Gender bias}}. Nice introduction about what gender bias means (the other parts of the paper are USA-centered). "//When we use the term gender, we mean socially constructed expectations and roles for women and men, for girls and boys. Specifically, girls and women are
expected to demonstrate feminine behavior, and boys and men are expected to act masculine. [...] The narrow benefits of gender bias for some are outweighed by much broader losses for all (Neubeck & Glasberg 2005). And if gender roles and expectations constrain both girls and boys and both women and men, it can be said that **gender bias limits the overall development of contemporary societies**. //"
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