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Instant Symposium — Connecting with the World's Best Talent: Attracting and Retaining Diverse Entomologists
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... Given the problems of lack of representation of minority groups in the fi eld of entomology and the consequences of this inequity to the profession (Smith and Hendrix 2014, Walker 2018, Tsui 2007, there is growing interest in implementing approaches to actively recruit and retain students, postdocs, and faculty from more diverse backgrounds in advanced degree programs in entomology (McGlynn 2017). For this reason, the development of diversity statements for entomology programs is a critical fi rst step to express the collective views of academic units on diversity and inclusion in a written and more permanent format. ...
This chapter reviews the use of programmatic
interventions and practices aimed at increasing
the success of persons with disabilities
(PWDs) in Science, Technology, Engineering,
and Mathematics (STEM) undergraduate degree
programs, and in their subsequent passage into
STEM career fields. We first outline some key
academic problems, motivational and attitudinal
factors, and skill deficiencies that limit the
entry of PWD to STEM fields. We then examine
direct interventions with students that have been
employed at the college level to address these
issues, and discuss available data on their application
and impact. Finally, based on the authors’
observations and those offered by experts attending
a workshop on the improving the representation
of PWDs in STEM careers, we lay out
some elements of a path forward and recommendations
for future intervention research and
implementation efforts for college students with
disabilities (SWDs) in STEM majors.
Fair treatment of other scientists is an essential aspect of scientific integrity, warranting diversity interventions.
This paper discusses key elements of scientific problem solving from a cognitive perspective in an effort to help scientists and engineers understand and manage their problem solving efforts more effectively. Toward this end, the Adaption–Innovation (A–I) theory of Kirton is reviewed and placed into the context of science in order to highlight its potential contributions and possible limitations. In particular, A–I theory is used to help explain different preferences for managing scientific structure, the need for a diversity of cognitive styles in scientific work, and the relationship between scientific progress and the paradox of structure. Directions for future research in this area and comments on the special implications of A–I theory for senior scientists and other technical problem solving leaders are also discussed.
The recent business trends of globalization and increasing ethnic and gender diversity are turning managers' attention to the management of cultural differences. The management literature has suggested that organizations should value diversity to enhance organizational effectiveness. However, the specific link between managing diversity and organizational competitiveness is rarely made explicit and no article has reviewed actual research data supporting such a link. This article reviews arguments and research data on how managing diversity can create a competitive advantage. We address cost, attraction of human resources, marketing success, creativity and innovation, problem-solving quality, and organizational flexibility as six dimensions of business performance directly impacted by the management of cultural diversity. We then offer suggestions for improving organizational capability to manage this diversity.
Providing equal opportunities for women in science requires change at
every level, argue Brigitte Mühlenbruch and Maren A. Jochimsen.
Measures to give women a fair chance in science should be based on
evidence, warns Isabelle Vernos, or they could make matters worse.