The vision of EuroScience is a scientific workforce that creates a positive change for society. However, we believe that this vision can only be realised if the professional workforce is as diverse and representative of the society it should serve. We recognise that there are many obstacles to achieving this diversity, including organisational cultures (the values and behaviours that contribute to the unique social and psychological environment of an organisation) in the workplace that are not inclusive, supportive or designed to nurture and celebrate diverse voices and talent...

https://mailchi.mp/euroscience/consultation-on-inclusion?e=7dca56050f

Dear Ila Sinha , this is nice blog about inclusion and diversity. You have stated that "inclusion should precede diversity".

Inclusion before Diversity – Flipping the Script on Missed Opportunities

For years we’ve been approaching diversity in the workplace in completely the wrong way. Here’s why we need to completely reboot our thinking.

Diversity & Inclusion is such an ingrained concept in organisational behaviour that we now accept it unquestioningly. Like an unexpressed form of confirmation bias, the fact everyone is looking at diversity ahead of inclusion translates into tacit acceptance that it’s the only way to look at D&I.

And years of working with clients to create more culturally inclusive workplaces have taught us that it no longer makes no sense to deal with the D before you deal with the I...

https://convergentconsulting.org/blog/inclusion/inclusion-before-diversity/

Thanks Ljubomir Jacić... this is really helpful and appropriate

7 same contribution were made in a sequence. You should remove redudant dear Ila. I think that you have had a problem with internet.

Regards.

Although diversity efforts are concerned with representation and who is included, diversity efforts should not be confused with creating an inclusive environment. An inclusive environment does not simply mean that people from various groups are included, it is concerned with what their inclusion in that organization or environment means.

What does being included mean for individuals from marginalized and minoritized groups and what does it mean for their peers from dominant, advantaged, or privileged groups?  How do minoritized people view their participation in the organization and how is their participation viewed by others?

https://scholarlykitchen.sspnet.org/2021/05/03/revisiting-the-problem-with-diversity-inclusion-and-equity/?informz=1

Diversity in science workforce an ‘economic imperative’

Among other recommendations, a report issued by the All-Party Parliamentary Group (APPG) on Diversity and Inclusion in Science, Technology, Engineering and Maths calls on the government’s Office for Science and Technology Strategy to review all departments involved with the STEM workforce to ensure that they are committed to diversity. Departments subject to review would include those responsible for education, research and development investments, and professional qualifications standards...

https://www.nature.com/articles/d41586-021-02399-5

Over the past several years, the Society for Scholarly Publishing (SSP) has deepened its commitment to advancing diversity, equity, and inclusion (DEI, EDI, or DEIA — to include accessibility) efforts across scholarly publishing...

Fine resources have been attached via proper links.

https://scholarlykitchen.sspnet.org/2021/11/29/community-reflections-takeaways-from-the-diversity-sessions-at-ssps-43rd-annual-meeting-part-1/?informz=1

https://scholarlykitchen.sspnet.org/2021/11/30/community-reflections-takeaways-from-the-diversity-sessions-at-ssps-43rd-annual-meeting-part-2/?informz=1

https://scholarlykitchen.sspnet.org/2021/12/01/community-reflections-takeaways-from-the-diversity-sessions-at-ssps-43rd-annual-meeting-part-3/?informz=1

https://scholarlykitchen.sspnet.org/2021/12/02/community-reflections-takeaways-from-the-diversity-sessions-at-ssps-43rd-annual-meeting-part-4/?informz=1

This COPE discussion document begins a process of addressing the wide range of themes, challenges and changes required to establish a more inclusive and diverse scholarly publishing community...

Establishing non-discriminatory practices in scholarly activity may require a rethink of notions of expertise and knowledge in a field to incorporate scientifically valid social positions...

.....

https://publicationethics.org/resources/discussion-documents/diversity-and-inclusivity

With International Women’s Day upon us, the need for greater diversity in HE is under the spotlight. And the current requirement for potential STEM students to have studied traditionally related subjects such as maths and physics seems outdated and unnecessary...

It’s no secret that the ongoing lack of diversity in STEM industries causes significant problems. Recent studies have shown that companies with more female employees and with women in leadership positions financially outperform those that are less gender diverse...

https://www.timeshighereducation.com/campus/are-stem-admissions-processes-hindering-our-diversity-efforts?utm_source=newsletter&utm_medium=email&utm_campaign=editorial-daily

As organisations look to increase diversity, their leadership teams have to do more than set targets − they have to build bridges, which they cross to put themselves in a different, often uncomfortable environment. This will lead to an understanding of how difficult and lonely the journey can be for women and people of colour...

https://www.computerweekly.com/opinion/Building-bridges-to-better-diversity?utm_campaign=20220315_ERU+Transmission+for+03%2F15%2F2022+%28UserUniverse%3A+352537%29&utm_medium=EM&utm_source=ERU&src=9347063&asrc=EM_ERU_210721404&utm_content=eru-rd2-rcpE

For the first time, the process — which influences US federal funding — elevated diversity, equity and inclusion (DEI) issues to sit among the ten major topics, or frontiers, that were discussed. Nature spoke to particle physicist Kétévi Assamagan about the DEI recommendations. “Particle physics wasn’t meant to exclude people, but that’s how it’s evolved,” he says. “Research has shown that there is much more under-representation in our field than meritocracy would suggest.”

https://www.nature.com/articles/d41586-022-02800-x

December 3 marks the UN’s annual International Day of People with Disabilities. Over 1 billion people worldwide, or 15% of the world’s working-age population, have a disability. Around 80% of disabilities are ‘hidden’, meaning that it’s highly likely that you live and work with many people with disabilities, without being aware of it. More broadly, it means that as organizations and as an industry, if we are serious about diversity and equity, we need to proactively take steps to become more disability inclusive...

https://scholarlykitchen.sspnet.org/2022/12/12/guest-post-10-quick-wins-to-make-your-organization-more-disability-inclusive/?informz=1&nbd=6f03e560-5431-4744-8998-e00223ee7a82&nbd_source=informz

Campus design for access and inclusion

Advice for institutions to develop more accessible and inclusive campuses for students and staff with disabilities...

https://www.timeshighereducation.com/campus/campus-design-access-and-inclusion?utm_source=newsletter&utm_medium=email&utm_campaign=editorial-daily&spMailingID=24610273&spUserID=MTAxNzcwNzE4MTk2NAS2&spJobID=2190151486&spReportId=MjE5MDE1MTQ4NgS2

“There is a significant ‘time tax’ involved in diversity, equity and inclusion work — it can pull the focus away from research work,” says neuroscientist and science outreach director Atom Lesiak. It’s easy to lose sight of goals in the service of others, Lesiak says, so focus on developing the skills you want to build your career on. They also recommend to other trans and gender-nonconforming scientists to leave a paper trail when issues such as harassment arise, and find people who can help to build a community of support. Most importantly, aspiring allies and those in leadership positions need to be prepared to listen, be brave in their advocacy and be willing to challenge their own beliefs...

https://www.nature.com/articles/d41586-023-00923-3

Departments and principal investigators must do hard, uncomfortable work to cultivate truly inclusive, safe environments...

Often, departments in research universities recruit students of colour by offering a highly manufactured dream, a guise of equity and inclusion. But many of those students eventually come to find that they are being used as a tool to aid in departments’ illusion of equity, which generally serves to benefit the department and individual faculty members, not the students.

Antiracism cannot be diluted to a simple increase in representation of students of colour...

https://www.nature.com/articles/d41586-023-01763-x

Promoting Diversity in Scholarly Publishing: Toolkits and Resources

"Many organizations throughout the scholarly publishing industry have embraced diversity as a key goal for the upcoming years. However, promoting diversity, equity, and inclusion (DEI) is often easier said than done. Many organizations and individuals struggle to understand where to start or how to create quantifiable, meaningful improvement. In this post, we’ve compiled some of our favorite resources and toolkits that you can use to improve DEI within your organization...

As you’ve seen, there are many resources available to support diversity, equity, and inclusion initiatives across every corner and niche of the scholarly publishing industry. While most of the toolkits we’ve shared have a relatively narrow focus, they all include fantastic lessons and tools that will allow you to improve your own understanding of diversity and your organization’s inclusivity..."

https://blog.cabells.com/2023/12/12/promoting-diversity-in-scholarly-publishing-toolkits-and-resources/