Dear WIPS Blog Readers,
We are pleased to share the details about the upcoming Women in Planetary Science event at LPSC (below). Please forward this invitation to interested colleagues. This is a serious topic, and we plan to have a constructive discussion and raise awareness about both the fact that harassment of various forms occurs, and that there are steps someone can take if they are experiencing harassment. This is absolutely an issue that affects everyone in our community, so we hope many people will come and share the insights.
You do not need to register in advance this year, but we will post a summary on this blog after the event, so check back if you are not already signed up to receive notifications of new posts :).
Annual Susan Niebur Women in Planetary Science networking event at LPSC!
Wednesday, 19 March 2014, 5:00–6:00 pm
Montgomery Ballroom (3rd Floor), Woodlands Waterway Marriott Hotel (conference hotel)
5:00 – 5:30 Anti-Harassment Policies: The Workplace and Conferences, Christina Richey, Program Officer & Senior Scientist, NASA HQ and Smart Data Solutions, LLC
5:30 – 5:50 Discussion in small groups
5:50 – 6:00 Group summary
6:00 Break into groups as desired for discussion and/or dinner off-site
As always, all are welcome regardless of gender.
Questions can be posted in advance, anonymously if desired, at: http://bit.ly/LPSC_WIPS_2014
Due to time and funding constraints, this year’s event won’t be catered, but several people will be available afterwards for discussion and questions, possibly as smaller groups over dinner.
More information and resources for planetary scientists available on
- the Women in Planetary Science blog and Facebook page,
- the CSWA (Committee on the Status of Women in Science) site,
- the AstroBetter blog,
- and the Division of Planetary Sciences Professional Development Page.
Topic: Anti-Harassment Policies: The Workplace and Conferences
Harassment, as defined by NASA policy, is any unwelcome verbal or physical conduct, based on an individual’s race, color, gender, national origin, religion, age, disability, sexual orientation, status as a parent, or gender identity, which can reasonably be considered to adversely affect the work environment or an employment decision affecting the employee based upon the employee’s acceptance or rejection of such conduct. The definition of harassment can differ from work place to work place, but the primary element within each definition is unwelcomed behavior that negatively impacts a person or work environment. As scientists, we network at various venues for our work, including conferences. The issue of harassment is still a serious concern for scientists, particularly at conferences. This presentation will define harassment and highlight the types of harassment that are frequently encountered by scientists. We will discuss methods for dealing with harassment issues, from minor altercations to serious issues. The presentation will provide mitigating techniques for minor cases and suggest ways to help others when you see harassment occurring. It will also provide advice for documenting harassment, discussing harassment with someone you trust, and reporting harassment. Community leaders available to assist as needed will be identified, as well as the conference organizers of LPSC, who are there to ensure LPSC is a safe and comfortable environment for everyone and will work with anyone who has encountered harassment while attending the conference.
For information, please contact event co-chairs Zibi Turtle (elizabeth.turtle at jhuapl.edu), Nicolle Zellner (nzellner at albion.edu) and Kelsi Singer (kelsi.singer at gmail.com).
Sorry for the late notice on this, but it seems like an interesting new program! The deadline to apply is Feb. 1st
Harvard college invites applications for the inaugural cohort of the newly launched Harvard-MIT Postdoctoral Fellowships for Future Faculty Leaders program. The program specifically seeks individuals whose research will contribute to increasing diversity and inclusion in the fields of physics and astronomy. Contributions include increasing the participation in science research of women and underrepresented minorities through teaching, mentoring, research advising, and public outreach. The program is also targeted toward individuals who can bring unique perspectives to their fields of research, critical insights that result from non-traditional paths to academia, and backgrounds that can contribute to increasing diversity at Harvard and MIT.
The retention of women in STEM fields is of enduring interest. Since I’m preaching to the choir, I won’t describe all the gory details again. Rest assured, though, that people interested in astronomy and planetary science, and how these fields are recruiting and retaining women, are surveying the fields and reporting interesting results. I’m optimistic that these results should help to shape policies at institutions around the country, if the right people see the data.
Planetary Science Division
Research & Analysis Program Restructuring Virtual Town Hall
Tuesday, December 3, 2013
12:00 noon to 4:00 pm (EST)
Thanks to the DPS Committee and all who attended for supporting a great discussion hour at the Denver DPS.
The overall topic was Leadership Development, but we also touched on many general Work-Life Satisfaction topics. You can download the presentation here. Note: If you want to use any of these in the future, please contact me so I can make sure the proper credit is given (sources are also noted on the slides).