Editorial introduction: women in land science

Figures & data

Table 1. Suggested points of action at multiple levels to advance gender diversity.

Individual actions you can take

Support fellow students

Develop support networks within your own groups of peers

Review your references in research articles and ensure more equal representation of authors’ diversity

If you teach, ensure your reading lists represent a diverse set of authors

Mentor those below you: e.g. graduate student mentoring an undergraduate student, faculty mentoring a postdoc, senior faculty mentoring a junior faculty member, etc.

Elevate junior women in authorship teams

Create a dynamic community of peers no matter what stage you are, continue to communicate even after you all graduate

Within your peer group – Mentor each other (lifelong journey) using the power of informal networks; sharing information about publishing, job search, research

Develop a collaborative style of working

Lead research articles

Lead teams, and be the corresponding author on a research article

Become a champion for future female researchers

Community actions we should demand

Organizations can create formal and informal networking groups

Organizations can create formal and informal mentoring programs

Groups can develop more interdisciplinary teams with women in all roles

Groups can work to promote and make women LUS scientists more visible

Create more large, female, collaborative projects like this issue

Provide pressure on existing systems to improve a balance of research, teaching, and service where service and other roles are equally valued

Facilitate network development and support for female scientists

Promote opportunities for female researchers and elevate and advertise these accomplishments

Listen to input from your members and respond as needed in a timely fashion

Engage with underrepresented groups to encourage innovative new approaches for their engagement

Provide financial support to underrepresented groups for inclusion at meetings, travel and other activities

Leadership/institutional changes needed

Review existing programs under the lens of diversity, equity, and inclusion and make changes as needed

Develop new policies for diversity and inclusion in your organization

Develop parental leave programs for mothers and fathers with real financial incentives – Make available across all levels from graduate students to professors

Develop mechanisms to create a dynamic community of researchers, e.g. funding for teams of junior, female scholars etc.

Journals can encourage submissions from historically excluded groups; for example, in the Global South, women scientists, with financial support and accommodation

Recalibrate success to include a review of work-life balance

Promote healthy practices for those in your institution

Figure 1. Motivate to action: promoting success for women in land science.