What we will begin with:
Demand that new science and leadership hires result in a workforce that is reflective of human diversity. Demand that hiring offers are equitable and that build tools and programming to ensure new hires feel welcome and supported.
Create a new framework of scientific success metrics (and performance evaluation) that incorporate diverse perspectives, include meaningful and equitable community partnerships, and promote impactful mentorship. Explicitly include metrics regarding diversity contributions of staff as part of annual review and advancement.
Commit to mandatory anti-racist training for all scientists, research staff, students, and volunteers, visiting scientists (those on-site for >30 days within a 12-month period), and expedition staff. Establish a Code of Conduct for all visiting scientists regardless of visit duration.
Remove statues, portraits, and other commemorations of racist scientists that are publicly displayed.
Actively diversify the roster of speakers invited to seminar series and keynotes and solicit funds to support doing this.
Only participate in panels, advisory boards, symposia, etc. that have diverse rosters. Decline invitations to participate in such activities if our participation would decrease diversity.
Seek permanent funding to support scholars from developing nations.
Measure and report on diversity, and make these reports easily accessible on our website.
At least double our paid mentorship programs with targeted recruitment efforts among underrepresented groups in STEM. Commit to leveraging our personal networks in order to ensure our mentees have open doors to walk into when they leave.
Seek Black, brown, and indigenous collaborators for the co-creation of research and education in a way that leverages our strengths for their direct benefit in addition to benefits to the scientific community and society.
Recognize, value, and respect local expertise in the communities around the world in which we work. Conduct our research through partnerships that are genuinely collaborative and mutually beneficial. Share specimens, data and expertise to inform management and policies that support thriving human communities and ecosystems. Work together to build scientific leadership.
Publicly acknowledge that our institution is situated on land that is the traditional territory of indigenous people and has been tended and cared for by them since time immemorial.
Advocate for reduction of ethnic stratification in hiring practices to ensure diversity, representation, and equity across my institution.
Lead by example. Demand that our external partners and collaborators uphold our ideals of active anti-racism, and refuse to work with them if they cannot commit to this.