In Australasia, gender is still on the agenda in geosciences
Authors: Handley Heather K. , Hillman Jess , Finch Melanie , Ubide Teresa , Kachovich Sarah , McLaren Sandra , Petts Anna , Purandare Jemma , Foote April , Tiddy Caroline 
Published: September 2020

Abstract. Diversity and inclusion in the workplace optimise performance through the
input of a range of perspectives and approaches that drive innovation and
invention. However, gender inequity is prevalent throughout society and
females remain underrepresented in geoscience careers. This study provides
the current status of gender equity in geosciences throughout Australasia
within the context of broader gender equity policy, frameworks and
initiatives and suggests additional solutions and opportunities to improve
gender equity and the retention of women in the geoscience workforce. At an
individual institutional level in academia, females make up between
23 %–52 % of the total geoscience departmental or school staff in Australia,
26 %–39 % of the total staff in New Zealand, 29 % of total staff at the
University of Papua New Guinea and 18 % at the University of the South
Pacific. Significant gender imbalance exists at more senior levels, with
disproportionately more males than females, a pattern typical of many
Science Technology Engineering and Maths (STEM) disciplines. Gender inequity
is prevalent within the general membership, committee roles and in award
recipients of Australasian geoscience professional associations. Within the
Geological Society of Australia and Geoscience Society of New Zealand, only
4 % (n=47) and 18 % (n=161), respectively of past award
recipients for national and general awards were female. All past awards
considered in this study that are named in honour of a person were named in
honour of a man (n=9). In recent years, women-focused networks have
begun to play an invaluable role to support the retention and promotion of
women in geosciences and provide a supportive mentoring environment to
discuss challenges and share advice. The improved visibility of women in the
geoscientific community is an ongoing issue that can in part be addressed
through the development of public databases of women geoscientists. These
provide a list of women geoscientists that encourages and supports the
achievement of gender balance of invited talks, job shortlisting and on
panels, as well as in the media. This work highlights that more must be done
to actively reduce and eliminate sexual harassment and assault in university
and field environments. We emphasise that particular efforts are required to
make geoscience careers more inclusive and safer, through the establishment
of specific codes of conduct for field trips. Shared learning of best
practices from evidence-based approaches and innovative solutions will also
be of value in creating positive change. Greater engagement from the wider
geoscientific community, and society in general, is required for the success
of gender equity initiatives. Identified solutions and opportunities must
target all levels of education and career development. Additional data in
future should be collected to look beyond gender to monitor and assess
intersectionality. Improved efforts to understand why women leave STEM
careers will help to address the “leaky pipeline” and determine the
initiatives that will be most effective in creating long term sustainable
change.