A sponsorship action plan for increasing diversity in STEMM

Huston, WM; Cranfield, CG; Forbes, SL; Leigh, A

A sponsorship action plan for increasing diversity in STEMM

Huston, WM

Cranfield, CG

Forbes, SL

Leigh, A

Permalink

Publication Type:: Journal Article
Citation:: Ecology and Evolution, 2019, 9 (5), pp. 2340 - 2345
Issue Date:: 2019-03-01

Open Access

Copyright Clearance Process

Recently Added
In Progress
Open Access

This item is open access.

Microsoft Word XML

Download Accepted Manuscript VersionMicrosoft Word XML (55 kB)

View on publisher's site

View statistics

Full metadata record

Field	Value	Language
dc.contributor.author	Huston, WM https://orcid.org/0000-0002-0879-1287	en_US
dc.contributor.author	Cranfield, CG https://orcid.org/0000-0003-3608-5440	en_US
dc.contributor.author	Forbes, SL https://orcid.org/0000-0001-7416-0080	en_US
dc.contributor.author	Leigh, A https://orcid.org/0000-0003-3568-2606	en_US
dc.date.available	2019-01-07	en_US
dc.date.issued	2019-03-01	en_US
dc.identifier.citation	Ecology and Evolution, 2019, 9 (5), pp. 2340 - 2345	en_US
dc.identifier.uri	http://hdl.handle.net/10453/130532
dc.description.abstract	© 2019 The Authors. Ecology and Evolution published by John Wiley & Sons Ltd. There are numerous structural and cultural barriers to the progression of women and marginalized groups to leadership in academia, especially in Science, Technology, Engineering, Mathematics and Medicine (STEMM). A range of interventions have been described to address this inequity, with varying success. Here, we suggest that sponsorship could be one effective intervention and propose an institutional action plan to implement a sponsorship program in academia. We outline why sponsorship could be an effective strategy, especially if implemented through a deliberate program by an institution. We then detail the three components of an action plan to be considered in implementation: the elements of the program, the activities that sponsorship in academia likely encompasses, and the selection of sponsors and protégés. The plan could also be enacted by academic leadership in the absence of an institutional program and could serve as a guide to individuals in academia aspiring to address diversity and inclusion in STEMM.	en_US
dc.relation.ispartof	Ecology and Evolution	en_US
dc.relation.isbasedon	10.1002/ece3.4962	en_US
dc.title	A sponsorship action plan for increasing diversity in STEMM	en_US
dc.type	Journal Article
utslib.citation.volume	5	en_US
utslib.citation.volume	9	en_US
utslib.for	1699 Other Studies in Human Society	en_US
utslib.for	0602 Ecology	en_US
utslib.for	0603 Evolutionary Biology	en_US
pubs.embargo.period	Not known	en_US
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/Faculty of Science
pubs.organisational-group	/University of Technology Sydney/Faculty of Science/School of Life Sciences
pubs.organisational-group	/University of Technology Sydney/Faculty of Science/School of Mathematical and Physical Sciences
pubs.organisational-group	/University of Technology Sydney/Strength - CFS - Centre for Forensic Science
pubs.organisational-group	/University of Technology Sydney/Strength - CHT - Health Technologies
pubs.organisational-group	/University of Technology Sydney/Strength - IBMD - Initiative for Biomedical Devices
utslib.copyright.status	open_access
pubs.issue	5	en_US
pubs.publication-status	Published	en_US
pubs.volume	9	en_US

Abstract:

© 2019 The Authors. Ecology and Evolution published by John Wiley & Sons Ltd. There are numerous structural and cultural barriers to the progression of women and marginalized groups to leadership in academia, especially in Science, Technology, Engineering, Mathematics and Medicine (STEMM). A range of interventions have been described to address this inequity, with varying success. Here, we suggest that sponsorship could be one effective intervention and propose an institutional action plan to implement a sponsorship program in academia. We outline why sponsorship could be an effective strategy, especially if implemented through a deliberate program by an institution. We then detail the three components of an action plan to be considered in implementation: the elements of the program, the activities that sponsorship in academia likely encompasses, and the selection of sponsors and protégés. The plan could also be enacted by academic leadership in the absence of an institutional program and could serve as a guide to individuals in academia aspiring to address diversity and inclusion in STEMM.

Please use this identifier to cite or link to this item:

http://hdl.handle.net/10453/130532