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Hydrological Sciences

Opinion

Gender balance in the HS division- some personal thoughts

Gender balance in the HS division- some personal thoughts

Gender balance in the HS division- some personal thoughts

On 14 June 2019, there was the Swiss nationwide women strike day, with the main topic of equal pay for equal work (see e.g. here). A good opportunity to share some thoughts about gender balance in the HS division. If you have a look on the HS division composition today, you will see that we have a female president and a female deputy president, in addition 5 female officers out of 11 officers (in charge of the subdivisions) and a female early career scientist representative. Overall, 12 out of the 25 officers are female. This is indeed impressive and a nice achievement. It is without doubt the result of the passionate gender balance debate that took place during the 2014 HS business meeting (see my HEPEX blog post on this).

After that debate, it was clear that something had to change. And the change did happen! Why? Certainly because many colleagues became more proactive when looking for excellent female candidates for division positions. And, of course, because many female colleagues became less reluctant to accept these positions. I was one of them. And while I am extremely happy to see where we are now, I continuously ask myself how to make this change sustainable. Besides nominating female candidates at all levels, the most important task for all of us is certainly to keep the discussion alive, to make that little extra effort while looking for invited speakers or while nominating colleagues for awards and, more importantly, to make change happen at all levels, for example for the next summer school or for the weekly seminar.

The leaky pipeline as reported here.

And where is the link to the Swiss women strike? Back in 2014, I triggered the business meeting debate around gender balance because I had just heard about the wage imbalance in Switzerland. This imbalance continues to persist. It continues to not be explicable (e.g. here a link to a Swiss research project on this topic). And I have experienced it myself during a former position in Switzerland where my male colleague in the same lab and at the same position and with the same age and the same achievements had a considerably higher wage. Why did I not do something against it? Because I did not have the energy to fight. Let’s hope that those times are almost gone.

Quality through Equality – tackling gender issues in hydrology

Quality through Equality – tackling gender issues in hydrology

Quality through Equality – tackling gender issues in hydrology

Results of a 1-day workshop organised by the University of Bristol’s Water Engineering Group

“Science has a diversity problem” (Nature, 2019), and hydrology and the water sciences are no exception. For example, overall only 36% of all EGU medal awardees are female. With 31% of all nominations going to female researchers (Karatekin, 2019), this points more towards that there is not a bias in the awarding process but a gender imbalance at later career stages.

The Water Engineering Group at the University of Bristol organised a 1-day UK-wide workshop to discuss issues related to gender equality in the field of hydrology. The aim of the workshop was to raise awareness of unconscious biases, to offer role models, and to discuss ideas on how to make the hydrologic community more diverse. Although the focus of the workshop was on gender diversity, most things we have learned apply equally well to issues related to misrepresentation of ethnic minorities or disabled scientists.

This blog post presents the outcomes of the workshop, what we have learned and what has changed since.

We were very happy that three accomplished hydrologists and role models joined us as speakers for the workshop: Prof Elena Toth (University of Bologna), Prof Hannah Cloke (University of Reading) and Dr Joshua Larsen (University of Birmingham).

Elena Toth presented efforts by the EGU to encourage more diversity at their conferences and awards. Elena also stressed the importance of diversity (gender, nationality, ethnicity, ability, etc.) in award nominations and the role of the community with this regard. She also mentioned the missing data on gender ratios as one of the main challenges addressing potential lack of diversity of invited speakers and selected oral presentations. Due to data protection rules, the EGU does not record the gender of registered attendees, but instead relies on a voluntary survey after the abstract submission, which is not fully representative (13% answered).

In addition to her experience with the EGU, Elena shared some personal experiences about her career and the challenge of combining family and academia. She shared this challenge with the two other speakers. All of them agreed that combining academia and raising a family is possible, because academia offers one of the most flexible work environments. However, this flexibility does need a supportive stance from the university (flexitime working hours, childcare facilities, flexible childcare support for conferences) and supportive colleagues.

The afternoon included an unconscious bias and bystander training by Prof Havi Carel from University of Bristol. Many attendees found the training very informative and felt more able to react in future situations where they might encounter bias.

The second part of the afternoon was made up by group discussions about how academia can become more diverse and how we can create an enjoyable and inclusive academic environment. Some of the topics we discussed were:

  • What is success in academia?
    The definition of success can vary from person to person, e.g. publishing high quality material or having a good work-family-life balance. The important thing is that head of department, supervisors, and colleagues accept and nurture this diversity.
  • What is the role of role models?
    Role models can be vital in shaping career pathways as they can start or change career aspirations. Role models should be relatable (by gender, ethnicity, etc.) and if they do not exist it is the duty of the community to develop them.
  • What can leadership do to help?
    Childcare facilities and funding both at home institutions and conferences are important. The EGU should provide more funding opportunities, especially for early-career scientists who are from developing countries, so that more research and participant diversity is present at conferences.
  • What can senior and peer colleagues do?
    Regular exchange both with peers and with senior colleagues can address problems such as experienced exclusion/discrimination early on, and if addressed, it can provide a more inclusive environment.

The feedback we received from the day was overwhelmingly positive, both in personal and written feedback. The discussions about the topics and the opportunity to share experiences with others were named as the highlights of the workshop.

Some changes are already happening as a result of the workshop. For example, our research group is diversifying social activities to be more inclusive, and both the British Hydrological Society as well as the Young Hydrologic Society have appointed EDI (Equality, Diversity & Inclusion) champions now! With one third of the 44 attendees being male, the workshop demonstrated that not just women are interested to learn about biases and to discuss their experiences.

We thank the GW4 Water Security Alliance, the Cabot Institute and the School of Engineering at the University of Bristol for funding this event. A big thank you to Elena Toth, Joshua Larsen, Hannah Cloke and Havi Carel, and to all attendees for creating an inclusive and productive atmosphere.

Further resources:

Edited by Matthias Sprenger

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The guest authors Lina Stein (left) and Melike Kiraz (right) are both PhD students in the Department of Civil Engineering at the University of Bristol, and part of the organization team of the workshop ‘Quality through equality – tackling gender issues in hydrology’.

EGU is a bit like a music festival: first time experience of an ECS in hydrology

EGU is a bit like a music festival: first time experience of an ECS in hydrology

EGU is a bit like a music festival. Maybe not as crowded as the Donauinselfest, but you’ll definitively experience some of this type of event classic features: dilly-dallying a lot about what to see next, losing your friends and setting up more or less detailed meeting points, buying overpriced food and beverages. And if in the right place at the right time, you might even see some actual “rock stars”!

Me and my Mentor!

EGU is a lot of people and a lot of contents squeezed into one week! Now it can be quite unsettling for newcomers, but here’s some points to demystify the beast.

Despite the ants-like flow in the hallways, EGU recovers human dimensions during each oral session, with an average attendance of about 40 people for what I could experience. It’s something to have in mind when getting nervous about your own scheduled presentation if there’s any.

Half of people is like you, meaning young scientists, eager to share and help each other. And fortunately, the other half is just the same, with more experience and possibly less hair that’s all. Communicating is very easy at EGU, with all kind of researchers (age-wise, country-wise, topic-wise). That’s probably the main purpose of it and the main reason you should come.

There’s also a bunch of events and special groups intended for facilitating new scientists’ integration: Sunday evening Ice-breaker, Early Career Scientists lounge, short courses and workshops and social evening events, etc. In particular, when registering for the EGU General Assembly, you’ll be asked if you want to be part of a Mentoring program. Say yes and you’ll be put in touch with a more experienced participant that’ll give you further advice and with whom you can meet easily throughout the week. I experienced this mentoring to be a good way to get comfortable in the unfamiliar terrain of such a big conference!

Now, how to make the most of this week you may wonder. Well there is no right answer to that I suppose, but here’s some input.

Red poster hall – the heart of hydrology during the EGU week.

Quoting approximately the EGU’s president introduction speech, go beyond your own field of research. It would be a shame to spend a whole week focusing on what you’re working the rest of the year anyway, when so much is at hand. As for myself (doing a PhD on computational methods in hydrogeology), I attended sessions about surface water quality, erosion processes, ecology, geothermal resources, or science-politics linkage (this last inspired me some thought that I’ll may be able to share with you later). At some point lost in the program and venue, I even stumble about a speech about hyper arid environments, where I heard that some place in Chile receive less than 1 mm of precipitation a year… things you learn when you get lost!

And to conclude, you might feel obligated to spend 10 hours a day in the Vienna International Center, with regard to the plethoric program. Well I do think that it should be judged by your own ability to concentrate and digest information in a little amount of time. As far as I’m concerned, I chose not to fully book every day with session, sparing some time to rest, wander and visit! Mind that Vienna is a key European historical and cultural center: the apogee of classical and romantic music genres, one of the birthplaces of modernism in painting and architecture, a land of authors and philosophers to be discovered.

Edited by Matthias Sprenger

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Guest author Dimitri Rambourg attended this year’s EGU General Assembly the first time and he shares his impression. He is a PhD student at Laboratoire d’Hydrologie et de Géochimie de Strasbourg (LHYGES) in France.

A personal view on EGU 2019 – an edition like no other

This year Vienna was (for me) awfully cold. Sitting in the sun in the midst of happy conference attendees was definitively not an option at EGU this year. Due to the new EGU schedule with parallel sessions and longer oral sessions, making it until the lunch break was also a big challenge, at least for someone like me, who has more of a northern lifestyle. Luckily, this year posters were scheduled all day round, so we had a good reason to stay inside and stroll around the poster hall or visit the PICO areas. By the way, the conference organizers had apparently anticipated the cold spell … and decided to have “Antarctica” as a theme for the conveners’ party on Friday evening.

But these are all details, of course. Let’s rather highlight more important changes we had in this EGU 2019 edition: there is finally a room for breastfeeding and EGU now has a person of trust to report misconduct during the conference. One and a half years after #metoo, this is an important step.

And if you also attended EGU2019, you may have noticed the preferred pronouns badges, introduced this year to make everyone more comfortable in addressing colleagues you meet for the first time. To some of us this was maybe rather unusual. In my home university in Switzerland, there is a large student campaign going on (“not binary – extraordinary”), and, although I would never have guessed that, in some European countries, gender specific toilets have apparently already gone. It is nice to see that EGU is supporting these initiatives.

And how is EGU doing on the outreach side? Media attention is certainly growing every year. Not surprisingly, many stories about glacier retreat have made it into the news. Have you read in your local newspaper about the fallout radionuclides from thawing glaciers? Interestingly, this news came from a poster presentation (by C. Clason), which underlines the fact that posters at EGU can be just as impactful as oral presentations.

I should probably have a last thought on the science at EGU2019 – after all, that’s why we come together. As every year, I got great ideas and aha-moments when I least expected it: while sitting with my computer in a conference room, not really listing carefully to what was going on, but embedded in all the science talks and networking exchanges. For me, these are one of those unique moments, when your brain all of sudden captures something that enlightens you about a tiny little aspect of your work and that makes you feel happy about your entire EGU week.