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Mentorship can be part of the solution to developing a more diverse global scientific workforce, but robust longitudinal evidence is limited. Developmental mentor network theory can advance our understanding of the impact of a wide range of mentors across social contexts by distinguishing between the content of mentorship support (eg career support) and the structural characteristics of an individual's mentor network (eg density of connections among mentors). We tested the influence of mentor network characteristics on longitudinal social integration into the Earth and environmental sciences, as indicated by science identity development (a key indicator of social integration) and graduate‐school applications in STEM (science, technology, engineering, and mathematics)‐related fields of study, based on a sample of 233 undergraduate women at nine universities in the US. Our findings indicated that belonging to close‐knit, larger, and skill‐focused mentorship networks creates a “sticky web” of social connections, providing information and resources that increase retention of college women in the Earth and environmental sciences. 

Abstract An abundance of literature has examined barriers to women’s equitable representation in science, technology, engineering, and math (STEM) fields, with many studies demonstrating that STEM fields are not perceived to afford communal goals, a key component of women’s interest in future careers. Using Goal Congruity Theory as a framework, we tested the longitudinal impact of perceptions of STEM career goal affordances, personal communal and agentic goal endorsements, and their congruity on persistence in science from the second through fourth years of college among women in STEM majors in the United States. We found that women’s intent to persist in science were highest in the fall of their second year, that persistence intentions exhibited a sharp decline, and eventually leveled off by their fourth year of college. This pattern was moderated by perceptions of agentic affordances in STEM, such that women who believe that STEM careers afford the opportunity for achievement and individualism experienced smaller declines. We found that higher perceptions of communal goal affordances in STEM consistently predicted higher persistence intentions indicating women may benefit from perceptions that STEM affords communal goals. Finally, we found women with higher agentic affordances in STEM also had greater intentions to persist, and this relationship was stronger for women with higher agentic goals. We conclude that because STEM fields are stereotyped as affording agentic goals, women who identify interest in a STEM major during their first years of college may be drawn to these fields for this reason and may benefit from perceptions that STEM affords agentic goals. 

Abstract Sexual harassment in field settings brings unique challenges for prevention and response, as field research occurs outside “typical” workplaces, often in remote locations that create additional safety concerns and new team dynamics. We report on a project that has 1) trained field project participants to recognize, report, and confront sexual harassment, and 2) investigated the perceptions, attitudes, and experiences of field researchers regarding sexual harassment. Pre-campaign surveys from four major, multi-institutional, domestic and international field projects indicate that the majority of sexual harassment reported prior to the field campaigns was hostile work environment harassment, and women were more likely to be the recipients, on average reporting 2-3 incidents each. The majority of those disclosing harassment indicated that they coped with past experiences by avoiding their harasser or downplaying incidents. Of the incidences reported (47) in post-campaign surveys of the four field teams, all fell under the category of hostile work environment and included incidents of verbal, visual, and physical harassment. Women’s harassment experiences were perpetrated by men 100% of the time, and the majority of the perpetrators were in more senior positions than the victims. Men’s harassment experiences were perpetrated by a mix of women and men, and the majority came from those at the same position of seniority. Post-project surveys indicate that the training programs (taking place before the field projects) helped participants come away with more positive than negative emotions and perceptions of the training, the leadership, and their overall experiences on the field campaign.