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We developed All-ABOARD (Alliance Building Offshore to Achieve Resilience and Diversity) to meet the ever-increasing needs of cultivating a diverse geoscience workforce. All-ABOARD incorporates the Be the Messenger theoretical framework in all programmatic aspects to encourage participants to think about their own identities, positionalities, and privileges. Drawing from US-based institutions, we recruited four teams of four to five members who spanned a spectrum of positionality and career stages. To evaluate the efficacy of the program, we collected both quantitative and qualitative data at different intervals to measure changes in participants’ understanding and perception of identity, culture, respect, and diversity. The year-long core programming included regular webinars via Zoom and an in-person retreat. We found that immersive experiences and intergenerational teams led to the cultivation of a strong identity as a DEI-champion, enhanced group cohesion, and promoted feelings of resilience among participants. Our participants reported they felt most accountable to themselves and their teams, and that learning was accelerated by bringing together teams from multiple institutions to collaborate across intergenerational boundaries. Our program provides a model for training DEI-champions in geoscience who can advance strategic objectives in their home environments and demonstrates how frameworks from the social sciences can be effectively leveraged to transform geoscience. 

Across the United States, there is increasing concern about the poor performance of American students in science and our country’s position as a world leader in innovation (National Science Board, 2022). Furthermore, young people are inequitably prepared to fulfill our nation's workforce needs as educational resources and achievement disparities are magnified in youth from diverse racial and ethnic backgrounds who live in poverty (National Science Board, 2022). Science test scores for students of color who reside in low socioeconomic status communities lag far behind those of Caucasian students and students from more affluent areas (Irwin et al., 2022). These students are also less likely to pursue the higher education necessary for science- and technology-based careers (Fry et al., 2021). As a result, the United States’ scientific workforce does not reflect the population of the nation as a whole; for example, Hispanic individuals represent 18.9% of the US population, but only 8% of jobs in science, technology, engineering, and math (STEM) fields (Fry et al., 2021). The Ocean Discovery Institute, a 501(c)(3) organization, was founded in 1999 to address this problem. Here, we describe Ocean Discovery’s unique model for empowering underrepresented students. It includes (1) embedding students within the community served, (2) reaching all students in a single cluster of schools (a “school-shed”), and (3) a program structure that emphasizes science identity (“belief”) and reinforces it through intentional mentorship. 

Pursuing an academic career in marine science requires individuals to acquire a range of skills that can be applied across different contexts, including experimental or computational skills, policy engagement, teaching, and seagoing fieldwork. The tendency to advertise careers in marine science with imagery of research expeditions leads fieldwork to be perceived as a requirement for a career in marine science, with this experience supposedly an indicator of competitiveness in this discipline. Historically, those participating in remote fieldwork over extended periods of time were perceived as “adventurous explorers, with a strong bias towards western, able-bodied men” (Nash et al., 2019). Imagery reinforcing such notions for marine scientists fail to recognize that this perception can be discouraging to individuals from other backgrounds who may be excluded from the discipline by a range of real and perceived participatory barriers. Such exclusionary factors include: caring responsibilities, physical mobility, challenging social environments, isolating and physically uncomfortable working environments, mental health challenges and access to opportunity (Giles et al., 2020). Such barriers disproportionately affect diverse, underrepresented, and marginalized groups, who may therefore struggle to identify with marine science as a potential discipline in which to pursue a successful career. 

The National Oceanic and Atmospheric Administration (NOAA) Living Marine Resources Cooperative Science Center (LMRCSC) was established in 2001 as a multi-institutional collaborative program with the goal of preparing a diverse future STEM workforce in marine and fisheries sciences. Using best practices for recruiting, mentoring, and training students, the Center has had a significant impact on the number of individuals from underrepresented groups earning degrees in NOAA-related sciences. From 2001 to 2022, the LMRCSC recruited and trained 1,092 students (516 BS, 241 MS, 89 PhD, and 246 non-degree students), and graduated 630 (401 BS/BA, 173 MS/MA, 56 PhD) students. About 77% of the graduates belong to underrepresented groups. Of the LMRCSC graduates, 41 work for NOAA or NOAA contractors. Since 2016, 67 graduate students have taken part in internships at NOAA Laboratories across the United States. Institutional capacities built using NOAA funds have enabled Historically Black Colleges and Universities collaborating with the Center to leverage funds to develop several programs, including a National Science Foundation Research Experiences for Undergraduates site in marine and estuarine science. The NOAA LMRCSC has become a model collaborative educational partnership that should be replicated elsewhere to enhance diversity in STEM disciplines, particularly the geosciences. 

There have been many efforts to broaden participation and diversity in the geosciences with varying degrees of success. The goal of the National Science Foundation-funded GeoScholar Program in the School of the Earth, Ocean & Environment (SEOE) at the University of South Carolina was to increase geoscience exposure and the number of geoscience undergraduate majors (environmental, geological, and marine sciences) from low-income, minority, and first-generation college backgrounds. 

In the Southern California desert, the Salton Sea is the cause of a local socioenvironmental crisis reflective of various environmental injustices. Today’s Salton Sea is fed primarily through agricultural water run-off and effluent discharge. Over 23% of the Latinx and Torres Martinez Desert Cahuilla Indian identifying residents live below the poverty line in the two zip codes north of the sea (US Census Bureau, 2021). Persistent droughts and inequitable policies have accelerated the sea’s evaporation, exacerbating environmental health problems such as poor air quality and respiratory illnesses like asthma (Farzan et al., 2019). Since 2010, nonprofit organizations such as Alianza Coachella Valley (hereafter referred to as Alianza) have been addressing these issues and campaigning for economic and environmental justice in the Eastern Coachella Valley (ECV). Prior to this work, no reliable and continuous source of water quality information was easily accessible to local communities. Most recently, Alianza championed a community science initiative with the goal of establishing ongoing environmental monitoring, research, and advocacy. Through this initiative, community members formed the Salton Sea Environmental Time Series (SSET) in 2021 with support from the American Geophysical Union’s (AGU’s) Thriving Earth Exchange program. This collaboration, along with a variety of other institutions, has fostered diversity, equity, and inclusion (DEI) within scientific academia for underrepresented ECV scholars and can serve as a blueprint for future initiatives. 

Academic science is becoming increasingly recognized for fostering a toxic workplace culture. A growing number of studies show that hierarchical structure, intense competition, excessive workload expectations, and lack of adequate financial support create an unhealthy work environment (Stephan, 2012; Callier and Vanderford, 2014; Hall, 2023). Science in academia is flooded with underpaid and underappreciated students and postdocs, and sadly, academic institutions are not adequately addressing the urgent need to fix this unsustainable structure (Stephan, 2012; Callier and Vanderford, 2014). This article is our plea to academic science: it is time to change the culture of our workplace and better support the next generation of scientists. 

Diversity in ocean sciences lags far behind US demographics. A substantial body of research highlights barriers that limit the participation and success of students from underrepresented minoritized (URM) and other marginalized groups in STEM disciplines, and a wealth of studies highlight successful interventions that improve the persistence of these groups in STEM higher education. Despite this knowledge, over the past four decades, ocean sciences has made limited progress in growing diversity within its workforce, suggesting new strategies are needed. Undergraduate research experiences are a pivotal pathway toward graduate education and future careers in ocean sciences, but they are plagued by many issues that limit the participation and success of persons from URM and other marginalized backgrounds. Here we summarize obstacles that limit participation of diverse populations in ocean sciences and highlight successful strategies for overcoming these obstacles. By re-envisioning how we approach undergraduate research experiences and bringing intentionality to the recruitment of students and the training environments that they experience, we can more effectively grow diversity in ocean sciences and unleash the power of diversity to address the pressing local and global problems facing marine ecosystems. 

Self-contained underwater breathing apparatus (scuba) is an essential tool in some marine science fields. However, financial costs and racial disparities in swimming participation can be a barrier to entry for many aspiring marine scientists of color. Scientific diving programs could improve access to scientific diving training by offering training as part of their standard undergraduate curriculum and by maintaining a stock of scuba gear for use during courses. Similarly, the American Academy of Underwater Scientists (AAUS) could make training more accessible by re-envisioning components of the swim test and by building water safety skills into AAUS training—​all without compromising safety. Combined, these two actions would expand pathways for students of color to careers in marine science, adding much needed diversity to the field. 

This article highlights efforts across four US federal funding agencies (National Science Foundation, National Oceanic and Atmospheric Administration, National Aeronautics and Space Administration, and Office of Naval Research), each with differing, yet complementary, priorities and approaches to increasing and retaining diverse talent in ocean science education and workforce development. To understand the success and impact of our endeavors, we call attention to the need for meaningful evaluation of supported programs, which requires collecting and analyzing robust demographic data. Finally, we underscore the important role of federal agencies working alongside professional societies, national boards, and academic institutions in effecting cultural change and creating environments where the talents of all ocean sciences students, researchers, practitioners, and faculty can be fully recognized and supported.