Diversity & Inclusion Working Group

Recognizing the value of diversity and inclusiveness in Arctic science, this team encourages open conversations on how to increase inclusion and equity in scientific research to enhance problem solving and improve innovative solutions.

Scope of activities


Increasing diversity in Arctic research provides a wealth of different viewpoints and approaches that enrich research in all disciplines, and strengthens the research community. Recognizing the value of diversity and inclusion in Arctic research, this team encourages open conversations on how to increase inclusion and equity in ways that will enhance problem solving, and support discovery and innovation in the search for solutions to the many pressing challenges facing the Arctic. This group welcomes allies of all kinds to share resources and ideas from all perspectives in Arctic research.


The Joint Statement of the Second Arctic Science Ministerial (October 2018, Berlin, Germany) drew attention to the importance of diversity and inclusion in Arctic science. Earlier in 2018, women's perspectives in polar research were highlighted at POLAR 2018 in Davos, Switzerland, and at a more Arctic-focused event at the 2018 University of the Arctic Congress in Oulu, Finland. Both events identified a need to continue discussions on inclusion and diversity in Arctic sciences and improving equity in participation in research. Equity issues include, but are not limited to, gender, ethnicity, sexual orientation, spirituality, age, economic background, and nationality. Since no dedicated forum exists for the Arctic research community to continue these discussions, IARPC has developed a platform to encourage the dialogue on diversity, inclusion and equity in Arctic research, and a self-forming team that will facilitate timely and relevant conversations. The IARPC Diversity and Inclusion team recognizes that mere diversity of membership does not mean all participants are able to engage equitably. Consequently, the team will strive for inclusivity within the team as well as openness to engaging with different forums where these conversations may be taking place.


  • Share resources and best practices for improving diversity and inclusion in Arctic research wherever it takes place, e.g., the office, the laboratory, workshops and conferences, in deep field.
  • Provide a virtual meeting space for members to discuss and identify opportunities to network, find mentors, and make progress on creating diverse and inclusive research environments.
  • Promote discussion on equity in Arctic research that addresses Indigenous peoples, women and minorities in particular, and also encourages the participation of male researchers.

Scope of Activities:

Through inclusive meetings on this team plans to create a space where issues of diversity and inclusion on Arctic science can be discussed, actions to increase diversity and inclusion can be developed, and relationships can be built. The team will explore other means of creating such an open space for discussion through, for example, posts on the website and in-person side-meetings at conferences.

Potential Performance Elements                                                                                         

Recognizing that increasing diversity and inclusion in Arctic research can encompass a range of issues, the current goals will emphasize:

  1. Increasing gender diversity and supporting a gender inclusive culture in Arctic research in general and the IARPC Collaborations platform in particular
  2. Creating inclusive spaces for Arctic Indigenous peoples’ participation in Arctic research in general and the IARPC Collaborations platform in particular

Progress towards the goals will include the following implementation efforts:

  1. Increase gender diversity in the Diversity and Inclusion Working group membership and activities, and improve engagement by providing a welcoming environment for open, enlightening, and productive discussions to promote gender equity and representation. 
  2. Encourage presentations and practices in IARPC meetings that encourage gender diversity and inclusion like working with IARPC Collaboration Team Leaders to track diversity in invited presentations and attendance.
  3. Provide links to resources from other professional organizations that are also striving to improve gender equity (e.g. IASC, APECS, AGU)
  4. Provide training and resources on how to create more inclusive virtual meeting spaces such as the IARPC Collaborations platform and practice through activities like developing a one pager on best meeting practices, and links to training materials to engage with all participants.  
  5. Compile resources and encourage discussion on best practices for engaging all members of northern communities, Indigenous and non-Indigenous alike in Arctic research

Team leaders

Olivia Lee
University of Alaska Fairbanks (Website)

Allen Pope
NSF (Website)

Tracie Curry
Northern Social-Environmental Research

Sarah Aarons
Scripps Inst. of Oceanography, UCSD

Monika Sikand
Stevens Institute of Technology (Website)


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Liz Weinberg
Web Manager & Community Coordinator
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