Diversity, Equity and Inclusion in our Societies

As we take steps forward in improving our Societies, we must do more across our scientific community for strength, creativity, and innovation in science. And, we acknowledge a need to continue building diversity and representation across our Societies.

From a longer-term and systemic perspective, diversity, equity and inclusion is a focus in the ASA, CSSA, and SSSA strategic plans and is critical to providing a safe, welcoming and innovative environment for everyone across our Societies. In March 2021, the three Boards of Directors approved and unanimously supported a Diversity, Equity, and Inclusion Statement that affirms our commitment to diversity, equity, and inclusion in our Societies and our sciences.

Assessing Diversity, Equity and Inclusion in ASA, CSSA, and SSSA

In the spring of 2021, a cross-Society DEI survey was developed and conducted. This survey was an opportunity to provide a roadmap for the next phase of the initiative to bring long-term actions to support DEI in our science community. The full report, background of survey preparation and methods, and analyses can be found at:

Key take-aways were:

• 73% agree that the DEI initiative should be a top priority
• The Societies are not strongly viewed as providing programs/resources to foster the success of under-represented groups in our membership and our sciences
• Of the Societies’ programs and activities, there is no one category with a ranking of 46% or greater in which the Societies are doing well or very well in integrating DEI
• Implicit and gender bias was most prevalent for those experiencing discrimination within the Societies
• There is strong support for more action and support in program development and less on conversations/research
• There are both proponents and detractors for the DEI Initiative within the Societies along with a group that believe there are no DEI-related concerns within the Societies

Recommendations Report

Using survey information, member conversations, and research-based studies from literature, a Recommendations Report was developed. The ASA, CSSA, and SSSA Diversity, Equity, and Inclusion Committee submitted the recommendations for consideration and the ASA, CSSA, and SSSA Boards of Directors approved the recommendations.

These recommendations are listed in priority order, with the first four viewed as most important by members. Many of these recommendations require thoughtful planning and development and will be accomplished through working groups initiated from the DEI committee. Working groups will be brought online in phases, with calls for membership participation following the initial organizational stages for each working group.

The DEI Committee has been focused on the first three prioritized recommendations and developing programming for the Annual Meeting. View their Annual Committee Reports for updates and reports from the working groups.

Ongoing Activities and Actions

• Specialty Groups connect members through human interest areas-beyond our technical science. We’re expanding to enhance the social connections of members to speak to the social fabric across our agronomy, crop science, and soil science communities. These include Scientists and Students of Chinese Origin, Scientists and Students of Indian Origin, Military Veterans of Agriculture, LGBTQ+ Scientists and Allies, and more. 
• The SSSA Representation and Recognition Task Force provided a report on recommendations for enhanced gender recognition and representation in the Society. They are now expanding their focus from gender equity, to highlight inclusion and diversity review and recommendations and a gender webpage with information has been developed.
• The ASA Representation and Recognition Task Force provided a report on recommendations for enhanced gender recognition and representation in the Society.

Publications Diversity, Equity, and Inclusion Efforts

Expanding diversity, equity and inclusion (DEI) within Publications programs and activities is of primary importance. Efforts to enhance DEI contributes to well-rounded publications, for example, by encouraging diverse representation on the editorial boards and publishing research being conducted around the world. In addition, to provide the best possible readership experience for everyone, we also focus on policies, as well as technology, that make our publications as accessible as possible. This makes good business sense and allows us to reach the broadest possible audience with our content.

We have three objectives:

• Objective 1: Evaluate existing programs and policies to enhance diversity, equity and inclusion
• Objective 2: Enhance diversity within our reviewer pool, editorial boards, authors, and featured research
• Objective 3: Communicate progress in diversity, equity and inclusion activities and initiatives related to Publications with regular updates; enhance the accessibility of resources to diverse groups

Some examples of our ongoing work include:

• Societies Move to 'Expects Data' (2024): The Data Policy of ASA, CSSA, and SSSA expects the storage and availability of data necessary to understand and evaluate phenomena reported in our publications. Data should be stored or archived in domain repositories that are recognized widely and available to the community. Archiving should follow best management practices for metadata and data curation. Data not stored in such a repository should be available upon request to the authors.
• Outreach in China (2023-2024): Editorial board recruitment - As a result of a dedicated campaign with Wiley, we recruited five editorial board members from China in 2023. This will help increase our journal presence in the region. Creation of Author Education Brochure and Videos - A brochure and set of videos, translated into Chinese, will detail our publications and submissions requirements.
• Plain Language Summaries (2024): Most of our journals now request or require Plain Language Summaries (PLS) to be submitted and published with each research article. PLSs are short summaries aimed at scientists in other fields, undergraduate and graduate students, and readers not fluent in English.
• Peer Review Mentorship Program (2023): The ASA, CSSA, SSSA Peer Review Mentorship Program was launched in 2023 to provide training and guidance to early career scientists.
• Color Figure Policy (2022): Adopted author guidelines for figure preparation that accommodate individuals with color-blindness.
• Gender-Neutral Honorifics (2022): Added the honorific “Mx” to the ScholarOne system
• Author Pronouns in Published Articles (2022): Authors may add pronouns to the byline their articles. They may also add them retroactively to previously published articles without correction statements or coauthor consent (for their own pronouns).
• CRediT Taxonomy (2021): Improve transparency and accessibility of research contributions
• Wiley Author Name Change Policy (2021): Easier for authors to change their name on published papers
• Joint Commitment for Action on Inclusion and Diversity in Publishing (2020): Wiley is joint signatory