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Tools and resources that support DEIA_Recording
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Tools and resources that support DEIA_Recording
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Language: EN.
Segment:0 .
Hello, everyone. You seem to have made the jump. Congratulations on making it through hyperspace. We'll give it a minute for people to. Join us. Here I know people are transiting from one space to another, so we'll just give it.
Give it a minute. Um, make sure that we're, we're joined by everybody who needs to be here. I know that speaking of transiting, I know that Camille was busy commuting from one space to another. So she may be a couple minutes in joining us. And thank you, Kimberly, for putting the link to the Google Doc in there.
That's for shared notes, shared resources. You can ask an anonymous question there if you want to just flag it as a question so that we know to ask it. And Mary Lee, I just wanted to let you know that we've been sitting. I was just going to say we've been sitting at Z39 for a little while, but we just went to 40. So but I think we're at a solid, good attendance.
Great great. Perfect So I want to welcome everybody this space and especially welcome patty and Stephanie, our panelists. I know that Nikola was not able to join us and I'm scanning here to see if Holly Holly is in the house and I'm not. Seen her necessarily. But, holly, if you're here, please un cloak yourself. But we really wanted to just so first of all, thank our presenters so much for these really rich presentations on this work.
Both work that's been going on for a long time. I think the C4 disk work has been going on since 2017. The work with indigenous data sovereignty has been going on for a long time but continues to move forward. And then the joint commitment initiative I think also started in that same kind of 2018, 2017 time period. So let's see.
So while folks are maybe thinking about questions they have or some reactions they might have to the panel, I have a couple of pre-prepared questions that I might ask, but hope also that the panelists might have questions for one another. So Stephanie, since your presentation was first your group was first in the lineup. One of the questions I had for you.
Is you're in the middle of the IEEE process and mentioned that you're going to be looking to get feedback from indigenous groups as well as scholars and researchers. And what I'm wondering is how can the siso or the wider group of libraries, publishing publishers and information professionals that are assembled here help to appropriately assist with that effort. What would you like to see?
What would you like to ask from us? Yeah so one of our intentions is to have a space on the Guida website where we will have some of the materials that engagement materials that we create. So we'll have a webinar at some point later on in this year. Actually not that much later on, probably in the next few months where we'll launch the draft recommended practice, which will record and host on the website.
We will also have a space where we'll have a brief PowerPoint that's available, a brief for the document, and then the document that people can comment on, as well as the Google form with questions that people can provide actual input back to us on. And so that will be our main portal. There will be a number of us who will be presenting in different places, in spaces on the recommended practice over the next month, months long process of engagement.
And so promoting the links and the opportunities for people to engage with that. So we're, we are looking for broad engagement with indigenous communities. And so many of us haven't have intentions of sharing with our own communities as well as with in different venues. We're also looking for other experts within the realm to be able to promote the work and provide feedback as well.
And so this as is necessarily kind of the start of the process and is where we'll go, I think from that it kind of ramps up what we did in terms of the care principles which we just basically released in a Google Doc for people to comment on and a whole host of different tiered commenting sections and replicate somewhat the processes for indigenous caucuses and engagement in a new kind of arena basically.
So it's a new process for tripoli. And I think hopefully we're looking to have more community engagement as we move forward with the process and look forward to try to engage with other standards organizations as well. Thank you so much. And I think we all welcome the opportunity to help amplify the work and in ways that seem good to you.
Hello, Camille. My co moderator. Hi there. I've been here all along, but thank you. Sorry, since I'm in my truck right now because I had to pull up. Of course, it has a wonderful traffic jam happening in Vancouver today, so thank you so much. All I did want to add, my Thanks to Mary Louise.
Thanks for coming with coming with us on this journey and sharing with us the processes that you're doing in all of your organizations and basically helping to pay to walk down this path really towards respect and I think recognition of each other and our differences, but also respecting those at the same time. So I really appreciate all of the panelists, and I hope that you are all willing to answer some more questions from all of us.
And I think Merrilee has those in our Google Doc as well. It's so just an invitation to all of those here. We've got some experts assembled for you to ask some questions of. I am going to take the opportunity to ask patty a few questions. Patty, Thanks for presenting on the C4 desk work.
I have one question, which is, can you give a little insight into how the C4 disk tools are participating in C4 disk as an organization has contributed towards change at your organization or even for you personally, if you're comfortable sharing with our group here. Well, thank you for asking the question. I think that when I got when I joined the group that got together to found the organization, we all came together because we saw that this is important in the societies that we belong to.
And as you mentioned earlier, I represent this is the Council of Science Editors. And we have noticed that we did not have a diverse membership. So this was something that I think going into and just being part of the an organization that was going to put together a foundation, a, a we're founding an organization that would reach out to the community as a whole.
And work within the organizations and try to expand the number of organizations that worked with us to do this was kind of a thing that I don't understand why it wasn't done sooner. You know, we because it has been an organization that because we have representatives from so many organizations now that I think that just having seen the number of people, the number of organizations who are interested in doing this kind of changing in the whole industry is kind of a little bit opening.
You know, everybody wants to make sure that we're trying to make better workplaces and that we have justice and fairness and that everyone feels that sense of respect and and organization. So we had already been thinking the same in our own organization. And I'll say it, we had a very we kind of had that awakening moment where we had a situation where our journal actually published a paper that it was luckily it wasn't a scientific paper, it was a humanity sort of paper.
That was one of these things that, you know, we have a section where we publish poems and stories of patients at the bedside and that sort of thing. But it turned out to have gotten through our system. And when we published it, there was a huge uproar among our membership. And I had never seen the paper, but after reading it, after it was published, I saw it.
It just had full of stereotypes, racial stereotypes that were really unfair and that were made many of our members unhappy. And I think it woke up a lot of the members of our society who realized that you can't just do this, it's just not respectful and you can't offend people and you have to be careful what you publish and use language that is FAIR and respectful. And we hadn't done that in this particular article.
So we got together with our journal leaders and our organization to try to change that. We made a number of pledges to the journal to try to be better at being respectful of everyone. And so we made a number of changes in the way we go about things, including things like appointing diversity editors who will look at all of our manuscripts before we publish them and make sure we don't have offensive language and that sort of thing.
We try to influence, you know, research that people are doing in the sense that we want them to iframe their research in respectful ways before they submit it to us. So our organization was, I think, followed our lead at our journal in trying to kind of wake up and be much more have a more respectful approach toward the whole world, toward the society, toward all our membership and be more inclusive and more diverse.
And so they also made, you know, put together statements like a lot of societies have done and have tried to make this a part of the culture. And so one of the things that they did was establish a staff committee. And I was one of the people who was I was appointed to lead the staff committee for DCIS and and then subsequently was became more than just interested in bringing back from the other societies.
I go to the console of Science Editors and C for this ideas to our own staff to help us. So now, as I told you, we're building this. We're almost complete now with the it's an addendum to our style guide at the American Academy of neurology, where we're bringing in these other language guidelines that will help all our people and all our departments to write better and to think about what they're writing to, to encourage their committees and editors and other people that they work with to think about their writing.
So it's made a big difference in our organization, definitely just me belonging to this and being able to bring messages back. But also I think from a personally, I mean, it just solidifies that we need we all need to be respectful toward others. And when and there are we definitely have for a very long time operated with certain advantages, many of us the certain advantages that we didn't appreciate that we had.
And so it is the time for us all to start living a bit differently and changing our culture so that we're respectful toward others. Thank you so much for sharing that, Patti. I'm wondering if there are others here who have used the C4 disk toolkits. Within their organizations. For as educational tools in groups.
OK so there's a homework assignment for many of you perhaps to take these back to your organizations and take a look at them. And if your organizations aren't already doing it, that toolkit for organizations is just fantastic.
I mean, it really gets into the details of how to just how to go about restructuring things at your organizations to be more diverse and inclusive. Thank you. Thank you for taking for taking on that work. I did have one additional question. You mentioned that among the C4 disk organizations, there's the collective demographics.
Is there a set of shared collective demographics or is it just a collectively shared observation that your organizations are not as diverse as you want them to be? I think this is. Are you referring to my comments about the beginning right there, that our organizations are just not as diverse as we would like? Yeah right.
But you don't have a shared set of demographics that are shared among the organizations. I don't think. Yeah, I don't think so. I don't think we have any kind of information together that put together that indicates what the demographics are and the different organizations, because we represent so many different organizations now. And the publications organizations that I belong to are probably very closely, you know, closely share demographics.
But what we're seeing, I think, is more interest in opening up opportunities for people who haven't been had opportunities in the past. And, you know, creating. Making sure that our committees have people on them. That all our organizations do have committees that can work within their organizations and represent them going to other committees and this sort of thing in those organizations.
So we're seeing that. I only belong to four or five organizations, so I can't speak for all that are part of the C four desk, you know, either steering committee or partners. But but I, I think that just our survey shows that just throughout the industry, there just has not been we haven't been a model of diversity by any means. Yeah thank you so much for indulging me in that I'm looking for other questions either here or in the Google Doc.
Kimberly, please unmute yourself and share. Hello, and thank you. Thanks, everyone, for the presentations and the work. It really was incredibly rich and enlightening and even really helpful. As much as there's a lot more work to do, I feel like in the little time that I've been in the information community, just seeing how much effort is really being pro-actively made is enriching.
I, first of all, about the C4 disk toolkit. I've been kind of going through them a lot lately because I'm involved with one of the toolkits that's upcoming, the toolkit for disability equity, which we're doing slightly differently than a kind of gathered information. It's more of a research resource and intended to be dynamic and create a community. So it'll be interesting to see how it fits into the overall toolkit because it does have a slightly different tack, but they are amazingly encompassing and great resources and I'm sure that they were a lot of effort to pull together as well.
The question I have, which really kind of spans a lot of these resources, is with regard to. Assessment of demographics and the kind of surveying and collecting of this information and being able to kind of report on it to see what progress is being made. And that is, you know, privacy and keeping this information and how to do that without compromising anyone or just carrying this information that feels I don't know, it feels like a weight to carry it, you know.
So how are you doing this or how are you thinking about being able to do these assessments? Well and thoughtfully and with privacy. Are you asking any one of us or are you asking? Sure, I'm asking. Absolutely please do. Anyone chime in?
I think the one thing the was it the Royal Society of chemistry Nicholas presentation. Yeah and unfortunately, I don't think that Holly was able to make it to the Zoom room today. She was the person who was supposed to be able to speak to that particular initiative. That was the one that referenced how they're collecting opt in data from authors and researchers.
Right Yeah. But I'm sure even other participants in the audience assessment is a big factor for us all. So in order to really kind of have these metrics and kind of show our progress, this is information that we want to chart. But some of these questions are either I mean, and this was what's really great about the Royal Society of chemistry survey is that it kind of provides a template to ask for information that somehow we grappled with how to ask appropriately.
And so that'll be interesting to be able to see how we can put that to good use. But then on top of that is just simply the retention of this information or do we not retain it? I don't know. Thoughts? no one else is speaking up.
So I will. I'll try again. Here we know that in our own organization, in our own journals, we are trying to use a similar system of getting we're not exactly like the Royal Society of chemistry, but we have come to similar. We've got a group of similar questions, but I think it kind of, you know, you have to have a reason for using them rather than just to get for the sake of gathering them.
And, you know, one thing we really would like to do is and have done that was one of our goals when we decided that we needed to change our organization some. And that was to increase the diversity of our editorial board and our editors that we have and our reviewers because we wanted to be representative of the global population, not just the same people that always reviewed papers and always had the same perspective.
And so we have a greatly diversified our editorial boards. They're now half women. We have five journals there. Now, all the editorial boards are at least half women, about 40% to 45% international. We we see that and we're able to do this because we were able to look at not only who people knew or who they could look for in other departments and that sort of thing.
But because we were able to gather some data, but we've just gotten kind of started doing that in the last few years. So I think it takes a while, you know, to get enough data to really start affecting what you can do with it. And we're not quite sure how we're going to use all this data eventually, you know, other than what we've already done as far as trying to diversify the editorial boards and reviewers.
So other people probably have are probably gathering data. And it's true that Nicholas isn't here because I'm sure she'd have a lot to say about. Definitely I think we have time for one more question. There's a question from Vicki who asks, are there recommendations for being respectful to indigenous people and cultures who no longer have living representatives, even back to ancient cultures and peoples?
And I'll just remark that there's I think that there is kind of a shared notion that's reinforced by colonial perspectives that indigenous people are in the past and that many peoples, you know, no longer exist. And of course, that's not that's not at all true. But I'm sure that there are cases where that may be true. Stephanie, any reactions to this?
Can you say the first part again? Sure Ah, there. That's that's good. Are there recommendations for being respectful to indigenous peoples and cultures who no longer have living representatives? Yes, I think especially here in the us, we've seen the complexities of this as the ProPublica reports come out on museums that are holding our ancestors.
And one of the biggest gatekeepers to that, besides money in all of that stuff, is that the law here says that the institutions can determine who has a relationship, basically, and it's not indigenous peoples. And so while sometimes our connections may seem lost and we may have been erased into the past or into the future, the fact is we all have relations and we know those stories within our communities.
And so being able to rely on indigenous peoples who have very strong genealogical knowledge and relational knowledge back into the towards our ancestors is really important because the narrative that's present is a lot of this narrative of erasure, and it's the narrative of taking of us as individuals. And that's been kind of the work that's been done over years. And so being able to come back to the, the, the point of having indigenous leadership through either recognize leaders within communities, but also indigenous leadership in the processes.
And so, for instance, when we think about what are indigenous archives, what are indigenous museums, what are the role of indigenous librarians, of indigenous archivist, and in moving these issues forward, it becomes paramount to understand the need for indigenous peoples in these places when we're thinking about these relationships moving forward. And I'll just comment.
Growing up in California, I think the narrative that we were always given is that unfortunately native peoples succumbed to whatever forces. Not mentioning exactly what those forces were. And it was the last of these people or the last of those people. But that's an untrue and harmful narrative and has led to the separation of those people from their rightful territory.
So I think just reexamining the myths that we're giving, given about especially white people, the myths that we've kind of received through school that. Or, you know, just the narratives that are handed down to us. Questioning the veracity of those is a helpful starting point. It is. And it's also related to that power structure that we've heard through some of the other conversations about who has the authority to say, what's the truth is right.
And from a scientific perspective, you know, we have generations of knowledge of science and of knowledge of our ancestors and our connections. And so that's a really important thing to recognize, because when we think to who's setting the standards, who's setting the laws, oftentimes it's others who are doing this. And those are set to perpetuate their agendas, basically. Thank you for that.
Camille, any words to close us out? Well, I think I just want to follow up on that, that it's really about reverence for all peoples. And so even answering that, even if there was a case of a nation being blended with another and not speaking as an entity any longer, I think that that's something that we would still want to be referenced, of them as other as individuals and of their past.
And I agree with Stephanie that part of that is the policies in place in colonial government to raise indigenous people from their lands and their territories, thereby being able to use all of their resources in the lands therein. So I think it's really important to remember that there's a lot of politics at play within what we do. And what our position is, is that we need to remain respectful of all peoples no matter what, where they come from, what race they are, religion, gender, sexuality or their history.
And I think that that's really important for us to remember as we move forward, and that's about respect and reverence for each other. So again, I want to say thank you so much for being part of this discussion and for being here today. Really shows that we have a change at hand and hopefully we'll continue down this path towards, I believe, a more respectful future and a better way of life that we'll leave for future generations.
So I just want to say thank you so much to all of you. And as we do on the West coast, I'll raise my hands to you. And thank you so much again to my co-host for being there when I was stuck on the freeway. So thank you so much all. And I appreciate you being here today. And we and we send you off to the closing keynote. So hope you've enjoyed your nice so Plus and we'll see you next time.
Take care. Thank you all. I
Segment:0 .
Hello, everyone. You seem to have made the jump. Congratulations on making it through hyperspace. We'll give it a minute for people to. Join us. Here I know people are transiting from one space to another, so we'll just give it.
Give it a minute. Um, make sure that we're, we're joined by everybody who needs to be here. I know that speaking of transiting, I know that Camille was busy commuting from one space to another. So she may be a couple minutes in joining us. And thank you, Kimberly, for putting the link to the Google Doc in there.
That's for shared notes, shared resources. You can ask an anonymous question there if you want to just flag it as a question so that we know to ask it. And Mary Lee, I just wanted to let you know that we've been sitting. I was just going to say we've been sitting at Z39 for a little while, but we just went to 40. So but I think we're at a solid, good attendance.
Great great. Perfect So I want to welcome everybody this space and especially welcome patty and Stephanie, our panelists. I know that Nikola was not able to join us and I'm scanning here to see if Holly Holly is in the house and I'm not. Seen her necessarily. But, holly, if you're here, please un cloak yourself. But we really wanted to just so first of all, thank our presenters so much for these really rich presentations on this work.
Both work that's been going on for a long time. I think the C4 disk work has been going on since 2017. The work with indigenous data sovereignty has been going on for a long time but continues to move forward. And then the joint commitment initiative I think also started in that same kind of 2018, 2017 time period. So let's see.
So while folks are maybe thinking about questions they have or some reactions they might have to the panel, I have a couple of pre-prepared questions that I might ask, but hope also that the panelists might have questions for one another. So Stephanie, since your presentation was first your group was first in the lineup. One of the questions I had for you.
Is you're in the middle of the IEEE process and mentioned that you're going to be looking to get feedback from indigenous groups as well as scholars and researchers. And what I'm wondering is how can the siso or the wider group of libraries, publishing publishers and information professionals that are assembled here help to appropriately assist with that effort. What would you like to see?
What would you like to ask from us? Yeah so one of our intentions is to have a space on the Guida website where we will have some of the materials that engagement materials that we create. So we'll have a webinar at some point later on in this year. Actually not that much later on, probably in the next few months where we'll launch the draft recommended practice, which will record and host on the website.
We will also have a space where we'll have a brief PowerPoint that's available, a brief for the document, and then the document that people can comment on, as well as the Google form with questions that people can provide actual input back to us on. And so that will be our main portal. There will be a number of us who will be presenting in different places, in spaces on the recommended practice over the next month, months long process of engagement.
And so promoting the links and the opportunities for people to engage with that. So we're, we are looking for broad engagement with indigenous communities. And so many of us haven't have intentions of sharing with our own communities as well as with in different venues. We're also looking for other experts within the realm to be able to promote the work and provide feedback as well.
And so this as is necessarily kind of the start of the process and is where we'll go, I think from that it kind of ramps up what we did in terms of the care principles which we just basically released in a Google Doc for people to comment on and a whole host of different tiered commenting sections and replicate somewhat the processes for indigenous caucuses and engagement in a new kind of arena basically.
So it's a new process for tripoli. And I think hopefully we're looking to have more community engagement as we move forward with the process and look forward to try to engage with other standards organizations as well. Thank you so much. And I think we all welcome the opportunity to help amplify the work and in ways that seem good to you.
Hello, Camille. My co moderator. Hi there. I've been here all along, but thank you. Sorry, since I'm in my truck right now because I had to pull up. Of course, it has a wonderful traffic jam happening in Vancouver today, so thank you so much. All I did want to add, my Thanks to Mary Louise.
Thanks for coming with coming with us on this journey and sharing with us the processes that you're doing in all of your organizations and basically helping to pay to walk down this path really towards respect and I think recognition of each other and our differences, but also respecting those at the same time. So I really appreciate all of the panelists, and I hope that you are all willing to answer some more questions from all of us.
And I think Merrilee has those in our Google Doc as well. It's so just an invitation to all of those here. We've got some experts assembled for you to ask some questions of. I am going to take the opportunity to ask patty a few questions. Patty, Thanks for presenting on the C4 desk work.
I have one question, which is, can you give a little insight into how the C4 disk tools are participating in C4 disk as an organization has contributed towards change at your organization or even for you personally, if you're comfortable sharing with our group here. Well, thank you for asking the question. I think that when I got when I joined the group that got together to found the organization, we all came together because we saw that this is important in the societies that we belong to.
And as you mentioned earlier, I represent this is the Council of Science Editors. And we have noticed that we did not have a diverse membership. So this was something that I think going into and just being part of the an organization that was going to put together a foundation, a, a we're founding an organization that would reach out to the community as a whole.
And work within the organizations and try to expand the number of organizations that worked with us to do this was kind of a thing that I don't understand why it wasn't done sooner. You know, we because it has been an organization that because we have representatives from so many organizations now that I think that just having seen the number of people, the number of organizations who are interested in doing this kind of changing in the whole industry is kind of a little bit opening.
You know, everybody wants to make sure that we're trying to make better workplaces and that we have justice and fairness and that everyone feels that sense of respect and and organization. So we had already been thinking the same in our own organization. And I'll say it, we had a very we kind of had that awakening moment where we had a situation where our journal actually published a paper that it was luckily it wasn't a scientific paper, it was a humanity sort of paper.
That was one of these things that, you know, we have a section where we publish poems and stories of patients at the bedside and that sort of thing. But it turned out to have gotten through our system. And when we published it, there was a huge uproar among our membership. And I had never seen the paper, but after reading it, after it was published, I saw it.
It just had full of stereotypes, racial stereotypes that were really unfair and that were made many of our members unhappy. And I think it woke up a lot of the members of our society who realized that you can't just do this, it's just not respectful and you can't offend people and you have to be careful what you publish and use language that is FAIR and respectful. And we hadn't done that in this particular article.
So we got together with our journal leaders and our organization to try to change that. We made a number of pledges to the journal to try to be better at being respectful of everyone. And so we made a number of changes in the way we go about things, including things like appointing diversity editors who will look at all of our manuscripts before we publish them and make sure we don't have offensive language and that sort of thing.
We try to influence, you know, research that people are doing in the sense that we want them to iframe their research in respectful ways before they submit it to us. So our organization was, I think, followed our lead at our journal in trying to kind of wake up and be much more have a more respectful approach toward the whole world, toward the society, toward all our membership and be more inclusive and more diverse.
And so they also made, you know, put together statements like a lot of societies have done and have tried to make this a part of the culture. And so one of the things that they did was establish a staff committee. And I was one of the people who was I was appointed to lead the staff committee for DCIS and and then subsequently was became more than just interested in bringing back from the other societies.
I go to the console of Science Editors and C for this ideas to our own staff to help us. So now, as I told you, we're building this. We're almost complete now with the it's an addendum to our style guide at the American Academy of neurology, where we're bringing in these other language guidelines that will help all our people and all our departments to write better and to think about what they're writing to, to encourage their committees and editors and other people that they work with to think about their writing.
So it's made a big difference in our organization, definitely just me belonging to this and being able to bring messages back. But also I think from a personally, I mean, it just solidifies that we need we all need to be respectful toward others. And when and there are we definitely have for a very long time operated with certain advantages, many of us the certain advantages that we didn't appreciate that we had.
And so it is the time for us all to start living a bit differently and changing our culture so that we're respectful toward others. Thank you so much for sharing that, Patti. I'm wondering if there are others here who have used the C4 disk toolkits. Within their organizations. For as educational tools in groups.
OK so there's a homework assignment for many of you perhaps to take these back to your organizations and take a look at them. And if your organizations aren't already doing it, that toolkit for organizations is just fantastic.
I mean, it really gets into the details of how to just how to go about restructuring things at your organizations to be more diverse and inclusive. Thank you. Thank you for taking for taking on that work. I did have one additional question. You mentioned that among the C4 disk organizations, there's the collective demographics.
Is there a set of shared collective demographics or is it just a collectively shared observation that your organizations are not as diverse as you want them to be? I think this is. Are you referring to my comments about the beginning right there, that our organizations are just not as diverse as we would like? Yeah right.
But you don't have a shared set of demographics that are shared among the organizations. I don't think. Yeah, I don't think so. I don't think we have any kind of information together that put together that indicates what the demographics are and the different organizations, because we represent so many different organizations now. And the publications organizations that I belong to are probably very closely, you know, closely share demographics.
But what we're seeing, I think, is more interest in opening up opportunities for people who haven't been had opportunities in the past. And, you know, creating. Making sure that our committees have people on them. That all our organizations do have committees that can work within their organizations and represent them going to other committees and this sort of thing in those organizations.
So we're seeing that. I only belong to four or five organizations, so I can't speak for all that are part of the C four desk, you know, either steering committee or partners. But but I, I think that just our survey shows that just throughout the industry, there just has not been we haven't been a model of diversity by any means. Yeah thank you so much for indulging me in that I'm looking for other questions either here or in the Google Doc.
Kimberly, please unmute yourself and share. Hello, and thank you. Thanks, everyone, for the presentations and the work. It really was incredibly rich and enlightening and even really helpful. As much as there's a lot more work to do, I feel like in the little time that I've been in the information community, just seeing how much effort is really being pro-actively made is enriching.
I, first of all, about the C4 disk toolkit. I've been kind of going through them a lot lately because I'm involved with one of the toolkits that's upcoming, the toolkit for disability equity, which we're doing slightly differently than a kind of gathered information. It's more of a research resource and intended to be dynamic and create a community. So it'll be interesting to see how it fits into the overall toolkit because it does have a slightly different tack, but they are amazingly encompassing and great resources and I'm sure that they were a lot of effort to pull together as well.
The question I have, which really kind of spans a lot of these resources, is with regard to. Assessment of demographics and the kind of surveying and collecting of this information and being able to kind of report on it to see what progress is being made. And that is, you know, privacy and keeping this information and how to do that without compromising anyone or just carrying this information that feels I don't know, it feels like a weight to carry it, you know.
So how are you doing this or how are you thinking about being able to do these assessments? Well and thoughtfully and with privacy. Are you asking any one of us or are you asking? Sure, I'm asking. Absolutely please do. Anyone chime in?
I think the one thing the was it the Royal Society of chemistry Nicholas presentation. Yeah and unfortunately, I don't think that Holly was able to make it to the Zoom room today. She was the person who was supposed to be able to speak to that particular initiative. That was the one that referenced how they're collecting opt in data from authors and researchers.
Right Yeah. But I'm sure even other participants in the audience assessment is a big factor for us all. So in order to really kind of have these metrics and kind of show our progress, this is information that we want to chart. But some of these questions are either I mean, and this was what's really great about the Royal Society of chemistry survey is that it kind of provides a template to ask for information that somehow we grappled with how to ask appropriately.
And so that'll be interesting to be able to see how we can put that to good use. But then on top of that is just simply the retention of this information or do we not retain it? I don't know. Thoughts? no one else is speaking up.
So I will. I'll try again. Here we know that in our own organization, in our own journals, we are trying to use a similar system of getting we're not exactly like the Royal Society of chemistry, but we have come to similar. We've got a group of similar questions, but I think it kind of, you know, you have to have a reason for using them rather than just to get for the sake of gathering them.
And, you know, one thing we really would like to do is and have done that was one of our goals when we decided that we needed to change our organization some. And that was to increase the diversity of our editorial board and our editors that we have and our reviewers because we wanted to be representative of the global population, not just the same people that always reviewed papers and always had the same perspective.
And so we have a greatly diversified our editorial boards. They're now half women. We have five journals there. Now, all the editorial boards are at least half women, about 40% to 45% international. We we see that and we're able to do this because we were able to look at not only who people knew or who they could look for in other departments and that sort of thing.
But because we were able to gather some data, but we've just gotten kind of started doing that in the last few years. So I think it takes a while, you know, to get enough data to really start affecting what you can do with it. And we're not quite sure how we're going to use all this data eventually, you know, other than what we've already done as far as trying to diversify the editorial boards and reviewers.
So other people probably have are probably gathering data. And it's true that Nicholas isn't here because I'm sure she'd have a lot to say about. Definitely I think we have time for one more question. There's a question from Vicki who asks, are there recommendations for being respectful to indigenous people and cultures who no longer have living representatives, even back to ancient cultures and peoples?
And I'll just remark that there's I think that there is kind of a shared notion that's reinforced by colonial perspectives that indigenous people are in the past and that many peoples, you know, no longer exist. And of course, that's not that's not at all true. But I'm sure that there are cases where that may be true. Stephanie, any reactions to this?
Can you say the first part again? Sure Ah, there. That's that's good. Are there recommendations for being respectful to indigenous peoples and cultures who no longer have living representatives? Yes, I think especially here in the us, we've seen the complexities of this as the ProPublica reports come out on museums that are holding our ancestors.
And one of the biggest gatekeepers to that, besides money in all of that stuff, is that the law here says that the institutions can determine who has a relationship, basically, and it's not indigenous peoples. And so while sometimes our connections may seem lost and we may have been erased into the past or into the future, the fact is we all have relations and we know those stories within our communities.
And so being able to rely on indigenous peoples who have very strong genealogical knowledge and relational knowledge back into the towards our ancestors is really important because the narrative that's present is a lot of this narrative of erasure, and it's the narrative of taking of us as individuals. And that's been kind of the work that's been done over years. And so being able to come back to the, the, the point of having indigenous leadership through either recognize leaders within communities, but also indigenous leadership in the processes.
And so, for instance, when we think about what are indigenous archives, what are indigenous museums, what are the role of indigenous librarians, of indigenous archivist, and in moving these issues forward, it becomes paramount to understand the need for indigenous peoples in these places when we're thinking about these relationships moving forward. And I'll just comment.
Growing up in California, I think the narrative that we were always given is that unfortunately native peoples succumbed to whatever forces. Not mentioning exactly what those forces were. And it was the last of these people or the last of those people. But that's an untrue and harmful narrative and has led to the separation of those people from their rightful territory.
So I think just reexamining the myths that we're giving, given about especially white people, the myths that we've kind of received through school that. Or, you know, just the narratives that are handed down to us. Questioning the veracity of those is a helpful starting point. It is. And it's also related to that power structure that we've heard through some of the other conversations about who has the authority to say, what's the truth is right.
And from a scientific perspective, you know, we have generations of knowledge of science and of knowledge of our ancestors and our connections. And so that's a really important thing to recognize, because when we think to who's setting the standards, who's setting the laws, oftentimes it's others who are doing this. And those are set to perpetuate their agendas, basically. Thank you for that.
Camille, any words to close us out? Well, I think I just want to follow up on that, that it's really about reverence for all peoples. And so even answering that, even if there was a case of a nation being blended with another and not speaking as an entity any longer, I think that that's something that we would still want to be referenced, of them as other as individuals and of their past.
And I agree with Stephanie that part of that is the policies in place in colonial government to raise indigenous people from their lands and their territories, thereby being able to use all of their resources in the lands therein. So I think it's really important to remember that there's a lot of politics at play within what we do. And what our position is, is that we need to remain respectful of all peoples no matter what, where they come from, what race they are, religion, gender, sexuality or their history.
And I think that that's really important for us to remember as we move forward, and that's about respect and reverence for each other. So again, I want to say thank you so much for being part of this discussion and for being here today. Really shows that we have a change at hand and hopefully we'll continue down this path towards, I believe, a more respectful future and a better way of life that we'll leave for future generations.
So I just want to say thank you so much to all of you. And as we do on the West coast, I'll raise my hands to you. And thank you so much again to my co-host for being there when I was stuck on the freeway. So thank you so much all. And I appreciate you being here today. And we and we send you off to the closing keynote. So hope you've enjoyed your nice so Plus and we'll see you next time.
Take care. Thank you all. I
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