# Factors influencing underrepresented geoscientists’ decisions to accept or decline faculty job offers

## TL;DR

This paper explores why underrepresented geoscientists accept or decline faculty job offers, highlighting the role of diversity, interview experiences, and personal life compatibility.

## Contribution

The study provides new insights into the recruitment challenges faced by underrepresented geoscientists and offers actionable recommendations for improving faculty hiring practices.

## Key findings

- Underrepresented geoscientists consider DEI initiatives, mentorship, and interview civility when deciding on job offers.
- Participants often found hiring processes inconsistent with diversity recommendations.
- Improving department culture can benefit both current members and recruitment efforts.

## Abstract

Many geoscience departments are taking steps to recruit and retain faculty from underrepresented groups. Here we interview 19 geoscientists who identify as an underrepresented race or gender who recently declined a tenure-track faculty job offer. A range of key factors influenced their decisions to accept or decline a position including commitment to diversity, equity, and inclusion (DEI) including personal identities, DEI initiatives, and mentorship; (in)civility during job interviews; values revealed in negotiation; and compatibility with personal life including family and geography. Many of the participants experienced hiring processes inconsistent with existing recommendations to increase faculty diversity. Therefore, we leverage our results to provide actionable recommendations for improving the equity and effectiveness of faculty recruitment efforts. We find that departments may doubly benefit from improving their culture: in addition to benefiting current members of the department, it may also help with recruitment.