Addie Rose Holland | USGS Science

USGS2025

Relationship-centered engagement bridges the divide between science and management, and enhances climate adaptation

The rapid pace of climate change demands changes in management practices. Despite abundant climate adaptation research, the implementation of climate adaptation can lag in the management space. In the present article, we argue that relationship-centered engagement—establishing and maintaining relationships among researchers and natural resource managers—is critical for bridging the research–management gap. We evaluated researcher–manager partnerships within the US Northeast Climate Adaptation Science Center and identified three cultural shifts that institutions, funders, researchers, and managers could adopt to boost the odds of translating findings into action: acknowledging and supporting the central role of relationships in creating and implementing actionable science, lengthening funding timelines to better support establishing and maintaining relationships, and aligning institutional rewards to support relationship building. A renewed focus on relationships can lead to more diverse and effective partnerships that bridge knowledge to practice and hasten adaptation to climate change.

BioScience↗

USGS2025

Centering voices of scientists from marginalized backgrounds to understand experiences in climate adaptation science and inform action

Identifying and building solutions to help people and ecosystems adapt to climate change requires participation of all people; however, Science, Technology, Engineering, and Mathematics (STEM) fields, including environmental sciences, continue to lack diversity. To address this issue, many institutions have increased programming to recruit and retain people from historically marginalized backgrounds in STEM fields. Institutions use surveys to evaluate the experiences of community members and identify areas for improvement; however, surveys often summarize and reflect majority perspectives and disregard voices of historically marginalized individuals. In June 2021, a survey of graduate students, postdocs, faculty, staff, and researchers affiliated with the Northeast Climate Adaptation Science Center (NE CASC) evaluated their experiences of diversity, equity, inclusion, and justice (DEIJ) using Likert-based and long-answer questions. We analyzed the results as a whole, but also focused on the responses of people who self-identified as members of a marginalized group (“marginalized respondents”) in climate adaptation science to center their voices. Marginalized respondents reported being motivated to enter climate adaptation science to improve society and the environment rather than for intellectual curiosity, which motivated one third of non-marginalized respondents. Once in science, marginalized respondents reported feeling less supported and comfortable at work and were more likely to have considered leaving science and academia in the last year. Long-answer responses of marginalized respondents indicated distrust in the ability of leadership and existing DEIJ initiatives to effectively tackle systemic issues and emphasized the importance of focusing on equity and inclusion before recruitment. Marginalized respondents identified additional funding to support existing DEIJ efforts and undergraduates as priorities. By allowing participants to self-identify as part of a marginalized group, we were able to highlight experiences and needs without risking exposure based on race, gender, disability status, or sexual orientation. This approach can be applied to other small organizations with limited demographic diversity.

PLoS ONE↗