Mon, Aug 02, 2021:On Demand
Background/Question/Methods
Efforts to increase racial diversity in natural resource careers have been conducted by federal agencies through internships and outreach programs. Past research has evaluated contextual and personal influences that promote minority success in the natural resource field such as mentorship and early exposure to nature. Barriers contributing toward minority underrepresentation in wildlife and natural resource careers have been identified but little research has evaluated the barriers faced by people of color at pre-dominantly white institutions (PWI) such as low racial diversity of faculty and microaggressions. These added barriers can further discourage students of color from pursuing natural resource majors and careers. In December 2020, a Qualtrics survey was sent to all current undergraduates in the College of Natural Resources at North Carolina State University. Fourteen respondents identified as a person of a color, were an undergraduate, have been in the College of Natural Resources for at least three semesters, and have attended North Carolina State University for at least three semesters. We identified trends among those fourteen respondents to observe influential experiences and barriers to success throughout their lives.
Results/Conclusions Survey responses supported past literature stating early exposure to nature, familial support, and sense of belonging encourage interest in natural resource fields. Fifty-seven percent of respondents stated they have not participated in internships or research experiences, seventy-one percent of respondents have not had an experience with a professional organization in the natural resource field, and eighty-six percent have worked a paid job during college. Due to the unpaid nature of internships and research experiences, minority students may be spending more time working jobs that have paid benefits rather than working in their field of study. Fifty-seven percent have not had a mentor figure throughout college. Seventy-one percent agreed the university was inclusive, but fourteen percent said they have experienced racial discrimination at the university indirectly. Future research can address strategies to increase minority participation in mentorship programs and internships with professional agencies in natural resource fields. Diversity and inclusion initiatives can be applied to the curriculum of other PWIs to foster cultural competence and sense of belonging for students of color.
Results/Conclusions Survey responses supported past literature stating early exposure to nature, familial support, and sense of belonging encourage interest in natural resource fields. Fifty-seven percent of respondents stated they have not participated in internships or research experiences, seventy-one percent of respondents have not had an experience with a professional organization in the natural resource field, and eighty-six percent have worked a paid job during college. Due to the unpaid nature of internships and research experiences, minority students may be spending more time working jobs that have paid benefits rather than working in their field of study. Fifty-seven percent have not had a mentor figure throughout college. Seventy-one percent agreed the university was inclusive, but fourteen percent said they have experienced racial discrimination at the university indirectly. Future research can address strategies to increase minority participation in mentorship programs and internships with professional agencies in natural resource fields. Diversity and inclusion initiatives can be applied to the curriculum of other PWIs to foster cultural competence and sense of belonging for students of color.