Antarctic research remains an enterprise in which people with certain backgrounds and identities have distinct career advantages over others. In this paper, we focus on barriers to women's participation and success in Antarctic research. Drawing on feminist social science literature on gender inequality in science, we identify two foundational, interrelated factors that have hampered progress across global Antarctic research. We propose that these barriers can be effectively addressed through intersectional approaches to change. We synthesize a broad range of multidisciplinary research on intersectionality in scientific workplaces and apply this literature to the unique institutional, historical and geographical contexts of Antarctic research. We argue that an intersectional lens improves understanding of persistent gender inequalities in Antarctic research, and we offer examples of how intersectionality can be practically applied within Antarctic institutions and communities. By embracing intersectional approaches to change, the Antarctic research community has the opportunity to lead in the advancement of equitable global scientific cultures and to fully realize Antarctica's potential as a place for peaceful, scientific collaboration by and for all humanity - not just a privileged few.

In this article David Percik, Information Resources Manager at the Institute of Advanced Legal Studies, reports on a project at IALS to plan out and curate a series of book displays focusing on historically disadvantaged groups. He discusses how the themes of the displays were selected, the consequences of having two differing available spaces, and the work done by the library team to expand the displays beyond books on shelves.

Little has been published on the demographic composition of the clinical and translational science research workforce within the Clinical and Translational Science Awards (CTSA) Program despite the well-documented need for greater diversity in the biomedical research workforce. Analyses of workforce demographic reveal that women and members of underrepresented groups remain persistently underrepresented in the CTSA hub and training components principal investigators. In contrast, in the CTSA Program career development and training programs, females have greater representation as participants, and non-Whites were better represented in training programs.

In recent years, there have been concerted efforts to better recruit, support, and retain diverse faculty, staff, and trainees in academic medicine. However, many institutions lack comprehensive and strategic plans to provide support to retain and recruit individuals from historically underrepresented groups. In this article, we itemize specific mechanisms through which institutions can support diverse individuals with the goal of improving inclusion and belonging in the workforce to better reflect the diversity of the intended patient and research participant population.