This is an interesting take on improving the workplace climate. Funding agencies in the UK are now tying funding decisions to whether or not an institution has demonstrated adequate or exemplary accommodation for diversity. The program, called Athena Swan in the UK, has a number of resources available for departments/institutions to perform a self-assessment on workplace climate. Part of their process builds in statistics and data to demonstrate effectiveness. I see this as a positive trend because by tracking our efforts to be a more inclusive environment we might be able to see which efforts work and which do not. The program in the US will be called STEM Equity Achievement Change (SEA Change), but so far there is very little information on when this program will be rolling out or what it will entail. I hope that this can provide departments with the tools for handling difficult situations because very often the people in charge have little experience in issues like this.
Liz Logan and Lauren Andrews both successfully defended their PhD theses within a week of one another late last year (2015). They are both now continuing their work in glaciology through gainful employment! Liz has accepted a postdoc with Patrick Heimbach and is enjoying life on main campus in ICES. She is working on modeling accumulation in Greenland. Lauren is moving to NASA-Goddard to take a postdoc with Tom Neumann (and others) to work on deriving Greenland strain rates from the Landsat archive.
Lauren Andrews interpreted the complex nature of the subglacial drainage system from Greenland using a suite of observations from the surface (GPS-based velocities and uplift; weather station data) and the subsurface (moulin and borehole pressure variations). It's not a simple story, but it highlights the complex nature of the Greenland subsurface environment.
Colleagues Joe MacGregor and Mark Fahnestock together with others mapped the stratigraphy of the Greenland ice sheet using ice-penetrating radar data.