Studies on authorship in archaeology have revealed inequalities that influence interpretations of archaeological narratives. Like other countries with rich archaeological heritage, Guatemala has drawn a diverse pool of researchers for decades, owing to its renowned Maya heritage. This study examines how gender and nationality shape knowledge production in Guatemalan archaeology. We analyze publication trends in Guatemala’s most prominent publication venue, the memoirs of the annual archaeology symposium, and two international journals: Latin American Antiquity and Estudios de Cultura Maya. We also incorporate alumni data from Guatemalan universities and responses from an exploratory survey of 103 local archaeologists regarding occupations, identities, and perceptions of inequalities. Our study reveals that although Guatemalan archaeology has been characterized by relative gender parity, the dissemination of academic knowledge has been predominantly led by men, even during periods when there have been more female professional archaeologists. These disparities likely stem from several factors, including occupational variations, traditional gender-role expectations, and institutional barriers. While men have traditionally led the dissemination of academic knowledge, women have achieved leadership in other domains. This study highlights the current state of diversity in Guatemalan archaeology and serves as a first step toward building a more inclusive archaeological community.

Feminist and gender-focused archaeology have advanced our field, but this research is marginalized rather than integrated into broader analyses of societies. To address this situation, I analyzed publication content and related equity issues. I reviewed major archaeology journals to see how participation in and citation of household archaeology changed from 1990 to 2019. Since 2000, interest in gender has held steady, with about half of household archaeology articles mentioning gender, women, or children. Gender is most prevalent in historical archaeology. Meanwhile, feminism is rarely mentioned. When women publish on household archaeology, their work is as highly cited as men’s. In terms of citation counts, neither men nor women are punished for focusing on gender. I hope these data encourage archaeologists to submit articles addressing gender to high-impact journals. To more fully integrate gender into our field, US-based archaeologists could address underrepresentation of women authors in journals, reluctance to engage with politics and activism, privileging of quantitative data, academic hiring, and strategic uses of different kinds of journals.

Academic and professional conferences provide opportunities for the dissemination of knowledge, networking, and professional development. Those in more prestigious roles often gain greater visibility, and invited roles in particular make important statements about whose research the profession values most. Conference participation is therefore a source of economic, social, and cultural capital that translates into real opportunities and future career success. In this article, we examine gender representation in the field of archaeology through the lens of participation in the annual meetings of the Society for American Archaeology (SAA). Using archived SAA annual meeting programs from 2002 to 2024, we analyze differences in gender representation across conference roles and participation formats. We find that although women and men are similarly likely to fill self-selected leadership roles, women are less frequently asked to fill invited roles by their peers, particularly when men serve as organizers. We thus argue that gender plays a strong role in determining who occupies positions of prestige and that decisions about who is “qualified” affect distributions of capital within the discipline. We conclude by recommending a series of interventions to session organizers, session participants, and the SAA to help redress gender-based differences in conference participation.

This article examines field experiences across archaeological sectors and demographics through the results of a survey aimed at understanding how the culture of toughness is manifest in archaeological fieldwork through the prevalence of discrimination and pressure to accept inappropriate behaviors and to push oneself physically, mentally, and emotionally. We selected these particular behaviors as they demonstrate ways in which archaeologists perceive expectations and how individuals prove they can endure, that they are tough enough. Our survey data demonstrate that women, noncisgendered, and entry-level archaeologists are the most vulnerable to negative experiences, that the pressure to push beyond one’s limits is universal, and that discrimination and harassment are factors increasingly considered by women as they decide whether to continue in the profession. We argue that many of these rules and social conditions are created and maintained inconspicuously through performative informality which is linked to the discipline’s culture of toughness. Through analysis of our quantitative survey results, we discuss how archaeology’s work culture shapes experiences in the industry and examine avenues for reform to promote equity in archaeology.

Artificial intelligence is reshaping the contemporary world. Trickling deeper into archaeology and history, these technological changes will influence how the past is written about and visualized. Through the evaluation of text and images generated using AI, this article considers the systemic biases present in reconstructed archaeological scenes. We draw on advances in computer science, running large-scale, computational analyses to evaluate patterns in content. We present a case study examining Neanderthal behavior, juxtaposing published archaeological knowledge with images and text made using AI. Our study reveals a low correspondence between scientific literature and artificially intelligent material, which reflects dated knowledge and cultural anachronisms. Used to identify patterns in (mis)representations of the past, the methodology can be applied to understand the distance between scholarly knowledge and any domain of content generated using AI, across any archaeological time depth and beyond the discipline.

Cultural resource management (CRM) archaeology is a multimillion-dollar industry in Canada and the lead employer for archaeology graduates. Yet, the growth of and the challenges facing the Canadian CRM industry remain poorly documented. We therefore designed and distributed a job satisfaction and labor market survey to Canadian CRM practitioners with the goal of understanding how industry professionals feel about their positions and the health of the industry as well as what they believe are the most pressing challenges facing the Canadian CRM industry. These data indicate that the sector has grown faster than the supply of labor, that owner-operators are faced with difficult challenges related to the staffing required for the scale and volume of work, and that employees in the CRM sector are experiencing frustration with working conditions, compensation, and the preparation that postsecondary training offers. In this article, we attempt to determine the size of the Canadian CRM industry and highlight the challenges faced within the industry that must be addressed for CRM in Canada to attract and retain professional archaeologists.

In STEM fields, women tend to leak out of the pipeline to the professoriate. In archaeology, however, robust databases and chronological control reveal that there is no leakage from earning a PhD to tenure-track positions. Nor is there a leak from assistant professor to associate professor. Nevertheless, men get hired as faculty in PhD programs more often than women. This is important because PhD programs are research-intensive and train future leaders. Furthermore, women PhD students have women as advisers more than often men and report advantages to this arrangement. Yet with fewer women faculty in PhD programs, women mentors are in short supply. Potential solutions to these problems target areas where bias can intervene. Specifically, job search committees should (1) wait until late in the process before consulting letters of recommendation, (2) standardize the valorization of coauthorship for both men and women, and (3) prioritize applicants who match the job description when creating long lists. Finally, implicit bias training is critically important, and mentoring should be continuous and enthusiastically positive.

Legal reforms in California are reshaping archaeological education and professional training in ways that may soon warrant national attention. These changes challenge traditional pedagogical models, particularly in bachelor’s and master’s degree programs that have long served as entry points into cultural resource management (CRM) careers. Drawing on one of the most extensive surveys of CRM organizations in California, this article examines how employers are responding to this evolving landscape. The data reveal a demand for field experience, local familiarity, knowledge of relevant laws, and interpersonal skills. We contextualize these findings within broader efforts to reform training and research models in California and discuss tensions in this shifting terrain. We advocate for a new public archaeology that redefines training and professional pathways through collaboration, accountability, and a deeper commitment to the communities that archaeology serves.