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Recent years have seen increasing calls to better document and understand the human dimensions of the marine and coastal environment and to incorporate this knowledge into decision-making. Human dimensions of the marine and coastal environment are best investigated through the application of marine social science. Individuals within marine social science are not solely "pure" social scientists, but rather are a diverse and interdisciplinary community, including many who have moved from the natural sciences to pursue a career in marine social science. This is particularly the case for early career researchers, with many moving from natural to social science earlier in their academic careers than their predecessors, and thus developing stronger interdisciplinary skills than previous generations of social scientists. In this perspective, we draw on our experiences, highlighting our main motivations for moving from natural to social science, the barriers we have faced and our top tips for early career researchers faced with similar opportunities and challenges. The ten tips include: "Work with like-minded researchers," "Learn from and be inspired by academic heroes," "Learn about and engage with research philosophy, positionality and reflexivity," "Value your own skillset and perspective," and "Be patient and kind to yourself." [ABSTRACT FROM AUTHOR]

Diverse and inclusive marine research is paramount to addressing ocean sustainability challenges in the 21st century, as envisioned by the UN Decade of Ocean Science for Sustainable Development. Despite increasing efforts to diversify ocean science, women continue to face barriers at various stages of their career, which inhibits their progression to leadership within academic institutions. In this perspective, we draw on the collective experiences of thirty-four global women leaders, bolstered by a narrative review, to identify practical strategies and actions that will help empower early career women researchers to become the leaders of tomorrow. We propose five strategies: (i) create a more inclusive culture, (ii) ensure early and equitable career development opportunities for women ECRs, (iii) ensure equitable access to funding for women ECRs, (iv) offer mentoring opportunities and, (v) create flexible, family-friendly environments. Transformational, meaningful, and lasting change will only be achieved through commitment and collaborative action across various scales and by multiple stakeholders. [ABSTRACT FROM AUTHOR]