In 2014, I became NIH’s first Chief Officer for Scientific Workforce Diversity – with three data points seared in my mind:
Recently my office partnered with the Association of American Medical Colleges (AAMC) to host a webinar on organizational approaches to effect culture change.
The #MeToo movement has brought heightened scrutiny to interpersonal interactions in all walks of life – making us think carefully about what it means to be sexually harassed or to be a harasser. This global wave of recognition has not escaped the world of science.
"Coming together is a beginning, staying together is progress, and working together is success." – Henry Ford
In a previous blog, "Tomorrow’s Scientists, Today," I wrote about the NIH-funded Diversity Program Consortium (DPC).
As NIH Chief Officer for Scientific Workforce Diversity, my main goal is to promote scientific workforce diversity as a means to institutional excellence as I have described in previous blogs.
Few 20th century achievements portend more promise than the digitalization of biology, made possible by the Human Genome Project and a whirlwind of subsequent advances.
As I’ve noted in previous blogs and elsewhere, I see enhancing workforce diversity as an opportunity and an imperativ
In my role as NIH Chief Officer for Scientific Workforce Diversity, every week I encounter hundreds of individuals and groups in the massive enterprise that is biomedical research.
Chances are, if you aren’t related to a scientist, or have never known one personally, you probably wouldn’t imagine yourself as one. Psychologists call this a lack of science identity.