News from the NIH Scientific Workforce Diversity office, as well as Scientific Workforce Diversity-related news and events.
On March 25, NIH released high-level findings from our extramural COVID-19 surveys, wherein we assessed the impact of the pandemic on the extramural scientific communities and institutions.
We often discuss the pathway for career progression of candidates from trainees to post-doctoral researchers to tenured scientists.
Maintaining a diverse scientific workforce requires a detailed understanding of how beneficial support systems, like mentoring, and even deleterious events, such as COVID-19, impact researchers.
Every new year provides new opportunities. As we start 2021, and we see the light at the end of the COVID-19 tunnel, there are potentially new pathways forward in diversifying the scientific workforce.
Discussions of disparities related to underrepresented populations in the U.S. research enterprise often center on issues such as grant funding and representation within the ranks of faculty and leadership.
Significant career-related barriers continue to impact members of the scientific workforce. While daunting, proactive measures are being explored to overcome these hurdles and enhance inclusivity.
As the third wave of COVID-19 begins to rise in the United States, the virus continues to shine a light on the health disparities among underserved and vulnerable groups.
This month’s newsletter will be a departure from previous installments. At the end of this month, I will be retiring from the NIH as the Chief Officer for Scientific Workforce Diversity.
Many of us are dealing with the impact of two colliding pandemics: COVID-19 and structural racism.
June 11–12, 2020 (Virtual)
ACD Working Group meeting being held on June 11–12, 2020 (Virtual).
The COVID-19 (coronavirus disease 2019) pandemic has impacted our lives and the scientific workforce substantially.
This month offered a wealth of contributions from magnanimous women forging scientific history in many fields.
This month offered celebrations of stellar African American figures and accomplishments in many fields, including science.
Understanding the depth and scope of diversity issues can be difficult without the appropriate metrics to provide a broader grasp of the problems.
“You cannot be what you cannot see.” High profile recognition and funding in the sciences offer opportunities to promote research advancements representing a diverse array of fields, perspectives, and problem solving.
Choosing a career in science requires role models – of all types. As reported recently, the interactive STEM Volunteer ProgramExit Link Disclaimer sponsored by the American Association for the Advancement of Science hosts “Meet a Scientist” events, where children can ask scientists a variety of questions in a one-on-one setting.
A new study explores the potential role of implicit gender bias on promotion decisions made by scientific evaluation committees for an annual nationwide competition for elite research positions.
July 30, 2019
Webinar by the Science/AAAS Custom Publishing Office
Bias is reflected in attitudes or stereotypes that affect our views of others, and they stem from learned experiences.
Any athlete can attest to the value of a level playing field: winning is hard enough without starting from behind.
This month’s collection of good reads has a distinct focus: success. But, as we all recognize, success is in the eye of the beholder, and it can be defined many different ways.
In this webinar, NIH Chief Officer for Scientific Workforce Diversity Dr. Hannah Valantine will join Dr. David Acosta, AAMC Chief Diversity and Inclusion Officer, for a presentation on organizational approaches to effect culture change.
Many factors contribute to a child’s answer to the question “What do you want to be when you grow up?” As you’ll see in this newsletter, a very diverse set of factors affect an individual’s choice to choose science.
Perhaps more so than my previous newsletters, this month’s selection of articles has a central theme: the significant role systems play in our lives as scientists.
Diverse, inclusive environments in science get a lift from individual champions but require a team approach. Read about a neuroscientist in Puerto Rico who for two decades has produced a diverse community of neuroscientists studying the neurobiology of fear.
You’ve heard me say it time and again, “Great Minds Think Differently.” This alternate take on a common cliché is demonstrated in a new study about the value of honoring difference over commonality in the way we promote the value of diversity.
As 2018 winds down, I am struck by how many ways workforce diversity enriches our daily lives. Yet, I can’t also help but wonder how much more we could accomplish if we could achieve true workplace equity.
There are so many ways diversity can enrich science. In this issue, read about one champion who uses creative outlets to showcase how disability fosters unique problem-solving abilities.
October 29, 2018
MINOT, N.D. – There are two main reasons Minot State University professor Mikhail Bobylev believes his research lab team that presented at the 2016 North Dakota INBRE (IDeA Networks of Biomedical Research Excellence) Annual Symposium in Moorhead, Minn., is significant.
This month, two outstanding women scientists won 2018 Nobel Prizes in science, but we recognize how much more work needs to be done to achieve inclusive excellence in science and medicine.
The Diversity Career Development Program (DCDP) was designed to provide NCI intramural postdoctoral trainees from underrepresented groups leadership skills and tools to meet with success in independent research careers. Acceptance into DCDP is based on mentor nomination, as the program requires approximately two-hours a week over the course of 10 months. Nominations for the 2019 Program will be accepted in October, 2018.
Diversity is not “nice to have” or “the right thing to do,” it is actually a health imperative. In this issue, read about how a lack of scientific workforce diversity – and its consequences - likely contributes to poor health outcomes and career-halting decisions. Read also about how one diversity champion has spent her career trying to change this.
What do you think of when you hear "diversity?" In this issue, read about how individuals and institutions striving to capture innovation and creativity consider various diversity characteristics, including socioeconomic status and disability. Also check out recent trends in diversity of the NIH-funded workforce—as well as tools to enhance inclusive excellence at NIH and in academia.
Evidence indicates that heterogeneous groups of talented individuals, with experience in managing diversity, are better equipped to tackle complex problems than are homogeneous groups.
July 30, 2018
The NIH Chief Officer for Scientific Workforce Diversity Dr. Hannah Valantine describes NIH's current approach and activities for inclusive excellence in the U.S. scientific workforce.
July 11, 2018
Join us to learn about the NIH's Scientific Workforce Diversity Toolkit. The NIH Chief Officer for Scientific Workforce Diversity Dr. Hannah Valantine will describe NIH's current approach and activities for inclusive excellence in the U.S. scientific workforce.
This month’s articles touch upon inclusive and institutional excellence and includes an article on what is holding women back in medicine from leadership positions; a NIH blog post on the policies affecting the next generation of researchers; a commentary on disruptive innovation and how diversity is an important ingredient for such innovation; and an article on the importance of addressing both STEM culture and institutional climate at higher education institutions.
June 19, 2018
For over 25 years, women have made up at least 40% of U.S. medical students. This past year, more women than men were enrolled in U.S. medical schools. Yet overall women make up only 34% of physicians in the U.S., and gender parity is still not reflected in medical leadership.
June 17, 2018
Putting principles into practice takes leadership, resources, and commitment. These colleges are using multistage anti-bias procedures to shake up the status quo.
News Release: To Prevent Sexual Harassment, Academic Institutions Should Go Beyond Legal Compliance to Promote a Change in Culture; Current Approaches Have Not Led to Decline in Harassment
June 12, 2018
System-wide changes to the culture and climate in higher education are needed to prevent and effectively respond to sexual harassment. There is no evidence that current policies, procedures, and approaches—which often focus on symbolic compliance with the law and on avoiding liability—have resulted in a significant reduction in sexual harassment.
NIDCR Director’s Postdoctoral Fellowship to Enhance Diversity in Dental, Oral, and Craniofacial Research
NIDCR recently announced the NIDCR Director's Postdoctoral Fellowship to Enhance Diversity in Dental, Oral, and Craniofacial Research. Postdoctoral trainees selected for this fully funded fellowship will spend up to five years working side-by-side with NIDCR’s leading scientists. Fellows will perform research with a mentor in NIDCR’s Division of Intramural Research (DIR), map a research career path, and develop a grant proposal. NIDCR encourages perspective trainees from diverse and underrepresented backgrounds in science to apply. Applicants must be U.S. citizens or permanent residents at the time of award.
May 22, 2018
Linda Chang and Mina Cikara discuss thier research that reveals "how we think about and evaluate people is not immutable; it depends on the context in which we're evaluating them."
May 16, 2018
Ambiguity in expectations and evaluations harms progress, say Rodolfo Mendoza-Denton and colleagues.
This report examines first-year medical school matriculants over the past decade and projects first-year matriculants through 2025. The goal is to inform the academic medicine community, researchers, and policymakers about trends and issues related to U.S. medical school enrollment.
May 1, 2018
Surveys of graduating medical students in the United States annually document intimidation and harassment of student learners, often on the basis of sex, ethnicity, race, or gender identity, reflecting US culture as a whole but also the historical hierarchical, competitive culture of US medical schools.