12/06/19 Society of Toxicologys (SOT) Graduate Student Leadership - PowerPoint PPT Presentation

Obstacles Faced by Underrepresented Groups and Solutions to Ameliorate Them 12/06/19

Society of Toxicology’s (SOT) Graduate Student Leadership Committee Presents: Diversity and Inclusiveness Webinar Series: Active Inclusivity in Toxicology Webinar II: Obstacles Faced by Underrepresented Groups and Solutions to Ameliorate Them Hosted by: Dr. Krystin Carlson Giovanna Pozuelos Certificate in Diversity Leadership PhD Candidate Former GSLC Secretary Former GSLC Chair krystin@umich.edu gpozu001@ucr.edu

FORMAT OF OUR WEBINAR TODAY: • Invitation to part 3 of this series • Introduction to speakers • Dr. Nicole Sparks, PhD • SOT Postdoctoral Assembly • Dr. Pedro Del Valle, PhD • SOT Hispanic Organization of Toxicologists • Dr. Irene Abraham, PhD • SOT Women in Toxicology • Introduction to diversity terms • Presentations from our speakers • Audience Question and Conversation an open discussion

Society of Toxicology’s (SOT) Graduate Student Leadership Committee Presents: Diversity and Inclusiveness Webinar Series: Active Inclusivity in Toxicology Let’s come together and join the discussion! TODAY! December 6, 2019, 2 pm ET Webinar II: What are the obstacles faced by minorities and what is being done to ameliorate such issues? December 12, 2019, 2 pm ET S A V E T E T H E D E D A T E ! E ! Webinar III: What are SOT resources to current graduate students?

Society of Toxicology’s (SOT) Graduate Student Leadership Committee Presents: Diversity and Inclusiveness Webinar Series: Active Inclusivity in Toxicology Let’s come together and join the discussion! P r e v e v i o u s W W e b i b i n a r November 21, 2019 Webinar I: Why is diversity important in science? Avai ailabl able o on the S e SOT OT W Webs ebsite e https://www.tox oxicol olog ogy.or org/educat cation/pw/webinars.asp

Society of Toxicology’s (SOT) Graduate Student Leadership Committee Presents: Diversity and Inclusiveness Webinar Series: Active Inclusivity in Toxicology Webinar II: Obstacles Faced by Underrepresented Groups and Solutions to Ameliorate Them A conversation with: Dr. Nicole Sparks, PhD Dr. Pedro Del Valle, PhD Dr. Irene Abraham, PhD SOT Postdoctoral Assembly SOT Hispanic Organization of SOT Women in Toxicology Toxicologists

1. B IAS 2. D ISCRIMINATION 3. S CIENTIFIC B IAS 4. U NCONSCIOUS B IAS 5. R ESISTANCE TO D IVERSITY

BIAS T HE INABILITY TO EVALUATE INDIVIDUALS EQUALLY image: zuckermanlaw.com

DISCRIMINATION D ELIBERATE UNJUST TREATMENT image: advisoryexcellence.com

SCIENTIFIC (COGNITIVE) BIASES

UNCONSCIOUS BIAS P AST PATTERNS BENEFIT SOME AND PENALIZE OTHERS image: now.tufts.edu

All Change Will Be Resisted Image Source: Change? Resistance! Resistance? Good! Sieber (2012)

LET’S COME TOGETHER AND JOIN THE DISCUSSION! D ON ’ T FORGET TO STAY FOR THE FINAL CONVERSATION: A UDIENCE Q UESTION AND C ONVERSATION AN OPEN DISCUSSION

Nicole Sparks, PhD Postdoctoral Fellow GSLC Diversity Webinar Series- Active Inclusivity in Toxicology December 6, 2019

Barriers in Academia Lack of representation PhD Programs Faculty Exclusion Uncomfortable being one of few minorities Deficit in language breadth Minorities not pursuing or unable to pursue higher education or research related work in Toxicology Outside obligations Scientific norms shape the perceptions of students/faculty

Potential Solutions Program initiatives promoting diversity Funding opportunities (NIH K99) UC President’s Postdoctoral Fellowship Being aware of individuals showing interest Understanding that traditional definitions of what makes a “good scientist” does not define all individuals.

Potential Solutions Universities to not hire faculty in non-STEM fields to increase overall diverse faculty. These hiring lines are often less expensive in these fields owing to lower salaries and overhead costs Broad mentoring and opportunities to work closely with faculty Forming new relationships and collaborations Not letting marginalized groups bear the primary responsibility for creating a more diverse and inclusive culture

Activ ive Inclu lusiv ivity i y in Toxic icolo logy: P Par art 2 2 Obstacles Faced b by Underrepresented Gr Groups & S s & Solutions s to A Amel eliorate e Them hem Gov overnmen ent S Sector or Pedro L. Del Valle, PhD, ATS Hispanic Organization of Toxicologists (HOT) SOT GSLC Webinar Active Inclusivity in Toxicology: Part 2 December 6, 2019

The Diversity and Inclusion Steering Council (DISC) new goals The Diversity and Inclusion Advisory Committee (DIAC) establishes priorities, implementation strategies and actions to accomplish goals https://www.fda.gov/media/1079 39/download

FD FDA D A Diver ersi sity & & Inc nclusion Go Goals Implementation Strategies for Goal 1: - FDA senior leadership conveys the critical importance of diversity and inclusion in messaging and behaviors reflective of diversity and inclusion. - Include commitments to FDA’s diversity and inclusion goals and objectives in FDA’s performance plans. - Ensure new supervisors have timely access to diversity and inclusion learning material and continuously collect input from employees D&I. - Educate staff on the use of social media for recruitment/outreach

FDA F FY18 18 W Workf kforce Count b t by P y Pay P y Plan https://www.opm.gov/policy-data- oversight/pay-leave/salaries- wages/2019/general-schedule/

FDA W Workforce b by Race/Ethnicity

FD FDA M Mission C Criti tical O Occupations (M (MCO)

Workfor orce b e by Age

Federal Em Employee V View P Point Survey Indicates there i is R Room f for I Improvement

CDER ER-ON OND R Reorgan anization on O Open Opportunities f for N r Non-Clinical R Revi viewer ers s Posting Closing Website Date Date Type Link https://www.indeed.com Indeed 9/17/2019 N/A N/A American Society for Pharmacolog 1/9/20 90 Days https://careers.aspet.org/jobs/12812175 y and 10/11/2019 20 Online Experimental Therapeutics (ASPET) American 180 https://www.actox.org/members/employment College of 4/11/2 10/14/2019 Days Toxicology 020 Opps.asp#U101419 Online (ACT) https://www.toxicology.org/application/jobban Society of 120 2/13/2 Toxicology 10/16/2019 Days k/jobseeker/index.aspx 020 (SOT) Online GS13-Step 1 Starting Salary American https://www.cancercareers.org/jobs/2076313 Association 12/15/ 60 Days 1-non-clinical-reviewer-at-fda-s-office-of-new- for Cancer 10/16/2019 2019 Online Research drugs (AACR)

Take H e Home M e Messa ssage • The FDA Diversity and Inclusion initiatives/efforts are defined in a 4-year Strategic Plan • The Strategic Plan establishes priorities, implementation strategies and actions to accomplish defined goals • There is always room for improvement to reach higher marks for Diversity and Inclusion • The FDA is, in my opinion, a great place to work and advance your career as Toxicologist.

Acknowled edgmen ents Karen Donnelly, BS, MBA Recruitment and Outreach Specialist, FDA Ofelia Olivero, PhD, ATS Chief, Intramural Diversity Workforce Branch, Center for Cancer Training, National Cancer Institute, NIH Pedro.DelValle@fda.hhs.gov

Inclusivity Webinar II: Obstacles Faced by Underrepresented Groups and Solutions to Ameliorate Them Irene M. Baskerville-Abraham, Ph.D., DABT, ERT

INTERSECTIONALITY There is no such thing as a SINGLE-ISSUE STRUGGLE because we DO NOT live SINGLE-ISSUE LIVES. AUDRE LORDE, American writer and civil rights activist Picture attributed to: http://womenandwarme.blogspot.com.au

Personal Experiences Matter, But…  African-American Midwesterner born to Conservative Christian Southern parents  Attended an HBCU (Undergraduate) and PWI (Graduate)  Personal experiences often shape worldviews  Remember to listen for other voices who say their experience is different. Constantly challenge yourself.  When serving as an Ally, be careful not to speak over those you are trying to support

DIVERSITY is being invited to the party. INCLUSION is being invited to dance. VERNA MYERS, Diversity and Inclusion expert

Looking towards the Future… with an Industry Focus SOME OBSTACLES and/or CLAIMS POTENTIAL SOLUTIONS  Broken or Leaky Pipeline: “We can’t  Evaluate processes to see where and find people with more diverse how you are recruiting backgrounds or they do not stay”  Update policies that may  Imposter Syndrome: “I am not unintentionally block diversity and qualified to be in my role” inclusion (e.g. family policies, job sharing, sabbaticals)  Glass Ceiling or Broken Rung: There are many people with diverse  Mentoring and coaching programs backgrounds, but they do not get with active company leadership promoted to roles higher in the support organization  Employee Working Groups and Support Networks